SUSD Handbook
It is the responsibility of each certified staff member to review this handbook. It contains many of the personnel policies that are often used by staff. However, it is only a guidebook to policy and is in no way all inclusive of any policy or policies. All staff members are expected to thoroughly acquaint themselves with the rules, regulations, and other information applicable to them contained within the policies of the Governing Board. Since all policies are subject to revision by the Governing Board during the school year, refer to the Sahuarita Unified School District on–line Governing Board Policies for additional information.
This handbook shall be revised and updated each year. Please feel free to make suggestions as to additional information that might be included prior to its next publication.
If we can be of assistance at any time in personnel policy interpretation, please do not hesitate to contact Human Resources.
Scott D. Downs
Assistant Superintendent
Administrative Services
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ABSENCES REPORTING
Classified Employees:
An Absence Request Form must be submitted for prior approval for personal leave, professional leave, sabbatical leave, and other leave. In the case of illness, an employee must notify his/her principal (or director) as soon as possible that he/she is unable to report to work. The same procedure should be followed for bereavement and family illness leave. Employees who fail to show to work and do not provide written or verbal notification may be terminated. In some cases, employees may be required to provide written verification of an absence. Upon returning to work, an absence report form must be completed.
Certified Employees:
Please click on the “Report an Absence/Request a Sub” on the Employee staff web page or click here in order to input your user-name and password in to the system. (If you do not know your user-name and password, please call 625-6262.) All absences, whether you identify that a substitute is needed in your absence or not, will be electronically sent to your supervisor. Once approved or not, you will receive an e-mail confirmation from the system indicating the response. The system will then obtain a substitute, per your direction (if needed) and the payroll department will deduct that appropriate amount of time from your designated accrued leave balance. Employees who fail to show to work and do not follow protocol, may be disciplined. Upon returning to work, employees may be required to provide written verification of an absence.
To obtain a Guest Teacher, please see GUEST TEACHER
ACCIDENTS WHILE ON DUTY
All employees have a responsibility to maintain safe conditions in their work areas as part of the normal work routine. Actions such as not leaving drawers open, not climbing on chairs or unstable ladders, and using caution when opening doors that swing out all help avoid accidents. If an accident occurs while an employee is on duty, he/she is protected under Worker’s Compensation of Arizona. Any injury sustained on school property, no matter how slight, must be reported to the principal or supervisor who will record it. An employee is not eligible for compensation if the accident is not reported. If the injury requires first aid treatment, an employee should report to the medical office at his/her assigned school or to the medical office at the District school closest to the employee’s location.
Questions or concerns about safety and Worker’s Compensation should be directed to Mrs. Edna Solares, Human Resources Benefits Specialist, ext. 1033.
ARIZONA CERTIFICATION
All certified employees must have a current, valid Arizona certificate, properly recorded with the Pima County School Superintendent’s office and on file in the Sahuarita Unified School District’s Human Resources Office, ext. 1009. An employee cannot be placed on the payroll until this has been done.
BOARD MEETINGS
Employees may be expected to attend, upon the request of the Superintendent, Governing Board study sessions, and Governing Board meetings outside of the regular school day. Usually there is no additional remuneration for the professional contribution of time.
COMPLAINTS AND GRIEVANCES
In order to provide a means to effectively resolve any complaints or disputes an employee may personally have, a formal grievance procedure has been established. The guidelines for filing a grievance are stated in the District’s Policies and Procedures Manual, GBK. Before filing a formal written grievance, the grievant must attempt to resolve the matter by one (1) or more informal conferences with his/her immediate supervisor.
COMPUTER PROBLEMS
Within the first week of employment, an Information Technology Specialist (IT Specialist) from our district should be in your office or room, setting you up on your computer. At this time, you should be presented with a user name and password for the Web Help Desk. For any computer or technology problem, please visit this Help Desk and submit your work order ticket. If you do not have a user name or password, please contact your school’s secretary.
CONTRACT RENEWALS
Teaching contracts for probationary teachers and contract renewals for continuing teachers are offered by the Governing Board as early as possible in the spring. Teachers are required to sign and return the contract within thirty (30) calendar days after it is received.
Notice of the Board’s intention not to re-employ a teacher is to be given in writing to the teacher involved on or before April 15 and shall include the reasons for the decision.
DRESS CODE
The Governing board believes that all employees should dress in a professional manner. The Governing Board recognizes that “professional” work attire will vary dependent on the position held by the individual. Attire shall be considered professionally appropriate if it does not disrupt the educational or workplace environment. While individual style will be recognized, there are minimum standards of grooming and attire to which employees must abide.
Minimum Standards
- All employees shall be neat and clean when reporting to work.
- ID Badges must be worn where they can be seen at all times.
- Clothing shall be free from frays, holes, or tears and should not expose undergarments, buttocks, chest or midriffs.
- Clothing and exposed body art shall be free from:
- Profanity
- Obscene gestures
- Sexually graphic pictures
- Supportive references to alcohol, cigarettes, drugs or sexual activity
- Messages degrading others on the basis of race, color, religion, ancestry, national origin, gender, sexual orientation or disability
- Dresses and skirts should be 1½ inches above the knee or longer.
- Capri slacks should be longer than knee length.
- No Blue Jeans.
- Nose, cheek, lip and other body piercing will not be permitted. (Exemptions due to cultural/religious customs may be granted).
- Attire for field trips should meet the needs for the activity.
- Faculty/Staff wearing sweatshirts in the classroom for additional warmth should comply with the same standards set forth for the student population.
- Shoes or sandals must be worn. Rubber/Plastic/beach-like flip-flops are not considered to be sandals.
- All employees must abide by all health and safety rules in relationship to their specific job assignment. (Example: close-toed shoes for custodial staff)
EDUCATIONAL SALARY CREDIT
The District will grant salary credit to certified staff members for up to 48 credits beyond a Bachelor’s degree and 36 credits beyond a Master’s degree. Credit is granted for graduate coursework and must be pre-approved on a “Prior Approval Form” by the Principal and Superintendent. From time to time, undergraduate courses may be approved, but will be considered on a case-by-case basis only.
- If you would like to take courses for credit toward a salary increase, you must fill out the Prior Approval for Additional Credit Hours form. On the Prior Approval form, be sure to include the course number and title, dates or semester of attendance, and the college or university attended. More than one course may be submitted on the form. The form must be signed by the Principal and forwarded to the Superintendent for approval.
- When coursework is complete and will involve an increase in salary, it is your responsibility to complete the Pay Request for Additional Credit Hours, and attach an official transcript to it.
- The “Pay Request for Additional Credit Hours,” must be received in the Human Resources Offices by:
- September 30th for a mid year salary increase, January 1.
- March 30th for a salary increase for the following school year, August.
- Please contact the Human Resources Office at Ext. 1009, or e-mail ldelaossa@sahuarita.net, if you have any questions.
FAMILY MEDICAL LEAVE ACT
Subject to certain conditions, any eligible employee of the District may take up to twelve (12) weeks of leave (FMLA leave) measured backward for each employee from the first time such employee uses leave under FMLA without pay, for any one (1) or more of the following reasons:
- Because of the birth of a child of the employee and in order to care for such child.
- Because of the placement of a child with the employee for adoption or foster care.
- In order to care for the spouse or a son, daughter, or parent of the employee, if such person has a serious health condition.
- Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.
- Because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty in the Armed Forces in support of a contingency operation.
An eligible employee is one who has been employed by the District at least twelve (12) months and who has completed at least one thousand two hundred fifty (1,250) hours of service immediately prior to the time the FMLA leave is to commence. See Policy GCCC in the District’s Policy and Procedure Manual for qualification criteria and details.
All employees who have a computer assigned to them, will qualify for an e-mail address. In order to obtain a user name and password for your account, ask your supervisor to place a work ticket for your account. Once your account is created, a user name and password will be provided to your supervisor.
GRIEVANCE POLICY
A Grievance is a complaint by an employee alleging a violation or misinterpretation, as to the employee, of any District policy or regulation that directly and specifically governs the employee’s terms and conditions of employment. Please view the Sahuarita Unified School Districts Grievance Policy GBK-R here.
Before filing a formal written grievance, the grievant must attempt to resolve the matter by one or more informal conferences with the immediate supervisor. The first of these informal conferences must be conducted within ten (10) days after the employee knew, or should have known, of the act or omission giving rise to the grievance.
GUEST TEACHER
The automated District Guest Teacher Placement System can be accessed 24-hours a day, 7-days a week via phone or the Internet. You can call 1-866-775-2154 or click Smart Find Express. You will be required to enter a User ID (Username) and Password (PIN). If you do not know your User ID and Password; are having difficulties with the system; or have any questions, please contact our Substitute Specialist, Monica Christiansen at sahuaritasubs@yahoo.com or 625- 6262.
- Profile: Please make sure your profile accurately reflects your contact information, email address, location, grade level and subject area. You will not receive job confirmation, approval or cancellation emails if your correct address is not listed in your profile.
- Formatting: Correct date (dd/mm/yyyy) and time (hh:mm AM or PM) formatting is imperative to successful system use. If you are requesting full-day coverage, please let the system set your location’s default start and end time. If you are entering your own start time, please enter the start time to be 30 minutes before you need the guest teacher in your classroom and ready to teach.
- Job Number: Every guest teacher request will be assigned a job number. If you do not receive a job number, you have not correctly completed your absence request. Please make note of the job number every time you enter a guest teacher request.
- Advance Notice: Please request guest teacher coverage as soon as you know about your absence.
- Absence Approval: All job requests, for the exception of Individual Illness, Family Member Illness and Jury Duty, must be approved by your site administrator. Because of this, you must enter the job with a minimum of 48-hours advance notice. If an emergency comes up that causes you to miss this deadline, please contact Monica for an entry deadline override.
- Emergencies before 6AM on the absence date: Please enter your request as soon as possible. Requests made after 8:45 PM will be assigned during morning call-out.
- Emergencies after 6AM on the absence date: Enter your request and then call Monica Christiansen at 625-6262 to make sure late-coverage is arranged. It is also suggested that you contact your site secretary to advise them of your late request. This allows them to arrange coverage in the event of a guest teacher’s late arrival.
- Jury Duty: It is suggested that you request coverage for jury duty assignments as soon as you are notified of your date. Please state “jury duty” in the substitute instructions so your guest teacher will be aware of a possible cancelation. If your date/time is rescheduled or canceled, please contact the Guest Teacher Placement System as soon as possible to make the necessary cancellations and/or adjustments.
- Cancellations: Guest teacher requests may be canceled via phone or the Internet (see above web address and phone number) provided you are giving 12 or more hours advance notice. Guest teacher requests CAN NOT be canceled if less than 12-hours remain until guest teacher report time (not school start time).
- Preferred Substitutes: It is suggested that you list a “specified substitute” for each absence request. In addition, you may email Monica Christiansen a “Priority List” to add to your profile as a back-up calling order when your specified substitute is unavailable. Priority Lists can be added to, changed or updated at any time.
HARASSMENT
It is the policy of the District to maintain a learning environment that is free from harassment because of an individual’s race, color, sex, national origin, ethnicity, disability or sexual orientation. The District prohibits any and all forms of harassment because of race, color, sex, national origin, ethnicity, disability and sexual orientation. See Policies ACA and ACH in the District’s Policy and Procedures manual for details.
INSURANCE
Major Medical and Hospitalization Insurance – The District will contribute an approved amount toward major medical insurance for each employee.
Term Life Insurance – $20,000 term life insurance shall be provided by the District.
Dental Insurance – The District will contribute an amount of money equal to 100% of the premium cost for the least expensive dental program offered by the District.
Vision Care Insurance – Employees are eligible to participate in a voluntary vision care insurance program at the sole expense of the employee.
Note – Employee’s premium cost for Medical, Dental, and Vision insurance will be deducted on a pre-tax basis unless a written request not to is submitted to the Payroll Office by August 15.
KEY POLICY
To obtain your needed keys, please contact your immediate supervisor. Your supervisor will fill out a Key request Form and send it to the Facilities Department. When your key(s) are ready, the Facilities Department will call you, so you may visit the Facilities Department, for key check out.
Keys to school district property or premises are issued to employees for official school business only. Employees should not loan or make keys available to any other person without the express written permission of their supervisor. Any lost key should be reported immediately to both the Director of Maintenance, George Emerson, ext 1125, and your immediate supervisor.
Violations of this policy may comprise willful and negligent misconduct and that key replacement, regardless of whether the lock cylinders have been changed or not, is subject to a minimum charge of one-hundred dollars ($100.00) per key. In cases where more than one (1) lock must be changed, the cost of labor and materials will be taken into consideration in computing the final charge.
LEAVES AND ABSENCES
Bereavement Leave
With the approval of his/her supervisor, a certified staff employee may be absent for a period of up to five (5) days with full pay (on each occasion) in the case of a death of a relative or family member. For purposes of this policy, relative or family member includes spouse, child, mother, father, brother, sister, sister-in-law, brother-in-law, grandparents, spouse’s grandparents, grandchild, spouse’s grandchild, mother-in-law, father-in-law, daughter-in-law, son-in-law, step-child, and domestic partner (a domestic partner affidavit must be on file). These days are not deducted from accumulated sick leave. Up to an additional five (5) days, which are deducted from accumulated sick leave, may, in the discretion of the Superintendent or Governing Board, be granted for bereavement. With the approval of the supervisor, a certificated employee may be absent up to three (3) days in case of the death of an aunt, uncle, niece, nephew, or cousin. These days arededucted from accumulated sick leave.
Critical Illness
Critical illness leave is available in the event of a serious illness to an employee’s family. For the purposes of this policy, “immediate family” is defined as the employee’s spouse, child, mother, father, mother-in-law, father-in-law, grandchildren, and grandparents. Up to ten (10) days of critical illness leave will be available to employees in addition to family illness leave. Such leave shall be deducted from the employee’s accumulated personal illness leave. Verification with a physician’s statement may be required.
Family Illness
Family illness leave is available in the event of illness in the employee’s family or other dependents living in the same domicile as the employee. Up to five (5) days of family illness leave will be available to certified employees. Such leave shall be deducted from the employee’s accumulated personal illness leave. Verification with a physician’s statement may be required.
Jury Duty
If an employee serves jury duty, he/she will be continued on the school payroll but may not earn more than one hundred percent (100%) of his/her school district salary, including jury duty payment, while rendering this community service. When the amount of jury pay is received, it is the responsibility of the employee to reimburse the District for jury duty pay, when such payment is made directly to the employee. Failure to reimburse the District at the completion of the jury duty service will result in a full deduction equal to the number of contract days missed.
Military Leave
See Board Policy GDCD.
Personal Leave
Three (3) days of discretionary personal leave will be granted to all certified employees. These personal leave days may not be accumulated beyond a current contract year. Any un-used personal days will automatically convert to sick days for the following school year. Reasons for taking personal leave need not be stated. However, requests must be submitted on an Absence Request Form, and approval granted by the school principal, at least three working days prior to the date of personal leave.
Sick Leave
Each staff member shall be credited with a sick leave allowance at the rate of one (1) day per month, up to ten (10) or twelve (12) days, determined by the number of months employed. Family, for purposes of sick leave, shall include the employee’s family and other dependents living in the same domicile as the employee. Family illness, for purposes of sick leave, shall not exceed a period of five (5) days unless an approval is granted by the Superintendent. Sick leave may include other excused absences, such as medical, dental, or optical examination or treatment impossible to schedule on non-duty days. The unused portion of such allowance shall accumulate indefinitely.
Sick leave is only for the purpose of recuperative activities, e.g., obtaining medical care or treatment, procuring medications or other prescribed materials, convalescing at home or at a medical facility, or other therapy or activity prescribed by the employee’s physician or health practitioner (with verification required if requested by the Superintendent). The District may, at District expense, require the employee to submit to medical or psychiatric examination by a physician or psychiatrist selected by the District to determine (1) whether or not the continued use of sick leave is appropriate or (2) whether return to duty is appropriate.
Any employee who can be shown to have willfully violated or misused the District’s sick leave policy or misrepresented any statement or condition will be subject to discipline, which may include reprimand, suspension, and/or dismissal. A signed physician’s statement may be required as verification of personal illness absence at any time.
Employees who have used all their accumulated sick leave will be taken off payroll after the last day of accumulated sick leave is taken. Employees will be placed back on payroll the day of their return to work.
LENGTH OF WORKDAY
All professional staff members shall report to their duty stations on time each workday and shall, as scheduled, be available there until the designated time(s) they are scheduled to leave. The Superintendent may alter or extend the school day for meetings, special events, and activities.
Professional staff members are expected to be in their respective rooms or work areas as the schedule prescribes so that they may see students, parents, and/or attend to other duties as assigned. Family members are not allowed in teacher work areas during scheduled duty hours.
In order to ensure the safety of students and the security of school campuses, teachers may be assigned supervisory duty during the teaching day. These duty assignments shall be considered a regular part of a teacher’s duties and shall be fulfilled accordingly.
Teachers will perform duties other than classroom teaching. Extra duty assignments will be made by the Superintendent.
NOTARY PUBLIC
Notary Public services are available free of charge to employees of the District. There is a Notary Public in the Superintendent’s Office and Human Resources Office.
Notice of: BLOODBORNE PATHOGENS PROCEDURES
In order to prevent, reduce, and minimize exposure to blood borne pathogens, the following general practices and controls are specified. The supervisor in each department within the school district is responsible for the training and education of his/her employees in regard to the specific tasks and procedures relevant to their job classification.
Universal Precautions
Universal precautions are those precautions that prevent contact or exposure with blood or body fluids; it is assumed that all body fluids are contaminated and infected with blood borne pathogens.
Work Practice Controls
Hand washing facilities shall be provided for immediate use after contamination. Hands must be washed in the following situations:
- Each time there is skin contact with body fluids
- Before putting on gloves and after the removal of same
- Before and after eating
- After using restrooms
- After handling any potentially infectious/hazardous material
- In situations where running water is not available, antiseptic towelettes shall be used.
- Disposable sharps shall be discarded into closable, leak proof containers and labeled as biohazard. Containers shall be kept in the Health Offices at each school and at the district Maintenance/Transportation centers. These biohazard containers shall be emptied as needed by a company contracted by the District to perform this duty.
- Any exposure to blood/other body fluids must be reported to the employee’s immediate supervisor as promptly as possible.
Notice of DRUG-FREE WORK PLACE
All district employees are hereby notified that it is a violation of Sahuarita Unified School District Policy GBEC for any employee to violate the law or District policy in the manufacture, distribution, dispensing, possession, or use, on or in the workplace, of alcohol, or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance, as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15.
Workplace includes any place where work is performed, including a school building or other school premises; any school-owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; and off school property during any school-sponsored or school-approved activity, event, or function, such as a field trip or athletic event, where students are under the jurisdiction of the District. In addition, the workplace shall include all property owned, leased, or used by the District for any educational purpose.
YOU ARE FURTHER NOTIFIED that it is a condition of employment that you will comply with Policy GBEC, and will notify your supervisor of your conviction under any criminal drug statute for a violation occurring in the workplace, not later than five (5) days after such conviction.
Any employee who violates the terms of the District’s drug-free workplace policy in any manner is subject to discipline, which may include, but is not limited to, dismissal and/or referral for prosecution.
Exception: An employee may use, possess, and/or be under the influence of medication for proper medical purposes. If an employee must use or be under the influence of any medication for medical purposes while on duty, on school property, or at a school-related event away from school property, the employee must report such use or being under the influence, to his/her immediate supervisor upon reporting for work.
OUTSIDE EMPLOYMENT
A regular, full-time employee’s position in the District shall be given precedence over any type of outside work or self-employment. Employees are free to carry on individual work or self-employment projects as long as no District facilities, equipment, or school(s) are used, except as provided by policy, and the outside work or self-employment does not interfere with the employee’s performance of District-assigned duties.
The outside work or self-employment by a staff member is of concern to the Board insofar as it may: prevent the employee from performing assigned responsibilities in an effective manner; be prejudicial to proper effectiveness in the position or compromise the District; or raise a question of conflict of interest—for example, where the employee’s position in the District permits access to information or other advantage useful to the outside employer.
PAYROLL DEDUCTIONS AND TAXES
Standard deductions from paychecks are made as required by State and Federal law. These include Federal and State income tax, Social Security, Medicare, and Arizona State Retirement payments. Paycheck stubs will show how much was deducted in each area.
In addition, employees may authorize the Payroll Department to make various other deductions such as credit union savings, group health and dental insurance, 125-Plan, tax sheltered annuities, union or professional dues, or United Way contributions.
PERSONAL PROPERTY
The District will not assume any responsibility or liability for damage or loss of employees’ personal property being utilized in the exercise of their duties or on school premises while in the District’s employ.
PERSONNEL DATA
It is the responsibility of the employee to ensure personnel data is current. It is important that each employee keep the Human Resources Office aware of any changes in his/her address, phone number, etc., during the course of the school year, by using the Change of Data form.
PURCHASING PROCEDURES
In order for the District to assume the cost of any purchases, a Requisition form must be approved by the principal or immediate supervisor, and entered into the VISIONS. Thus, when a “Purchase Order” is produced from the Business Office, the purchase can be made or arranged. A district purchase order is the only official authorization to a vendor to provide goods or services. To avoid assuming the costs for these items, follow the procedure outlined above.
If a vendor is registered with our district, you will need to have the vendor fill out a Vendor Listing Application and W-9 Form. For Purchase Order Terms and Conditions, click here.
RESIGNATION
If you plan to separate employment with the Sahuarita Unified School District, please submit a letter of resignation to your direct supervisor. Regardless of resignation effective date, last date compensated will be last day physically worked. All 12 month employees will be paid for unused vacation days per policy. Vacation, Sick or Personal time can not be used for compensation, after last day physically worked. All other applicable school board policy applies to resignations.
RETIREMENT/RE-EMPLOYMENT
Retirement Checklist: (Please contact Mrs. Edna Solares, for questions. Ext 1033)
- Submit a letter indicating anticipated retirement date, indicating a request for unused vacation and sick leave.
- Schedule/Attend State Retirement Seminar.
- Schedule/Attend individual meeting with State Retirement official.
- Have you spoken with an investment consultant about tax issues?
- Have you spoken to Social Security Administration?
Retirees will qualify for re-employment in Sahuarita Unified School District based on the Arizona State Retirement System regulations and at the discretion of the Superintendent, based on district needs and individual employee qualifications. Retirees must meet normal retirement requirements. To return to full-time employment, retiree must be terminated from employment for a minimum of twelve (12) months. Retiree may return to part-time employment without this requirement. (Please refer to the ASRS booklet for details.)
SCHOOL BUS RESERVATIONS & THE WHITE FLEET (Cars & Vans):
(In order to secure a vehicle, all Reservations MUST by requested 2 weeks prior to trip.)
1) Before you reserve a student transport, white fleet vehicle or field trip school bus, you must have a purchase order number (i.e. Complete a Purchase Order – SEE PURCHASING PROCEDURES.) The system will not allow a reservation, without a PO number.
Your Purchase Order must estimate:
School Buses: Total fuel consumption at $1.00/mile, and bus driver cost at $23/hour.
White Fleet (Car or Van): Total fuel consumption at $0.50/mile
2) Obtain the “School Dude On-line Reservation” website’s password by calling Randy Roden, at ext 1166.
3) Visit the School Dude On-line Reservation, and place the PO number, followed by trip name in the “Trip Name” filed. Continue to fill out all other appropriate fields. After clicking “save” at the bottom of the screen, make sure to write down the “Trip ID #” for future reference.
If you have any difficulties or have questions, please call Terri Smith at ext 1127.
SICK LEAVE PROGRAM (SSLP)
Employees who have depleted their accrued sick and vacation leave as a result of serious illness or injury, either personally or in the immediate family, may request access to the Sahuarita Sick Leave Program by submitting a Sahuarita Sick Leave Program Request to the Human Resources Department, asking to receive donations of sick leave from other employees so they may receive income during the period of serious illness or injury.
The donor employee may donate a maximum of five days sick leave if he/she has (30) or more days of accumulated leave, by submitting a SSLP Donation Form, to the Human Resources Department, within 10 days of the official posting. All donated leave becomes the property of the receiving employee until the end of the fiscal year in which the leave is requested, at which time it will be eliminated from the employee’s accrued sick leave. All unused leave will not be returned or reimbursed to the donor employee. Days of leave, not the actual wage of the donor employee, will be donated. Donations will not be allowed to be made to the employee’s immediate supervisor. No employee shall be eligible for the Medical Leave Assistance Program after he/she qualifies for short-term disability coverage.
For the purpose of this policy, immediate family is defined as the employee’s spouse, children and parents of the employee or spouse.
SUPERINTENDENT’S TEACHER ADVISORY FORUM (S.T.A.F.)
The Superintendent’s Teacher Advisory Forum (S.T.A.F.) meets monthly with the Superintendent to discuss ideas of mutual concern to the school district. Many ideas, suggestions, and concerns (such as issues dealing with class size, planning time, staff meetings, etc.) will be directed to S.T.A.F. for direct communication with the Superintendent by teachers representing their sites. For suggestions or concerns, please contact your S.T.A.F. representative.
TAX SHELTERED ANNUITY PLAN
As employees working for a public, non-profit institution, District employees are eligible to participate in a tax sheltered annuity plan. It allows employees to defer paying income tax on that portion of income set aside for the plan. Any insurance company registered and licensed in Arizona and approved by the Governing Board may offer annuities. An employee should make arrangements with his/her insurance representative.
The number of companies approved by the Governing Board has been set at five (5). An employee must contact the Edna Solares, ext 1033, with the proper form from your financial advisor, to request an amendment to your contribution amount.
TEACHER EVALUATION
The first three (3) years in the District are considered probationary. A teacher receives formal evaluations a minimum of twice a year during this period. Following the third (3rd) year of continuous employment, successful teachers are placed on continuing teacher status and receive formal evaluations a minimum of once every year. For detailed information regarding the evaluation system, refer to the “Evaluation for Improvement of Instruction” handbook.
TRANSFER/REASSIGNMENT
Employee Initiated
- Employees may request a transfer to another position within the District. This process must be initiated through the (17) “WinOcular”, on-application system. Principals (or directors) may schedule an interview for any individual requesting a transfer to an available position. Letters of interest sent to the Human Resources Department or directly to the site supervisor will not be considered.
District Initiated
- Personnel may be transferred within the District whenever it is deemed to be in the District’s best interest. Reassignment decisions shall be made by the Superintendent on the basis of the following criteria: contribution which teacher could make to students in new position; qualifications and certification; opportunity for professional growth; total school program needs; length of service; and recommendations of the administrators concerned.
SAFETY RULES AND REGULATIONS
CONDITIONS OF WORK
Certified Employees
2010-2011
GENERAL INFORMATION
The purpose of these procedures and regulations is to provide direction for employees in assuring employee safety and well being during employment with the Sahuarita Unified School District. Employees should check the bulletin board daily, since notices posted there will be of importance.
If an employee is unable to work because of illness or for any other unexpected valid reason, notice must be given to the principal or supervisor by at least 6:30 a.m. of the day missed.
Keep rooms and instructional areas clean and orderly. Instructional materials must be stacked neatly. Discarded paper and waste materials must be placed in receptacles provided for that purpose.
Employees are required to report promptly any change in their address or telephone number to the building principal’s administrative assistant and to the Human Resources Office.
Any article lost or found should be reported at once to the principal or supervisor. All articles found on the school premises must be turned in to the principal’s office. All lost property delivered to the District and not claimed within a period of six months will be turned over to a charitable organization or otherwise disposed of as determined by district administration.
Employees are not to transport students in private vehicles or in school vehicles unless authorized to do so.
SAFETY RULES
Safety is one of the most important requirements of your job. Every employee must fully comply with all safety instructions. Careless habits endanger not only you, but your fellow employees as well. Your thoughtful attention to safety standards will enable you to work free of accidents.
Work only when you are physically fit.
Report all accidents and injuries promptly to your principal or supervisor. An adequate program for first aid is maintained to provide necessary attention.
Walk – do not run anywhere on school premises.
All employees must wear shoes of sturdy construction to afford proper protection for their feet.
Employees must not wear loose clothing or garments, including any hanging jewelry, when working on or near machines or power tools.
Goggles are provided by the District and must be worn at all times when an employee is operating a grinding, polishing, or any other type of machine where particle, chips, or dust are created.
Employees must not clean or adjust their machines while the machine is in motion.
Employees operating power equipment must at all times use the guards provided on the equipment.
Place oil waste, trash, food scraps, waste paper, old clothes, etc., in containers provided for such purpose. Keep all equipment and facilities clean.
Report promptly to your principal or supervisor any dangerous practices, defects in lighting equipment, floors, tools, machines, or other equipment that may cause an injury.
Do not start any machine before checking to see that no one is in a position to be injured.
Do not attempt to lift or push objects that are too heavy for you – ask for help when you need it. Learn to lift the proper way to avoid strains.
Avoid touching any loose or misplaced electrical wires, and be sure to report any such condition to your supervisor promptly.
Do not pile material or equipment in front of, against, or on top of the fire apparatus, sprinkler valve housings, electrical equipment, etc. Keep fire lanes, doors, aisles, and stairways clear of all obstructions.
Know the locations of fire exits, alarm boxes, firefighting equipment, first aid kits, and first aid assistance.
Maintain all safety and first aid equipment in serviceable condition.
Do not perform any assigned task in a careless or negligent manner.
The willful disregard of safety rules shall subject the employee to possible tort liability. If negligence occurs, the employee may be subject to disciplinary action.
SPECIFIC RULES OF WORK
The following rules cover employee conduct. Violations may result in disciplinary action. All employees must become familiar with these rules and to observe them at all times.
Attendance – Working Time. Employees must report to work on time and work their scheduled hours. Repeated tardiness may result in disciplinary action.
Absences. When an employee expects to be absent, the employee must notify the principal or supervisor at least one day in advance. In case of an unexpected absence, the principal or supervisor must be notified promptly and advised of the reason for the absence. Remember that employees are required to notify their principal or supervisor before 6:30 a.m., or such other time as is designated by the District, on any day on which they are unable to work because of illness or for any other unexpected good reason.
Housekeeping. Employees must perform their work with due regard for maintaining their instructional areas in an orderly manner.
Foodstuffs. Employees are not permitted to bring foodstuffs of any kind to instructional areas unless otherwise expressly authorized.
Personal Communication. Personal calls should be confined to lunch time or planning periods.
Destruction of Company Property. Defacing or destroying or willfully neglecting district property is prohibited.
Gambling. Gambling in any form whatsoever is prohibited.
Insubordination. Insubordination, including refusal or failure to perform work assigned, is prohibited.
Intoxicating Liquors. Employees are not permitted to: (1) report to work under the influence of any alcoholic beverages or other stimulant, (2) use alcoholic beverages or other stimulants during working hours, or (3) bring alcoholic beverages or other stimulants onto the district premises.
Smoking. Smoking is not allowed anywhere on school premises at any time.
Falsification of Information. Falsification of personnel or other records or falsely stating or making claims of injury are prohibited.
False or Misleading Statements. The making of false or malicious statements concerning any employee, the District, or its programs, or falsifying or refusing to give testimony when accidents are being investigated is prohibited.
Misuse of Confidential Information. The misuse or publication of confidential information relating to the District’s programs or operations is prohibited.
Language and Conduct. The use of abusive, threatening, or profane language or engaging in disorderly conduct is not allowed.
Use of Equipment. The operation of machines, tools, or equipment to which an employee is not specifically assigned is prohibited.
Sanitation. Creating or contributing to unsanitary conditions is prohibited.
Improper and Illegal Use of District Property and Resources. The use of district stationery, supplies, postage, equipment, or any facilities for an employee’s personal benefit is strictly prohibited.
Communicable Disease. Failure to report and/or the concealing of a communicable disease is prohibited.
Weapons. Unauthorized possession of weapons on district property at any time is prohibited.
LIST NOT INCLUSIVE
The Governing Board shall retain the authority to impose appropriate discipline in situations not referenced above. The list is not intended to be an exclusive list of all situations where discipline or dismissal would be appropriate.
District Phone Numbers
| Superintendent’s Office | |
| Dr. Manny Valenzuela, Superintendent Lizette Huie, Administrative Assistant |
1001 1001 |
Assistant Superintendent’s Office |
|
| Scott Downs, Asst. Superintendent Lisa De La Ossa, Administrative Assistant |
1007 1007 |
Human Resource Dept. |
|
| Lisa De La Ossa, Certified Staff Nicole Herbst, Classified Staff Edna Solares, Benefits Monica Christianson, Substitute Coordinator |
1007 1009 1033 625-6262 |
Business Office |
|
| Charlotte Gates, Director Cheryl Chatterton, Administrative Assistant Jeff King, Payroll Cathy O’Conner, Payroll |
1002 1002 1031 |
Student Services |
|
| Dr. Barbara Smith, Director Paula Valdez, St. Serv. Program Specialist |
1011 1011 |
Staff Development |
|
| Kevin Harcourt, Director | 1440 |
Technology Department |
|
| Scott Boone, Director Teresa Pokrant, Administrative Assistant |
1010 1010 |
Transportation |
|
| Harold Ramsey, Director Grace Kirker, Chief Clerk |
1190 1190 |
Schools |
|
| Early Childhood Center (Pre K) Sopori (K-6) Sahuarita Primary School (K-2) Sahuarita Intermediate School (3-5) Sahuarita Middle School (6-8) Sahuarita High School (9-12) Anza Trail School (K-8) Walden Grove High School (9-10) |
393-6217 1300 1100 1200 1400 1500 1700 1800 |