School Board Policy
500 -- CERTIFICATED AND OTHER PROFESSIONAL PERSONNEL
POLICIES
510 The
Human Resources Division and its Organization
Human Resources, under the direction of the Superintendent, is responsible
for the administration and management of the District's personnel,
labor relations, benefits, EEO/Affirmative
Action and employee development
programs and the management of required records.
(Section 510 - Revised February 8, 1988)
520 General
Personnel Policy
521 Purpose and Scope
-
The policy of the District is to employ competent staff, unified
in purpose and organization, and devoted to the cause of
public education. The policy is specifically directed toward the
creation of the best possible educational climate in each unit.
-
If a conflict exists between a provision of this section of the
School Board Policy Manual and a legally permissible provision of
a collective bargaining agreement or the Exempt Employees' Administrative
Procedures between the Board and an employee group, the provision
of the collective bargaining agreement or the Exempt Employees' Administrative
Procedures will take precedence.
522 Personnel Records
A confidential personnel file for each employee shall be created
and maintained in the Human Resources Division
and be considered property of the District. The file may be available
to the employee for inspection at reasonable times upon request and
in the presence of the administrator in charge or designee. Personnel
files shall be released to other persons in response to proper subpoena
only.
523 Advancement: Basis for
Promotion
Human Resources shall establish and maintain procedures for the
discovery and development of suitable candidates for promotion among
District employees.
524 Nepotism
No employee may be assigned to a department or unit where the employee would be in a direct supervisory relationship with another member of the immediate family or with an individual with whom the employee has a romantic relationship. If two employees in the positions previously described marry, they shall give immediate written notice to the Superintendent of the marriage. At an appropriate time, one of the employees will be transferred to another District assignment. The decision as to which employee is transferred shall be made by the Superintendent and shall be based on the following considerations in this order:
-
The relative needs for the respective services of the employees;
-
The ability to offer the transferring employee comparable employment in terms of salary and services to be rendered; and
- The preference of the employees.
No transfer shall be made if there is no comparable employment in terms of salary and/or services to be rendered or if, in the discretion of the Superintendent or his designee a hardship to function or program would be caused by such transfer.
Members of the immediate family of Board members shall not be employed by the District, except upon written approval of the Commissioner.
Members of the immediate family of the Superintendent shall not be employed by the District except upon written approval of the Board.
(Section 524 – Revised January 9, 2006)
524.1 Fraternization
-
Romantic relationships between employees in supervisor-subordinate relationships increase the likelihood of sexual harassment in the workplace and create morale problems resulting from actual or perceived favoritism. Such relationships can also create a conflict of interest where personal loyalties interfere with obligations owed to the District and its students. Because of this, these relationships are detrimental to the District's educational mission.
-
It is misconduct, subject to disciplinary action, for a District manager, supervisor, principal or any employee in a position of authority to engage in a romantic or amorous relationship with any employee over which he/she has direct authority. It is also misconduct for any District manager, supervisor, principal or any employee in a position of authority to participate in the evaluation of, or employment decisions involving, another employee, or job applicant, with whom the supervisor has a romantic relationship.
-
Disciplinary action for a District manager, supervisor, principal, or any employee in a position of authority who violates this policy may include involuntary transfer, reassignment, demotion, suspension or termination, as appropriate.
-
A District employee who is engaged in a romantic relationship that is covered by this policy shall not be considered in violation for the continuous duration of the relationship, provided the relationship existed prior to the first public notice of this policy and continued through its effective date.
- The Superintendent shall develop procedures for those instances in which a consensual romantic relationship is desired between a District manager, supervisor, principal, or employee in a position of authority and an employee within the supervisor's direct authority. Upon request by both parties to pursue a consensual relationship, the Superintendent may take appropriate action, to include reassignment, so that the concerns addressed in this policy are avoided.
(Section 524.1 – Approved January 9, 2006)
525 Resignations
The Superintendent is authorized to accept an employee submitted
resignation upon receipt. Resignations shall be submitted in writing
through the immediate supervisor in a manner to be prescribed by the
Superintendent or designee. Reinstatement shall be under the same
conditions as a new employee, except as otherwise indicated. All resignations
shall be brought to the School Board for confirmation following acceptance
by the Superintendent. Reasons and any special conditions for termination
shall be provided to the School Board in Executive Sessions prior
to the School Board acting on the Personnel Travel Report in public
session.
(Section 525 - Revised September 10, 1990)
526 Employee Travel
-
The Board shall make provisions for reasonable employee travel
for the purpose of District program improvement.
-
District travel procedures shall be developed by the Superintendent
and submitted to the Board for its information.
-
Travel which is considered work related, (e.g., District representation
at a business meeting, site visitation, an approved civic
event and/or training may be made upon approval by the Superintendent
or his/her designee who directly reports to the Superintendent).
-
The Superintendent will prepare and submit a quarterly report
to the School Board which includes all completed in-state and out-of-state
travel for the reporting period.
(Section 526 - Revised August 8, 1994)
527 Equal Employment
Opportunity
The District shall meet all federal, state, and local criteria required to be an equal opportunity employer. The District shall provide equal opportunity for employment, prohibiting discrimination in employment practices because of race, color, religion, sex, national origin, physical or mental disability, political affiliation, marital status, change in marital status, pregnancy, and age. The District shall also promote the full realization of equal employment practices through non-discrimination in hiring, placement, promotion, transfer, demotion, recruitment, advertisement, solicitation for training, layoff, termination, and all other conditions of employment.
(Section 527 – Revised November 12, 2007)
527.1 Sexual
Harassment
- It is contrary to District policy for any District employee,
male or female, to sexually harass another employee by making
unwelcome sexual advances, requests for sexual favors, or
other verbal or physical conduct of a sexual nature when:
(1)
submission to such conduct is made either explicitly
or implicitly a term or a condition of an employee's continued
employment; or
(2) submission to or rejection of such conduct is used as the
basis for employment decisions affecting an individual; or
(3) such conduct has the effect or purpose of unreasonably interfering
with an individual's work performance or creating an intimidating,
hostile or offensive working environment.
(Section 520 - Revised February 8, 1988)
530
Certificated and Other Professional Personnel
531 Minimum Qualifications
Whenever possible, qualifications of the professional employee of
the District shall exceed the minimal standards for teaching set by
the State, Department
of Education, the Board, and the Northwest
Association of Schools and Colleges.
(Section 531 - Revised June 23, 1997)
532 Employment Procedures
532.1 Qualifications
It shall be the policy of the District to make qualifications and
merit absolutely essential for appointment to a position in the schools.
532.11 Credential
Requirements
-
All teachers, principals and assistant principals/deans
must meet certification requirements as set forth under
the Statutes (AS
14.20.010 and .020).
-
All administrators must meet requirements for administrators'
certificates as set forth in the Alaska Statutes
and regulations of DOE.
- Certificates may be revoked by the Department of
Education for any of the causes listed in statutes
(AS
14.20.030).
(Section 532.11a - Revised June 23, 1997)
532.12 Requirements
Regarding Education, Experience and Age
All employees shall supply acceptable evidence of age, education
and job related experience.
532.2 Recruiting and
Selection
The objective in recruitment is to obtain the best qualified certificated
persons with due consideration to the District's needs and the Diversity
Recruitment Plan.
The Superintendent is responsible for developing and implementing
a teacher selection and hiring procedure that includes community,
staff, and student (high school level) input. The Superintendent will
annually provide the procedures to the School Board, the Anchorage
Education Association, the Anchorage Principals Association, and the
public.
(Section532.2 - Revised June 23, 1997)
532.21 Seeking Out the
Candidate
The policy of the Board is to seek out candidates for certificated
positions by active recruiting campaigns and, publication of position
vacancies beginning with local and statewide universities and communities.
(Section 532.21 - Revised June 23, 1997)
532.22 Application
Procedures
Application for teaching positions in the school system shall be
in writing and on forms provided by the office of the Superintendent.
532.23 Interviewing
When practicable, the candidates shall appear in person for an interview
and such examination as the Superintendent may deem advisable. The
Executive Director for Personnel and/or the appropriate supervisor
may conduct such interviews.
In addition, interviews for positions at schools will be conducted
in accordance with established negotiated procedures. The School Board's
strong interest is to involve parents/community, staff, and students
(high school level) in defining and discussing desirable characteristics
of teachers and to influence the selection process as appropriate.
(Section 532.23 - Revised June 23, 1997)
532.24 Appointment
In evaluating candidates, information obtained from references,
official transcripts, examinations, school committees, and such other
requirements as the Superintendent may deem necessary will be considered.
The Superintendent shall make nominations for selection after review
of information and recommendations bearing upon all applications.
In a continuing effort to further ensure the safety and security
of students and staff, the District reserves the right to require
employees or prospective employees to complete a formal background
investigation, which may include a state and federal criminal background
check. Some positions within the District will require state and federal
criminal background checks.
The Superintendent or his/her designee will identify the positions
requiring federal criminal background checks and fingerprinting. Such
criteria as position descriptions and the likelihood for unsupervised
personal communication or touch with students will be used. A list
of these positions will be maintained in the Human Resources Department
and available to the public upon request.
(Section 532.24 - Revised June 23, 1997)
(Section 532.24 - Revised June 14, 1999)
532.241 EEO Policy
Statement
It shall be the policy of the District to provide equal opportunity for employment, prohibiting discrimination in employment practices because of race, color, religion, sex or national origin, physical or mental disability, marital status, change in marital status, pregnancy, and age. The District shall also promote the full realization of equal employment practices through non-discrimination in hiring, placement, upgrading, transfer, demotion, recruitment, advertisement, solicitation for training, layoff, termination and all other conditions of employment.
(Section 532.241 – Revised November 12, 2007)
532.242 EEO Goals
The staff ratio on all departments and school levels shall endeavor
to achieve an appropriate balance based upon the relevant labor market
of the local and/or regional area labor market, as appropriate. The
EEO staff shall biennially review and recommend a Diversity Recruitment
Plan with timetables which shall be incorporated into a district plan
by the Superintendent and recommended to the Board.
(Section 532.242 - Revised February 8, 1993)
(Section 532.242 - Revised June 23, 1997)
532.243 Legal Requirements
The District shall meet all of the federal, state, and local criteria
required to be an equal opportunity employer. These requirements shall
be outlined in a Districtwide Diversity Recruitment Plan, submitted
to the Board biennially for review.
(Section 532.243 - Revised June 23, 1997)
532.25 Board Approval
Confirmation of all employment shall be by action of the Board upon
appointment by the Superintendent.
An exception shall be in the employment of substitute teachers and
other temporary employees.
532.26 Certificated Staff
Contracts
Contracts between the individual teacher and the District for employment
and fulfillment of professional duties shall be in accordance with
applicable laws and negotiated agreements.
532.3 Duties and
Responsibilities of Classroom Teachers
532.31 General
Consistent with the terms of the negotiated agreements entered into
between the District and the respective bargaining units, teachers
are responsible for teaching, directing and leading the students in
their care in conformity with the laws of the state and the policies
of the Board; cooperating with fellow teachers and other employees
in carrying out Board policy and program; keeping up-to-date in techniques
and practices of good teaching in their subject field; and interpreting
the school program to the community.
Teachers shall enforce all rules governing the conduct, health and
safety of pupils as prescribed by law, the Board, the Superintendent
and the principal. Teachers are directly responsible to their building
principal.
532.32 Instructional
Teachers shall follow the courses of study and use the books and
other instructional material prescribed by the Superintendent and
approved by the Board.
532.33 Extra Class
Activities
Teachers are expected to serve as sponsors and supervise extra classroom
activities, support the functions and affairs of the school and participate
in the broad program of school as well as the classroom.
532.34 Committee and Staff
Work
Teachers shall serve on committees as directed and carry out assigned
staff work. Teachers will attend all meetings called by or at the
direction of the Superintendent, the principal, and/or other administrators
unless specifically excused.
532.35 Professional Growth
The Board approves the exercise and recognition of all efforts toward
individual professional improvement. Consideration will be given to
improving skills needed to utilize effective instructional and management
practices and increase abilities to deliver instruction in priority
goal areas. Such efforts must be approved by the Superintendent or
designee if occurring during school hours. Teachers who continue their
programs of post-graduate professional study and engage in other programs
of in-service development may obtain salary increases as provided
in the negotiated agreement. Requests for salary increases reflecting
additional credits shall be submitted prior to September 30 of the
school year.
(Section 532.35 - Revised September 12, 1983)
532.36 Ethical Conduct
Teachers are expected to be professional in their attitude and behavior
toward students, parents and fellow workers and to abide by the Code
of Ethics of the education profession adopted by the Professional
Teaching Practices Commission and the Municipality of Anchorage Code
of Ethics (AMC
Section 1.15.010 - .250).
(Section 532.36 - Revised October 13, 1986)
532.37 Observance of Rules
and Regulations
All employees shall be responsible for observing all provisions
of the law, State regulations, Board policies and rules and procedures
pertinent to their activities as employees of the District.
Copies of the Alaska
Statutes applicable to schools and of the State
Department of Education Rules and Regulations shall be available
for examination in the office of each school unit and in all administrative
offices.
532.38 Learning Environment
It shall be the responsibility of the teacher to establish a physical,
emotional, and intellectual environment conducive to the teaching-learning
process.
532.39 Non-Instructional
Duties and Responsibilities
Teachers shall keep such records and prepare and submit such reports
and cumulative records as may be required by law and by regulations
of the Superintendent and the Board.
532.40 Discipline
It shall be the policy of the District that all disciplinary actions
be enacted with fair and equitable treatment with due process.
Failure to comply with the law or the policies, rules and regulations
of the Department of Education or the District, as well as the professional
teaching standards adopted by the Alaska
Professional Teaching Practices Commission, could result in disciplinary
action. Depending upon the severity of the infraction, one or more
of the following will be administered: oral reprimand, written reprimand,
suspension with or without pay, demotion, or dismissal.
Disciplinary action taken other than oral reprimand will be documented
in the employee's personnel file.
532.41 Duties and
Responsibilities of Other Certificated Employees
Consistent with the terms of the negotiated agreements entered into
between the District and other bargaining units, other certificated
employees are expected to fulfill their job responsibilities in conformance
with law and Board policies.
533 Employment Conditions
533.1 Time Schedule
533.11 Work Day
Teachers shall be on duty and available at their respective stations
at least thirty minutes following the student day in order to plan
for classroom activities and to be available for conferences with
parents, supervisors, and principals, unless specifically excused
for reasonable cause by the principal. Teachers are expected to give
precedence to teachers' meetings, curriculum development meetings,
or assigned school duties.
533.2 Conditions Related to
Work Load
533.21 Teaching Load
Assignment of personnel to schools shall be made by the Superintendent
or designee. Specific assignment in the school is the responsibility
of the principal.
Assignment for personnel shall be such that work loads are equalized
within practical limits. The limits shall be based upon consideration
for the teacher and upon the maintenance of as high a quality of instruction
in each class as circumstances will permit.
533.22 Extracurricular
Activities
Supervision of certain extracurricular activities which require
considerable teacher time after regular school hours are contracted
on a separate basis as approved in the annual school budget. Assignments
are made by the administration on the basis of training, skills, and
abilities.
533.23 Student Supervision
A teacher may be required with other staff members for special duty
assignments. The principal has the responsibility for assigning such
duties.
533.24 Instructional
Materials
The Board shall provide required materials and supplies necessary
for the instruction program.
533.25 Teacher Aides
The Board authorizes the use of teacher aides in the schools of
the District. The Superintendent shall issue administrative regulations
to ensure that the teacher aides are adequately trained to assume
the duties and responsibilities assigned.
533.3 Orientation
The Superintendent may conduct an orientation program for certificated
personnel, new to the District, prior to the start of school. In addition
to the Districtwide orientation program, each principal shall conduct
a building orientation program for new teachers assigned to the building.
The orientation program shall be designed to familiarize new staff
members with the schools, the program and the community. Performance
expectations will be reviewed and include effective management and
instructional practices, priority District and school goals and plans,
priority objectives of the curriculum and the specific rules of conduct,
behavior and consequences of the school.
(Section 533.3 - Revised September 12, 1983)
533.4 Assignment and
Transfers
-
Each employee shall be assigned to a specific position by
the direction of the Superintendent or designee and may
be transferred to any other position as the Superintendent may
direct.
-
Transfers may be made at the initiation of the Superintendent
or other administrative officer or at the request of the
employee and for any purpose which, in the judgment of the Superintendent,
is for the welfare of the employee or the District.
-
As a routine procedure, each teacher and assistant principal/dean
after five consecutive years in the same school unit and each principal
after seven consecutive years in the same school unit will be subject
to review and consideration for reassignment to another unit if
such is deemed by the Superintendent to be in the best interests
of the District and the instructional program.
(Section 533.4 - Revised March 23, 1987)
(Section 533.4 - Revised June 23, 1997)
533.5 Supervision
Supervision in the District at the unit level is the responsibility
of the building principal.
The emphasis in supervision by the unit principal will be on the
improvement of classroom instruction. The principal shall be given
adequate clerical and professional assistance to perform these supervisory
responsibilities.
533.6 Evaluation
The educational environment of the District shall include an on-going
evaluation of personnel. The overall objective of evaluation shall
be the improvement of instruction.
533.7 Drug Free Workplace
It is the policy of the Anchorage School District to achieve and
maintain a safe work environment free from the influence of alcohol
and drug abuse through education, intervention, and disciplinary measures
(where appropriate) in order to assure the safety and protection of
employees, students, volunteers, and facilities. The District prohibits
the possession, use, distribution, or sale of alcohol or illicit drugs
in the workplace or when conducting District business and requires
employees and volunteers to be free from the influence of alcohol
and illicit drugs upon entering District facilities or vehicles. The
District cannot tolerate impairment of employee performance from the
use of alcohol, drugs or other unlawful substances including abuse
of prescription drugs. The Administration will establish necessary
procedure or negotiate collective bargaining agreements which implement
this policy.
(Section 533.7 - Added September 11, 1989)
534 Dismissal of Tenure Teacher
-
A teacher may be suspended temporarily with regular compensation
during a period of investigation to determine whether or not cause
exists for the issuance of a notification of dismissal according
to AS
14.20.180.
-
Where the District has cause for dismissal pursuant to AS
14.20.170, but determines that the teacher might perform
properly and effectively if subjected to a limited form of
discipline, the Superintendent may, impose disciplinary sanctions
less severe than dismissal or non-retention. Such discipline
may include, by way of illustration, but shall not be limited
to, suspension without pay for no more than ten (10) school
days.
534.1 Procedure and Hearing
Upon Notice of Dismissal or Non-Retention
-
Procedures for dismissal and non-retention of certificated
staff as approved by the School Board shall be maintained
at each school in the District and at the Administration Building,
and copies shall be provided by the District upon request
to any individual without charge. These procedures shall be included
in the District's elementary, middle level and secondary
procedures manuals. These procedures shall conform to all state
and federal legal requirements. In any case where a certificated
staff member is to be dismissed or non-retained, a copy of the
applicable state statute as well as the District-adopted procedures
shall be appended to the notice which is served on the staff member.
-
No change may be made in the procedures covering dismissals
or non-retention without the change being presented to the School
Board at two (2) regular Board meetings. Any proposed change shall
go into effect after the second Board meeting unless the Board
directs otherwise. The School Board may, from time to time, as
it deems necessary, make such amendments or revisions to the dismissal
and non-retention procedures as it seems necessary.
535 Temporary and Part-time
Teachers
The Superintendent may employ substitute teachers and other temporary
employees if funds have been budgeted.
535.1 Substitute Teachers
535.11 List of Approved
Substitutes
The Executive Director for Personnel shall maintain a list of approved
substitute teachers from which principals shall secure needed daily
or short-term substitutes, utilizing the telephone answering service
under procedures established by the Executive Director.
535.12 Substitute Teacher's
Handbook
A Substitute Teacher's Handbook shall be issued by the Executive
Director for Personnel who shall also arrange for appropriate orientation
session for substitute teachers.
535.13 Compensation for
Substitutes
The substitute teacher's pay rate is provided for in the State Statutes.
Substitute teachers who teach twenty or more consecutive days in the
same assignment will be paid on Step 0 of the teacher's salary schedule
for which they are eligible retroactive to the first day of the assignment.
535.2 Part-time Teachers
The salaries for part-time teachers will be prorated on the basis
of assignments and time worked. They must have proper and valid certificates
for the assignment, and meet, as appropriate, those conditions of
employment as apply to the full-time teachers.
535.3 Student Teachers
The Board endorses a program for student teachers in the District.
The administration shall review guidelines to give a basic pattern
to the activities of the student teacher and supervising teacher in
the schools. Such guidelines should supplement other material available
from the participating colleges and universities.
535.4 Non-Teaching
Professional Employees
Non-Teaching professional employees are central administrative or
support personnel whose services aid and assist in obtaining objectives
of the overall educational program. The nature of their duties is
professional, technical, or supervisory. All policies and procedures
for teachers, unless otherwise limited, apply to all non-teaching
professional employees.
536 Benefits
536.1 Retirement Benefits
Membership in the Alaska
Teachers Retirement System is compulsory for all certificated
employees. Statutory provisions for the Teacher Retirement System
are contained in AS
14.25.010 20.
536.2 Worker's Compensation
It is the privilege of any school employee who is injured while
working for the Board to make application for worker's compensation.
All employees are covered under the provisions of the Alaska Worker's
Compensation Act.
536.3 Tax-sheltered Annuities
Payroll deductions are provided for annuity programs. Teachers transferring
from other Districts having annuity plans may continue to have deductions
made and forwarded to the respective annuity company.
537 Absences
537.1 Sick Leave
537.11 Refunds
Deductions from pay for absence on account of illness in excess
of the number of days of sick leave already earned shall be refunded
at the end of the school year in accordance with sick leave time that
has been accrued by the endof suchyear. A final accounting will be
made at the end of the contract year.
537.12 Summer School
Teachers
Teachers who teach in summer school do not accumulate additional
sick leave. However, in case of illness, they may draw upon any accrued
sick leave balance.
537.13 Doctor's Certificate
A teacher absent from school on sick leave for more than three (3)
days shall submit to the Superintendent a statement from a medical
doctor attesting to the illness. This requirement may be waived if
in the judgment of the Superintendent or his/her designee it seems
expedient and just to do so.
537.14 False Statement
A false statement by the teacher regarding sick leave is sufficient
grounds for cancellation of the contract and the revocation of the
certificate in accordance with applicable laws.
537.2 Personal Leave
In order to assure continuity of the educational program, principals
may deny requests for personal leave if the number of teachers requesting
such leave for any one day exceeds ten percent of the teaching staff
or otherwise threatens to disrupt the educational program of the school.
Personal leave is exclusive from sick leave.
537.3 Emergency Leave
At the discretion of the Superintendent and upon application in
a manner prescribed by the Superintendent, emergency leave up to three
(3) days in any one school year (noncumulative) may be granted to
certificated employees in case of:
-
Serious illness or accident requiring hospitalization (or
other confinement as required by medical authority) of a member
of the immediate family requiring the presence of the employee,
and/or death of a member of the family of the employee, providing
such leave is not covered by sick leave policy of the District.
The immediate family shall be considered as persons having relationship
of husband, wife, father, mother, son, daughter, brother, and/or
sister.
-
Professional emergencies: These might include absences or
delays because of weather or serious accident, including transportation
delays occurring during the school year on a trip which was
organized and executed for School District business or for business
of one of the closely allied School District organizations or
by official direction of the Office of the Governor, the Department
of Education, or other State or Federal agency. Employees absent
on the first day of contract will not be eligible for leave
unless prearrangements are made and approved by the Superintendent's
Office.
-
Additional emergencies: Other emergencies or situations requiring
the presence of the employee and not otherwise covered may be
granted with the employee receiving the difference in pay between
his regular salary and the expense of providing a substitute.
-
Summer school teachers do not qualify for emergency leave that
applies to the regular school year.
537.4 Jury/Witness Duty
Any regularly contracted teacher or other full-time employee of
the District required to be absent from duty pursuant to an order
of any court of competent jurisdiction, either as a witness or juror,
shall receive regular salary for such period of absence less any amounts
received for such service. The payroll adjustment will be made at
the first payroll period following such service.
537.5 Reporting Procedures
Any employee who must be absent from duty shall notify his/her immediate
supervisor of the intended absence in advance if possible, giving
reasons for such absence. Failure to give proper notification may
result in loss of pay regardless of sick leave or other coverage.
In the event that provisions are stipulated for reporting absence
to a central answering service, a secondary notification of the immediate
supervisor will be required.
537.6 General Matters
537.61 Unapproved Absences
Unapproved absences will not be tolerated and will be considered
sufficient cause for discharge. Employees shall not be entitled to
any leave benefits while they are engaged in a strike, work stoppage
or other interruption of work. District approval of any absences during
a strike will be granted only if the employee submits written documentation
acceptable to the Administration within one working day after the
employee returns to work.
537.62 Loss of Pay
Absence or suspension from duty of any employee shall result in
loss of pay for the period of the absence, except as otherwise provided.
537.63 Employment of
Substitutes
Teachers may not directly employ substitute teachers, nor in any
instance may teachers pay their substitutes directly. Procedures for
notification of absence or intended absence and for utilization of
the substitute service shall be implemented by the personnel office.
537.64 Absence From
Buildings or Meetings
- Buildings
Employees shall not be absent from their respective
buildings during duty hours except on official District
business or by permission of their immediate supervisor.
- Meetings
Employees shall not be absent from any meetings
called by or at the direction of the Superintendent unless
excused.
538 Leaves
538.1 Maternity
Accumulated sick leave may be used for maternity and related illnesses,
subject to a physician's written supporting statement. The teacher
shall be eligible to return to work with written consent of the attending
physician.
538.2 Military
538.21 Temporary
Temporary military service leave may be granted to regular full-time
employees during the school year upon written request of the military
authority. A copy of the orders shall also be filed with the personnel
division.
538.22 Leave for Extended
Military Service
Any regular certificated employee with an active military obligation
who enters military service, voluntarily or involuntarily, shall upon
request be granted a leave of absence without pay for the period of
enlistment or required service.
Any member of the certificated staff on leave of absence without
pay pursuant to this section shall be returned to active employment
at the beginning of the next school year if the employee:
-
Makes application within ninety (90) calendar days after
release from active military duty.
-
Presents evidence of an honorable separation from active
military service.
-
Passes a physical examination.
-
Holds a valid Alaska Teacher's Certificate.
For purposes of seniority and placement on the salary schedule,
years of absence in the military service of the United States pursuant
to this section shall be allowed not to exceed five years.
538.3 Sabbatical Leave: State
Funded
538.31 Statutory References
- Alaska
Statutes 14.20.280 - 350
- Article 4 of the Compiled School Laws
538.4 District Career
Development Leave
538.41 Nature and Purpose
Career development leave may be granted by the Board to District
employees to update skills that will assist the District in meeting
needs in critical program areas.
538.42 Eligibility and
Authority
-
All regularly appointed members of the teaching,
supervisory, classified, professional,
or administrative staff shall be eligible for career development.
-
Career development leave shall be granted at the discretion
of the Board on the recommendations of the Superintendent.
538.43 Leave Period
Career development leave may be granted for a period not to exceed
one year.
538.44 Administration
538.441 Funding
- Budget - The Board may budget each year to implement the
career development program, a sum equal to one percent
(1%) of the District budget for all salaries.
- Fund distribution - Seventy percent (70%) of the budgeted
funds will be used for salary and transportation to fund individual
recipients. Twenty-five percent (25%) of budgeted funds will
be used for in-service education. Five percent (5%) will be
used for consultant services to evaluate new programs or practices
established to correct or upgrade critical program areas.
538.442 Establishing Needs
The Board shall establish a list of critical program needs each
year based on approved goals and objectives.
538.443 Applications
Applications for career development leave shall be made upon a form
furnished by the Superintendent. Applications for a year's leave must
be filed six months prior to the beginning of the leave. Requests
for a semester's or one-half year's leave must be filed with the Superintendent's
Office four months prior to the beginning of the leave date. Proposals
for a lesser period of time must be filed one month prior to the beginning
of the leave date. For emergency purposes the Superintendent may waive
the requirements in Policy 538.44.
538.444 Review and
Recommendations
-
Two standing committees, program/teaching personnel and
support services personnel, composed of seven members
each, will review all proposals and applications in
their respective areas and submit recommendations to the Superintendent
for School Board approval. These standing committees
shall be the committees which, in conjunction with the Superintendent,
have identified the critical program needs of the
District.
- Review criteria - In determining appointments
for career development leave, the following items shall
be considered:
(1) The extent of the applicant's professional study, growth,
contribution to the critical program area and successful
service preceding the request for leave.
(2) The extent to which plans or proposals submitted will
meet a given critical program area need.
(3) A former guarantee will not be eligible for a second
leave until subsequent service in the District is equal
to six (6) times the length of the first leave period.
(4) To be eligible an applicant must have been in service
with the District a minimum of one year or three times the
length of leave time requested, whichever is greater.
538.445 Compensation and Benefits
The
recipient of a career development leave shall be paid
on the contracted salary for the year in which the leave is
granted, as well as the round trip fare from Anchorage to the
place of study.
Recipients shall not be employed while
on approved leave.
A recipient of a career development leave shall receive
any regularly scheduled salary
increases. A grantee shall also be subject to any salary reductions
which may be ordered.
A career development leave will not be considered a break
in service for tenure, retirement,
accumulated sick leave or other employee benefit purposes.
538.446 Return From Leave
A recipient upon return to the District will be assigned
to the former position if it is available
or a similar position for which he/she is qualified. However,
no guarantee is made that the employee will be returned to
his/her former assignment.
Beneficiaries of career development leave shall agree to
conduct workshops and institutes, as directed
by the Superintendent, related to critical program areas for
which the leaves were granted.
A recipient who does not serve for a period of time equal
to twice the length of leave time after his/her
return to the District shall return all monies paid to him/her
unless his/her failure to perform services is due to sickness,
injury or death.
538.447 Right of Appeal
The Board does not review the applications turned down by
the Career Development Leave Committee, but such applicants
have a right to appeal
to the Board.
538.5 Professional Leave
538.51 Short-term Leave for
Professional Purposes
-
Members of the certificated staff may be granted short-term
leave for professional purposes upon written request
to the Superintendent or designee. Granting of such requests
will be conditioned upon reasons for which will
benefit and promote the program of the District and/or the welfare
of its employees. Application shall be forwarded
at least one week in advance of the intended absence through
the immediate supervisor on a leave request form.
-
Such leaves of absence will usually be granted without
loss of pay, but in some circumstances such as
where other compensation may be afforded or where the time will
be devoted to furthering interest of a particular organization
or group (i.e., lobbying) arrangements will be
made for adjusted compensation.
538.6 Extended Leaves of
Absence
-
Any certificated employee who has completed three (3) full
years of service in the District upon application in
a manner designated by the Superintendent and upon approval of
the Board may be granted a leave of absence without pay extending
from one month to not more than one year for reasons of personal
illness or severe illness in the immediate family; for
professional study, which may include but not be limited to travel
and visitations; for exchange teacher assignment; for a foreign
teaching assignment; for Peace Corps; or similar assignment; or
for compelling personal reasons.
-
Requests for leaves for absences of illness must be accompanied
bya doctor'sstatement. Leaves of absence for professional
improvement, other assignment, or compelling personal reasons
must be accompanied by a statement of plans or justification.
-
Not more than 5 percent of the certificated staff may be granted
leave in any one year.
-
A teacher on approved leave of absence without pay does not
lose privileges under the non-retention statutes, and
the year does not constitute a break in service under teacher's
retirement statutes.
-
A leave of absence granted under this section may be renewed
for not-to-exceed one year on the recommendation of
the Superintendent and approval of the Board.
538.7 Return From Leave
538.71 Extended Leaves
-
Certificated employees on leaves of absence granted under
Policies
538.1, 538.22 and 538.6 must
provide notice of intention to return or not to return
at least 90 days preceding the end of the semester prior
to their expected return.
-
Returning staff members will not be guaranteed immediate
employment unless they can return to duty on the first
day of the school year or on the first day of the second
semester of the school year as the case may be. Otherwise, the
teacher will be placed on the eligibility list for the
first position open. Staff members cannot be guaranteed a return
to their specific former assignments, but each will be
assigned to a position for which he/she is qualified.
538.72 Sabbatical Leave
In the case of sabbatical leaves the teacher must return to duty
no later than the start of the semester following completion of the
sabbatical leave year and must fulfill at least one year of duty or
be subject to repayment of sabbatical leave funds.
538.73 Physical Examinations
In the case of leaves of absences for illness, over two months,
the employee(s) shall be required to file such independent medical
examinations as the Superintendent or designee may require.
538.74 Early Return
Return from leave of absence prior to the stipulated expiration
date may be permitted at the discretion of the Superintendent, subject
to Board ratification.
538.75 Failure to Return
Failure to return to duty when a position is made available following
a leave shall cause forfeiture of all contractual rights and benefits.
539 Professional Staff Members
- Role of Individual
539.1 Tutoring
No employee may charge a pupil a fee for any service rendered the
pupil on the premises, or for any teaching service connected with
the school system. Teachers are prohibited from recruiting and tutoring
one's own pupil during the school year in which the pupil is under
the teacher's direct supervision.
-
On those occasions where
a teacher has been tutoring a child who transfers to a new
school or advances to a higher grade and the child becomes
a student in the class being taught by his/her tutor, a request
for waiver may be applied for by the teacher in accordance
with the request for waiver provisions found in section 725.224.
-
The status of all waiver requests under this provision will
be reported to the School Board on the Quarterly Conflict
of Interest Reports. Waivers granted under this provision
will be for the entire school year.
-
If the Conflict of Interest condition continues into a subsequent
school year, a new Request for Waiver shall be filed at the
beginning of that school year.
(Section 539.1 - Revised December 9, 1996)
(Section 539.1 - Revised June 22, 1998)
539.2 Soliciting, Selling or
Collecting
No soliciting, selling or collecting shall be engaged in by members
of the instructional staff if such activity uses the position and
reputation of the school or the employees.
No employee may purchase for sale to pupils any goods or equipment
of any kind or render any commercial service to the school system
on a commission basis.
539.3 Non-school Employment
Professional staff members of the District may engage in non-school
employment which does not interfere with their time or ability to
teach, does not violate any provision of the Municipal Ethics Code
(AMC
Section 1.15.010 - .2501) or reflect adversely on the public school
system.
(Section 539.3 - Revised October 13, 1986)
539.4 Participation in
Community Life
Professional employees are encouraged to participate actively in
community affairs.
539.5 Political Action
Privileges
While District staff members are generally prohibited from engaging
in partisan or religious activity in the work place during regular
work hours and while on official duty, they are entitled to express
their personal views or opinions on political, religious and other
matters, providing this expression does not interfere with the rights
of others, cause disruption in the work place, or extend into areas
utilized by students. (ASD Policy 841.11)
Policies and procedures regarding the posting of materials in work
place locations shall be followed. (ASD Policy 264.4)
Every staff member in the District shall have the unabridged right
- as do other citizens in the community - to be associated as a candidate,
supporter or worker, with any legally recognized political party or
with any group of citizens engaged in political activity designed
to modify, improve, or enhance the educational, social or economic
welfare of the community, including School Board elections and school
revenue issues. The same rights may be exercised by the employee associations
representing employees in individual schools or in the school system.
However, in pursuing these rights, no employee may violate any act
prohibited under the Municipal Ethics Code (AMC
Section 1.15.180).
No person may be employed by the District while serving as a member
of the Board. Newly elected members who have existing contracts covered
under AMC
Section 1.15.170 (Conflict of Interest) may fulfill the terms
and conditions of such contracts without penalty.
It is expected that the exercise of such rights as detailed above
will not adversely affect the ability of teachers to carry out the
tasks for which they are employed. It shall be the function of the
Superintendent to work out with the employee association(s) any details
concerning the implementation of this policy including any details
concerning the use of school property (such as auditoriums) for political
activities.
(Section 539.5 - Revised December 9, 1996)
540 Publications
No employee may receive royalties on books or materials of which that
employee is the author and which may have been sold for use in the school
system during that employee's tenure of office in the organization unless
permission has been officially granted by the Board.
Employees who wish to sell or receive royalties on books or materials
sold to the School District for use in the school system for which the
employee is the author, shall apply for a Conflict Of Interest Waiver
in accordance with the provisions found in Section 725.223
and .224.
Waivers granted under this provision will be for the entire fiscal
year.
If the Conflict Of Interest condition continues into a subsequent
fiscal year, a new Request for Waiver shall be filed at the beginning
of that fiscal year.
(Section 540 - Revised June 22, 1998)
541 Conflict of Interest
Except as may be expressly authorized by the Board, the Superintendent
or statutes, no staff member shall:
-
Accept any gratuity of money or of goods (other than articles
which are of token value or which have been made by
pupils of their own volition), or benefits from any pupil, or from
groups of pupils or groups of parents or guardians, or from any
community organizations.
- Accept any gifts or favors in any form from any person, firm
or corporation that is directly or indirectly involved or interested
in business dealings with the District.
542 Right to Criticize
No rule or regulation of the Commissioner of Education, a local
school board, or local school administrator may restrict or modify
the right of a teacher to engage in comment and criticism outside
school hours relative to school administrators, members of the governing
body of a school or school district, any other public official, or
any school employee to the same extent that any private individual
may exercise the right. (AS
14.20.095)
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