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Mission Statement
The
mission of the Bandera ISD is to provide ALL students
with the opportunity to succeed at their highest levels;
academically, ethically, and socially, allowing students
to advance successfully throughout their lifetimes.
District Goals and Objectives
Posted on-line annually at www.banderaisd.net.
Board of Trustees
Policies BA, BAA, BBA, BBB, BBE, BE, BEC, BED
Texas
law grants the board of trustees the power to govern and
oversee the management of the district’s schools. The
board is the policy-making body within the district and
has overall responsibility for the curriculum, school
taxes, annual budget, employment of the superintendent
and other professional staff, facilities, and
expansions. The board has complete and final control
over school matters within limits established by state
and federal law and regulations. The board of trustees
is elected by the citizens of the district to represent
the community’s commitment to a strong educational
program for the district’s children. Trustees are
elected annually and serve three-year terms. Trustees
serve without compensation, must be registered voters,
and must reside in the district.
Board
members: Trustees usually meet monthly at the designated
posted site. Special meetings may be called when
necessary. A written notice of regular and special
meetings will be posted at least 72 hours before the
scheduled meeting time. The written notice will show the
date, time, place, and subjects of each meeting. In
emergencies, a meeting may be held with a two-hour
notice. All meetings are open to the public. In certain
circumstances, Texas law permits the board to go into a
closed session. During a closed session, the public is
not present. Closed session may occur for such things as
discussing prospective gifts or donations, real-property
acquisition, personnel issues including conferences with
employees and employee complaints, security matters,
student discipline, or to consult with attorneys
regarding pending litigation.
School Calendar
A
copy of the school calendar is posted annually on the
website at www.banderaisd.net.
Helpful Contacts
From
time to time, employees have questions or concerns. If
those questions or concerns cannot be answered by
supervisors or at the campus or department level, the
employee is encouraged to contact the appropriate
department as listed below.
·
Superintendent: Kevin L. Dyes,
Ed.D.
·
Personnel Services: Regina
Howell
·
Curriculum/Assessment: Richard
Grill
·
Federal Programs: Tracy Thayer
·
Special Education: Patricia
Galm
·
Technology: David Brown
·
Business Office: Tish Grill
·
Public Relations: Brad
Domitrovich
·
Maintenance: Fabian Mazurek
·
Transportation: Mary Denson
and Kay Miller
·
Food Service: Carala Luker
·
High School Principal: Theresa
Keel
·
Middle School Principal: Gary
Bitzkie
·
Alkek Elementary Principal:
Jon Orozco
·
Hill Country Elementary Principal:
Renee Gase
Equal Employment Opportunity
Policy DAA
The
Bandera ISD does not discriminate against any employee
or applicant for employment because of race, color,
religion, sex, national origin, age, disability,
military status, or on any other basis prohibited by
law. Employment decisions will be made on the basis of
each applicant’s job qualifications, experience, and
abilities.
Employees with questions or concerns about
discrimination on the basis of race, color, religion,
sex, national origin, age, or military status should
contact the Human Resources office. Employees with
questions or concerns about discrimination on the basis
of a disability should contact the Human Resources
office..
Job Vacancy Announcements
Policy DC
To
the extent possible, announcements of job vacancies by
position and location are distributed on a regular basis
and posted at the central administration building.
Employment After Retirement
Individuals receiving retirement benefits from the
Teacher Retirement System (TRS) may be employed in
certain positions or on a part-time basis without
affecting their benefits, according to TRS rules and
state law if the position is in an acute shortage area.
Service retirees who retire before May 31 may return to
work in a Texas public school if they meet certain
strict conditions imposed by TRS one month after the
retirement date and if the position is available by the
district for rehire. Retirees may work in the following
capacities without a loss of retirement benefits:
·
As a
principal or assistant principal on a full-time basis,
if certified as a principal and following a 12-month
break in service. Retirees that retired under early age
or disability provisions are excluded.
·
As a
full-time bus driver (early age and disability retirees
excluded).
·
As a
substitute at no more than the established daily
substitute pay rate (Individuals receiving disability
retirement benefits may not work for more than 90 days
in a school year.)
·
On a
half-time or less basis during any month, provided they
are not also employed as a substitute in that month.
Half-time employment cannot exceed the lesser of 50
percent of the position’s full-time load or 92 hours in
a month.
·
On a
full-time basis during a six-month period during a
school year, provided that this is their only employment
in a Texas public school. Individuals who retire in
August may begin employment in October of the school
year following their retirement. Under this last
provision, retirees must submit annual written notice to
TRS by the last day of the first month of full
employment to avoid a disruption of benefits. Working
any part of a month counts as a full month. Other
restrictions apply when a person has retired because of
a disability. Individuals retiring because of a
disability should contact TRS for details about
employment restrictions.
Shortage areas.
Certain retirees may return to work on a full-time basis
as a principal or assistant principal or teacher in an
acute shortage area without a reduction in their
annuities. The board based on Commissioner determines
acute teaching shortage areas when filling acute
shortage area positions, the district must give hiring
preference to certified applicants who are not retirees.
To be eligible for full TRS benefits a retiree must meet
the following criteria:
·
Have not
been subject to a reduction in benefits for retirement
at an early age or retired under disability provisions
·
Have a
12-month continuous break in public school service since
retirement
·
Be
appropriately certified for the position in the
applicable school year
Employees can contact the personnel office for
additional information or contact TRS by calling
800-223-8778 or 512-542-6400. TRS information is also
available on the Web (www.trs.state.tx.us).
Contract and Non-Contract Employment
Policies DC, DCA, DCB, DCD, DCE
State
law requires the district to employ all full-time
professional employees in positions requiring a
certificate from State Board for Educator Certification
(SBEC) and nurses under probationary, term, or
continuing contracts. Employees in all other positions
are employed at-will or by a contract that is not
subject to the procedures for non-renewal or termination
under Chapter 21 of the Texas Education Code.
Probationary contracts.
Nurses and full-time professional employees new to the
district and employed in positions requiring SBEC
certification must receive probationary contracts during
their first year of employment. Former employees who are
hired after at least a two-year lapse in district
employment also may be employed by probationary
contract. The probationary period for those who have
been employed in public schools for at least five of the
eight years preceding employment with the district may
not exceed one school year. For those with less
experience, the probationary period will be three school
years, with an optional fourth school year if the board
determines it is doubtful whether a term or continuing
contract should be given.
Term contracts.
Full-time professionals employed in positions requiring
certification and nurses will be employed by term
contracts after they have successfully completed the
probationary period. Campus principals and central
office administrators are employed under two-year term
contracts. The terms and conditions of employment are
detailed in the contract and employment policies. All
employees will receive a copy of their contract and
employment policies.
Non-certified professional and
administrative employees.
Employees in professional and
administrative positions that do not require SBEC
certification (such as non-instructional administrators)
are not employed by contract. Employment is not for any
specified term and may be terminated at any time by
either the employee or the district.
Paraprofessional and auxiliary employees.
All paraprofessional and auxiliary employees, regardless
of certification, are employed at will and not by
contract. Employment is not for any specified term and
may be terminated at any time by either the employee or
the district. Additional employment requirements can be
required due to No Child Left Behind legislation for
campus’s that receive Title I funding.
Searches, Alcohol and Drug Testing
Policy DHE
Non-investigatory searches in the workplace, including
accessing an employee’s desk, file cabinets, or work
area to obtain information needed for usual business
purposes may occur when an employee is unavailable.
Therefore, employees are hereby notified that they have
no legitimate expectation of privacy in those places. In
addition, the district reserves the right to conduct
searches when there is reasonable cause to believe a
search
will
uncover evidence of work-related misconduct. Such an
investigatory search may include drug and alcohol
testing if the suspected violation relates to drug or
alcohol use. The district may search the employee, the
employee’s personal items, work areas, lockers, and
private vehicles parked on district premises or work
sites or used in district business.
Driver’s License Checks.
Employees that drive district vehicles (i.e. maintenance
trucks/vans, suburban, school buses, etc) must have a
driver’s information record on file [license check with
the district.] Employees who sponsor extra-curricular
activities such as athletics, music, UIL, etc are
expected to complete the school bus driver requirements.
Any employee who is required to have a commercial
driver’s license (CDL) is subject to drug and alcohol
testing. This includes all drivers who operate a motor
vehicle designed to transport 16 or more people,
counting the driver; drivers of large vehicles; or
drivers of vehicles used in the transportation of
hazardous materials. Teachers, coaches, or other
employees who primarily perform duties other than
driving are subject to testing requirements when their
duties include driving. Drug testing will be conducted
before an individual assumes driving responsibilities.
Alcohol and drug tests will be conducted when reasonable
suspicion exists, at random, when an employee returns to
duty after engaging in prohibited conduct, and as a
follow-up measure. Testing may be conducted following
accidents. Return-to-duty and follow-up testing will be
conducted when an employee who has violated the
prohibited alcohol conduct standards or tested positive
for alcohol or drugs returns to duty. All employees
required to have a CDL who are subject to alcohol and
drug testing will receive a copy of the district’s
policy, the testing requirements, and detailed
information on alcohol and drug abuse and the
availability of assistance programs. Employees with
questions or concerns relating to alcohol and drug
policies and related educational material should contact
the director of transportation.
First Aid and CPR Certification
Policy DBA
Head
marching band directors, head coaches, or chief sponsors
of an extracurricular athletic activity (including
cheerleading) that is sponsored or sanctioned by the
district or University Interscholastic League (UIL) must
maintain and submit to the district proof of current
certification in first aid and cardiopulmonary
resuscitation (CPR). Certification must be issued by the
American Red Cross, the American Heart Association, or
another
organization that provides equivalent training and
certification.
Reassignments and Transfers
Policy DK
All
personnel are subject to assignment and reassignment by
the superintendent. Reassignment is a transfer to
another position, department, or facility that does not
necessitate a change in the employment contract. The
principal at the receiving campus must approve campus
reassignments. When reassignments are due to enrollment
shifts or program changes, the superintendent has final
placement authority. Extracurricular or supplemental
duty assignments may be reassigned at any time.
Employees who object to a reassignment may follow the
district process for employee complaints as outlined in
this handbook and district policy DGBA (Local).
Employees with the required qualifications for a
position may request a transfer to another campus or
department. A written request for transfer must be
completed and signed by the employee and the employee’s
supervisor. Teachers requesting a transfer to another
campus before the school year begins must submit their
request in writing to the personnel office. Requests
for transfer during the school year will be considered
only when the change will not adversely affect students
and after a replacement has been found. All transfer
requests will be coordinated by the personnel office and
must be approved by the receiving supervisor.
Workload and Work Schedules
Policy DL
Professional employees.
Professional and administrative employees are exempt
from overtime pay and are employed on a 10-, 10 ½, 11-,
or 12-month basis, according to the work schedules set
by the district. A school calendar is adopted each year
designating the work schedule for teachers and all
school holidays. Notice of work schedules including
required days of service and scheduled holidays will be
distributed each school year.
Classroom teachers will have planning periods for
instructional preparation and conferences. The schedule
of planning periods is set at the campus level but must
provide at least 450 minutes within each two-week period
in blocks not less than 45 minutes. Teachers and
librarians are entitled to a duty-free lunch period of
at least 30 minutes. The district may require teachers
to supervise students one day a week when no other
personnel are available.
Paraprofessional and auxiliary employees.
Support employees are employed at-will and will be
notified of the required duty days, holidays, and hours
of work for their position on an annual basis.
Paraprofessional and auxiliary employees are not exempt
from overtime and are not authorized to work in excess
of their assigned schedule, which is six hours with a
30-minute lunch without prior approval from their
supervisor.
Notification of Parents Regarding Qualifications
Policy DK, EHBD
Texas
law requires that parents be notified if their child is
assigned for more than 30 consecutive days to a teacher
who does not hold an appropriate teaching certificate.
Inappropriately certified or uncertified teachers
include individuals serving with an emergency permit
(including individuals waiting to take the EXCET exam)
or individuals who do not hold any certificate or
permit. No later than the 30th instructional day after
the date of assignment the superintendent or designee
will send a written notice to parents. Information
relating to teacher certification will be made available
to the public upon request.
In
schools receiving Title I funds, the district is also
required by the No Child Left Behind Act (NCLB) to
notify parents at the beginning of each school year that
they may request information regarding the professional
qualifications of their child’s teacher. NCLB also
requires that parents be notified if their child has
been assigned, or taught for four or more consecutive
weeks by, a teacher who is not highly qualified.
Employees who have questions about their certification
status can call the personnel office.
Performance Evaluation
Policy DN, DNA, DNB
Evaluation of an employee’s job performance is be a
continual process that focuses on improvement.
Performance evaluation is based on an employee’s
assigned job duties and other job-related criteria. All
employees will participate in the evaluation process
with their assigned supervisor at least annually.
Written evaluations will be completed on forms approved
by the district. Reports, correspondence, and memoranda
also can be used to document performance information.
All employees will receive a copy of their written
evaluation, have a performance conference with their
supervisor, and get the opportunity to respond to the
evaluation.
Employee Involvement
Policy BQA, BQB
At
both the campus and district levels, Bandera ISD offers
opportunities for involvement in matters that affect
employees. As part of the district’s planning and
decision-making process, employees are elected to serve
on district- or campus-level advisory committees. Plans
and detailed information about the shared
decision-making
process are available in each campus office.
Fraud and Financial Impropriety
Policy DG, CAA
All
employees should act with integrity and diligence in
duties involving the district’s financial resources. The
district prohibits fraud and financial impropriety, as
defined below. Fraud and financial impropriety includes,
but is not limited to, the following:
·
Forgery or
unauthorized alteration of any document or account
belonging to the district
·
Forgery or
unauthorized alteration of a check, bank draft, or any
other financial document
·
Misappropriation of funds, securities, supplies, or
other district assets, including employee time
·
Impropriety
in the handling of money or reporting of district
financial transactions
·
Profiteering
as a result of insider knowledge of district information
or activities
·
Unauthorized
disclosure of confidential or proprietary information to
outside parties
·
Unauthorized
disclosure of investment activities engaged in or
contemplated by the district
·
Accepting or
seeking anything of material value from contractors,
vendors, or other persons providing services or
materials to the district
·
Destroying,
removing, or inappropriately using records, furniture,
fixtures, or equipment
·
Failing to
provide financial records required by state or local
entities
·
Failure to
disclose conflicts of interest as required by policy
·
Any other
dishonest act regarding the finances of the district
Conflict of Interest
Policy BFAA, DBD
Employees are required to disclose to their supervisor
any situation that creates a potential conflict of
interest with proper discharge of assigned duties and
responsibilities or creates a potential conflict of
interest with the best interests of the district. This
includes the following:
A
personal financial interest
A
business interest
Any
other obligation or relationship
Any
employee with a substantial interest in a business
entity or interest in real property must disclose the
interest to the district prior to the award of a
contract or authorization of payment. This is done by
filing an affidavit with the Superintendent.
Staff Development
Policy DMA
Staff
development activities are organized to meet the needs
of employees and the district. Staff development for
instructional personnel is predominantly campus-based,
related to achieving campus performance objectives,
addressed in the campus improvement plan, and approved
by a campus-level advisory committee. Staff development
for non-instructional personnel is designed to meet
specific licensing requirements (e.g., bus drivers) and
continued employee skill development. Individuals
holding renewable SBEC certificates are responsible for
obtaining the required training hours and maintaining
appropriate documentation.
Annually the Bandera ISD administration will submit to
the BISD board of trustees a school calendar that
indicates the number of staff development days to be
used for the following school year. The number of days
recommended will vary annually. In the event that a day,
or more than one day is chosen on the school calendar
for staff to participate in out-of-school staff
development to be used on designated staff development
days during the school year, the following procedures
will apply:
·
Annual goals
will be established.
·
Staff
members collaborate with their campus principal/designee
on their plan.
·
Days should
be assigned after the last school day and be completed
prior to the day of the use of equivalent time.
·
Campus
administration must provide documentation to the
personnel office that the equivalent time has been
earned.
·
Any
additional equivalent time earned by a professional
employee is considered professional development for the
purpose of the annual employee appraisal.
·
Equivalent
time not earned will be a payroll deduction.
·
Equivalent
time is defined as no less than six hours for a
workshop. District workshops will be arranged on a
6-hour day schedule. However, some staff development
offered by other sources could be more than the 6 hour
required minimum.
Salaries, Wages, and Stipends
Policy DEA
Employees are paid in accordance with administrative
guidelines and a pay structure established for each
position. The district’s pay plans are reviewed by the
administration each year and adjusted as needed. All
district positions are classified as exempt or
non-exempt according to federal law. Professional and
administrative employees are generally classified as
exempt and are paid monthly salaries. They are not
entitled to overtime compensation. Other employees are
generally classified as nonexempt and are paid based on
hourly wages or provided compensatory time for each
overtime hour worked.
Salaries and wages are reviewed on an annual basis and
adjusted according to the budgeted amounts approved by
the board. All employees will receive written notice of
their pay and work schedules annually. Classroom
teachers, fulltime librarians, full-time nurses, and
full-time counselors will be paid no less than the
minimum state salary schedule. Contract employees who
perform extracurricular or supplemental duties may be
paid a stipend in addition to their salary according to
the district’s extra-duty pay schedule.
Employees should contact the business office for more
information about the district’s pay schedules or their
own pay.
Paychecks
All
professional employees, para-professionals and bus
drivers are paid monthly. All other auxiliary employees
are paid semi-monthly. During the school year, paychecks
are delivered to each campus. Paychecks will not be
released to any person other than the district employee
named on the check without the employee’s written
authorization. During summer breaks, paychecks will be
mailed unless otherwise indicated by the employee. An
employee’s payroll statement contains detailed
information including deductions, withholding
information, and the amount of leave accumulated.
Automatic Payroll Deposit
Employees can have their paychecks electronically
deposited into a bank account.
Payroll Deductions
Policy CFEA
Automatic payroll deductions for the Teacher Retirement
System of Texas (TRS) and federal income tax are
required for all employees. Medicare tax deductions also
are required for all employees hired after March 31,
1986. Temporary and part-time employees who are not
eligible for TRS membership must have their Social
Security contributions deducted.
Other
payroll deductions employees may elect include
deductions for the employee’s share of premiums for
health, dental, life, and vision insurance; annuities;
and savings deposits; credit unions and loan payments
through the payroll department. Employees also may
request payroll deduction for payment of membership dues
to professional organizations. Salary deductions are
automatically made for unauthorized or unpaid leave.
Overtime Compensation
Policy DEA
The
district compensates overtime for nonexempt employees in
accordance with federal wage and hour laws. All
employees are classified as exempt or nonexempt for
purposes of overtime compensation. Professional and
administrative employees are ineligible for overtime
compensation. Only nonexempt employees (hourly employees
and paraprofessional employees) are entitled to overtime
compensation. Nonexempt employees are not authorized to
work beyond their normal work schedule without advance
approval from their supervisor.
Overtime is legally defined as all hours worked in
excess of 40 hours weekly and is not measured by the day
or by the employee’s regular work schedule. Employees
who must work beyond their normal schedule but less than
40 hours per week will be compensated in straight-time
pay or equivalent time off in the same workweek.
Employees must work more than 40 total hours in a week
to earn overtime compensation. For the purpose of
calculating overtime, a workweek begins at 12:01 a.m.
Saturday and ends at midnight Friday.
Identify the Transactions that Employees Can Elect
Employees may be compensated for overtime at
time-and-a-half rate with compensatory time off or
direct pay. The following applies to all nonexempt
employees:
·
Employees
can accumulate up to 60 hours of compensatory time.
·
Comp time
must be used in the duty year that it is earned.
·
Use of comp
time may be at the employee’s request with supervisor
approval as workload permits.
·
An employee
may be required to use comp time before using any other
available paid leave (e.g., sick, personal, vacation).
·
Weekly time
cards will be maintained on all nonexempt employees for
the purpose of wage and salary administration.
Travel Expense Reimbursement
Policy DEE
Before any travel expenses are incurred by an employee,
the employee’s supervisor must give approval. For
approved travel, employees will be reimbursed for
mileage and other travel expenditures according to the
current rate schedule established by the district and
the Internal Revenue Service. Employees must submit
receipts to be reimbursed for expenses other than
mileage.
Health Insurance
Policy CRD
Group
health insurance coverage is provided through
TRS-ActiveCare, the statewide public school health
insurance program. The district’s contribution to
employee insurance premiums is determined annually by
the board of trustees.
Employees Eligibility:
·
Employees
who are active, contributing TRS members
·
Employees
who are not contributing TRS members and who are
regularly scheduled are not eligible to participate in
TRS Active Care.
The
insurance plan year is from September 1 through August
31. Current employees can make changes in their
insurance coverage during open enrollment each spring.
Detailed descriptions of insurance coverage, employee
cost, and eligibility requirements are provided to all
employees in a separate booklet. Employees should
contact the payroll department for more information.
Supplemental Insurance Benefits
Policy CRG
At
their own expense, employees may enroll in supplemental
insurance programs as designated by the district.
Premiums for these programs can be paid by payroll
deduction. Employees should contact the payroll
department for more information.
Cafeteria Plan Benefits (Section 125)
Employees may be eligible to participate in the
Cafeteria Plan (Section 125) and, under IRS regulations,
must either accept or reject this benefit. This plan
enables eligible employees to pay certain insurance
premiums on a pretax basis (i.e., disability, accidental
death and dismemberment, cancer and dread disease,
dental, and additional term life insurance). A
third-party administrator handles employee claims made
on these accounts. New employees must accept or reject
this benefit during their first month of employment. All
employees must accept or reject this benefit on an
annual basis and during the specified time period.
Workers’ Compensation Insurance
Policy CRE
The
district, in accordance with state law, provides
workers’ compensation benefits to employees who suffer a
work-related illness or are injured on the job. The
district has workers’ compensation coverage from TASB.
Benefits help pay for medical treatment and make up for
part of the income lost while recovering. Law depending
on the circumstances of each case prescribes specific
benefits.
All
work-related accidents or injuries should be reported
immediately to the campus administrator. Employees who
are unable to work due to a work-related injury will be
notified of their rights and responsibilities under the
Texas Labor Code. [Note: an employee will need to use
available leave before worker’s compensation benefits
begin or their pay could be docked if no leave is
available.]
Unemployment Compensation Insurance
Policy CRF
Employees who have been laid off or terminated through
no fault of their own may be eligible for unemployment
compensation benefits under the Texas Unemployment
Compensation Act. Employees are not eligible to collect
unemployment benefits during regularly scheduled breaks
in the school year or the summer months if they have
employment contracts or reasonable assurance of
returning to service. Employees with questions about
unemployment benefits should contact the Bandera ISD
business office.
Teacher Retirement
All
personnel employed on a regular basis for at least
one-half of the normal work schedule are members of the
Teacher Retirement System of Texas (TRS). Substitutes
not receiving TRS service retirement benefits who work
at least 90 days a year are also eligible for TRS
membership and to purchase a year of creditable service.
TRS provides members with an annual statement of their
account showing all deposits and the total account
balance for the year ending August 31, as well as an
estimate of their retirement benefits. Employees who
plan to retire under TRS should notify the personnel
office as soon as possible. Information on the
application procedures for TRS benefits are available in
the payroll department. Additional inquiries should be
addressed to: Teacher Retirement System of Texas, 1000
Red River Street, Austin, TX 78701-2698, or call
800-223-8778 or 512-542-6400. TRS information is also
available on the Web (www.trs.state.tx.us).
Other BISD Benefit Programs
·
College
Tuition/Partial Fee Exemption for Educational Aides
(Personnel Office)
·
Staff
athletic passes (Business Office)
·
Tuition-free
attendance for children of nonresident employees
(Personnel Office)
·
CRG (Local)
- Tax-sheltered annuities (Business Office)
·
DEC (Local)
- Professional sick leave (FMLA/sick pool) (Personnel
Office)
Leaves and Absences
Policy DEC
The
district offers employees paid and unpaid leaves of
absence in times of personal need. This handbook
describes the basic types of leave available and
restrictions on leaves of absence. Employees who have
personal needs that will require long leaves of absence
should call the personnel office for counseling about
leave options, continuation of benefits, and
communicating with the district. Employees who take an
unpaid leave of absence may continue their insurance
benefits at their own expense. Health care benefits for
employees on leave authorized under the Family and
Medical Leave Act will be paid by the district as they
were when they were working. Otherwise, the district
does not make benefit contributions for employees who
are not on active payroll status. Employees must follow
district and department or campus procedures to report
or request any leave of absence and complete the
appropriate leave request form. Any employee who is
absent more than THREE CONSECUTIVE days because
of a personal or family illness must submit a medical
certification from a qualified health care provider
confirming the specific dates of the illness, the reason
for the illness, and in the case of personal illness -
the employee’s fitness to return to work. If a
professional employee uses the additional 13 days
allowed under policy DEC (local), medical certification
is required for the use of these additional days.
Personal and local sick leave is earned on a ½ day for
18-work days basis. Leave is available for the
employee’s use at the beginning of the school year. If
an employee leaves the district before the end of the
work year, the cost of any unearned leave days taken
shall be deducted from the employee’s final paycheck.
Chronic Absenteeism
Chronic, repeated absenteeism is a hindrance to the
efficient operation of the campus or a BISD department.
Excessive absenteeism beyond approved vacation requests,
FMLA or days that are covered by local and state and
personal days are addressed by the
administrator/supervisor. Additional information for
employees of maintenance, custodial, food service or bus
drivers will be provided by their supervisors.
Personal Leave
State
law entitles all employees to five days of paid personal
leave per year. Personal leave is earned at a rate of ½
day for 18 workdays. A day of earned personal leave is
equivalent to an assigned workday. There is no limit on
the accumulation of state personal leave, and it can be
transferred to other Texas school districts and is
generally transferable to education service centers.
There are two types of personal leave: nondiscretionary
and discretionary.
Nondiscretionary.
Leave that is taken for personal or family illness,
emergency, a death in the family, or active military
service is considered nondiscretionary leave. This type
of leave allows very little or no advance planning and
will be granted to employees in the same manner as sick
leave.
Discretionary.
Leave that is taken at an employee’s discretion and that
can be scheduled in advance is considered discretionary
leave. An employee wishing to take discretionary
personal leave must submit a notice of the request two
days in advance of the anticipated absence to his or her
principal or supervisor. Discretionary personal leave
will be granted on a first-come, first-served basis. The
effect of the employee’s absence on the educational
program or department operations, as well as the
availability of substitutes, will be considered by the
principal or supervisor.
Sick Leave
Previously accumulated state sick leave is available for
use and may be transferred to other school districts in
Texas. Sick leave can be used only in whole day or ½ day
increments. If an employee uses more sick leave than he
or she has earned, the cost of unearned sick leave will
be deducted from the employee’s next paycheck. An
employee absent more than three consecutive workdays
because of personal illness or illness in the immediate
family shall submit medical certification of the
illness.
Professional Employees
DEC Local
After
all state and local leave days have been exhausted;
professional employees shall be granted 13 workdays of
noncumulative local sick leave to be used for personal
or immediate family illness. The substitute’s maximum
daily rate of pay shall be deducted for each day of
leave taken. Medical certification of illness shall be
required. Sick leave may be used for the following
reasons only:
·
Employee
illness
·
Illness in
the employee’s immediate family
·
Family
emergency (i.e., natural disasters or life-threatening
situations)
·
Death in the
immediate family
·
Active
military service
Local Leave [Additional information]
Local
policy contains provisions for use of sick leave
including rates of use, definition of immediate family,
etc. (DEC local)
Temporary Disability
Certified employees.
Any full-time employee whose position requires
certification from the State Board for Educator
Certification (SBEC) is eligible for temporary
disability leave. The purpose of temporary disability
leave is to provide job protection to full-time
educators who cannot work for an extended period of time
because of a mental or physical disability of a
temporary nature. A full-time educator may request to be
placed on temporary disability leave or be placed on
leave. Pregnancy and conditions related to pregnancy are
treated the same as any other temporary disability.
Employees must request approval for temporary disability
leave. The leave request must be accompanied by a
physician’s statement confirming the employee’s
inability to work and estimating a probable date of
return. If disability leave is approved, the length of
leave is no longer than twelve weeks. If disability
leave is not approved, the employee must return to work
or be subject to termination procedures.
If an
employee is placed on temporary disability leave
involuntarily, he or she has the right to request a
hearing before the board of trustees. The employee may
protest the action and present additional evidence of
fitness to work. When an employee is ready to return to
work, the personnel office should be notified in
advance. The return-to-work notice must be accompanied
by a physician’s statement confirming that the employee
is able to do the job. Professional employees returning
from leave will be reinstated to the school to which
they were previously assigned as soon as an appropriate
position is available.
Family and Medical Leave
Senate Bill 1669 of the 78th Legislative Session
Employees who have been employed by the district for at
least 12 months and have worked at least 1,250 hours in
the 12 months immediately preceding the need for leave
are eligible for family and medical leave. Eligible
employees can take up to 12 weeks of unpaid leave.
·
The birth,
adoption, or foster placement of a child
·
To care for
a spouse, parent, or child with a serious health
condition
·
An
employee’s serious health condition
A
husband and wife who are both employed by the district
are subject to limits in the amount of leave that they
can take to care for a parent with a serious health
condition or for the birth, adoption, or foster
placement of a child. Eligible employees are entitled to
continue their health care benefits under the same terms
and conditions as when they were on the job and are
entitled to return to their previous job or an
equivalent job at the end of their leave. Under some
circumstances, teachers who are able to return to work
at or near the conclusion of a semester may be required
to continue their leave until the end of the semester.
Family and medical leave runs concurrently with accrued
sick and personal leave, temporary disability leave, and
absences due to a work-related illness or injury. The
district will designate the leave as family and medical
leave, if applicable, and notify the employee that
accumulated leave will run concurrently., employees may
take family and When the need for family and medical
leave is foreseeable, employees who want to use it must
provide 30-day advance notice of their need if possible.
When the need for leave is not foreseeable, employees
must contact the personnel office as soon as possible.
Employees may be required to provide the following:
·
Medical
certification from a qualified health care provider
supporting the need for leave due to a serious health
condition affecting the employee or an immediate family
member.
·
Second or
third medical opinions and periodic recertification of
the need for leave
·
Periodic
reports during the leave regarding the employee’s status
and intent to return to work
·
Medical
certification from a qualified health care provider at
the conclusion of leave of an employee’s ability to
return to work
Employees requiring family and medical leave should
contact the personnel office for details on eligibility,
requirements, and limitations.
Workers’ Compensation Benefits
An
employee absent from duty because of a job-related
illness or injury may be eligible for workers’
compensation weekly income benefits if the absence
exceeds seven calendar days. An employee receiving
workers’ compensation wage benefits for a job-related
illness or injury may choose to use accumulated sick
leave or any other paid leave benefits. An employee
choosing to use paid leave will not receive workers’
compensation weekly income benefits until all paid leave
is exhausted or to the extent that paid leave does not
equal the pre-illness or pre-injury wage. If the use of
paid leave is not elected, then the employee will only
receive workers’ compensation wage benefits for any
absence resulting from a work-related illness or injury,
which may not equal his or her pre-illness or pre-injury
wage. The Bandera ISD business office can be contacted
for additional information.
Assault Leave
An
injury is treated as an assault if the person causing
the injury could be prosecuted for assault or could not
be prosecuted only because that person’s age or mental
capacity renders the person non-responsible for purposes
of criminal liability. The employee must request assault
leave. Days of leave granted under the assault leave
provision will not be deducted from accrued personal
leave and must be coordinated with workers’ compensation
benefits. Upon investigation the district may change the
assault leave status and charge leave used against the
employee’s accrued paid leave. The employee’s pay will
be deducted if accrued paid leave is not available.
Jury Duty
Employees will receive leave with pay and without loss
of accumulated leave for jury duty. Employees must
present documentation of the service. However, employees
who do not serve should return to work unless more than
½ day has been used for the jury selection process.
Other Court Appearances
Employees will be granted paid leave to comply with a
valid subpoena to appear in a civil, criminal,
legislative, or administrative proceeding related to
school business. Personal court appearances must be used
with personal leave. Other absences for court
appearances related to an employee’s personal business
must be taken as personal leave or leave without pay (if
no personal leave is available). Employees may be
required to submit documentation of their need for leave
for court appearances.
Military Leave
Paid
leave for military service. Any employee who is a member
of the Texas National Guard, Texas State Guard, or
reserve component of the armed forces will be granted a
paid leave of absence without loss of any accumulated
leave for authorized training or duty orders. Paid
military leave will not exceed 15 days per year. In
addition, an employee is entitled to use available state
and local personal or sick leave during a time of active
military service.
Reemployment after military leave.
Employees who leave the district to enter into the
United States uniformed services or ordered to active
state military duty (Texas National Guard or Texas State
Guard) may return to employment if they are honorably
discharged. Employees who wish to return to the district
will be reemployed in the position they would have held
if employment had not been interrupted or reassigned to
an equivalent or similar position provided they are
still qualified to perform the required duties. To be
eligible for reemployment, employees must provide notice
of their obligation or intent to perform military
service, provide evidence of honorable discharge or
release, and submit an application for reemployment to
Bandera ISD personnel office.
The
District is not required to reemploy a person if:
·
The
District’s circumstances have so changed as to make
reemployment impossible or unreasonable;
·
The
reemployment of such person would impose an undue
hardship on the District, or;
·
The
employment from which the person leaves to serve in the
uniformed services is for a brief, non-recurrent period
and there is no reasonable expectation that such
employment will continue indefinitely or for a
significant period.
Employees who perform service in the uniformed services
may elect to continue their health plan coverage at
their own cost for a period not to exceed 24 months.
Employees should contact Bandera ISD payroll department
for details on eligibility, requirements, and
limitations.
Employee Recognition and Appreciation
Continuous efforts are made throughout the year to
recognize employees who make an extra effort to
contribute to the success of the district. Employees are
recognized at board meetings, in the district
newsletter, and through special events and activities.
District Communications
Throughout the school year, the Bandera ISD public
relations office publishes newsletters, brochures,
fliers, calendars, news releases, and other
communication materials. These publications offer
employees and the community information pertaining to
school activities and achievements.
Complaints/Grievances
Policy DGBA
In an
effort to hear and resolve employee “concerns” or
“complaints” in a timely manner and at the lowest
administrative level possible, the board has adopted an
orderly process that all employees must follow when
bringing formal complaints and grievances. Employees are
encouraged to discuss problems or complaints with their
supervisors or an appropriate administrator at any time.
The
formal grievance process provides all employees with an
opportunity to be heard up to the highest level of
management if they are dissatisfied with an
administrative response. Once all administrative
grievance procedures are exhausted, employees can bring
grievances to the board of trustees. For ease of
reference, the district’s policy concerning the process
of bringing complaints and grievances is located at the
Bandera ISD website (www.banderaisd.net).
Standards of Conduct
Policy DH
All
employees, parents and members of the community are
expected to work together in a cooperative spirit to
serve the best interests of the district and to be
courteous to students, one another, and the public.
Employees are expected to observe the following
standards of conduct:
·
Recognize
and respect the rights and property of students and
coworkers and maintain confidentiality in all matters
relating to students and coworkers.
·
Report to
work according to the assigned schedule.
·
Notify their
immediate supervisor in advance or as early as possible
in the event that they must be absent or late.
Unauthorized absences, chronic absenteeism, tardiness,
and failure to follow procedures for reporting an
absence may be cause for disciplinary action.
·
Know and
comply with department and district procedures and
policies.
·
Observe all
safety rules and regulations and report injuries or
unsafe conditions to a supervisor immediately.
·
Use district
time, funds, and property for authorized district
business and activities only.
·
Use
appropriate channels to express concerns and complaints.
All
district employees should perform their duties in
accordance with state and federal law, district policy,
and ethical standards for professional educators.
Violation of Policy, regulations, and guidelines could
result in disciplinary action, including termination.
The Code of Ethics and Standard Practices for Texas
Educators is reprinted below:
Code of Ethics and Standard Practices for Texas
Educators
Statement of Purpose.
The Texas educator shall comply with standard practices
and ethical conduct toward students, professional
colleagues, school officials, parents, and members of
the community and shall safeguard academic freedom. The
Texas educator, in maintaining the dignity of the
profession, shall respect and obey the law, demonstrate
personal integrity, and exemplify honesty. The Texas
educator, in exemplifying ethical relations with
colleagues, shall extend just and equitable treatment to
all members of the profession. The Texas educator, in
accepting a position of public trust, shall measure
success by the progress of each student toward
realization of his or her potential as an effective
citizen. The Texas educator, in fulfilling
responsibilities in the community, shall cooperate with
parents and others to improve the public schools of the
community.
Professional Standards:
1.
Professional Ethical Conduct, Practices, and Performance
·
Standard 1.1
The educator shall not knowingly engage in deceptive
practices regarding official policies of the school
district or educational institution.
·
Standard 1.2
The educator shall not knowingly misappropriate, divert,
or use monies, personnel, property, or equipment
committed to his or her charge for personal gain or
advantage.
·
Standard 1.3
The educator shall not submit fraudulent requests for
reimbursement, expenses, or pay.
·
Standard 1.4
The educator shall not use institutional or professional
privileges for personal or partisan advantage.
·
Standard 1.5
The educator shall neither accept nor offer gratuities,
gifts, or favors that impair professional judgment or to
obtain special advantage.
·
This
standard shall not restrict the acceptance of gifts or
tokens offered and accepted openly from students,
parents, or other persons or organizations in
recognition or appreciation of service.
·
Standard 1.6
The educator shall not falsify records, or direct or
coerce others to do so.
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·
Standard 1.7
The educator shall comply with state regulations,
written local school board policies, and other
applicable state and federal laws.
·
Standard 1.8
The educator shall apply for, accept, offer, or assign a
position or a responsibility on the basis of
professional qualifications.
2.
Ethical Conduct toward Professional Colleagues
·
Standard 2.1
The educator shall not reveal confidential health or
personnel information concerning colleagues unless
disclosure serves lawful professional purposes or is
required by law.
·
Standard 2.2
The educator shall not harm others by knowingly making
false statements about a colleague or the school system.
·
Standard 2.3
The educator shall adhere to written local school board
policies and state and federal laws regarding the
hiring, evaluation, and dismissal of personnel.
·
Standard 2.4
The educator shall not interfere with a colleague's
exercise of political, professional, or citizenship
rights and responsibilities.
·
Standard 2.5
The educator shall not discriminate against or coerce a
colleague on the basis of race, color, religion,
national origin, age, sex, disability, or family status.
·
Standard 2.6
The educator shall not use coercive means or promise of
special treatment in order to influence professional
decisions or colleagues.
·
Standard 2.7
The educator shall not retaliate against any individual
who has filed a complaint with the SBEC under this
chapter.
3.
Ethical Conduct toward Students
·
Standard 3.1
The educator shall not reveal confidential information
concerning students unless disclosure serves lawful
professional purposes or is required by law.
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·
Standard 3.2
The educator shall not knowingly treat a student in a
manner that adversely affects the student's learning,
physical health, mental health, or safety.
·
Standard 3.3
The educator shall not deliberately or knowingly
misrepresent facts regarding a student.
·
Standard 3.4
The educator shall not exclude a student from
participation in a program, deny benefits to a student,
or grant an advantage to a student on the basis of race,
color, sex, disability, national origin, religion, or
family status.
·
Standard 3.5
The educator shall not engage in physical mistreatment
of a student.
·
Standard 3.6
The educator shall not solicit or engage in sexual
conduct or a romantic relationship with a student.
·
Standard 3.7
The educator shall not furnish alcohol or
illegal/unauthorized drugs to any student or knowingly
allow any student to consume alcohol or
illegal/unauthorized drugs in the presence of the
educator.
Harassment of Students
Policies DH,FFG,FFH
Sexual and other harassment of students by employees are
forms of discrimination and are prohibited by law.
Employees who suspect a student may have experienced
prohibited harassment are obligated to report their
concerns to the campus principal or other appropriate
district official. All allegations of prohibited
harassment or abuse of a student will be reported to the
student’s parents and promptly investigated. An
employee who knows of or suspects child abuse must also
report his or her knowledge or suspicion to the
appropriate authorities, as required by law. See:
Reporting suspected child abuse. The district’s policy
that includes definitions and procedures for reporting
and investigation harassment of students is located on
the Bandera ISD web page at www.banderaisd.net.
Drug-Abuse Prevention
Policies DH, DI
Bandera ISD is committed to maintaining a drug-free
environment and will not tolerate the use of illegal
drugs in the workplace. Employees who use or are under
the influence of alcohol or illegal drugs as defined by
the Texas Controlled Substances Act during working hours
may be dismissed. The district’s policy regarding
employee drug and alcohol use is listed on the
district’s web site at www.banderaisd.net.
Reporting Suspected Child Abuse
Policy DG, DH, FFG, GRA
All
employees are required by state law to report any
suspected child abuse or neglect to a law enforcement
agency, Child Protective Services, or appropriate state
agency (e.g.:state agency operating, licensing,
certifying, or registering a facility) within 48 hours
of the event that led to the suspicion. Reports to Child
Protective Services can be made to a local office or to
the Texas Abuse Hotline (800-252-5400). State law
specifies that an employee may not delegate to or rely
on another person to make the report.
Under
state law, any person reporting or assisting in the
investigation of reported child abuse or neglect is
immune from liability unless the report is made in bad
faith or with malicious intent. In addition, the
district is prohibited from retaliating against an
employee who, in good faith, reports child abuse or
neglect or who participates in an investigation
regarding an allegation of child abuse or neglect. An
employee’s failure to report suspected child abuse may
result in prosecution for the commission of a Class B
misdemeanor. In addition, a certified employee’s failure
to report suspected child abuse may result in
disciplinary procedures by SBEC for a violation of the
Educators Code of Ethics. Employees who suspect that a
student has been or may be abused or neglected should
also report their concerns to the campus principal. This
includes students with disabilities who are no longer
minors. Employees are not required to report their
concern to the principal before making a report to the
appropriate agencies. In addition, employees must
cooperate with child abuse and neglect investigators.
Reporting the concern to the principal does not relieve
the employee of the requirement to report to the
appropriate state agency. Interference with a child
abuse investigation by denying an interviewer’s request
to interview a student at school or requiring the
presence of a parent or school administrator against the
desires of the duly authorized investigator is
prohibited.
Associations and Political Activities
Policy DGA
The
district will not directly or indirectly discourage
employees from participating in political affairs or
require any employee to join any group, club, committee,
organization, or association. Employees may join or
refuse to join any professional association or
organization. An individual’s employment will not be
affected by membership or a decision not to be a member
of any employee organization that exists for the purpose
of dealing with employers concerning grievances, labor
disputes, wages, rates of pay, hours of employment, or
conditions of work.
Safety
Policy CK
The
district has developed and promotes a comprehensive
program to ensure the safety of its employees, students,
and visitors. The safety program includes guidelines and
procedures for responding to emergencies and activities
to help reduce the frequency of accidents and injuries.
To prevent or minimize injuries to employees, coworkers,
and students and to protect and conserve district
equipment, employees must comply with the following
requirements:
·
Observe all
safety rules.
·
Keep work
areas clean and orderly at all times.
·
Immediately
report all accidents to their supervisor.
·
Operate only
equipment or machines for which they have training and
authorization.
Employees with questions or concerns relating to safety
programs and issues can contact the Superintendent.
Tobacco Use
Policies DH, GKA, FNCD
Smoking or using tobacco products is prohibited on all
district-owned property and at school-related or
school-sanctioned activities, on or off campus. This
includes all buildings, playground areas, parking
facilities, and facilities used for athletics and other
activities. Drivers of district-owned vehicles are
prohibited from smoking while inside the vehicle.
Notices stating that smoking is prohibited by law and
punishable by a fine are displayed in prominent places
in all school buildings.
Employee Arrests and Convictions
Policy DH
An
employee who is arrested for any felony or any offense
involving moral turpitude must report the arrest to the
principal or immediate supervisor within three calendar
days of the arrest. An employee who is convicted of or
receives deferred adjudication for such an offense must
also report that event to the principal or immediate
supervisor within three days of the event. Moral
turpitude includes, but is not limited to, the
following:
·
Dishonesty
·
Fraud
·
Deceit
·
Theft
·
Misrepresentation
·
Deliberate
violence
·
Base, vile,
or depraved acts that are intended to arouse or gratify
the sexual desire of the actor
·
Drug or
alcohol-related offenses
·
Acts
constituting abuse under the Texas Family Code
Possession of Firearms and Weapons
Policies FNCG, GKA
Employees, visitors, and students are prohibited from
bringing firearms, illegal knives, or other weapons onto
school premises or any grounds or building where a
school sponsored activity takes place. To ensure the
safety of all persons, employees who observe or suspect
a violation of the district’s weapons policy should
report it to their supervisors or call immediately.
Visitors in the Workplace
Policy GKC
All
visitors are expected to enter any district facility
through the main entrance and sign in or report to the
building’s main office. Authorized visitors will receive
directions or be escorted to their destination.
Employees who observe an unauthorized individual on the
district premises should immediately direct him or her
to the building office or contact the administrator in
charge. Volunteers or guest speakers in your classroom
must be approved by the campus administration and could
fall into district guidelines requiring background
checks.
Copyrighted Materials
Policy EFE
Employees are expected to comply with the provisions of
copyright law relating to the unauthorized use,
reproduction, distribution, performance, or display of
copyrighted materials (i.e., printed material, videos,
computer data and programs, etc.). Rented videotapes are
to be used in the classroom for educational purposes
only. Duplication or backups of computer programs and
data must be made within the provisions of the purch | 
