Trustees usually meet on the third Thursday of every month at 7:00 p.m. in the Board Room of the Administration Building. In the event that large attendance is anticipated, the Board may meet at the High School Commons. A written notice of regular and special meetings will be posted on the district’s website and on the front window of the Board Room located in the Administration Building at least 72 hours before the scheduled meeting time. These notices will show the date, time, place, and subjects of each meeting. When necessary, the Board may change Board meetings to other days or hold special meetings. In all cases, advanced notice of the meetings will be posted on the district’s website and on the front window of the Board Room. In emergencies, a meeting may be held with a two-hour notice. At the beginning of each Board meeting, a thirty minute Public Forum is provided for citizens to address the Board about certain topics of a general nature. This Public Forum is not to be utilized as a vehicle to air a grievance or complaint of a specific nature as the district has specific Board policies for citizens to follow in such circumstances.

 

All meetings are open to the public. In certain circumstances, Texas law permits the Board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.

 

 

 

A copy of the school calendar is posted annually on the district website at www.lcisd.net.

 

The Lubbock-Cooper ISD does not discriminate against any employee or applicant for employment because of race, religion, sex, age, national origin, 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 any of the basis listed above should contact the Superintendent.

 

 

Announcements of job vacancies by position and location will be posted on a designated bulletin board on every campus and work area, on the district’s website, and at the Central Administration Building.

 

 

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions on a full or part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date, provided they meet specific conditions. Retiring employees should consult with TRS officials about conditions and restrictions on employment after retirement. Retirees may work in the following capacities without a loss of retirement benefits:

 

 

Under this last provision, retirees must submit an 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, assistant principal, or teacher in an acute shortage area without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the Board based on Commissioner of Education guidelines. 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:

 

 

Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us).

 

 

 

State law requires the district to employ all full-time professional employees in positions requiring a certificate from the 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. The paragraphs that follow provide a general description of the employment arrangements used by the district.

 

Probationary Contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary contract 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 a probationary contract. Probationary contracts are one-year contracts. 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 (i.e., three one-year contracts) with an optional fourth year if the Board determines it is doubtful whether a term or continuing contract should be given.

 

Term Contracts. Nurse and full-time professionals employed in positions requiring certification 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 employed by a one or two-year contract that is not subject to the procedures for non-renewal or termination under the Texas Education Code.

 

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.

 

 

Non-investigative 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. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles used in district business or parked on district premises or work sites.

 

The purpose of alcohol and drug testing is to ensure safety and prevent accidents and injuries resulting from the misuse of alcohol and drugs by drivers of commercial motor vehicles. 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 subject to alcohol and drug testing will receive a copy of the district's policy, the testing requirements, 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 Superintendent of Schools.

 

 

 

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 the 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.

 

 

 

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. Campus reassignments must be approved by the principal at the receiving campus. 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 by June 1. 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 Superintendent and must be approved by the receiving supervisor.

 

 

 

Professional Employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10, 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 the schedule 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 without prior approval from their supervisor.

 

 

 

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 30^th 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 Executive Secretary to the Superintendent.

 

 

 

Evaluation of an employee's job performance is a continuous 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.

 

 

At both the campus and district levels, the Lubbock-Cooper ISD offers opportunities for involvement in matters that affect employees. As part of the district's planning and decision-making process, employees may either be asked or elected to serve on district-or campus-level advisory committees. In addition to these required district and campus advisory committees, Senate Bill One (1995) mandated that every school district in Texas establish a Health Education Advisory Council to make recommendations to local School Boards with respect to changes in the district’s health curriculum dealing with sex education.

 

The Superintendent of Schools meets monthly with two employee advisory councils to solicit input and suggestions on a variety of topics regarding district operations:

 

Superintendent’s Advisory Council. Comprised of two teachers from each campus (one appointed by the principal, one elected by the faculty), this advisory council meets with the Superintendent, Deputy Superintendent and Assistant Superintendent approximately four times per year. This council offers suggestions and comments on a multitude of topics that have, in the past, included teacher salaries, student safety, facilities, the school calendar, staff development, and technology.

 

Superintendent’s Employee Council. This advisory council is composed of representatives from the different categories of support staff personnel. Similar in purpose to the Superintendent’s Advisory Council, the Employee Council seeks to improve two-way communication between the district’s support staff and the Central Administration. This council is composed of the following number of support staff representatives:

 

Secretarial.................................. 1

Maintenance............................... 1

Teaching Assistant...................... 1 representing North and South Elementary

                                                            1 representing Junior High and High School

Bus Driver.................................. 1

Food Service.............................. 1 representing High School Cafeteria

                                                            1 representing North and South Cafeteria

Custodial.................................... 1 representing North and South Elementary

                                                            1 representing Junior High and High School

 

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.

 

 

 

 

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay schedules are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt 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 salary and receive compensatory pay for each hour worked beyond 40 in a workweek. (See Overtime Compensation, page 12.)

 

All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, full-time counselors, diagnosticians, and speech therapists will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

 

Employees should contact the Chief Financial Officer or the Payroll Supervisor for more information about the district’s pay schedules or their own pay.

 

 

 

All employees are paid 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 either picked up by employees or mailed.

 

An employee’s payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated.

 

The schedule of pay dates for the current year is included in the personnel packet handed out on the first day of Staff Development.

 

 

The district offers employees automatic payroll deposit. Employees can have their paychecks electronically deposited into an account at the financial institution of their choice. A notification period of 15 days is necessary to activate this service. With automatic deposit, an employee's pay is immediately available on the pay date. Contact the Payroll Supervisor for more information about the automatic payroll deposit service.

 

 

 

Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must contribute to the district’s FICA alternative plan.

 

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental and life insurance; annuities; higher education savings plans; and payments through the Lubbock County Schools Federal Credit Union. Employees may also request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

 

 

 

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 some 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 compensatory time off. 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. Sunday and ends at midnight Saturday. Employees may be compensated for overtime with compensatory time off or direct pay at time-and-a-half rates. The following applies to all nonexempt employees:

 

 

 

 

Before any travel expenses are incurred by an employee, the employee's supervisor and the Superintendent of Schools must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule authorized by the Board of Trustees and the Internal Revenue Service. Employees must submit receipts to be reimbursed for expenses other than mileage.

 

 

 

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 eligible for health insurance coverage include the following:

 

 

TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-ActiveCare.

 

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 Supervisor for more information.

 

 

At their own expense, employees may enroll in supplemental insurance programs for life, cancer and disability. Premiums for these programs can be paid by payroll deduction. Employees should contact the Payroll Supervisor for more information.

 

 

 

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 pre-tax 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.

 

 

 

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. Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case. All work-related accidents or injuries should be reported immediately to the Chief Financial Officer. 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. See Workers’ Compensation Benefits, page 19, for information on use of paid leave for such absences.

 

 

 

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 Chief Financial Officer.

 

 

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 may 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 Chief Financial Officer as soon as possible. Information on the application procedures for TRS benefits is available in the Business Office. 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). 

 

 

 

The Lubbock-Cooper ISD contracts with the Texas Tech University Health Sciences Center to provide all LCISD employees with an “Employee Assistance Program.” This program provides up to eight free counseling sessions for employees and their family members who may be experiencing problems in the work place or at home. EAP services are confidential, and both daytime and evening appointments are available.

 

For additional information, call 743-1EAP or 1-800-327-0328.

 

 

 

The district provides a $40,000.00 term life insurance policy for all full-time employees.

 

 

 

The district allows the children of all non-resident full-time employees to attend district schools tuition free.

 

 

 

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 Chief Financial Officer 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, 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 five consecutive work 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.

 

Personal and local sick leave is earned on a yearly basis. 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.

 

 

 

State law requires that all employees receive up to five days of paid personal leave per year. Personal leave is earned at a rate of one-half a workday for each 18 workdays of employment. 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.

 

Non-discretionary. Leave that is taken for personal or family illness, emergency, a death in the family, or active military service is considered non-discretionary 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 seven 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.

 

Discretionary leave may not last more than three consecutive workdays, except with special approval for extenuating circumstances.

 

 

 

Previously accumulated state sick leave is available for use and may be transferred to other school districts in Texas.

 

State 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

 

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.

 

All full-time employees shall earn an additional two equivalent workdays of local personal leave per school year, at a rate of one workday per semester. Local personal leave shall accumulate without limit and shall be taken with no loss of pay. 

 

 

 

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. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability. A full-time educator may voluntarily request to be placed on temporary disability leave or be placed on leave involuntarily.

 

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 shall be determined by the Superintendent. 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 Superintendent should be notified at least 30 days 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. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year.

 

 

 

Employees who work in a district where there are at least 50 employees within a 75-mile radius, 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 each year between September and August for the following reasons:

 

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.

 

In some circumstances, employees may take family and medical leave in blocks of time or by reducing their normal weekly or daily work schedule. Intermittent leave may be taken under the following circumstances:

 

To allow an employee to care for a seriously ill spouse, child, or parent.

When an employee requires medical treatment for a serious illness.

When an employee is seriously ill and unable to work.

When an employee becomes a parent or has a foster child placed in his or her home.

 

When the need for family and medical leave is foreseeable, employees who want to use it must provide a 30 day advance notice of their need. When the need for leave is not foreseeable, employees must contact the Superintendent 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 Chief Financial Officer for details on eligibility, requirements, and limitations.

 

 

A local sick leave pool may be established for an employee who has exhausted all state and personal leave, local personal leave, and any available vacation days, as a result of an extended illness, surgery or a temporary disability. For additional information about the local sick leave pool, contact the Chief Financial Officer.

 

 

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 – 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 injury wage.

 

 

Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. 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.

 

An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to 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.

 

 

Use of state leave and/or local personal leave for death in the immediate family shall not exceed five workdays per occurrence, subject to approval by the Superintendent.

 

Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service.

 

Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding. 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.

 

 

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 two years for employees who have been called up to active duty. In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service.

 

Re-Employment 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 re-employment, 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 re-employment to the Superintendent.

 

Continuation of Health Insurance. Employees who perform service in the uniformed services may elect to continue their health plan coverage for a period not to exceed 24 months. Employees should contact the Chief Financial Officer for details on eligibility, requirements, and limitations.

 

 

 

 

 

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. Two special employee awards are presented at the Employee Appreciation Luncheon that takes place on the last teacher workday of the year:

 

Educator of the Year - Chosen by the faculty of each campus, this award honors a teacher or support staff member who has contributed significantly to the educational mission of their particular campus.

Superintendent’s Award of Excellence - Begun in 1998, this award is bestowed upon a district employee (any employment category) who has successfully contributed to the educational mission of the Lubbock-Cooper ISD over the course of a substantial amount of years.

 

 

 

Throughout the school year, the Central Office publishes a variety of communication materials in order to keep district employees and the community informed about a wide variety of school activities and achievements. They include the following:

 

LCISD Education Report - Published quarterly, this publication is sent to all taxpayers within the Lubbock-Cooper ISD. This newsletter features articles about significant academic achievements occurring within the district, as well as providing the community schedules of extracurricular activities taking place throughout the year. A special segment of the Education Report entitled “From the Board” is written on a rotating basis by a member of the LCISD Board of Trustees on a topic of their choice.

 

Superintendent’s Bulletin - Written by the Superintendent of Schools, this bi-monthly publication is distributed to all district employees and contains information concerning district operations and newsworthy events.

 

In the Minutes - Written by the Superintendent of Schools, this publication summarizes the discussions, as well as actions, taken by the LCISD Board of Trustees during their regular and special called meetings.

 

LCISD Website – Updated and maintained by the Communications Specialist, this website contains important information about the district and each campus, including test dates, the district calendar, school menus, schedules, document requirements and many other types of information.

 

 

In an effort to hear and resolve employee complaints in a timely manner and at the lowest administrative level possible, the Board has adopted an orderly process that all employees must follow. Employees are encouraged to discuss their concerns 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 procedures are exhausted, employees can bring concerns or complaints to the

Board of Trustees. The district’s policy concerning the process of bringing concerns and complaints is located at the LCISD website – www.lcisd.net.

 

 

All employees 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, parents, other employees, and members of the community.

Maintain confidentiality in all matters relating to students and coworkers.

Report to work according to the assigned schedule.

Notify their immediate supervisor as early as possible (preferably in advance) 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.

Express concerns, complaints, or criticism through appropriate channels.

Use district time, funds, and property for authorized district business and activities only.

 

All district employees should perform their duties in accordance with state and federal law, district policies and procedures, and ethical standards. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC no later than the seventh day the Superintendent first learns of the incident. See Reports to the State Board for Educator Certification, page 33, for additional information. The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:

 

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.

 

 

 

            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.

            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.

 

           

            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.

 

           

            Standard 3.1   The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law.

            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.

 

 

 

Employees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including Board Members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.

 

Employees who believe they have been harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal or supervisor is the subject of a complaint, the employee shall report the complaint directly to the Superintendent.

 

 

 

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, page 25, for additional information.

 

The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is FFH (Local). The LCISD Board Policy Manual is posted on the district’s website: www.lcisd.net.

 

 

Lubbock-Cooper 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 policies regarding employee drug use (DH and DI) are posted on the district’s website: www.lcisd.net.

 

 

 

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 762-2680 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 Code of Ethics and Standard Practices for Texas Educators.

 

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.

 

 

 

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.

 

 

 

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

 

An 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. An employee is also considered to have substantial interest if a close family member (e.g., spouse, parent, child, or spouse’s parent or child) has a substantial interest.

 

 

Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a Class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials, such as maps or worksheets, that convey information to students or contribute to the learning process.

 

 

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.

 

The district has developed a Safety Management and Crisis Response Plan to ensure the safety of its employees, students, and visitors. This safety plan includes guidelines and procedures for responding to emergencies and activities to help reduce the frequency of accidents and injuries. Every campus in the district maintains a Crisis Response Team that cooperates with the District Crisis Management Team should an emergency occur. To prevent or minimize injuries to employees, co-workers, 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.

 

 

Smoking or using tobacco products is prohibited by law on all district-owned property and at school-related or school-sponsored 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.

 

 

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

 

Employees, visitors, and students are prohibited from bringing firearms, knives, clubs 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 the Superintendent immediately.

 

 

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. All visitors will be required to wear a "Visitors Badge" while on school property. 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.

 

 

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 purchase agreement.

 

 

 

The district’s electronic communications system, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use:

 

Imposes no tangible cost to the district.

Does not unduly burden the district’s computer or network resources.

Has no adverse effect on job performance or on a student’s academic performance.

 

Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.

 

Employees and students who are authorized to use the systems are required to abide by the provisions of the district’s communications systems policy and administrative procedures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the Director of Technology.

 

 

 

The district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for district property. A copy of the district's management plan is kept in the Central Office and is available for inspection during normal business hours.

 

 

 

Employees are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the Integrated Pest Management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s Integrated Pest Management Program.

 

Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located in the attendance office. Pest control information sheets are available from the Director of Operations, who also serves as the district’s Integrated Pest Management (IPM) coordinator.

 

The district may delay the start of school or close school altogether because of bad weather or emergency conditions. When such conditions exist, the Superintendent will make the official decision concerning the closing of the district's facilities. When it becomes necessary to delay the start of school, the Superintendent will notify all supervisors and Principals by 5:30 a.m. Employee "phone trees" will then be utilized to notify all district employees about the late start or closing. All employees should be contacted by 6:00 a.m. Campus and department "phone trees" will be distributed during the first-of-the-year organizational meetings.

 

When it becomes necessary to delay the start of school or to cancel school, the following radio and television stations will be notified by school officials:

 

Channel 11 - KCBD

Channel 13 - KLBK

Channel 28 - KAMC

KLLL    96.3 FM

KFYO    790 AM

KFMX  94.7 FM

KJAK    92.7 FM

KRBL 105.7 FM

 

All employees should be familiar with the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills will be conducted to familiarize employees and students with evacuation procedures. Fire extinguishers are located throughout all district buildings. Employees should know the location of the extinguishers nearest their place of work and how to use them. Each campus has a designated Campus Crisis Response Team that is prepared to respond to any crisis that may occur in their building. A District Crisis Management Team, led by the Superintendent and comprised of district as well as campus personnel, will serve as a resource for individual campuses if needed. All principals will review campus crisis response plans during their first-of-the-year faculty meetings.

 

 

All requests for purchases must be submitted to the Accounts Payable Secretary in the Business Office on an official district purchase order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district's business office. Contact the Chief Financial Officer for additional information on purchasing procedures.

 

 

It is important that employment records be kept up to date. Employees should notify the Payroll Supervisor if there are any changes or corrections to their name, home address, home telephone number, marital status, emergency contact, or beneficiary. Forms to process a change in personal information can be obtained from the Payroll Supervisor.

 

 

 

Most district records, including personnel records, are public information and must be released upon request. Employees may choose to have the following personal information withheld:

 

Address

Phone number

Social Security number

Information that reveals whether they have family members

 

The choice to not allow public access to this information may be done at any time by submitting a written request to the Superintendent. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public.

 

 

 

The Executive Secretary to the Superintendent is responsible for scheduling the use of facilities after school hours. School facilities are provided primarily for use by student, faculty, and patrons of the school comprising groups or organizations operating within the boundaries of the district. A group operating within the boundaries of the district shall be defined as a group whose membership is composed of over 50 percent Cooper residents. However, area-wide or state-wide groups and organizations with which local units are closely affiliated may be granted use of school facilities in accordance with provisions listed in Policy GKD (Local).

 

 

 

 

Contract Employees. Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. A written notice of resignation should be submitted to the Superintendent. Contract employees may resign at any other time only with the approval of the Board of Trustees. Resignation without the consent of the Board may result in disciplinary action by the State Board for Educator Certification (SBEC).

 

The Superintendent will notify SBEC when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in Reports to the State Board for Educator Certification, on page 33.

 

Non-Contract Employees. Non-contract employees may resign their positions at any time. A written notice of resignation should be submitted to the Superintendent at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.

 

 

 

Employees on probationary, term, and continuing contracts can be dismissed during the school year or non-renewed at the end of the year according to the procedures outlined in district policies. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The timelines and procedures to be followed when a suspension, termination, or non-renewal occurs will be provided when a written notice is given to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct. Information on the timelines and procedures can be found in the DF series policies of the LCISD Board Policy Manual, which is posted on the district’s website: www.lcisd.net.

 

 

 

Non-contract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, religion, sex, national origin, disability, military status, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Non-contract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and Grievances, page 21.)

 

 

 

Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience.

 

All district keys, books, property, and equipment must be returned upon separation from employment. The district may withhold the cost of any unreturned items from the final paycheck.

 

 

 

The dismissal or resignation of a certified employee will be reported to the SBEC when the Superintendent first learns about an alleged incident of conduct that involves the following:

 

Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor.

The possession, transfer, sale, or distribution of a controlled substance.

The illegal transfer, appropriation, or expenditure of school property or funds.

An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position.

Committing a crime on school property or at a school-sponsored event.

 

 

 

The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code Sec. 8.210, 158.211). Notice of the following must be sent to the court and support recipient:

 

Termination of employment not later than the seventh day after the date of termination.

Employee’s last known address.

Name and address of the employee’s new employer, if known.

 

 

 

 

The Lubbock-Cooper ISD does not discriminate on the basis of race, religion, color, national origin, sex, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.

Questions or concerns about discrimination of students on any of the basis listed above should be directed to the Superintendent.

 

 

 

Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records.

 

The following people are the only people who have general access to a student's records:

 

Parents: Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rights

The student (if 18 or older or emancipated by a court)

School officials with legitimate educational interests

 

The student handbook provides parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus principal for assistance.

 

 

In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the Board has adopted orderly processes for handing complaints on different issues. Any campus office or the Superintendent's office can provide parents and students with information on filing a complaint.

 

Parents are encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved should be directed to the campus principal. The formal complaint process provides parents and students with an opportunity to be heard up to the highest level of management if they are dissatisfied with a principal’s response.

 

 

 

Only designated employees can administer medication to students. A student who must take prescription medication during the school day must bring a written request from his or her parent and the medicine, in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.

 

10 DAY LIMIT: If a student is required to take a medication for longer than 10 days, a written request from the attending medical physician and a signed Medication Request Form must be submitted to the campus nurse.

 

 

District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student.

 

 

 

A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance.

 

District employees are prohibited by state law from doing the following:

 

Recommending that a student use a psychotropic drug.

Suggesting a particular diagnosis.

Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psychotropic drug to a student.

 

 

 

Students are expected to follow the campus rules, classroom rules, and rules listed in the Student Code of Conduct and Student Handbook. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management procedures that have been adopted by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus principal.

 

 

Teachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require students to have parental consent before they are allowed to leave campus. When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus principal for additional information.

 

Students must have prior approval from the principal or designee for any type of “initiation rites” of a school club or organization. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus discipline person.