Every community takes pride in its schools and the Cripple Creek-Victor School District is no exception. Around the turn of the century there were five schools in Cripple Creek, including a school in Lawrence, Mound City, Arequa Gulch, Hull's Camp and in Anaconda. Victor schools were opened one year later.
Teller County separated from El Paso County in 1899. The District was organized for business on May 9, 1898. One of the first things accomplished was the adoption of a free textbook system.
The first Cripple Creek High School was erected in 1897. The gym, math, and science rooms were added to the structure in 1899.
The cornerstone of the Victor High School bears the date of August 21, 1899. Other Victor schools included Lincoln, Washington, and Garfield schools.
In 1900 there were fewer than 5,000 high schools in the United States. This area's schools were rated among the best in the nation.
In 1900 there were 104 teachers in the Cripple Creek School system and in 1905 the system had 120 teachers. Schools in Independence had five teachers. Anaconda, Spring Creek, Altman, Cameron, Gillette, and Goldfield each had three buildings. The school in south Goldfield had an attendance of 600 students.
Attendance in the Cripple Creek and Victor High Schools continued to climb to a high of 269 in Cripple Creek and 280 in Victor in 1915. At the beginning of World War I many people left what has been called "The World's Greatest Gold Camp." Following World War I, there was a renewed interest in gold mining and enrollment again reached the 200 level. By 1970 there were only 169 total students in the Cripple Creek-Victor School District. At this time, the elementary school for the district was located in Victor and the High School was located in Cripple Creek. Enrollment had increased to a total of 311 students in the district by 1987.
On April 1, 1975, a bond issue was passed approving a bond of $1,800,000 for the construction and equipping of a new K-12 grade complex for the district. The facility was dedicated on January 11, 1976.
On April 20, 1988, the Board of Education approved the purchase of a modular building to house two additional classrooms. The old gymnasium was purchased for use as a bus garage and storage area.
In 1992, the Board contracted to remodel the interior of the K-12 complex. A new library area, additional classrooms, and an unfinished lower level were constructed. In January 1995, the lower level was finished and opened as classrooms for junior and senior high school students.
A bond issue was passed in November 1994 to build Cresson Elementary School. Cresson Elementary is a K-6 facility and also has a preschool program. Cresson Elementary was dedicated in the fall of 1996.
An Alternative Educational School housed within the secondary building was implemented in November, 1999, specifically designed for students who are unable to adapt to the regimen of a traditional school setting. The funding for the Mountain Alternative school was made possible through a grant provided by the Community of Caring Foundation.
November 2007, voters approved a bond to remodel and update the secondary school building.
EDUCATIONAL PHILOSOPHY
Cripple Creek-Victor School District RE-1 has the purpose and responsibility of preparing our children and youth to be self-sufficient, contributing members of our democracy.
We believe in the uniqueness of each human being and recognize the need for development of a positive self-image within each person. The school environment shall be created on the basis that learning is a uniquely individual process. The spontaneously developing human being has basic needs: the need for security, biological needs emotional needs and intellectual needs. All these needs must be satisfied, both at home and at school, if the child is to develop into a well-integrated individual, self aware and able to adapt effectively to the accelerated changes of the world in which he lives.
To this end, the school must:
1. Provide an atmosphere where happiness, joy, laughter, love, pride, honesty, and satisfaction are recognized rights of children.
2. Offer a climate of security, acceptance and encouragement.
3. Recognize and provide for mental and physical growth of each student.
4. Respect the qualities of the individual student and help to recognize and develop these qualities.
5. Allow for the expression of the student's feelings, emotions, and personal values.
6. Accept and enhance each student's intellectual curiosity.
7. Offer each student the widest possible exposure to concepts, materials, personalities, techniques, and curricula.
8. Be receptive to needed change.
To these ends, we assign the highest priority.
“Achieving Excellence One Student at a Time”
CLASSIFIED STAFF
It is the belief of the Board of Education that the chief function of the District is to provide a high quality educational program for the children of the district. Accordingly, it is the responsibility of the board to:
¨ Furnish the best possible learning conditions possible for students
¨ Establish the best possible teaching conditions for the teachers
¨ Establish such supporting positions as will help the board, administration and teachers achieve these goals
¨ Recruit and employ the most meritorious individuals available to fill such supporting positions
¨ Encourage programs of development and improvement of classified staff competencies
¨ Provide for means of evaluating classified staff competence which will help classified staff employees realize their value to the district and encourage programs of self improvement that will assure the board that work being performed is meeting its goals.
¨ Provide safe and efficient transportation to and from school as well as to and from activities and trips.
SECTION 1: GENERAL INFORMATION
ACCOUNTABILITY COMMITTEE
The purpose of this group shall be to act in an advisory capacity to the Cripple Creek-Victor School District Board of Education and to perform those tasks directed to it by the Board of Education in accordance with Colorado State law. Members shall be appointed by the Board of Education for three-year terms. Membership should be representative of as many segments of the community as can be identified, including, but not limited to: students; staff; parents; social, racial, & ethnic groups; and taxpayers.
ALCOHOL USE AND/OR DRUG ABUSE BY STAFF MEMBERS
It is the goal of the Cripple Creek - Victor Schools to provide a safe and drug free learning environment for staff and students. The school and adjacent grounds is a drug-free zone in compliance with Federal Law. Staff or students will not bring, use, sell or distribute illegal controlled substances in the drug-free zone. Neither staff nor students will come to school under the influence of these substances.
The unlawful manufacture, distribution, dispensing, possession or use of alcohol or a controlled substance is prohibited in the Cripple Creek-Victor School District. This policy shall apply to all school district employees.
Observance of the policy is a condition of employment. A violation shall subject the employee to appropriate disciplinary action, which may include termination and referral for prosecution. Alternatively, the employee may be allowed to participate in an approved drug or alcohol abuse assistance or rehabilitation program in accordance with Board policy.
An employee knowingly in the possession of or under the influence of alcohol or any controlled substance shall be suspended immediately by his principal or supervisor if such use or possession is:
1. On school grounds, whether or not school is in session
2. At any school-sponsored or sanctioned activity or event off school property or en-route thereto
3. On the way to school
An employee shall be suspended immediately after arrest for possession or for being under the influence of a controlled substance.
After investigation, the superintendent may reinstate the employee if it appears to be in the best interest of the individual and the district. The matter must be reported in full to the Board of Education.
If the investigation causes the superintendent to continue the suspension in excess of 10 school days, the employee may request a hearing by the superintendent or his designee to be conducted in a manner to ensure that the individual suspended receives a fair, impartial hearing.
The superintendent shall establish an awareness program to inform employees of:
1. The dangers of drug and alcohol abuse
2. The Board's policy of maintaining a drug-free workplace
3. Available drug and alcohol counseling, rehabilitation and employee assistance programs
4. Penalties that may be imposed upon employees for drug and alcohol abuse violations occurring in the work place
Information about the standards of conduct required by this policy and a statement of disciplinary sanctions shall be communicated to employees in an appropriate manner on an annual basis. All employees who specifically work under a contract or grant, which is federally funded, shall acknowledge receipt of this policy and related information.
Pursuant to law, any employee who is convicted or pleads "nolo contendere" under any criminal drug statute for a violation occurring in the workplace shall notify the superintendent no later than five days after the conviction. The district has an obligation under federal law to notify the appropriate federal agency within ten days after receiving notice of such conviction if there is a relationship between federal funds received by the district and the convicted employee's work site.
ALCOHOL AND DRUG TESTING FOR BUS DRIVERS
School bus drivers who operate a motor vehicle requiring a commercial driver’s license are subject t a drug and alcohol testing program that fulfills the requirements of any federal, state or local regulation.
The District regulations reflect several requirements of the federal drug testing regulations but are not intended in any way to modify or limit the procedures for drug and alcohol testing specifically addressed in federal regulation. District personnel will adhere to the detailed provisions of federal regulations in administering the district’s drug and alcohol program.
The complete policy concerning Drug and Alcohol Testing for Bus Drivers can be obtained from the administrative office. An acknowledgement form must be completed by all bus drivers and maintained on file with the office.
The superintendent shall make assignments and transfers of classified staff employees as the best interests of the district indicate. Such transfers may or may not be at the recommendation of the building principals or immediate supervisors. Such transfers may be permanent or temporary as needed.
ATTENDANCE
Employees are expected to report for work on time and in accordance with assigned working hours.
All employees are expected to contact their immediate supervisor in the event of an absence. If substitutes are available and necessary, contact Rhonda McGee at 689-2667 (high school) or Wanda Spoerl at 689-2414 (elementary) by 6:30 A.M. of the morning a substitute is required if prior notice is not possible. If Wanda is not available, elementary teachers should contact Martha DeJesus (687-9878). If Rhonda is not available, high school teachers should contact Joan Rook (748-3476).
Upon returning from an absence, an employee must file an employee absence form and return to Rhonda or Wanda in the office for the purposes of record keeping and payroll information. If at all possible, the employee absence forms should be filled out before the absence. Absences not covered by accumulated leave will be deducted from the following month’s reimbursement.
BOARD OF EDUCATION
Employees, like any other citizen, may inspect minutes, review budgets, attend board meetings, ask for hearings, and present petitions for redress. Transmittal of teacher-board communications shall be via the principal through the office of the superintendent.
CALENDAR
A master calendar of all school activities is maintained in the front office of each school. To have an event scheduled, it must be cleared through the principal at Cresson Elementary and the Principal's Advisory Council for the Jr/Sr High and entered on the master calendar.
CHILD ABUSE
This school district complies with the Child Protection Statutes. To that end, school officials and employees who have reasonable cause to know or suspect that a child has been subject to abuse or neglect, as defined by statute, shall immediately report or cause a report to be made to the appropriate principal. The principal will then report the information to the Department of Social Services or local law enforcement. Failure to report suspected child abuse and/or neglect is a federal offense.
CONDUCT OF STAFF
All staff members have a responsibility to make themselves familiar with and abide by the laws of the state as these affect their work, the policies of the Board and the regulations designed to implement them. All staff members are to maintain a professional attitude and poise in all dealings with students, parents and peers.
Each staff member shall observe rules of conduct established in law, which specify that a school employee shall not:
1. Disclose or use confidential information acquired in the course of his employment to further improve substantially his personal financial interests.
2. Accept a gift of substantial value ($25) or substantial economic benefit tantamount to a gift of substantial value which would tend to improperly influence a reasonable person in his position or which he knows or should know is primarily for the purpose of rewarding him for action taken in which he exercised discretionary authority.
3. Engage in a substantial financial transaction for his private business purposes with a person whom he supervises.
4. Perform any action in which he has discretionary authority which directly and substantially confers an economical benefit on a business or other undertaking in which he has a substantial financial interest or in which he is engaged as a counsel, consultant, representative or agent.
The phrase "economic benefit tantamount to a gift of substantial value" includes a loan at a rate of interest substantially lower than the prevailing commercial rate and compensation received for private services rendered at a rate substantially exceeding the fair market value.
It is permissible for an employee to receive:
1. An occasional non-pecuniary gift that is insignificant in value (less than $25).
2. A non-pecuniary award publicly presented by a nonprofit organization in recognition of public service.
3. Payment or reimbursements for actual and necessary expenditures for travel and subsistence for attendance at a convention or other meeting at which he is scheduled to participate.
4. Reimbursement for or acceptance of an opportunity to participate in a social function or meeting which is not extraordinary when viewed in light of his position.
5. Items of perishable or non-permanent value including but not limited to meals, lodging, travel expenses or tickets to sporting, recreational, educational, or cultural events.
6. Payment for speeches, debates or other public events reported as honorariums.
All staff members shall be expected to carry out their assigned responsibilities with conscientious concern.
It shall not be considered a breach of conduct for a staff member to:
1. Use school facilities and equipment to communicate or correspond with constituents, family members or business associates on an occasional basis.
2. Accept or receive a benefit as an indirect consequence of transacting school district business.
Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities, which shall be required of all personnel:
1. Faithfulness and promptness in attendance at work
2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students.
3. Diligence in submitting required reports promptly at the times specified.
4. Care and protection of school property.
5. Concern and attention toward their own and the school system's legal responsibility for the safety and welfare of students including the need to ensure that students are supervised at all times.
A staff member may request an advisory opinion from the secretary of state concerning issues relating to conduct that is prescribed by state law.
If the district has good cause to believe that any certified staff member employed on or after January 1, 1991, has been convicted of any felony or misdemeanor (not including misdemeanor traffic offenses or infractions) subsequent to employment, the district shall make inquiries to the department of education for purposes of screening the employee.
In addition, the district may require the employee to submit a complete set of fingerprints taken by a qualified law enforcement agency. The employee does not need to submit a new set of fingerprints if the employee has submitted a set of fingerprints to another Colorado school district within the last two years and has given written consent for their transfer to the requesting district. Fingerprints or the written notice of consent shall be submitted within 20 days of receipt of written notification. The fingerprints shall be released to the Colorado Bureau of Investigation (CBI) for processing. Disciplinary action, which could result in dismissal from employment, may be taken against certified personnel if the results of fingerprint processing provide relevant information.
If the district has good cause to believe that any non-certified staff member employed on or after January 1, 1991, has been convicted of a felony or misdemeanor subsequent to employment, the district shall make inquiries to the department of education for purposes of screening the employee and may release the employee’s fingerprints to CBI for processing. Depending on the results of the fingerprint check, disciplinary measures, which could include termination of employment, may be taken.
Employees shall not be charged fees for processing fingerprints under these circumstances.
The Board may make an inquiry with the Department of Education concerning whether any current employee of the school district has been convicted of or pled nolo contendere to, or received a deferred sentence or deferred prosecution for a felony or misdemeanor involving unlawful sexual behavior of unlawful behavior involving children. Disciplinary action, including termination, may be taken if the inquiry discloses information relevant to the employee’s fitness for employment.
The superintendent is authorized to conduct an internal investigation or to take any other necessary steps if he receives information from a county department of social services or a law enforcement agency that a suspected child abuse perpetrator is a school district employee. Such information shall remain confidential except that the superintendent shall notify the Colorado Department of Education of the child abuse investigation.
The provisions of the policy regarding public possession of deadly weapons on school property or in school buildings also shall apply to employees of the district. However, the restrictions shall not apply to employees who are required to carry or use deadly weapons in order to perform their necessary duties and functions.
CRITICISM
Employees whose opinions differ with those of the administration or the board concerning school policy are encouraged to discuss the policy with the administration. Employee-student discussions in class that might undermine school policy cannot be tolerated.
DISMISSAL, DISCIPLINE & SUSPENSION OF CLASSIFIED STAFF
FILE: GDQD
Support staff employees, unless otherwise designated by contract shall be considered “at will” employees who serve at the pleasure of the Board and shall have only those employment rights expressly established by Board policy. Support staff members shall be employed for such time as the district is in need of or desirous of the services of such employees.
The Board delegates to the superintendent the authority to dismiss classified personnel. The superintendent may delegate this authority to other appropriate personnel such as the director of personnel. All dismissals of classified employees shall be reported to the Board at its next regular meeting.
The superintendent may also suspend employees from their assignments as a disciplinary measure.
If an employee is dismissed as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for immediately notifying the Colorado Department of Education (CDE) and for providing any information requested by the department concerning the circumstances of the dismissal. The district shall also notify the employee that information concerning the dismissal is being forwarded to CDE unless such notice would conflict with the confidentiality requirements of the Child Protection Act.
If the district learns that a current employee has been convicted of, pled nolo contendere to, or received a deferred sentence of deferred prosecution for any felony or misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children, the superintendent shall immediately report this information to CDE.
The district shall not obtain consumer credit reports on a current employee unless the district is evaluating the employee for promotion, reassignment or retention. In all cases where credit reports are obtained and/or relied upon for purposes of reassigning, terminating or denying the promotion of an employee, the district shall comply with the Fair Credit Reporting Act.
DEVELOPMENT OPPORTUNITIES
Support staff employees are an integral part of the district’s total staff. Their training and development are essential to the establishment of good education.
DRESS CODE, FILE: GBEBA
Faculty dress bears a direct relationship to classroom and school atmosphere. Faculty members should be professionally dressed appropriate to their teaching assignment. Remember that you are an important role model for our students. A complete copy of the Staff Dress Code policy is contained in this handbook.
EVALUATION
The purpose of the six-month probationary period is to permit the training and observation of the newly hired employee in the new job setting and to determine the employee’s suitability for the particular job and his/her fitness for permanent employment. The probationary period is for a period of six consecutive months worked. The performance of each classified employee shall be evaluated at least once during the probationary period. A copy of the evaluation shall be signed by the employee and his supervisor and given to the employee. The supervisor shall discuss the standards of performance and behavior required of the new employee in the position to which he/she is appointed.
Evaluations of classified probationary employees shall be sent to the superintendent by the supervisor under whom the employee is serving. The evaluation shall be reviewed and forwarded to the personnel office to be placed in the employee’s personnel file.
All classified personnel hired new to the district are required to serve a 60-day probationary period before being eligible for any benefits through the district. This must also be 60 consecutive days.
Regular Employees
Each regular classified employee shall be evaluated at least twice each year (no later than April 1) by his/her immediate supervisor. The immediate supervisor shall discuss the evaluation with the employee and a signed copy of the evaluation given to the employee at the time. A copy of the evaluation report signed by the employee and supervisor shall be reviewed by the superintendent and forwarded to the personnel office to be placed in the employee’s permanent file.
FACULTY MEETINGS
Classified employees may be asked to attend faculty meetings as needed. These are usually brief and are scheduled before or after school. At least one day's notice is given if at all possible.
GRIEVANCES FILE: GBM
Individual or group grievances of employees shall be resolved as follows:
1. The grievance shall first be presented in writing to the persons having direct administrative or supervisory responsibility over the work of the employee involved in the grievance. The hearing officer shall render a written decision within 10 working days. The employee may be assisted by a person of his own choosing at any step of the grievance procedure.
2. If the grievance is not solved at Step 1, the employee then may present the grievance to the superintendent who shall conduct a hearing within 10 working days of receipt of the report from Step 1 and shall render a written decision within 10 working days of the hearing.
3. If the grievance is not solved at Step 2, the employee may request a hearing before the Board of Education, which will be held within 15 working days of receipt of the report of Step 2. The decision of the Board shall be final and shall be made within 15 working days of the hearing.
Not withstanding the steps of grievance procedure described above, an employee may discuss any problem at any time with any supervisor or administrator in the school system.
HEALTH AND SAFETY FILE: GBE/GBGA-R
Through its overall safety program and various policies pertaining to school personnel, the Board shall seek to ensure the safety of employees during working hours and assist them in the maintenance of good health. It shall encourage all its employees to maintain good health and practice good health habits.
All bus drivers, including full-time, regular part-time or temporary part-time drivers shall be required to have a physical examination every two years in order to obtain the proper operator's permit or renewal.
The district shall pay for all such routine physical examinations.
The Board recognizes that an individual's medical diagnosis is privileged information between the patient and medical professionals. However, whenever a staff member's medical condition is such that it interferes with his ability to perform his duties or there is a risk to the health and safety of others, the district has a responsibility to take necessary steps to evaluate the employee's condition and make appropriate decisions.
The Board may request physical examinations and/or mental health examinations of any employee at any time to determine if the employee has a physical and/or mental condition, disease, or illness which may interfere with his ability to perform his duties or which may pose a significant risk to the health, safety or welfare of the employee or others. The school district shall select the medical professional to conduct such examination and pay the costs of the required physical or mental examination or test.
An employee with an acute, common communicable disease shall not report to work during the period of time in which he is contagious or infectious. The district reserves the right to require a physician's statement prior to the employee's return to work.
The procedures to evaluate employment status for medical reasons also shall be used when a school official has reasonable cause to believe that a life-threatening communicable disease affects an employee.
An employee who becomes aware that he has a long-term, communicable disease, which although life-threatening, poses little risk of transmission in a school setting, is encouraged to report to a designated school administrator that he is afflicted with the disease. The administrator shall follow the procedures accompanying this policy to evaluate the employment status of the staff member.
To encourage disclosure, the school district shall endeavor to treat these employees in a fair, non-discriminatory manner consistent with the district's legal obligations.
Federal and state law mandate, pursuant to provisions protecting handicapped individuals, that such employees shall not be discriminated against on the basis of their handicaps and that, if it becomes necessary, some accommodations be made to enable qualified individuals to continue work.
In all instances, district personnel shall respect the individual's right to privacy and treat any medical diagnosis as confidential information. Special precautions should be taken to protect information regarding an employee's health condition in order to prevent instances of disclosure that may invade the personal privacy of the employee.
HUSBAND-WIFE COMBINATIONS FILE: GDD
The district will hire a husband and wife provided that both are qualified in the areas for which they are applying, and providing that they are the most qualified applicants for the positions. When a husband and wife are both employed by the district, an insurance benefit packet, including dependent coverage if desired, will be provided for only one individual. The employee who is not the insurance carrier is not eligible for the alternative insurance reimbursement in lieu of insurance coverage.
LEAVING CAMPUS
Employees must sign out before leaving campus during school hours. A sheet for this purpose is located at the front office. Please contact your principal or a secretary before leaving the building.
NONDISCRIMINATION FILE: JB
It is the policy of the Board to avoid discrimination in relation to race, sex, age, marital status, religion, national background, and handicaps. Respect for the dignity and work of each individual shall be paramount in the establishment of policies and in the administration thereof.
PERSONNEL FILES FILE: GBJ
The superintendent is authorized and directed to develop and implement a comprehensive and efficient system of personnel records under the following guidelines:
1) A personnel folder for each employee, certified and classified, shall be accurately maintained in the district administrative office. Personnel records shall include home addresses and telephone numbers, financial information, and other information maintained because of the employer-employee relationship.
2) All personnel records of individual employees shall be considered confidential except for the information listed below. They shall not be open for public inspection. The superintendent and his designees shall take the necessary steps to safeguard against unauthorized use of all confidential material by persons not connected with the District.
3) The following information in personnel records and files shall be available for public inspection:
· Application of past or current employees
· Employment agreements
· Any amount paid or benefits provided incident to termination of employment
· Performance ratings except for teacher evaluations as noted below
· Any compensation including expense allowance and benefits
4) The evaluation report of certified personnel, with the exception of the superintendent and all public records used in preparing the evaluation report, shall be confidential and available only to the evaluated, to the administrators who supervise his work, and to a hearing officer conducting a dismissal decision.
5) A written evaluation or any other personnel record shall not reflect any good faith actions of any employee, which were in compliance with the district's discipline code.
6) List of district employee's names and addresses shall not be released for general public use.
7) Personnel records shall be available upon request to members of the Board of Education.
8) Each employee shall have the right, upon request to the personnel office during regular business hours, to review the contents of his own personnel file, with the exception of recommendations and references provided to the district on a confidential basis by universities, colleges or persons not connected with the district.
SEXUAL DISCRIMINATION AND HARRASSMENT FILE
Sexual harassment is recognized as a form of sex discrimination and thus a violation of the laws that prohibit sex discrimination.
Learning and working environments that are free from sexual harassment shall be maintained. It shall be a violation of policy for any member of the district staff to harass another staff member or students through conduct or communications of a sexual nature.
Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature may constitute sexual harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or educational development.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual.
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work or educational performance or creating an intimidating, hostile or offensive working or educational environment.
Sexual harassment as defined above may include but is not limited to:
1. Sex-oriented verbal "kidding," abuse or harassment
2. Pressure for sexual activity
3. Repeated remarks to a person with sexual or demeaning implications
4. Unwelcome touching such as patting, pinching or constant brushing against another body
5. Suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning one's grades, employment status or similar personal concerns.
Staff members may file a formal grievance of sexual harassment through use of the accompanying grievance procedure. If the alleged harasser is the immediate supervisor or principal with whom the grievance routinely would be filed, the employee may file a grievance with Mike McDonald or Jean Olmsted, designated harassment officers. All matters involving sexual harassment complaints shall remain confidential to the extent possible.
Filing of a grievance or otherwise reporting sexual harassment shall not reflect upon the individual's status or affect future employment or work assignments.
Notice of this policy shall be circulated to all district schools and departments and incorporated in employee handbooks.
1) Members of the school community who believe that they have been subjected to sexual harassment will report the incident to Mike McDonald and/or Jean Olmsted, Title IX Officers; or Joan Rook, secondary principal and/or Martha DeJesus, elementary principal. The principals may then refer the grievance to the Title IX Officers.
2) The grievance officers will attempt to resolve the problem, if warranted, in an informal manner through the following process:
· The grievance officers will confer with the charging party in order to obtain a clear understanding of the basis of the complaint.
· The grievance officers will then attempt to meet with the charged party in order to obtain a response to the complaint.
· The grievance officers may hold as many meetings with the parties as necessary to gather facts and obtain statements from witnesses if available.
3) On the basis of the grievance officers' perception of the situation, the grievance officers may:
· Attempt to resolve the matter informally through conciliation.
· Report the incident and transfer the record to the superintendent or his designee and so notify the parties by certified mail.
4) After reviewing the record made by the grievance officers, the superintendent or designee may attempt to gather any more evidence necessary to decide the case and thereafter impose any sanctions deemed appropriate including a recommendation to the Board for disciplinary action.
SMOKING
CC-V is a Tobacco Free-School Zone. Use of tobacco is strictly prohibited.
1) For the purposes of this policy, school property means all property owned, leased, rented or otherwise used by a school including but not limited to the following:
· All interior portions of any building or other structure used for instruction, administration, support services maintenance or storage.
· All school grounds over which the school exercises control including areas surrounding any building, playgrounds, athletic fields, recreation areas and parking areas.
· All vehicles used by the district for transporting students, staff, visitors or other persons.
· "Tobacco" includes cigarettes, cigars, pipe tobacco, snuff, chewing tobacco and all other kinds and forms of tobacco prepared in such manner as to be suitable for chewing smoking or both. "Tobacco" includes cloves or any other product packaged for smoking.
· "Use" means lighting, chewing, inhaling or smoking any tobacco product.
STAFF INSERVICES/ORIENTATION
These inservices cover a variety of topics such as information for various programs, parent conferences, communications, curriculum, etc. They will be scheduled by the principals as needed. Attendance is may be required.
Supervisors for each appropriate department may establish inservice training or orientation as needed.
STAFF PROTECTION FILE: GBEA
The following procedures shall be followed in instances of assault, disorderly conduct, harassment, knowingly false allegation of child abuse or alleged criminal offense by a student directed towards a teacher or school employee. An act of a teacher or other employee shall not be considered child abuse if the act was an appropriate expression of affection or emotional support.
These same procedures shall be followed in instances of damage by a student to the personal property of a teacher or school employee occurring on school district premises.
1. The teacher or employee shall file a written complaint with the building principal, the superintendent's office and the Board of Education.
2. The principal after receipt both of the complaint and adequate proof of charges shall suspend the student for three days in accordance with established procedures.
3. The superintendent shall initiate procedures for the further suspension or expulsion of the student when injury or property damage has occurred.
4. The superintendent or his designee shall report the incident to the district attorney or the appropriate local law enforcement agency or officer who shall then investigate the incident to determine the appropriateness of filing criminal charges or initiating delinquency proceedings.
VALUABLES
Employees are responsible for their own valuables. Never leave money in or on your desk, file cabinet, or anywhere in the building.
TELEPHONE
THE SCHOOL TELEPHONES ARE AVAILABLE FOR SCHOOL BUSINESS ONLY.
NO PERSONAL LONG DISTANCE CALLS ARE TO BE CHARGED TO THE SCHOOL TELEPHONES. Teachers will not be called out of the classroom to answer telephone calls unless special arrangements have been made with the principal for an important, necessary phone call. CELL PHONES ARE NOT TO BE USED IN THE CLASSROOM DURING CLASS TIME.
SECTION 2: SALARY INFORMATION AND EMPLOYEE BENEFITS
Holidays may be taken as set forth in the annual school calendar of the district as approved by the Board of Education. Fulltime classified employees, including but not limited to those who are paid on an hourly basis shall receive five paid holidays which are New Year’s Day, Memorial Day, Labor Day, Thanksgiving Day and Christmas Day. Classified employees who are employed over 208 days per year also receive two additional days that may be taken during the week of the 4th of July or Christmas break only. Non-certified staff working less than 208 days shall receive one additional day to be used in conjunction with Christmas break. Said holiday pay shall be equal to the normal hours assigned per normal hours. Holiday pay cannot be used in conjunction with requests for overtime pay. No personal leave shall be granted at the beginning or end of holidays or scheduled school breaks without the approval of the superintendent.
The district provides the following insurance for fulltime employees employed more than 20 hours per week.
Classified employees who are new to the district must work 60 consecutive days before being eligible for insurance benefits. Benefits begin the first of the month following eligibility.
Health insurance coverage is through HRH Colorado, who is the underwriter for CEBT. All employees are required to participate in the health insurance program. The cost of the insurance for single employee coverage is funded at a maximum of three hundred thirty five dollars and 18/100 ($335.18). Any excess cost as a result of premium increases is the responsibility of the employee, unless employed prior to January 1, 2007. Employees may purchase additional coverage for dependents. Please check with the bookkeeper for this amount. Any questions concerning health care should be directed to the Business Manager.
In the event of a husband/wife combination, the employee who is not the primary insurance carrier is not eligible for the alternative insurance reimbursement in lieu of insurance coverage.
Dental insurance coverage is through Delta Dental of Colorado. The cost of the dental insurance for single employee coverage is funded at a maximum of twenty eight dollars and 26/100 ($28.26). Any excess cost as a result of premium increases is the responsibility of the employee, unless employed prior to January 1, 2007. Employees may purchase additional coverage for dependents. Any questions concerning health care should be directed to the Business Manager.
The district provides long term disability insurance in addition to coverage provided through the Public Employees Retirement Association. This coverage is provided through Standard Insurance coverage and will provide benefits up to 66% of an employee’s salary to a maximum of $2000.00. This is for long term disability only. Public Employees’ Retirement Association provides for short-term disability.
A life insurance policy is provided on fulltime employees only in the amount of $20,000.00.
With all insurance coverage or employee benefits, please become familiar with the benefits and coverage set forth in the package provided. If you have questions, concerns or need help with a claim, please contact the administration office. It is our desire to help in any way with your insurance needs.
LEAVE POLICY
Fulltime employees of the district receive up to 10 leave or discretionary days, which accumulate at the rate of 1 per month. Discretionary days may accumulate indefinitely. Discretionary days may be used for illness, medical provider appointments, and or personal business. Except in the case of illness or personal emergency, discretionary days cannot be taken in conjunction with a vacation period or scheduled school breaks unless prior board or administrative approval has been obtained.
Discretionary days may be reimbursed at termination of employment if the employee has been employed within the district for 5 consecutive years. Reimbursement shall be granted at the rate of $65.00 per day up to a maximum of $5,200. Reimbursement of discretionary days will not be made to any individual who is terminated by the district.
The Cripple Creek-Victor School District adheres to the regulations established by the Family Medical Leave Act which provides for long term leave to care for children and family members under certain conditions and guidelines. The Provisions of this act are detailed and are available through the personnel office.
The provisions of this act do not provide for additional discretionary time but run in conjunction with discretionary and/or other benefit time the employee may have accrued as a result of being employed by the district.
If you are unclear about the provisions of these regulations, or feel that you need further information, please contact the front office.
Maternity leave shall be available to any female employee who becomes pregnant. Such leave shall be allowed during such period of pregnancy and a reasonable time immediately following termination of the pregnancy as is necessary to safeguard the health of the mother and/or child.
1. Determination of Necessity: either the employee or the Board may initiate the determination and designation of the period of time during which maternity leave is necessary. Final determination of such period, including the beginning, duration, and end of the period shall be made by the Board based on information provided by the employee, the employee's physician, the administration, and, if deemed necessary, a physician designated by the Board.
2. Reinstatement: an employee who has taken maternity leave shall be assured reinstatement at the beginning of the first semester following the end of the period of time during which maternity leave was necessary. However, any maternity leave shall in no way affect the powers of the Board, including, but not limited to the nonrenewal of a contract of a teacher.
3. Notice: an employee who becomes pregnant shall notify the superintendent regarding the pregnancy as soon as the employee knows about the pregnancy. Each employee shall notify the superintendent upon termination of the pregnancy.
4. Benefits: an employee on maternity leave for medical necessity as determined by the employee's or the Board's physician shall receive pay, insurance, and other benefits to the same extent and on the same basis as if she were on sick leave. Any additional maternity leave granted by the Board shall be without pay or other sick leave benefits.
Full time district employees will be excused from work with pay for jury duty. The employee will assign any funds received for jury service to the District. The principal and superintendent must be notified in writing on employee absentee forms before serving.
SNOW DAYS
All hourly non-certified employees will be paid normal wages for any days missed as result of being declared a “snow-day” up to a maximum of three (3) per year. This reimbursement will be for snow-days authorized by the superintendent or board only.
Any discrepancy or deviation from the policies state herein shall be referred to the superintendent and/or the Board of Education, who shall have sole authority on the use of discretionary or leave days.
RESIGNATION FILE: GCQC
Support staff employees are encouraged to give two weeks notice to the district prior to resigning employment.
If an employee resigns as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for immediately notifying the Colorado Department of Education (CDE) and for providing any information requested by the department concerning the circumstances of the resignation. The district shall also notify the employee that information concerning the resignation is being forwarded to CDE unless such notice would conflict with the confidentiality requirements of the Child Protection Act.
RETIREMENT FILE: GDPC
Employment decisions of the Board of Education are based on many factors. Therefore, the Board has no mandatory retirement age for district employees. Employees are encouraged to make their own retirement decisions and to give written notice to the Board once a retirement date has been established.
Benefits in addition to basic salary are recognized by the Board as important factors in the overall operation of the school district. Early retirement plans while being of benefit to individual staff members can also be of great benefit to the district.
Staff members may opt to request early retirement from the district. Requests for early retirement must meet the following criteria:
1. The staff member must be a full time employee between the ages of fifty (50) and fifty-eight (58).
2. Staff members will only be eligible for the benefit if they have ten (10) years of continuous service to the district.
3. The employee will receive 50% of their final year salary over a three-year period in three equal payments.
4. The retiree is not eligible to re-apply for a professional position in the school district after which time they accept the retirement.
5. Any employee who terminates service with the district before reaching age 50 cannot claim retirement after reaching age 50.
Early Retirement Bonus
An employee who has a letter of resignation on file by May 1 and meets all the requirements for participation in the early retirement plan shall be entitled to a severance bonus. The district shall provide:
fifty percent (50%) of salary to all employees between the age of fifty (50) and fifty-eight (58). (Note: This percentage may be set out in a table incorporated as part of this policy)
All severance bonus installments, of equal amounts, will be paid October 25 following the date of retirement. No pro-ration of the severance bonus shall be allowed for employees who retire during a school year.
SALARY SCHEDULES
The Board shall annually adopt a salary schedule for incoming classified personnel and shall place each new employee in the school district on the salary schedule at least commensurate with, but not limited to, his/her training, and up to 3 years of experience prior to employment within the district. The schedule adopted by the Board shall remain in effect until changed by the Board in accordance with law. If the Board declares a fiscal emergency during a budget year as allowed by state law, it may reduce salaries for all employees on a proportional basis.
Checks shall be issued to employees on the 25th day of each calendar month during the school year, except that preceding vacation or intermission, the Board may direct the superintendent to issue warrants on the day school closes. When the 25th is on a weekend, checks will be issued the last working day prior to the weekend. Checks will not be distributed prior to the date authorized by the superintendent or the Board.
Deductions shall be made in accordance with the pertinent laws and regulations from pay checks from all employees for federal and state income tax, Public Employees’ Retirement Association and any other mandated withholding including but not limited to court ordered wage garnishments.
Changes in payroll such as credit union deductions, changes in dependents claimed or any other changes requested by an employee are asked to be submitted in writing to the bookkeeper prior to the tenth of the month in which it is to become effective. Requests received after the 10th will be reflected on the following month's payroll.
Faculty who are responsible for extra duties such as coaching will be paid according to the amount set forth for such activity. Coaches' pay will be as stated in the activity salary schedule located in the Board Policy Book and listed as GCBB-E. Remuneration for extra duty pay shall be made at the end of the activity or the academic year, which ever comes first or as established by the Board of Education or administration.
Any fees, charges, fines or amounts owed to the district will be withdrawn from the following month’s salary.
1. The sick leave bank will be operated by the sick leave bank committee comprised of staff and administration. This committee will consist of four certified staff members representing K through 12, one non-certified staff member, one administrator and people responsible for recording absences in both schools. The committee will be elected during inservice days at the beginning of the school year.
2. All full time personnel (teachers, non-certified staff & administrators) may voluntarily join the bank if they are willing to contribute two days of sick leave upon membership and one day each year thereafter during their time of employment.
3. Members who have withdrawn days from the bank need not replace those days for as long as they remain members of the bank. However, they may not resign from the bank until all the days are replaced.
4. Anyone may join during the first three weeks of each new semester.
5. Membership is automatic from year to year unless withdrawal has been submitted by July 15 of any year. Members may not withdraw donated days.
6. Members may draw sick leave from the bank only for major illnesses/extended absences when all personal sick days, vacation days and/or personal leave days have been used. Application for use must be submitted to the committee within four working days after returning to work. A doctor's verification will be required after two consecutive sick days are used from the bank. The committee may require other reasonable verification.
7. The pre-existing health condition clause in the district insurance policy shall apply.
8. Maternity related absences should be in accordance with the law and school board policy.
9. Sick bank days are not individually cumulative, but the bank may accumulate as many days as remain from one year to the next.
10. Two days must be donated upon initial membership at the beginning of a school year. Ten (10) percent of current sick leave may voluntarily be donated at any time during the school year. Minimum of one day per year must be donated after entrance.
11. A maximum of forty-five (45) days per year may be granted at the discretion of the Sick Bank Committee, if available.
12. Use may be denied if sick days are not used according to guidelines established by Board policy.
13. All participants have the right to appeal the committee's decision to the Board of Education of the Cripple Creek-Victor School District.
14. Maternity leave will be granted up to 6 weeks (24 working days) sick leave for a normal pregnancy. A physician's note will be required.
15. All requests received will be reviewed on an individual basis. The sick leave bank may require the employee to take all leave in a block (not intermittently) for the entire period.
16. The Board of Education and the administration retain the right to make final approval on any requests through the Sick Leave Bank.
Classified employees who are employed on an hourly basis are required to maintain time sheets indicating the time and hours they work. Time sheets should be legible and are to be turned in to their immediate supervisor or to the district bookkeeper when due. Time sheets are due the 10th of the month or the last working day prior to the 10th if that date should fall on a weekend.
Time sheets are to be signed by the employee and reviewed and signed by an immediate supervisor, principal or superintendent.
The administration shall determine which school employees are subject to the minimum wage and overtime requirements of federal law. These non-exempt employees eligible for overtime shall be paid at the rate of one and one half times the regular rate of pay for hours worked in excess of forty (40) in any work week. The work week for the district begins on Monday and ends on Sunday.
Alternatively in lieu of overtime compensation, non-exempt employees may receive compensatory time off at a rate of not less than one and one half-hours for each hour of employment for which overtime compensation is required.
A determination as to whether or not overtime shall be compensated by overtime pay or compensatory time shall be made prior to the performance of work and approved by the superintendent.
An employee shall be permitted to use compensatory time after making a request to his supervisor. Such requests shall be granted if the use of the compensatory time does not unduly disrupt the operations of the school district.
A non-exempt employee may accrue no more than 240 hours of compensatory time in accordance with federal law unless the employee’s supervisor advises him/her that accrual of additional hours is allowed under the law.
All overtime work shall require advance approval of the employee’s principal and/or immediate supervisor. An effort shall be made whenever possible to schedule non-exempt employees for more than forty (40) hours per week.
All hours worked shall be accurately recorded in the manner set forth herein.
District employees who put in extra hours to supervise and/or serve community groups using school facilities shall be paid at a rate established by the Board of Education for such contract service.
Absences not covered by policy shall be considered unexcused and unauthorized. Deduction shall be made for such unauthorized absences at the rate that coincides with the rate of pay received by the individual.
Any unexcused absence for 3 consecutive days or failure to contact an employee’s immediate supervisor or building principal (no call – no show) shall be construed as job abandonment and may be grounds for immediate termination.
Fulltime classified employees working more than 208 days per year shall be entitled to annual vacation leave which accumulates at the rate of one per month, after a 60-day probationary period. Employees with three years of continuous experience with the district are allowed a maximum of 10 vacation days per year. Thereafter employees are entitled to accumulate a maximum of 15 working days per year of continuous employment with the district based upon 1.25 days per month. Employees who have been employed more than 5 years will receive 20 days of vacation per year.
District or administration office closures for scheduled breaks during the school year will not be assessed as vacation time.
New fulltime employees who term of service is less than one full year shall be entitled to paid vacation in the ratio of accumulation described above.
All support staff who resign or whose employment is terminated shall receive the paid vacation to which they are entitle as soon as possible.
If an employee is injured on the job or has an accident while performing his/her job, no matter how slight the injury might seem, it is necessary to file an accident report for worker’s compensation insurance with the district administration office within 48 hours of injury.
The district has an authorized medical provider for treatment unless it is an extreme emergency or life threatening in which case the employee should seek medical help from the closest emergency center. The two designated medical providers are Langstaff-Brown Urgent Care Center on Highway 67 in Woodland Park, Colorado (719-686-0551) and Cripple Creek Medical Center located on Teller One outside of Cripple Creek (719-689-6300).
Failure to use the authorized medical provider could result in loss of coverage and personal responsibility for costs incurred.
ACCIDENT REPORTS
If a student is injured in your presence or under your jurisdiction, (even though you do not witness the accident), you must fill out an accident report. This is a protection for you as well as for the student. Accident forms are available in the front office.
ACTIVITIES
Money raising activities MUST have student council approval and the principal's council approval before these projects can take place. There will be no moneymaking projects scheduled in the month of May. Any drama presentations, music concerts, or other related programs are also to be completed before May.
BUILDING USE FORMS
Anyone who wishes to use any of the Cripple Creek-Victor School facilities for any purpose must submit a building use form that is available from the front office of each school. The form for use of Cripple Creek-Victor Jr./Sr. High school should be submitted in care of CC-V Jr./Sr. High. The form for use of Cresson Elementary should be submitted to Cresson Elementary.
CONFIDENTIALITY
Staff is urged not to discuss student or parent's problems in the faculty workroom, the lunchroom, the hallway, or in any other public area. Confidentiality is an important issue. The district could lose federal funding for breaches of confidentiality.
All employees, staff members and coaches are required to advise building principals who in turn will advise the superintendent of fund raising activities, in particular solicitations for donations from community members and businesses. Attempts should be made to consolidate solicitations for donations in order to prevent entities from being inundated with numerous and various requests.
EXPENSE REIMBURSEMENTS
Staff members are encouraged not to purchase supplies and/or materials prior to obtaining a written purchase order.
THE USE OF THE DISTRICT OR SCHOOL CREDIT CARD IS FOR EMERGENCY USE ONLY. If a staff member does purchase supplies or materials and the purchase is approved by the principal; reimbursement will be made for the cost of the supplies or materials only, tax will not be reimbursed. Staff is reminded to obtain a tax exempt certificate from the administration office for all purchases. Failure to obtain a tax-exempt certificate will result in the employee being responsible for all taxes.
If an employee is attending a workshop or in-service, a requisition must be submitted at least 5 school days prior to the date of the in-service to obtain a check for lodging. Personal reimbursement for meals or travel expenses, are to be submitted within 15 days of the event on an approved form. If a staff member incurs costs for meals while attending developmental opportunities, reimbursement will coincide with the current guidelines established by the Internal Revenue Service for per diem reimbursement. The district will not reimburse for sales tax.
Credit card receipts are not acceptable except for proof of payment. All receipts must be submitted on the form. Failure to submit the request for reimbursement within the 15 day period may result in the request being denied.
HALL PASSES
Every student must have a staff-authorized pass in his/her possession anytime he/she is not in an assigned classroom. The pink pass is approved for this use. Students will not leave the classroom during the period for any reason without first obtaining a written pass from the teacher in charge. Any student that has been legitimately detained by a teacher will obtain a pass from that teacher to gain entry to his/her next class. Only students who are just arriving at school may obtain a pass from the office.
The student will have that pass in his/her possession as he/she passes through the halls and will present it to gain entry into the classroom or location specified on the pass.
All passes are to be properly completed in ink and include the student's first and last name, date, time, destination, reason if appropriate, and teacher's signature. All students should sign out and in on the teacher's Hall Pass Log regardless of the type of hall pass used (including plastic-coated passes). Any student abusing the privilege of a hall pass in any way will be disciplined. Any student found outside his/her classroom without a pass or away from the location indicated on the pass will be disciplined.
Plastic-coated passes from the following organizations may be used as a substitute of the pink hall pass for students: These passes are only valid if they have the student's first and last name, semester and period(s) they are valid for, and the group or organization they represent or the sponsor or teacher's name. These passes are only to be in the student's possession during times when they are carrying out duties assigned by the teacher, sponsor, or organization. PLEASE USE NORMAL PROFESSIONAL COURTESY TO NOT DISRUPT CLASSES BY ASKING FOR STUDENTS TO BE RELEASED WITHOUT ADEQUATE NOTICE.
Newspaper
Yearbook
Renaissance
Office Aide
Peer Counseling
Student Council
Teacher Aide
Any other administration approved organization
INVENTORY
Inventory for the classroom is done at the end of each school year as part of the checkout procedure. Inventory lists are provided for each teacher from the front office through the principal. Inventory sheets need to be turned in to the principal before you will be officially checked out.
KEYS
Keys are issued from the principal's secretary. Do not exchange or permanently lend your keys to another staff member. Records are kept on every key issued and all keys must be returned at the end of the school year. A charge will be levied to personnel who lose an individual key. The re-keying charge for a lost group of keys or a master key will be the actual cost of re-keying. No employee shall have a key duplicated. Keys will not be loaned to a student, nor should keys be left unattended in an office or classroom. Please report to the office immediately any lost or stolen key. DO NOT LEND OR GIVE YOUR KEYS TO STUDENTS. YOU WILL BE RESPONSIBLE FOR ANY PROBLEMS THAT MAY ARISE AS A RESULT OF THIS PRACTICE.
LUNCH TICKETS
Employees may participate in the hot lunch program at a cost of $2.50 per meal or purchase milk for $0.25. Meals may be purchased in advance through the front office. STAFF MEMBERS ARE ENCURAGED NOT TO CHARGE MEALS.
Mailboxes are located beside the main office door at the high school and in the staff lounge at the elementary school or as may be established by the administration. Check your mail daily. Mail is usually brought over mid-afternoon. Be sure to check your mailbox before you leave. Please empty your box daily so there will be room to put your mail, messages, etc.
MATERIALS AND SUPPLIES FILE
The proper procedure for obtaining materials and supplies is as follows:
Ø Obtain requisition from building office
Ø Fill form out completely including account numbers, address of vendor and telephone or fax numbers if necessary
Ø Submit form to building administrative office for approval by principal
Ø The form is then given to the appropriate individual who will issue a purchase order and send the form to the vendor for filing
Ø Upon receipt of the order, the packaging slip is to be returned to the building secretary for filing.
Staff members are encouraged not to purchase supplies and/or materials prior to obtaining a written purchase order. If however, a staff member does purchase supplies or materials and the purchase is approved by the principal; reimbursement will be made for the cost of the supplies or materials only, tax will not be reimbursed.
Do not order anything (including preview materials) without a purchase order. You may be responsible to pay for items personally if there is no purchase order.
ORIENTATION
Where applicable, orientation usually takes place prior to classes starting in August. These days are indicated on the school calendar for teachers and staff, or are established by the appropriate supervisor for each department.
VISITORS TO THE SCHOOL
The Board of Education encourages parents and community members to visit and observe classrooms during school hours. The Board believes that there is no better way for the public to learn what the schools are actually doing. Due to the current social climate across the nation, prior arrangements should be made through the Main Office. The following guidelines are in effect:
1. If a parent or community member wishes to visit a classroom, a phone request should be made at least 24 hours in advance to minimize instructional disruption and to ensure the safety of our students and staff. A building principal may allow classroom visitation on shorter notice at his/her discretion.
2. Upon entering a school building, all visitors need to check in with the Main Office.
3. Students and alumni wishing to visit former teachers should make prior arrangements and obtain a Visitor's Pass at the Main Office. Visitation should be scheduled after school has been dismissed.
4. Any district employee has the right to question the intentions of any visitor in a district building or on district property. Appropriate authorities will be contacted when necessary to escort unauthorized individuals from any district building or property.
5. The district administration or building principal can deny access at any time to any individual who has no valid reason to be in any building or on any property owned by the district.
6. All visitors will be expected to follow all public conduct rules as established by the Board.
7. Any deviation from this policy is at the discretion of the administration.
SECTION 4: STUDENT SUPERVISION
ACTIVITY SPONSORS
Activity sponsors are responsible for certain duties to the class for which they have been assigned. Activity sponsors use fundraisers to provide additional funding for specific activities.
ALL PROJECTS NEED TO BE SUBMITTED TO THE STUDENT COUNCIL FOR APPROVAL AND THEN TO THE PRINCIPAL'S ADVISORY COUNCIL FOR FINAL APPROVAL.
If fund-raising programs are held at the school, proper procedure must be followed. A building use form is to be obtained from the principal's secretary, filled out, and returned to the principal for approval. If a dinner or other food related program is being sponsored, contact must be made with the head cook and the custodian as well for proper coverage. EACH ACTIVITY IS RESPONSIBLE FOR ITS OWN PREPARATION, ATTENDANCE, AND CLEAN-UP OF THEIR RESPECTIVE PROGRAMS. All activity sponsors are to attend, assist, and supervise fund-raising programs.
If a cash box or check is required, it is the responsibility of the sponsor(s) to submit a request to the district office, approved by the Principal's Advisory Council and signed by the principal, at least 5 days prior to the date required. STUDENTS ARE NOT ALLOWED TO OBTAIN THE CASH BOX FOR ANY REASON WHATSOEVER. Cash will be given to the sponsor(s) only. All money obtained from fund-raising projects is to be counted, collected and retained by the sponsor(s) until the earliest time it may be deposited with the district offices. Two sponsors are required to count and verify collected money. Any and all funds collected on behalf of projects or in any other way associated with activity projects are to be deposited with the district offices.
BUILDING EVACUATION
The alarm for immediate evacuation of the building will be the fire alarm. It will be a continuous ringing of the bell.
· Classes with outside (exterior) doors will exit out these doors and proceed to the play field (this includes classrooms 105, 110, 120, 125, and 129).
· Classrooms 101, 102, 103, and 104 will exit out the northwest door located by the Title I room and proceed to the play field.
· Classrooms 111, 118, and 119, and any class in the reading area will exit out the southwest door located by the Special Education Room and proceed to the play field.
· Classrooms 131, 132, 133, and any class in the art and/or music rooms will exit out the southeast door located by the music room and proceed to the play field.
· Classrooms 142, 143, 144, and 145 will exit out the northeast door located by the music room and proceed to the play field.
· During the lunch hour, any class in the lunchroom and/or gym will exit out the double doors at the southeast corner of the gym and proceed to the play field.
· In the event building evacuation occurs during an assembly in the gym, K-3 students will exit out the east gym doors (through the lobby) and 4-6 students will exit out the northeast doors in the corner of the gym and proceed to the play field.
· The gym will exit out the east exit to the intermediate playground.
· In the event of a real emergency and extreme cold weather, the school buses will be brought for safety or students will walk to the bus barn for shelter.
· All persons must be a minimum of two hundred (200) feet from the building.
· The outside bell will ring when all is clear.
All classrooms will exit to the football field in an orderly manner. Please refer to the attached map for closest exits.
Teachers are responsible for orientation of students in regard to fire exits & emergency procedures. Teachers will take their class rolls with them in case of emergency & take attendance to see that all students are accounted for. Teachers will supervise & remain with students in their class at the start of the emergency until the situation returns to normal.
DISCIPLINE PROCEDURES FILE: JG
Chronic problems of a student are referred to the elementary principal's office. Another staff member or principal must witness spankings. If you are keeping a student after school, parent permission must be obtained for this purpose. You can secure the permission through a telephone call.
Expectations
We expect every district employee to be treated with respect and dignity, just as students are due mutual respect from the staff. Individual rights will be protected without exception. The following will not be tolerated: hazing; coercion; intimidation or threats; harassment; racial, religious, or ethnic slurs; or other pressure tactics used to influence students or faculty. It is imperative that the teacher is in charge of the class; anything less would lead to poor educational opportunities for all. A show of disrespect toward a staff member or insubordination on the part of the student will not be tolerated.
As a Community of Caring School, we endorse a Code of Conduct for all students to follow. This Code of Conduct is the minimum expectation of all students. The principal may assign detention, suspension, or recommend expulsion of a student who engages in one of more of the following specific activities while in school buildings, on school grounds, in school vehicles or during a school -sponsored activity. Suspension or expulsion shall be mandatory for serious violations in a school building or on school property.
The following offenses may result in detention, suspension, or expulsion depending upon the circumstances of the offense:
1. Causing or attempting to cause damage to school property or stealing or attempting to steal school property of value.
2. Causing or attempting to cause damage to private property or stealing or attempting to steal private property.
3. Commission of any acts, which if committed by an adult would be robbery or assault as, defined by state law. Expulsion shall be mandatory in accordance with state law except for commission of third degree assault.
4. Violation of criminal law that has an immediate effect on the school or on the general safety or welfare of students or staff.
5. Violations of district policy or building regulations.
6. Violations of the district's policy on dangerous weapons in the schools. Expulsion shall be mandatory for carrying, bringing, using or possessing a dangerous weapon without the authorization of the school or school district, unless the student has delivered the firearm or weapon to a teacher, administrator or other authorized person in the district as soon as possible after discovering it, in accordance with state law.
7. Violation of the district's alcohol use/drug abuse policy. Expulsion shall be mandatory for sale of drugs or controlled substances, in accordance with state law.
8. Violation of the district's tobacco-free schools policy. Possession and/or use of tobacco products on campus may result in suspension.
9. Violation of the district's policy on sexual harassment. The District's Title IX Officers will investigate all incidents of sexual harassment and appropriate consequences will be imposed as determined by the administration.
10. Throwing objects, unless part of a supervised school activity, that can cause bodily injury or damage property.
11. Directing profanity, vulgar language or obscene gesture toward other students, school personnel or visitors to the school.
12. Engaging in verbal abuse, for example, name calling, ethnic or racial slurs, or derogatory statements addressed publicly to others that precipitate disruption of the school program or incite violence.
13. Committing extortion, coercion or blackmail, for example, obtaining money or other objects of value from an unwilling person or forcing an individual to act through the use of force or threat of force.
14. Lying or giving false information, either orally or in writing, to a school employee.
15. Scholastic dishonesty, which includes but is not limited to cheating on a test, plagiarism, or unauthorized collaboration with another person in preparing written work.
16. Continued willful disobedience or open and persistent defiance of proper authority including deliberate refusal to obey a member of the school staff.
17. Behavior on or off school property that is detrimental to the welfare, safety or morals of other students or school personnel.
18. Repeated interference with the school's ability to provide educational opportunities to other students.
19. Behavior on or off school property that is detrimental to the welfare or safety of other pupils or of school personnel including behavior that creates a threat of physical harm to students or staff.
Note: School rules published in the student handbook are subject to change as necessary to maintain good order and discipline. It is each student's responsibility to become familiar with any new rules or policies.
Students are expected to assume responsibility for their own behavior. Students who become involved in areas of problem behavior will be subjected to disciplinary actions.
STUDENT DISCIPLINE
Employees should thoroughly document all discipline & behavior incidents and refer such incidents to the building principal.
FOOD/DRINK
Meals and snacks for students are to be consumed in the Multi-Purpose Room. Only plastic water bottles are allowed in classrooms. Food and beverages are not allowed in the Gym.
The media center is open to provide staff and students with service and materials to support instruction. Both print and non-print materials are available, as well as equipment to support each discipline.
All students and staff have use of the media center. It is a place to study, do research, and read.
The library is open each school day and during the additional public library hours.
Books are generally checked out for a two-week period. You will need your library/ID card to check out materials.
No food, drink or bookbags are allowed in the library media center.
Staff is encouraged to check out materials as needed. Library personnel will be available to help you check out materials. PLEASE DO NOT REMOVE ANY MEDIA CENTER MATERIALS, EQUIPMENT, OR SOFTWARE WITHOUT HAVING THEM CHECKED OUT TO YOU. It is important to return materials not being used so that they may be shared with others. We will assist you in borrowing materials from other sources. Requests for materials from other districts and BOCES are handled through the media center. We may also request materials from the Pikes Peak Library System and other systems throughout the country via telecommunications. Media center staff will not check out materials to students in a teacher's name, even when a student presents a written request from a teacher.
Audiovisual equipment shall be checked out on a first come/first served basis. If any audiovisual equipment should malfunction while it is checked out to you, please DO NOT ATTEMPT TO REPAIR THE EQUIPMENT YOURSELF OR ALLOW A STUDENT TO ATTEMPT REPAIR. Send for library personnel. Please return the equipment to the media center when you are through using it.
The media center is a place for study and students are encouraged to use the facility. Students need to come to the media center with a pass and a specific assignment. Students will be sent back to class if they are not using the media center appropriately. Students will not be allowed to leave the media center except to return to class.
MEDICATION FILE: JHCD
Students are not to have any medicines in their possession while on school grounds.
Students requiring medications of any type, including over the counter medicine, given during school hours, must make the following arrangements:
1. The parent may come to the school and give the medication to the child at the appropriate time, or:
2. The parent may obtain a medication form from the principal's office and have the family doctor indicate on the form the drug, dose, time to be given, and possible side effects. BE SURE THAT THE DOCTOR SIGNS THE FORM. This form and the medication must be checked into the front office. All medications will be in a pharmacy labeled bottle with the student's name and instructions for administering the medication, or:
3. The parent may discuss with the doctor an alternative schedule of medication so that it may be given outside of school hours.
MULTI-PURPOSE ROOM
Lunch, performances, school parties, etc., are held here. Schedule your use of the room through the principal.
PARTIES
All parties, which include food and/or drink, are to be held in the multi-purpose room. Classrooms may be used with prior approval from the principal.
There are three planned elementary parties. These are Halloween, Christmas, and Valentine's Day. It is the elementary teacher's responsibility to contact a mother or mothers to help plan and work at these parties.
REQUISITIONS
See materials and supplies.
SIGNS AND/OR POSTERS
These may be placed around the school to announce upcoming events. They may also be placed in the community with the permission of the principal and/or superintendent. CORRECT SPELLING AND GRAMMAR ARE EXPECTED ON ALL SIGNS, AS WELL AS NEATNESS AND CLARITY. REMEMBER THAT SIGNS PLACED IN THE COMMUNITY REFLECT THE OVERALL IMAGE OF THE ENTIRE SCHOOL DISTRICT.
STUDENT HANDBOOK
Each family is provided with a student handbook. It is your responsibility to become familiar with the contents of the handbook and to enforce the rules and regulations described within.
SUPERVISION OF STUDENTS
All staff is expected to help monitor student behavior and enforce school policies and procedures in and out of classrooms.
APPENDIX
GENERAL INFORMATION:
1. School Calendar
2. Time Sheet
3. Employee Absent form