Robstown

Independent School District Robstown, Texas

SUBSTITUTE TEACHER HANDBOOK

2017-2018

Office of Human Resources

801North First Street

Robstown, TX 78380

361-767-6600

www.robstownisd .org

Substitute/Temporary Employee Handbook

Acknowledgement

2017-2018

I hereby acknowledge and accept my personal copy of the Robstown lSD

Substitute/Temporary Employee Handbook.

I further agree to read the handbook and abide by the standards, policies, and

procedures defined or referenced in this document.

The information in this handbook is subject to change. I understand that changes

in district policies may supersede, modify, or eliminate the information

summarized in this booklet. As the district provides update policy information, I

accept responsibility for reading and abiding by the changes.

I understand that I have an obligation to inform the Office of Human Resources of

any changes in personal information, such as phone number, address, etc. I also

accept responsibility for contacting the Substitute office or HR office should I have

any questions or concerns or need further explanation.

Signature Date

Robstown Independent School District

2017-2018 Substitute/Temporary Employee Handbook

Board of Trustees Oscar Lopez, President

Ernest Gallegos, Vice President

Eva Orona, Secretary

Bertha Roldan, Asst. Secretary

Richard Gonzalez, Member

Lori Ann Flores-Garza, Member

Hector M. Lopez, Member

Central Administration

Dr. Maria Vidaurri, Superintendent of Schools

Irma Padilla- Adm. Secretary

Diana L. Silvas, Asst. Superintendent for Human Resources/Curriculum & Instruction

Kelsey Cook- HR/PR Coordinator

Rosie Escobar- Adm. Secretary

Marie Castaneda- Substitute/HR Clerk

Ismael Gonzalez III, Director of Finance

Lydia Lerma- Adm. Secretary

WELCOME TO ROBSTOWN INDEPENDENT SCHOOL DISTRICT!

It is our belief that you represent a dedicated core of substitute teachers whose desire is to provide

students with quality educational experiences. Your role is vital in guaranteeing the continuation of

quality classroom instruction.

You have one of the most difficult assignments in the school system. It is the responsibility of all school

personnel to establish and maintain a favorable and respectful attitude concerning the substitute and

his/her work. Pupils must appreciate the need and the importance of the work of the substitute teacher

and be urged to treat him /her in a courteous, kindly, and friendly manner. The Robstown Independent

School District must maintain the high status that rightly belongs to the substitute teacher.

We wish we could promise you no bad days; we can't. At times you may feel that you never want to

substitute teach again,but the feeling will fade. You'll regain your momentum and enthusiasm. The

more you learn, the better you'll become. Experience is a great teacher.

We ask that you try to be available to teach whenever you are needed. Your willingness to fill in at the

"last minute" will make a lasting favorable impression on those who will be making personnel decisions

later in the year. Be the expert substitute teacher. Whatever you give to students, they'll give back to

you. Be firm and fair. Have strength and stamina.

The purpose of this handbook is to provide you with information that will clarify some policies and

procedures while enabling you to be more comfortable and effective in the classroom. We hope that

you will become familiar with it and that you will find it a useful source of information.

MISSION STATEMENT

The mission of Robstown ISD, in partnership with students, families, and community members, is to

ensure educational excellence that leads students to a fulfilling and productive life by creating

multiple opportunities for learning and a dedication to keeping STUDENTS FIRST.

MOTTO

Non-Discrimination

The Robstown Independent School District (District) does not discriminate on the basis of race, religion,color,

national origin, sex, age or disability in providing education or providing access to the benefits of educational

services,activities,and programs,Including vocational programs,in accordance with Titles VIand VII of the Civil

Rights Act of 1964,as amended (34 CFR Part 104}; Title IX of the Education Amendments of 1972 (34 CFR Part

106); Age Discrimination Act of 1975 (34 CFR Part 110); Section 504 of the Rehabilitation Act of 1973, as

amended;Title II of the Americans with Disabilities Act of 1990;and local Board policies. The Business Manager

coordinates compliance with the legal requirements above with the exception of the Director for Special

Education who coordinates compliance with the Individuals with Disabilities in Education Act (IDEA} and with

the provisions of Title IX of the Education Amendments of 1972. Our Coordinator for Student Services

coordinates Section 504 (Student Issues) of the Rehabilitation Act of 1973.

Disclaimer

The provisions and information set forth in this handbook are intended to be informational and not contractual

In nature. This, handbook is not intended, and shall not be construed to constitute a contract between the

District and any employee; prospective employee; agency of the local, state, or federal government; or any

other person or legal entity of any and every nature whatsoever. The District hereby reserves and retains the

right to amend, alter, change, delete, or modify and of the provisions of this handbook at any time, and from

time to time, without notice, In any manner that the Administration or the Board of Trustees of the District

deems to be in the best Interest of the District. The contents of this handbook apply to all permanent

employees (certified and auxiliary) and to all temporary and seasonal personnel in the District and do no amend,

abridge,or replace Board policies or Administrative Regulations established by the District.

DISTRICT DIRECTORY

Campus Administration

Robstown Early College High School- Grades 9-12

Sylvia Romero, Principal Esmi Limon, Asst. Principal of Instruction

HWY 44 Robstown,TX 78380 Leticia Garza, Asst. Principal of Instruction

361-387-5999

Salazar Crossroads Academy- Grades 9-12

Belinda Alaniz , Principal

701 N. First St. Robstown,TX 78380

361-767-6600

Seale Jr. High- Grades 6-8

Maribel Trevino, Principal Anissa Chavera, Asst. Principal of Instruction

401 E. Ave. G Robstown, TX 78380

361-767-6631

S. Ortiz Intermediate- Grades 4 & 5

Lorena Ceballos, Principal Dr. Julio Rangel, Asst. Principal of Instruction

208 E. Ave. H. Robstown, TX 78380

361-767-6662

Lotspeich Elementary- Grades Pk-3

Angel Lopez, Principal Laura Salinas, Asst. Principal of Instruction

1000 Ruben Chavez Rd. Robstown,TX 78380

361-767-6655

Robert Driscoll Elementary- Grades Pk-3

Manuel Lunoff, Principal Yolanda Reyna, Asst. Principal of Instruction

122 W. Ave. H Robstown, TX 78380

361-767-6641 San Pedro Elementary- Grades Pk-3

Laura Cueva, Principal

800 W. Ave. D Robstown,TX 78380

361-767-6648

INFORMATION AND GUIDELINES FOR SUBSTITUTE TEACHERS

SUBSTITUTE TEACHING

The substitute teacher is an important member of the Robstown lSD team. A substitute can ensure the

uninterrupted educational progress of students in the absence of a regular teacher. The substitute is

expected to implement the instructional plans left by the teacher. In the absence of the regular teacher,

the substitute is the professional in the classroom who will teach, keep accurate records, maintain a

positive learning environment, and make decisions appropriate to all situations that may arise. The use of

good judgment in the classroom is critical to success.

Substitute teaching is an integral part of the district's educational process and can be both challenging

and rewarding. Your position as a substitute teacher and your efforts to ensure that all Robstown lSD

students receive quality instruction in the absence of a regular teacher are appreciated.

REQUIREMENTS FOR SUBSTITUTE TEACHERS

The following requirements must be completed and on file with the Office of Human Resources before

substitute teaching can be rendered in the district:

• A completed substitute teacher application form

• Official Educational Transcript;High Schooi/GED; Associate's Degree; Bachelor's or Master's

degree,etc.

• A criminal history background check acceptable to the district

• New Requirement: Senate Bill 9- Fingerprinting (You will be required to pay the fingerprinting

fee of $50.20)

• Copy of original Social Security Card

• Copy of Valid Driver's license/ID

• If applicable, a copy of your Valid Texas Educator Certificate

• Completed forms submitted to the Office of Resources:

-Form 1-9 (two forms of identification will be needed);

-W-4 Federal Withholding Exemption Form;

-Letter of Reasonable Assurance;

-457 Enrollment Form (in lieu of Social Security, this is a FICA alternative under the OBRA act of

1989);

-Assignment Preference for Substitute Teaching

-TRS questionnaire

ORIENTATION FOR SUBSTITUTE TEACHERS Substitute teachers for Robstown lSD are required to participate in a district orientation session. It is

believed that the educational program will be enhanced by providing this opportunity and that it will

help substitutes in the performance of their duties.

ELIGIBILITY FOR SUBSTITUTE TEACHING

All required paperwork must be completed and received by the Robstown lSD Office of Human

Resources prior to attending orientation.

The Substitute Teacher Workday

The substitute teacher's workday is from 7:45am to 4:05pm unless otherwise directed by the

principal or substitute clerk. Substitutes will accept half-day or full day assignments only.

If you are on a long-term assignment for a certified teacher, the substitute will be required to

follow the teacher's workday schedule, including staying late on Wednesday.

You should report to the front office, sign in and out when your shift begins and at the end of

the work day.

If you work a full day and the teacher has a conference period, please report to the front office.

Your assistance may be needed during this time.

Once the school day is over, you will assist the staff with loading the students on their

prospective school bus.

Substitute Work Schedule

Full dav HalfdavAM Halfdav PM

Lotspeich Elementary 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

San Pedro Elementary 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

R. Driscoll Elementary 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

Ortiz Intermediate 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

Seale Jr.High 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

Robstown Early College High School 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

Salazar Crossroads Academy 7:45am- 4:05pm 7:45am-12.00pm 12:00pm- 4:05pm

RELEASE FROM ASSIGNMENT

When a substitute is on duty, he/she should continue in the assignment until officially released

by the principal or designee. Before leaving school, the substitute teacher should report to the

principal's office to sign-out and inform the principal of any problems experienced during the

course of the day. The substitute must leave adequate details of the day's activities.

SUBSTITUTE TEACHER REPORT

At the beginning and at the ending of the teaching day, the substitute must go to the campus office: (1)

sign in and out;(2) leave adequate details of the day's activities for the teacher to review;(3) inform the

principal of any problems experienced during the course of the day.

PAYMENT FOR SERVICES

1. Pay for substitutes will be according to the following guidelines:

Substituting For: Your Qualifications: Daily Rate:

Classroom Teacher/Aide Non-Degreed; High School Diploma or GED. Associate Degree

Short Term Long Term $70 $70

Classroom Teacher Degreed $80 $95

Classroom Teacher Degreed and Certified $90 $100 Long Term- a period of 11 or more consecutive days for the same teacher

RN $150.00 per day

LVN $112.50 per day

2. Half-Day range: Will be paid half of the full-day rate. Hours may vary depending upon the

schedule of the regular teacher and campus bell schedule.

3. Paychecks will be direct deposit on a semi-monthly pay schedule posted by the district; every 15th and 30th of the month.

4. The number of working days for each substitute is reported to the Payroll Department by each

campus. It is very important to sign-in and sign-put at the campus where services are rendered

DUTIES AND RESPONSIBILITIES OF SUBSTITUTE TEACHERS

1. The substitute teacher is expected to be on duty the full day/half day and to perform the

duties as assigned by the principal or the designated representative. You may be asked to

substitute for another class during your teacher's off period, or assume other duties as

required by the school principal or his/her designee.

2. The substitute teacher should endeavor to preserve the regular routine of the classroom, to

perform all of the duties of the regular teacher, and to follow lesson plans provided by the

regular teacher, unless otherwise instructed by the principal or designated representatives.

If lesson plans cannot be located,the administrator upon notification will provide alternative

activities.

3. Once you arrive at the campus and sign in at the front office, ask for the location of the

lesson plans, alternative plans to use, or who will be assisting you with the task in the event

that no lesson plans are available. Ask for information pertinent to emergency procedures

and your role in the event of a drill or emergency. Under no circumstances you are to leave

the students alone unless properly relieved of your duties.

4. A substitute teacher placed in a long-term assignment may call for assistance from the

campus principal. You become the teacher of record.

5. The substitute teacher should not receive money from students unless instructed to do so.

\

If money is collected,he/she should deposit it with the school secretary before leaving the

building. Substitute teachers should not lend students money for any purpose. If a

substitute teacher has occasion to confiscate an item of value from any student; e.g., pager,

or cellular telephones the substitute teacher is responsible for the article until it is turned in

to the principal.

6. The substitute teacher shall not leave the building during the school day without permission

from the principal or designated representative.

7. A short summary of the day's activities should be prepared by the substitute teacher and left

in the Lesson Plan Folder for review by the regular teacher.

8. The substitute teacher shall not read a personal book whole on duty or use personal

computer or electronic equipment. You are there to conduct a period of instruction. Follow

the lesson plan. If not lesson plan is available,notify the principal immediately for further

instructions.

9. The substitute teacher should attend faculty or grade level meetings only if requested to do

so by the principal or designated representative.

10. The substitute teacher is expected to dress in a manner that reflects professional status and

aims to reinforce the student dress code. Specific dress code guidelines may be in place at

the campus or office level. A clear distinction should be made between who is the teacher

or the student. You are the supervisor in charge so dress appropriately.

11. The substitute teacher is required to sign in and sign out with the school secretary for payroll

documentation purposes.

12. The substitute teacher shall not contact parents or send notes home with the students unless

authorized by the school principal or designee.

13. Substitute teachers are not allowed to record their students. Recordings include voice,video,

photography.

ADDITIONAL SUBSTITUTE TEACHER RESPONSIBILITIES

• Do not accept an assignment and not show up for duty.

• Do not arrive late for an assignment

• Do not cancel a job at the last minute; allow enough time for the job to be re-assigned

(8 hours)

• When accepting a job from AESOP listen and make note of complete details and

confirmation number.

PERSONAL PROPERTY

The school district is not responsible for any loss or damage to a substitute's property while on the

school campus. It is suggested you keep all personal items put up and not left out on the desk in the

view of the students.

PROFESSIONAL ETHICS

1. The substitute teacher has a professional obligation to behave like the regular classroom teacher and

shall use caution in expressing personal opinions.

2. Under no circumstances shall a substitute teacher criticize a District employee or a student in the

presence of school personnel or students.

3. The substitute teacher must avoid comparing one school with another or comparing the children in

one school with those in another school.

4. Schools exist for the student's benefit. The first obligation of the substitute is to maintain a safe and

orderly learning environment for students.

5. Be prompt and businesslike in making and keeping the agreement to work.

6. Complaints, comments,and/or questions should be directed to the principal.

STUDENT ILLNESS OR ACCIDENT

1. If a student becomes ill or suffers an accident while under the supervision of the substitute teacher,

the student shall be escorted to the principal's office. If the situation appears serious,do not move

the student. Send for the principal or nurse.

2. A substitute teacher shall never administer any sort of medication to a student.

FIRE AND EMERGENCY DRILLS

1. The substitute teacher should be familiar with emergency/drill procedures and lead the class in

proper participation during a drill or emergency situation. Upon checking in for his/her assignment

for the day,the substitute teacher should obtain from the school administration, the procedures in

effect in the vent of emergencies or drills.

CLASSROOM INSTRUCTION

1. The substitute teacher is responsible on behalf of the regular teacher for all students, equipment,

and materials assigned to the regular teacher. When you arrive at your classroom do a cursory

inventory of the items on hand.

2. The substitute teacher shall make every attempt to administer the lesson plan of the regular

classroom teacher. Substitute teaching is not a "babysitting" job. If no lesson plan is available, ask

for the emergency lesson plans that teachers should have available. The emergency lesson plan and

activities may be kept by the school's office. If no emergency lesson plan is available either ask for

assistance from the dean of instruction of the school, or designee administrator. Have an emergency

lesson plan available as part of your personal resource kit. Lesson plans are available in the

Substitute Teacher Handbook K-12.

3. The substitute teacher should arrange for a parent conference only after consulting with the school

principal about an issue or concern regarding a specific student. Parent-teacher conferences should

not be an issue for a substitute working the assignment just for one day. The school principal or

designee would be making the pertinent decisions.

4. If feasible on an assignment of more than two days, the substitute may consult with the principal or

designee about contacting the regular teacher.

5. The substitute teacher must complete one classroom assignment before starting another classroom

assignment. If no classroom assignment is available, contact other teachers for guidance on current

assignments due by the type of class.

6. The substitute teacher should not assign written work and leave it to be graded, except by request of

the regular teacher. Any written work assigned beyond the lesson plans of the regular teacher

should be graded and left for the teacher to review. On long-term assignments such work should be

graded and properly recorded unless otherwise directed.

7. Substitute teachers should refrain from discussing topics (including personal anecdotes) that are not

relevant to the day's lesson plan.

8. In addition to the general information given above, the substitute teacher is expected to comply with

assignment-related instructions from the principal or designee.

DISCIPLINE

1. Upon arrival at the campus, the substitute teacher must request, obtain,and review a copy of the

school's campus policy on discipline and a copy of the school's classroom management plan.

2. The substitute teacher shall never administer corporal punishment to any student. This is ground

for legal action against the substitute teacher. Do not touch the students.

3. The substitute teacher is expected to maintain a level of student discipline in the classroom, which is

conducive to good learning.

4. A substitute teacher may, by a referral slip, send a student to the principal's office. This action could

have serious consequences for the student. A student may be sent to the office with a request the

principal come to the classroom. The substitute should not leave the class unattended. The

substitute should check with the school's office for the campus guidelines for the campus that

pertain to handling referrals.

5. Explicit explanation and direction,plus firm, fair treatment of all students generally diffuses most

disciplinary problems in the classroom.

CLOSED CAMPUS

All District school campuses are closed campuses. Once on campus,students are not permitted to

leave during the school day for any reason unless permission has been obtained from an appropriate

school official.

The substitute should not leave the building or assignment during the day without notifying the school

principal or campus contact person.

COMPUTER EQUIPMENT/CELL PHONES

1. Because Substitute Teachers,Substitute Paraprofesionals, Substitute Clerks,Substitute Secretaries,

and Substitute Nurses are classified as Temporary Employees, no user name or password will be

issued in order to gain access to the school district computers or computer systems.

2. Substitute teachers,paraprofessionals,nurses are to refrain from using personal and or

District's computer equipment while in the classroom during an assignment. If the assignment

calls for the use of computer equipment,it will be the only instance that you may be allowed to

assist in the operation of this equipment.Seek help.

3. Under no circumstances is the substitute teacher to use the computer belonging to the classroom

teacher. Login/Entering into the District's computer system is in direct violation of the Acceptable

Use Guidelines for Online Access policy. Failure to comply with given guidelines could result in

dismissal from employment with the District.

4. If the assignment left by the teacher calls for the use of computers, please notify the school

principal or his/her designee and inform him/her that you are not allowed to access the computer

systems and help can be given to you and the lesson plan delivered.

5. You may monitor students while at their desk and while they are performing a pre-assigned task on

the computer.

6. Substitute teachers are not to solicit from students or school staff, information regarding access to

the computer systems,i.e., user name and or passwords.

7. Computers and computer systems are constantly monitored for usage and content, please refrain

from using them. Please remain vigilant to your assignments and avoid these pitfalls.

8. Some campuses allow substitutes to use the computers in the school library. Please refrain from

doing this. This is the exemption rather than the rule. The majority of the campuses are not going

to allow you to use the computers. Do not ask and avoid an unpleasant incident.

9. Do not use cellular telephones or cellular telephones with cameras while at school. Do not take a

picture of a student even if he/she agrees to it.

10. Social media guidelines i.e. Do not post while on schooltime.

EVALUATION

Regular Teacher's Responsibility

Regular teachers may be asked to provide feedback to the principal concerning the success of the

classroom/duty station under the direction of the substitute.

Principal's Responsibility

Should a problem occur while the substitute is on duty at a campus,the principal has the responsibility

of evaluating the situation and making a recommendation to the Director of Human Resources as the

status of the substitute teacher involved.

The Principal may request that certain substitutes are not to be assigned to their campus. The principal

must call the Office of Human Resources with all of the particulars and follow up the verbal request with

documentation.

Assistant Superintendent for Human Resources/Curriculum Responsibility

The substitute teacher is an at-will employee. If the Asst. Supt. for HR/Curr. determines that it is in the

best interest of the students and/or the district, the Asst. Supt. for HR/Curr. will submit a

recommendation to the superintendent of schools to remove a substitute's name from the approved

list.

Unfavorable Reports Concerning the Substitute Teacher

When a substitute teacher receives two or more unfavorable reports from the Principal, Teacher, or

Substitute Teacher Clerk, the substitutes will be asked to meet with the Assistant Superintendent of

Human Resources for a conference. Following the conference, the substitute will be placed on

probation for the remainder of the school year. An unfavorable report during the probationary period

will result in the removal of the substitute from the active substitute teacher list.

A substitute may be removed from the district's substitute roster for poor performance, misconduct or

for repeatedly turning down assignments. Also, repeatedly being unavailable for calls from AESOP or

frequently cancelled accepted assignments. Untimely return of letter of reasonable assurance could

also result in being removed from substitute active list.

If an active substitute has not accepted an assignment for three (3) months without contacting the

Robstown lSD Substitute Office, their name will be removed from the substitute list for the remainder of

the year or upon conferencing with the Assistant Superintendent for Human Resources /Curriculum.

Any substitute who has not worked or been paid in 12 months will be terminated due to "job

abandonment."

r I· .·. ..

I I

.. SCHOOL BOARD POLICY HIGHLIGHTS

Board policy is referenced in parenthesis and is subject to change. The District’s entire policy manual is

available online at: www.robstownisd.org

Equal Opportunity Employment:

Civil Rights (Title VM) and (Title IX)

The district shall not discriminate against any individual because of race, color religion, sex, national

origin, nor age. Sexual harassment is a form of sex discrimination. (DAA;FB)

Title IX Coordinator Pamela Kwiatkowski, Special Education Director

Highway 44

Robstown, Texas 78380

(361) 767-6600 ext.

3445

Americans with Disabilities Act The district shall not discriminate against any qualified individual because of the individual's disability. (ADA)

Section 504 Coordinator

Delma Salinas 801 N. First Street

Robstown, TX 78380

(361) 767-6600 ext.

2092

ALCOHOL AND DRUGS DI (Exhibit) EMPLOYEE WELFARE DI (EXHIBIT)

DRUG-FREE WORKPLACE REQUIREMENTS

The District prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances, illegal drugs, inhalants, and alcohol in the workplace. 41 U.S.C. 702(a) (1) (A); 28 TAC 169.2

The District shall establish a drug-free awareness program to inform employees about the dangers of drug abuse in the workplace, the District's policy of maintaining a drug-free workplace, any available drug counseling, rehabilitation, and employee assistance abuse program, and the penalties that may be imposed upon employees for drug abuse violations. 41 U.S.C. 702(a) (1) (B); 28TAC 169.2

Employees who violate this prohibition shall be subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance program, termination from employment with the District, and referral to appropriate law enforcement officials for prosecution. (See policies at DH and DHE) 41 U.S.C. 702(a)(l)(A); 28 TAC 169.2

Compliance with these requirements and prohibitions is mandatory and is a condition of employment. As a further condition of employment, an employee shall notify the Superintendent of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. Within ten days of receiving such notice-from the employee or any other source-the District shall notify the granting agency of the conviction. 41U.S.C. 702(a) (1) (D), (E)

Within 30 calendar days of receiving notice from an employee of a conviction for any drug statute violation occurring in the workplace, the District shall either (1) take appropriate personnel action against the employee, up to and including termination of employment, or (2) require the employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health agency, law enforcement agency, or other appropriate agency. 41 U.S.C. 703

.. ·[This notice complies with notice requirements imposed by the federal Drug-Free Workplace Act (41 U.S.C. 702) and notice requirements imposed by the Texas Workers' Compensation Commission rules at 28

TAC 169.2]

DATE ISSUED: 06/22/2000

UPDATE63

DI(E)-A

Employees shall not unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of

any of the following substances during working hours while at school or at school-related activities during

or outside of usual working hours:

1. Any controlled substance or dangerous drug as defined by law, including but not limited to

marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate

2. Alcohol or any alcoholic beverage.

3. Any abusable glue, aerosol paint, or any other chemical substance for inhalation.

4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs.

An employee need not be legally intoxicated to be considered "under the influence" of a controlled

substance. (DH Local)

Exception: An employee who uses a drug authorized by a licensed physician through a prescription

specifically for that employee's use shall not be considered to have violated this policy. (DH Local) Report

of Drug Offenses: A teacher, administrator, or other District employee is not liable in civil damages for

reporting to a school administrator or governmental authority, in the exercise of professional judgment

within the scope of the teacher's, administrator's, or employee's duties, a student whom the teacher suspects

of using, passing, or selling, on school property any of the following substances:

1. Marijuana or a controlled substance, as defined by the Texas Controlled Substances Act.

2. A dangerous drug, as defined by the Texas dangerous drug law.

3. An abusable glue or aerosol paint, as defined by the Texas Controlled Substances Act, or a volatile

chemical, if the substance is used or sold for the purpose of inhaling its fumes or vapors.

4. An alcoholic beverage, as defined by the Alcoholic Beverage Code.

Drug counseling, rehabilitation, and assistance programs are available in the surrounding community. For

assistance in locating these resources, contact the Robstown ISD Office of Human Resources.

TOBACCO PRODUCTS (DH)

Employees shall not use tobacco products on District premises, in District vehicles, or at school or school­

related activities.

SEXUAL HARASSMENT (DHC, FNCJ, FFG)

"Sexual harassment" includes, but is not limited to:

l. Unwelcome sexual advances,

2. Requests for sexual favors, and

3. Other verbal or physical conduct of a sexual nature.

Such conduct constitutes sexual harassment when submission to such conduct is made a term or condition of

employment or has the purpose or effect of unreasonably interfering with an individual's work performance

or creating an intimidating, hostile, or offensive working environment. Sexual harassment includes same­

sex harassment when the harassment constitutes discrimination because of sex.

Sexual harassment may include but is not limited to:

·1. Unwelcome sexual advances toward another employee.

1. Any welcome or unwelcome sexual advances with a student.

3. Requests for sexual favors in exchange for benefits (grades, jobs, salary, etc).

4. lbreats to remove benefits for refusal to grant sexual favors.

5. Conduct which causes humiliation and/or causes a hostile, intimidating, or otTensive work

environment.

6. Unwanted sexual flirtation or repeated and unwelcome requests for dates or relationships with

another employee.

7. Any welcome or unwelcome flirtation or romantic relationship with a student. 8. Inappropriate and repeated sexual remarks or sexually oriented jokes, cartoons, graffiti, etc.

9. Physical conducts which is inappropriate including leering, staring, offensive gestures, invading.

An employee who believes he or she has been or is being subjected to any form of sexual harassment shall

bring the matter to the attention of the principal, immediate supervisor or the Title IX coordinator. No

procedure or step in this policy shall have the effect of requiring the employee alleging harassment to

present the matter to a person who is the subject of the complaint. (DHC) ·

District employees shall not engage in sexual harassment of students. Sexual harassment includes such

activities as welcome or unwelcome sexual advances, requests for sexual favors, and other verbal (oral or

written), physical, or visual conduct of a sexual nature. Romantic relationships between District employees

and students constitute unprofessional conduct and are prohibited. (DHC)

CHILD ABUSE (FFG Legal)

A person who has cause to believe that a child's physical or mental health or welfare has been or may be

adversely affected by abuse or neglect by any person shall make such reports as are required by law. Family

Code 261.101(a)

[fa professional has cause to believe that a child has been or may be abused or neglected or is a victim of indecency with a child. as described in Penal Code Section 21.11. and the person has cause to believe that

the child has been abused as defined by Family Code 261.001. that person shall make a report as prescribed above not later than 48 hours after the hour the person first suspects that the child has been abused or

neglected or .is a victim of indecency with a child . as described in Penal Code section 21.11. A person may

not delegate to or rely on another person to make the report. Family Code 261.101(b)

The report shall contain the name and address of the child, the name and address of the person responsible

for the care of child, if available, and any other pertinent information. Fami(v Code 261.104

A person who reports or assists in the investigation of a report of child abuse or neglect, other than a person

reporting his or her own conduct or reporting in bad faith or with malice, is immune from any civil or

criminal liability that might otherwise be incurred or imposed. Family Code 261.106; 19 TAC 61.1051 [See

DG(Legal)]

These reports shall be directed to any of the following:

l. Any local or state law enforcement agency;

2. The Child Protective Services division of the Texas Department of Protective and Regulatory Services;

3. A local office of Child Protective Services, where available; or

4. The state agency that operates, licenses, certifies, or registers the facility in which the alleged abuse or neglect occurred.

A person commits a class B misdemeanor if he or she has cause to believe that a child's physical or mental health or welfare has been or may be adversely affected by abuse or neglect and knowingly fails to report it as provided by law. Family Code 261.109

· An employee who suspects or knows that a student is being sexually harassed or sexually abused by a

school employee or by another student shall inform his or her principal, immediate supervisor, or the Title

IX coordinator. (FNCJ)

Asbestos Management (CKA Legal)

A copy of the district's management plan is on tile at the maintenance office and is available for inspection

during normal business hours.

Crisis Intervention Plan The purpose of the crisis intervention plan is to provide immediate communication, organization, and support to the campus affected by a crisis occurring during the course of the school day. Obtain the crisis

intervention plan from school principal or counselor.

Pesticide Application (DI Legal)

Before treating a school building for pest control, the District shall ensure that the necessary signs are posted or made available.

Computer Use and Data Management (CQ Local)

The district's electronic communications systems, including its network access to the Internet, shall be made

available to students and employees primarily for instructional and administrative purposes and in accordance with administrative regulations.

Limited personal use of the system shall be permitted if the use:

l. Imposes no tangible cost on the District;

2. Does not unduly burden the District's computer or network resources; and 3. Has no adverse effect on an employee's job performance or on a student's academic performance.

Electronic mail transmission and other use of the electronic communications systems by students and employees are not private and may be monitored at any time by designated District staff to ensure appropriate use.

Access to the District's electronic communications system is a privilege, not a right. All users shall be

required to acknowledge receipt and understanding of administrative regulations governing use of the system and shall agree in writing to allow monitoring of their use and compliance with such regulations and

guidelines. Noncompliance may result in suspension of access or termination of privileges and other disciplinary action consistent with District's policies.

Violations of law may result in criminal prosecution as well as disciplinary action by the District. Employees with questions about computer use and data management can contact the Technology Coordinator at 387-5999 extension 3511.

Substitute Dress Code- Employees shall act as role models by exemplifying the highest standard of professional

appearance for the education purposes of teaching community values and proper grooming

and hygiene.

The following shall apply:

1. Cleanliness and neatness are expected of all staff at all times.

2. Outer garments shall fit properly and be of an acceptable length (no shorter than two

inches above the knee).

3. Blouses and shirts must cover the midriff and lower back (this includes when reaching or

bending). Halters, bare backs, tank tops, spaghetti straps, muscle shirts, see-through

garments, revealing/provocative necklines shall NOT be permitted. In addition, clothing

with symbols, inappropriate language, phrase or slogans advertising tobacco, alcohol

products, controlled substances or political advertisements are unacceptable.

4. No hats, caps, or other head coverings shall be worn inside the building except as

required by specific assignments/specific events.

5. Hair shall be clean and well-groomed.

6. Footwear will EXCLUDE slippers, shower shoes, flip-flops, house shoes and beach

sandals.

7. Shorts, leggings, warm-ups, wind suits, spandex or similar tight pants, exercise clothes

or any garment that may appear to be an undergarment are unacceptable.

8. Denim pants/shirts/capris may only be worn on teacher workdays or on days designated

by the Principal/supervisor (e.g. campus field day/STARR testing as approved by the

Superintendent or designee). When denims are designated, they must be clean and

neat (no holes, no extremely faded or worn out jeans/denims) and worn with a school

spirit shirt. Low-rise pants are unacceptable.

9. Jewelry shall not be worn in a visible pierced area other than the ear.

10. Tattoos shall be covered at all times.

11. When representing Robstown lSD (in-service, workshops, board meetings, parent

meetings and special occasions) substitute teachers are expected to wear professional

attire.

12. Jeans may be worn on Fridays only.

13. College Day shirts on Tuesday with slacks.

The following exceptions apply to these guidelines:

1. Physical education, JROTC staff, Band Directors and other employees assigned to

specialized courses may choose to wear appropriate attire, approved by the

administration, during that specified instructional period only.

2. Instructors/staff in early childhood classes (PK-K), special education self-contained

units,occupational therapists or nurses may wear scrubs.

3. Instructors in shop/mechanic courses, culinary arts, early childhood classes, may

wear aprons, smocks,or coveralls during the instructional period.

("'.! ("

Diana L. Silvas

Asst. Supt. for Human Resources/Curriculum

801 North First Street

Robstown, Texas 78380

(361) 767-6600 ext. 2064 • Fax (361) 767-6616

ROBSTOWN

INDEPENDENT SCHOOL DISTRICT

“Next Level”

TERMINATION OF TEMPORARY EMPLOYMENT

Upon termination of employment:

Please complete and return to the Office of Human Resources for deletion from

active Robstown lSD Substitute Database.

Substitute Name:-------------------------

SSN:---------------------

Forwarding address for mailing fmal payroll check and W-2 Tax statement:

Effective date of resignation: _

Last working day: -------------------

Reason for resignation:

Substitute Signature Date

ACCIDENT PREVENTION PLAN

MANAGEMENT COMPONENT POLICY STATEMENT

The Superintendent of Schools is committed to providing a safe and healthful work

environment for all employees and others that may work, visit, or enter our facilities.

It is our policy to manage and conduct operations and business in a manner that offers

maximum protection to each and every employee and any other person that may be

affected by our operations and business.

[t is our absolute conviction that we have the responsibility for providing a safe and

healthful work environment for our people and all others that may be affected as we conduct our business.

We will make every effort to provide a working environment that is free from any recognized or potential hazards.

We recognize that the success of a safety and health program is contingent and dependent upon support from the executive level of management down to involvement of all employees of the district.

The superintendent is committed to allocating and providing all of the resources needed to promote and effectively implement the Accident Prevention Plan.

Robstown ISD will establish avenues to solicit and receive comments, information and assistance from employees where safety and health is concerned.

Robstown lSD will comply with all safety and health regulations established by federal, state and local agencies.

Principals, supervisors and Department Heads will be an exemplary example of commitment to safety and health at this department.

This policy applies to all employees and persons affected or associated in any way by the scope of this business.

EMPLOYEE SAFETY RESPONSIBILITIES:

All employees bear a certain amount of responsibility and accountability in any safety program. All employees must be aware of their actions, be in an alert, coherent mental state, be physically fit for their job and its conditions, and maintain a proper attitude for

their work requirements and the job requirements overall.

All Employees Will:

• Know their job, follow instructions, and think before they act.

• Immediately stop their duties of job if they need help, or are unclear of their

duties, job requirements, or equipment usage until their supervisor addresses the

condition.

• Use PPE, such as eye protection, gloves, safety footwear, back support belts, etc.

as the job requires.

• Work according to good safety practices as posted, instructed

and discussed.

• Refrain from any unsafe act that might endanger themselves or fellow workers.

• Use all safety devices provided for their protection, or as required for the job at

hand.

• Report all unsafe situations or acts to their supervisor or safety representative immediately, and refrain from continuing the job until it is safe to do so.

• Follow ALL safety rules.

• Never operate any machinery or equipment that you are not familiar with and trained to operate, or equipment that is defective or in need of repair.

• Report ALL accidents to your supervisor regardless of severity, as soon as they occur and not later than the end of your shift. The supervisor will decide if further action is needed, however the supervisor must be made aware of the incident.

EMPLOYEE SAFETY RULES

Purpose:

To assure that basic rules are developed and implemented to guide the work activities in a department. The rules should be designed to assure smooth operations and reduce the change of injury.

Scope: The employee orientation handbook contains general safety rules and rules specific for departments. The rules will be considered mandatory and enforced by the discipline

process. These rules may be amended, if needed, to more fully address accident

exposures in the future.

Procedure: 1.The Safety Officer will review the types of accidents that have occurred in the district

during the past years. Preventive measures to avoid the accidents will be translated into

rules. This process will occur at least annually.

2.It is the immediate supervisor's responsibility to communicate and enforce safety rules.