South Bay Union SchoolDistrict A community dedicated to achievement for all

EMPLOYEE HANDBOOK

South Bay Union School District601 Elm Ave

Imperial Beach, CA 91932(619) 628-1600www.sbusd.org

Welcome to the South Bay Union School District! 3

SBUSD Vision 4

Local Accountability Plan 5

Customer Service Measure 6

About Our District 7

District Map 9

2019-20 School Calendar 10

Professional Standards 11

Code of Ethics 11

General Employee Conduct 11

Privacy and Confidentiality 11

Reporting Absences 12

What Type of Leave Can I Use? 14

Leaves (Article 8 Classified Employees) ( Article 8 Certificated Employees) 15

Bereavement Leave 16

Personal Leave 17

Maternity Leave 17

Jury Duty 18

Procedures for Filling Vacancies of Classified Employees 18

(Article 14 Classified Employees) 18

Health and Welfare Benefits 19

Beginning and Ending Dates of Coverage 19

Early Retirement Incentive 19

COBRA Continuation 20

Qualifying Life Events 20

Employee Assistance Program 20

Worker’s Compensation 21

Mandated Reporter 22

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Resignation 23

(Article 22 Classified Employees) (Article 20 Certificated Employees) 23

Payroll Procedures 23

Post- Employment TB Screening 24

Changes to District T.B. Procedures and Protocols 24

Nondiscrimination in Employment (BP 4030) 24

Sexual Harassment (BP 4119.11) 25

Sexual Harassment Reports and Complaints 25

Employee Use of Technology (BP 4040) 26

Tobacco (BP 3531.62) 26

Drug and Alcohol- Free Workplace (BP 4020) 27

Emergencies and Disaster Preparedness Plan (BP 3516) 27

Safety 28

Uniform Complaint Procedures (BP 1312.3) 29

Identification Badges 29

Privacy and Confidentiality 30

Welcome to the South Bay Union School District!

It is a pleasure to extend a warm welcome to you as an employee of the South Bay Union School District. We are pleased that you have chosen to be on our team and share our goal of providing a quality education for all. This handbook was prepared specifically for you, so that you might know how South Bay Union School District is organized, the benefits to which you are entitled and your responsibilities as an employee. It is our hope that this handbook is a helpful source of information that will serve to make your employment satisfying and rewarding.

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SBUSD Vision The Governing Board believes that a clearly stated purpose and direction for the district provides the foundation for continuous improvement and accountability. The Board shall adopt a long-range vision for district programs and activities that focuses on the achievement and well-being of all students and reflects the importance of preparing students for the future academically, professionally, and personally. The vision shall recognize the unique role of students, parents/guardians, staff, and community partners in contributing to a high-quality education for all students. The district's vision may be incorporated into its mission or purpose statement, philosophy or motto, long-term goals, short-term objectives, and comprehensive plans such as the local control and accountability plan (LCAP).

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Board of EducationMarco Amaral Louis Barrios Mary Doyle

Barbara Elliott-Sander Cheryl Quinones

SuperintendentKatie McNamara, Ed.D

District AdministrationCindy Wagner, Deputy Superintendent – Educational ServicesJanea Marking, Assistant Superintendent – Business Services

Kim Phifer, Assistant Superintendent – Human Resources

Local Accountability Plan

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Customer Service MeasureSouth Bay Union School District is highly committed to providing extraordinary customer service. We seek employees who are: Friendly, Helpful, Respectful and Professional

Friendly Staff Members: Helpful Staff Members: Respectful Staff Members: Professional Staff Members:

Greet guests within 30 seconds with a smile and friendly welcome.

Are eager to help customers and give them their full attention.

Answers phones within three rings with a smile in their voices.

Communicate in a caring manner.

Have a friendly voicemail greetings that include: An invitation to leave a message, the promise of a quick response, and an alternative number for immediate help.

Strive to exceed customer expectations.

Are patient.

Are problem-solvers.

Have “It is my job” attitude.

Seek out answers for customers, rather than just passing them on to someone else.

Response to calls and emails within one business day.

Walk guests to their destinations and introduce them.

Try to ensure people to whom they transfer a call are available.

Address customer complaints in a timenlymanner and follow up to ensure concerns have been addressed.

Treat all customers fairly and equally.

Treat customers with courtesy and respect.

Actively listen to customers and strive to understand their concerns and needs.

Acknowledge and apologize when anyone makes a mistake or a customer is inconvenienced.

Do not discuss confidential information in public places.

Do not engage in gossip or make derogatory remarks about others.

Ensure workplace is neat, clean, attractive and welcoming.

Present a professional image that conveys caring, commitment, compassion and confidence.

Are knowledgeable about schools, programs and community.

Check their email, voicemail & mailbox at least once, preferably twice, each day.

Leave an “out of office” voicemail/email message if out for a day or more.

Are flexible and open to change.

Act with integrity.

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About Our District

South Bay Union is the most south westerly school district in the United States. Our Pre-Kindergarten - 8 District serves a diverse population in Imperial Beach, San Ysidro, and south San Diego.

Quick Facts

● Established: 1920● Region: 14.38 square miles of land area and 2.29 square miles of water area● Population Served: 75,823● Current Enrollment: 7,871 (including 533 Preschool Students)● Number of Schools: 12 (including two dependent Charter Schools and one Preschool)● Number of Certificated Employees: 386● Number of Classified Employees: 270● Number of Part-time Substitute Employees: 253● Number of Management/Supervisory/Confidential Employees: 42

● Adopted 2018-2019 Operating Budget: $77,045,541● Unduplicated Students: 85.79%● Dual Language Immersion Program● STEAM Academy

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● Gifted and Talented Education Program● Visual and Performing Arts Program● Instrumental Music Program● Leader in Me● No Excuses University

Student Ethnic Composition● 43 percent Hispanic● 25 percent White● 17 percent Not Stated● 5 percent Filipino● 4 percent African American

Instructional Sites● Bayside STEAM Academy (K-6)● Berry (K-6)● Central (TK-6)● Emory (K-6)● Imperial Beach Charter (K-8)● Mendoza (K-6)● Nestor Language Academy Charter (K-8)● Nicoloff (TK-6)● Oneonta (TK-6)● Pence (K-6) ● Sunnyslope (K-6)● VIP Village (Preschool)

District Map

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2019-20 School Calendar

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Professional StandardsThe Governing Board expects district employees to maintain the highest ethical standards, behave professionally, follow district policies and regulations, abide by state and federal laws, and exercise good judgment when interacting with students and other members of the school community. Employees shall engage in conduct that enhances the integrity of the district, advance the goals of the district’s educational programs, and contribute to a positive school climate. BP 4219.21 BP 4119.21

Code of EthicsSchool employees who are in daily contact with many phases of educational work should be persons whose conduct is beyond reproach and who sincerely believe in the advancement of education and the betterment of working conditions; therefore, the California School Employees' Association proposes this Code of Ethics as a standard for its members. Exhibit 4219.21

General Employee ConductThe South Bay Union School District is dedicated to maintaining a culture in which employees adhere to the highest ethical standards. It is expected that employees will demonstrate ethical conduct in the performance of their duties by acting , at all times, responsibly and conscientiously, with honesty and integrity. All official actions must reflect employees’ use of good judgement, due care, competence and diligence.

Privacy and Confidentiality The South Bay Union School District is committed to abiding by all state and federal laws and South Bay Union School District’s policies and administrative regulations concerning confidential information, including student records, personnel files and records of the South Bay Union School District and Governance Board that are exempt from disclosure. With respect to student records, employees must comply with Board Policy 5125 and Administrative Regulation 5125.

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Reporting Absences Each employee is responsible for reporting his or her own absence. All absences must be reported in Frontline. To report an absence Login to Frontline and create an absence. If you are calling in an absence within 1 hour or less of your site or department report time you will call 1-800-942-3767.

For more help with creating an absence just login Frontline

choose the at the top of the page

Then

choose

then and view a helpful video. All absences except sick leave must be reported in iVisions.

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What Type of Leave Can I Use?

Leaves (Article 8 Classified Employees) ( Article 8 Certificated Employees)

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Sick Leave

The Board shall provide for a compensated leave of absence from duty to any unit member who is compelled to be absent from duty because of an accident, illness, or quarantine.

Unit members employed five (5) days per week for the full school year are entitled to twelve (12) days sick leave each school year commencing on the first day of employment. Unit members employed for the full school year for less than five (5) days per week are entitled to twelve (12) days divided by five (5) days and multiplied by the number of days worked per week each school year.

Unit members who work five (5) days per week for the full school year but for less than a maximum day are entitled to twelve (12) days sick leave each school year of the same length regularly worked.

Should a unit member be transferred from a day of less than maximum time to one of greater (or maximum) time, said unit member’s accumulated sick leave days shall be reduced in direct proportion to the ratio of time previously worked per day to time presently worked per day.

Unit members hired for less than a full school year (i.e. ten (10) months) shall earn sick leave in direct proportion to that earned by a person employed a full year in the same position. However, a new employee of the District shall not be eligible to take more than six (6) days, or the proportionate amount to which he may be entitled under this section, until the first day of the calendar month after completion of six (6) months of active service with the District.

Any unit member who is absent from duty on account of illness or accident for more than his sick leave entitlement and for up to one hundred (100) days total shall receive fifty percent (50%) of his regular daily salary for each day of such leave. Any unit member who is absent from duty on account of illness for more of his sick leave entitlement and for more than one hundred (100) days shall receive no pay for such period.

Unit members absent more than four (4) consecutive days may be required to submit a physician’s statement or that of a person authorized by a well-recognized religious sect, denomination, or organization to treat people stating the reason for absence and dates of illness.

The District need not assume that a unit member’s statement establishes disability conclusively, but may require a review and examination by a physician selected by the District or a practitioner of the unit member’s faith selected by the District. The expense of such review examination shall be borne by the District.

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A sick leave absence shall commence when the unit member or agent of the unit member calls in to report the absence. A sick leave day once commenced may not be reinstated as a working day without the approval of the unit member’s supervisor if a substitute has been called to fill the position.

Whatever the claim of disability, no day of absence shall be considered a sick leave day on which employees of the District have engaged in a concerted work stoppage unless the unit member provides such certification as required by the Superintendent.

Should a unit member of the District, in the opinion of an administrator, show evidence of deviation from normal physical or mental health, the administrator shall report this to the Superintendent who shall recommend a course of action in accordance with state law and this Agreement.

The personnel records of this District shall show the attendance of each unit member and such days as that unit member may be absent for reason of illness, accident, or other cause. A record shall be maintained of the unused sick leave days accumulated by each unit member each school year.

Bereavement Leave

Every unit member is entitled to a leave of absence, not to exceed three (3) days or five (5) days if out-of-state travel or travel of more than three hundred fifty (350) miles (one way) is required, on account of the death of any member of the immediate family. No deduction shall be made from the salary of such unit member nor shall leave be deducted from leave granted by other sections of this Agreement.

Members of the immediate family, as used in this section, means the mother, father, grandmother, grandfather, or grandchild of the employee or of the spouse of the employee; son, son-in-law, daughter, daughter-in-law, step-parent, legal guardian, stepchild, brother or sister of the employee, or any relative living in the immediate household of the employee.

The word “spouse” in this section shall also include any individual who qualifies as a registered domestic partner under California law. In cases involving a long-established personal relationship between a unit member and individual residing in the same household, bereavement leave may be granted at the discretion of the District.

Bereavement leave may be taken at the time of the member of the immediate family’s death or to attend a memorial or funeral service for the deceased member of the immediate family.

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Personal Leave

Members of the unit are entitled to use two (2) days of personal necessity leave annually for the purpose of dealing with matters of compelling personal importance.

A unit member who elects to take a day of personal leave is required to provide two (2) duty days prior written notice to his or her supervisor as an express condition of the granting of the day of leave.

Personal leave shall not be utilized for purposes of participating in concerted activities or other collective refusals to provide service.

The number of unit members eligible for personal leave at any one school site or central work location on each duty day shall not exceed ten percent (10%) of the total number of unit members assigned to such school or work site.Personal leave entitlement shall not accumulate from year to year.

Maternity Leave

The Board shall provide leaves of absence for any female unit member of the District whose absence is required by pregnancy, miscarriage, childbirth, or recovery therefrom.

Such absence may be requested and granted only in accordance with the provisions of this Agreement applicable to sick leave and uncompensated leaves.

NoticeA unit member whose pregnancy has been verified shall report her condition to her supervisor and indicate her plans if she intends to request a leave of absence other than that of temporary disability (sick leave) due to pregnancy, miscarriage, childbirth, or recovery therefrom.

Jury Duty

A classified employee called for jury duty shall be granted leave with pay up to the amount of the difference between his/her regular earnings and any amount received for jury fees. (Education Code 44037)An employee shall be granted leave with pay to appear in court as witnesses other than litigants or to respond to an official order from another governmental jurisdiction for reasons not brought about through the connivance or misconduct of the employee. Such employees shall receive the difference between his/her regular earnings and any witness fees he/she received.

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Procedures for Filling Vacancies of Classified Employees

(Article 14 Classified Employees)

Eligibility

Unit members and outside applicants may apply for vacant positions.

Unit members shall be granted an interview with the following exceptions:

(a) If the unit member is currently subject to a performance assistance plan or has received a written reprimand within the last two years.

(b) If the unit member has received any unsatisfactory rating in the unit member’s most recent evaluation.

If a unit member is ineligible to apply for a vacant position based upon (a) or (b) above, the Assistant Superintendent of Human Resources shall contact the employee’s current supervisor to determine if stated deficiencies have been remedied. If they have not been remedied, the employee shall be notified in writing that he or she is ineligible to apply. If deficiencies have been remedied, the employee shall be granted an interview.

Health and Welfare Benefits

The district shall provide medical, dental, vision and life insurance benefits to each full time unit member who works an average of four (4) hours per day or more, or works an average of twenty (20) hours or more per week. District medical benefit contributions are pooled within each labor group. Pooling is the practice of sharing unused resources within each group. Unused district medical contributions which are unused by Single employees are used to reduce the cost for Employee + 1 and Employee + Family. Link to Webpage and Forms

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Beginning and Ending Dates of Coverage

If the employee’s date of hire is on the first week of the month, the coverage will be back date to begin the first of that month. Otherwise, the coverage will begin on the first of the following month. At time of enrollment, legal documentation is required to add dependents (i.e. birth certificate, marriage license, California Declaration of Domestic partnership, or court ordered guardianship). Dependent children are eligible for coverage until age twenty-six (26) on all medical, dental and vision plans. If an employee works the entire year and terminates in June, benefits will terminate on September 30. If an employee terminates any other month of the year, coverage terminates at the end of that month.

Early Retirement Incentive

Any unit member who retires from District service after accumulating the equivalent of fifteen (15) full time years of service to the District and is at least fifty-five (55) years of age, qualifies for early retirement benefits. The District will provide medical benefits until early retiree becomes sixty-five (65) years of age. The District does not include payment for dependent coverage.

COBRA Continuation

COBRA which stands for “Consolidated Omnibus Budget Reconciliation Act,” gives you and your dependents the right to continue health care coverage for a specific time if your employer-sponsored coverage ends. In accordance with COBRA, you (and/or your covered dependents) have a right to continue your health care coverage in the event you (or your dependents) are no longer eligible for coverage through the employee benefits program. There are several instances in which COBRA continuation is available; these instances are referred to as “qualifying events.

Generally, COBRA coverage is available to you for up to 18 months (an additional 18 months may be available in certain circumstances

Additions or Changes to Plans

For continuing employees, changes to plans may only be made during the annual open enrollment period. Any benefit change due to a qualifying life event must be made within 30 days of the event.

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Qualifying Life Events

The following life events allow you to make a mid-year or benefits election change:

● Legal marital status including marriage, domestic partnership, divorce, legal separation● Birth of a baby, adoption● Loss of other coverage

Employee Assistance Program The Employee Assistance Program is available to all employees and their dependents that are

experiencing difficulties such as emotional distress, financial issues, family, school or work issues or any other problem that may be affecting their well-being and their job performance. The service is confidential and free of charge. Employees are encouraged to take advantage of this service by scheduling an appointment with the program qualified and trained personnel. For assistance employees can call 888-625-4809 or log onto: www.liveandworkwell.com

Worker’s Compensation

If you sustain an injury while on the job, you are protected by Workers’ Compensation Insurance. You must report your injury to your immediate supervisor. You need to report all work injuries within 24 hours, even if you choose not to seek medical attention. The Company Nurse performs a triage process that guides the employee to the appropriate level of care for treatment based on the information obtained during the call. The Company Nurse can be reached at 877-518-6702, this is a 24/7 service.

Filing of a claim does not automatically qualify you for benefits. Keenan and Associates, the District’s Workers’ Compensation Insurance, will determine if you claim is accepted.

You may see your own personal physician in case of an injury, but you must have Workers’ Compensation Pre-Designation of Personal Physician form on file prior to the date of the injury. You may file such notice at the time of hire or request a notice form from the Human Resources Office. It is your responsibility to file a new notice if you change doctors. The Workers’ Compensation office still has the right to have you see one of the District’s frontline providers.

The District wants to make sure that you promptly receive the benefits and care that you are entitled to, to aid you in making a speedy recovery, and to help you return to work.

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Mandated Reporter

The Child Abuse and Neglect Reporting Act (CANRA) pursuant to Penal Codes 11164 through 11174.3 is a body of California laws designed to protect children from suffering harm. California law requires people in positions of authority over children to report known or suspected abuse or neglect. Adults should always report any instances of actual or suspected child abuse or neglect. However, many professionals are considered mandatory reporters who must follow the mandatory reporting laws.

If you are considered a “mandatory reporter,” you must tell a local law enforcement agency or child welfare department if you are aware of or suspect child abuse or neglect. Telling your supervisor does not fulfill your obligation.

You must make the report within 36 hours of receiving information about the incident. You may submit the report confidentially.

If you are required to report actual or suspected incidences of child abuse or neglect and you fail to do so, or you impede the making of a mandatory report, you can be charged with a crime.

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Resignation

(Article 22 Classified Employees) (Article 20 Certificated Employees)

A unit member must submit a resignation in writing to the District Superintendent.

A resignation shall be effective three (3) business days (24 business hours) following receipt by the Superintendent.

A unit member shall be notified in writing when a resignation has been received by the Superintendent or approved by the Board.

A resignation may be withdrawn prior to the time it became effective three (3) business days (24 business hours) after receipt by the Superintendent or upon approval by the Board.

Nothing within this section shall preclude the Board from acting upon a resignation upon receipt from the unit member. Resignation/Retirement Form

Payroll Procedures

Employees are paid on the last working day of each calendar month, except December. In December, employees are paid on the last teaching day of the month.

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Non-regular classified service (Substitutes, overtime or extra hours) shall be paid at the end of the month for all days worked the previous month. (i.e., a pay warrant issued on the last working day in October would include all days worked the prior month of September).

Direct Deposit Form

PAYCHECK PICK-UP

Live/real warrants are available for pick-up on pay day. Permanent employee warrants will be held until they are picked up. Substitute employee warrants will be mailed at the end of the day.

Post- Employment TB Screening

Changes to District T.B. Procedures and Protocols

There has been a recent change to the requirements for tuberculosis testing for school employees and volunteers. Assembly Bill (AB) 1667(effective January 1, 2015), replaces universal tuberculosis (TB) skin testing for private, parochial, public K-12 School and nursery school employees and volunteers with a TB risk assessment questionnaire (see attached). If risk factors are identified in the questionnaire, employees/volunteers would then be required to obtain a T.B. skin test and examination from a medical professional.

Nondiscrimination in Employment (BP 4030)

The Governing Board is determined to provide a safe, positive environment where all district employees are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. For purposes of this policy, employees include job applicants, interns, volunteers, and persons who contracted with the district to provide services, as applicable.

No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, color, ancestry, national origin, age, religious creed, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, sex, or sexual orientation, gender, gender identity, gender expression, or association with a person or group with one or more of these actual or perceived characteristics.

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For concerns or complaints, please contact Title IX Compliance Officer. Kim Phifer, Assistant Superintendent of Human Resources & Organizational Development, 601 Elm Ave, Imperial Beach, CA 91932 Ph- (619) 628-1690 or email your concerns to Kphifer@sbusd.org

Sexual Harassment (BP 4119.11)

The Governing Board is committed to providing a safe work environment that is free of harassment and intimidation. The Board prohibits sexual harassment against district employees and retaliatory behavior or action against any person who complains, testifies, or otherwise participates in the complaint process established for the purpose of this policy.

Sexual harassment includes, but is not limited to, harassment that is based on the gender, gender

identity, gender expression, or sexual orientation of the victim. Any district employee who engages or participates in sexual harassment or who aids, abets, incites,

compels, or coerces another to commit sexual harassment in violation of this policy is subject to disciplinary action, up to and including dismissal.

Sexual Harassment Reports and Complaints Any district employee who feels that he/she has been sexually harassed in the performance of

his/her district responsibilities or who has knowledge of any incident of sexual harassment by or against another employee shall immediately report the incident to his/her direct supervisor, another supervisor, the district's coordinator for nondiscrimination, the Superintendent, or, if available, a complaint hotline or an ombudsman. A supervisor or administrator who receives a harassment complaint shall promptly notify the coordinator.

Complaints of sexual harassment shall be filed and investigated in accordance with the complaint

procedure specified in AR 4030 - Nondiscrimination in Employment. An employee may bypass his/her supervisor in filing a complaint where the supervisor is the subject of the complaint.

All complaints and allegations of sexual harassment shall be kept confidential to the extent

necessary to carry out the investigation or to take other subsequent necessary actions.

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Employee Use of Technology (BP 4040)

The Governing Board recognizes that technological resources enhance employee performance by offering effective tools to assist in providing a quality instructional program, facilitating communications with parents/guardians, students, and the community, supporting district and school operations; and improving access to and exchange of information. The Board expects all employees to learn to use the available technological resources that will assist them in the performance of their job responsibilities. As needed, employees shall receive professional development in the appropriate use of these resources.

Employees shall be responsible for the appropriate use of technology and shall use district technology primarily for purposes related to their employment.

District technology includes, but is not limited to, computers, the district's computer network

including servers and wireless computer networking technology (wi-fi), the Internet, email, USB drives, wireless access points (routers), tablet computers, smartphones and smart devices, telephones, cellular telephones, personal digital assistants, pagers, MP3 players, wearable technology, any wireless communication device including emergency radios, and/or future technological innovations, whether accessed on or off site or through district-owned or personally owned equipment or devices.

Tobacco (BP 3531.62)

The Governing Board recognizes the serious health risks presented by tobacco use and desires to ensure that, through adoption of consistent policies, district students are made aware of those risks and, to the extent possible, protected from them. The Superintendent or designee shall establish a coordinated school health system which includes a comprehensive behavioral health education component that teaches students the knowledge, skills, and attitudes they need in order to lead healthy lives and avoid high-risk behaviors, such as tobacco use.

The Superintendent or designee shall provide prevention, intervention, and cessation education, information, activities, and/or referrals to district students and shall ensure consistent enforcement of district policies prohibiting student possession and use of tobacco products.

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Prohibition Against Tobacco Use

Students shall not smoke or use tobacco, or any product containing tobacco or nicotine, while on campus, while attending school–sponsored activities, or while under the supervision and control of district employees. (Education Code 48900, 48901)

Drug and Alcohol- Free Workplace (BP 4020)

The Governing Board believes that the maintenance of drug- and alcohol-free workplaces is essential to staff and student safety and to help ensure a productive and safe work and learning environment. An employee shall not unlawfully manufacture, distribute, dispense, possess, or use a controlled substance in the workplace.( Government code 8355; 41 USC 701) Employees are prohibited from being under the influence of controlled substances or alcohol while on duty. For purposes of this policy, on duty means while an employee is on duty during both instructional and non instructional time in the classroom or workplace, at extracurricular or co-curricular activities, or while transporting students or otherwise supervising them. Under the influence means that the employee's capabilities are adversely or negatively affected, impaired, or diminished to an extent that impacts the employee's ability to safely and effectively perform his/her job.

Emergencies and Disaster Preparedness Plan (BP 3516)

The Governing Board recognizes that all district staff and students must be prepared to respond quickly and responsibly to emergencies, disasters, and threats of disaster. The district shall take all reasonable steps to prevent and/or mitigate the impact of a disaster on district students, staff, and schools.

The Superintendent or designee shall develop and maintain a disaster preparedness plan which contains routine and emergency disaster procedures, including, but not limited to, earthquake emergency procedures, and adaptations for individuals with disabilities in accordance with the Americans with Disabilities Act. Such procedures shall be incorporated into the comprehensive school safety plan. (Education Code 32282)

In developing the disaster preparedness plan, the Superintendent or designee shall involve district staff at all levels, including administrators, district police or security officers, facilities managers,

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transportation managers, food services personnel, school psychologists, counselors, school nurses, teachers, classified employees, and public information officers. As appropriate, he/she shall also collaborate with law enforcement, fire safety officials, emergency medical services, health and mental health professionals, parents/guardians, and students. The plan shall comply with state-approved Standardized Emergency Management System (SEMS) guidelines established for multiple-jurisdiction or multiple-agency operations and with the National Incident Management System. The Superintendent or designee shall provide training to employees regarding their responsibilities, including periodic drills and exercises to test and refine staff's responsiveness in the event of an emergency.

Safety

The Governing Board recognizes the importance of providing a safe school environment for student protection and in order to help ensure student safety and the prevention of student injury. The Superintendent or designee shall implement appropriate practices to minimize the risk of harm to students, including practices relative to school facilities and equipment, outdoor environment, educational programs and school-sponsored activities. The principal or designee shall establish school rules for the safe and appropriate use of school equipment and materials and for student conduct consistent with law, Board policy and administrative regulation. Copies of the rules shall be sent to parents/guardians and be readily available at the school at all times. The Superintendent or designee shall ensure that students receive appropriate instruction on topics related to safety, injury prevention and disease prevention.

Uniform Complaint Procedures (BP 1312.3)

The Governing Board recognizes that the district has the primary responsibility to ensure compliance with applicable state and federal laws and regulations governing educational programs. The Board encourages early resolution of complaints whenever possible. To resolve complaints

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which may require a more formal process, the Board adopts the uniform system of complaint processes specified in 5 CCR 4600-4670 and the accompanying administrative regulation.

Identification Badges Each District employee should obtain a badge and strive to wear it daily. Authorized badges are made upon hire in the Human Resources office. You may request a replacement badge at anytime.

In conjunction with the new CCSS Visitor Management System at all schools, the District’s school safety initiative calls for the identification of staff while on District properties to ensure that only authorized adults may access our campuses. Through the services of the Human Resources office, all staff are to be provided convenient opportunities to take photos and receive a photo identification badge to ensure a standard for school access.

Please contact the Human Resources office to arrange for a district photo badge to be created for you. (619) 628-1690

Privacy and Confidentiality

The South Bay Union School District is committed to abiding by all state and federal laws and South Bay Union School District policies and administrative regulations concerning confidential information, including student records, personnel files and records of the South Bay Union School District and Governing Board that are exempt from disclosure. With respect to student records, employees must comply with Board Policy 5125 and Administrative regulation 5125.

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It is expected that employees who have access to confidential information in the course of their work assignments will consist with Board Bylaw 9011 use that information only for legitimate business purposes of the South Bay Union School District and will be diligent in protecting privacy rights. Employees must ensure that confidential records are managed, retained and stored in a safe and secure manner and are reviewed by, or released to, only those individuals with proper authority.

Additional information may be viewed on the District’s Website www.sbusd.org

We are so happy you have joined the South Bay Union School District Team!

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