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Employee Handbook

Employee Handbook

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Published by Prema SidduReddy

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Published by: Prema SidduReddy on Feb 23, 2012
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11/07/2012

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To attain the maximum results from a safety program, each of us must be dedicated to the idea
that every accident and loss can be prevented. We must believe that it is worth our time and
effort to prevent even one minor injury that could have been serious, or one minor damage
incident that could have been a major loss.

Ancillary employees involved in an accident while on the job shall notify their department
office, immediate supervisor, or school principal as to the nature of the accident and type of
medical care required. If the accident/injury requires medical attention, the employee shall be
sent to the nearest medical professional, facility or personal doctor for medical care.

The employee shall report to the building principal or his/her immediate supervisor as soon as
possible and within a 24-hour period in order to prepare the employee accident form
"Employee's First Report of Injury or Illness". See Section V of this Handbook for Workers’
Compensation guidelines, page 127.

DISCIPLINARY POLICY AND PRACTICES

All hourly employees are AT WILL employees of the district. The district or the employee may
terminate the employment relationship for good cause or no cause. Nothing in district policy,

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regulation or this Handbook shall be construed to grant hourly employees a property interest in
their positions.

All employees are expected to conform to reasonable standards of performance and conduct. If
an employee is unable to maintain these standards, corrective discipline or termination may be
required. The goals of corrective discipline are to remedy improper conduct on the part of an
employee and to maintain an effective work force.

Misconduct in the Work Place

Disciplinary measures, or termination as the circumstances warrant, may be applied for
misconduct in the work place. Corrective discipline may be initiated at the most appropriate
level, based on each case and its severity. When applying corrective discipline, action may be
taken as the supervisor deems appropriate from one or more measures that include, but are not
limited to:

1. coaching session – a scheduled conference with an employee to reach agreement
regarding how to correct a problem and/or improper performance;
2. oral reprimand – may be issued to an employee for misconduct by the administrator
or immediate supervisor. An oral reprimand serves as notice to the employee that the
specific conduct in question is considered undesirable, shall be corrected, and shall
not reoccur in the future.
3. written reprimand – may be issued subsequent to any oral warning for misconduct or
may serve as first notice to the employee that he/she has breached his/her designated
responsibility. The written reprimand shall contain:
a. facts of the incident/situation
b. specific directives for correction;
c. remediation techniques;
d. date of reprimand; and,
e. employee’s signature of receipt and acknowledgment.
A copy of the written reprimand shall be provided to the employee. The original
reprimand shall be placed in the employee’s personnel file as a permanent record of
the misconduct and discipline. The employee has the right to attach his/her written
rebuttal to the documentation.
4. administrative leave with pay, authorized by the superintendent or designee;
5. administrative suspension without pay;
6. administrative leave without pay, authorized by the superintendent, as an alternate to
termination;
7. demotion, authorized by the superintendent as an alternative to termination.
8. termination

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A. In order to maintain a good working environment, all employees are expected to
conform to reasonable standards of performance and conduct. When an employee
demonstrates an inability to maintain these standards, the department head or
supervisor will take necessary corrective action. This action in all cases is
directed toward resolving personal and work-related problems which interfere
with the employee's effectiveness. When all reasonable efforts to correct
employee deficiencies are exhausted, it is necessary that he/she be terminated.
B. An employee whose performance is unacceptable, as determined by the
employee's supervisor, may be recommended for termination. Reasons for
termination include, but are not limited to, unsatisfactory evaluations, verbal
warnings, uncorrected notices of performance deficiencies or offenses that justify
immediate dismissal. Examples of offenses warranting immediate dismissal
include, but are not limited to, the following:
a. adjudication at the trial court level for any felony or misdemeanor which is
manifestly inconsistent with the safe and efficient operation of the school or
department. This includes conviction of any felony, any crime involving
moral turpitude, any crime disrupting the educational process or work place or
any other adverse adjudication.
b. fighting, threatening, or attempting to do bodily injury to an employee or
student. Bodily injury means physical pain, illness, or any impairment of
physical condition.
c. carrying weapons. A weapon is any object that could cause injury to another
person and not required to be in the possession of that employee in the normal
course of his/her job.
d. stealing or misappropriation of property of employees or of Cypress-
Fairbanks Independent School District;
e. unauthorized use of Cypress-Fairbanks Independent School District vehicles
and/or equipment;
f. malicious mischief, the abuse, misuse, or deliberate destruction or damaging
of property, tools, equipment of other employees or of the Cypress-Fairbanks
Independent School District;
g. altering or tampering with time cards, sign in/out rosters, or other documents
relative to attendance, promptness, or departures. This also includes time
padding, which entails the expanding or increasing of time needlessly to
complete an assigned task.
h. drinking alcoholic beverages on the job or during working hours; or the
possession of or introduction of any alcoholic beverage on Cypress-Fairbanks
Independent School District property or at school-related events at any time.
This also includes reporting to work while under the influence of alcohol or
testing positive for alcohol.
i. use of narcotics, and/or the use, possession, or transmitting on district
premises or at school-related events, drugs or substances capable of modifying
mood and/or behavior. This also includes the habitual use of addictive drugs,

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hallucinogens, alcoholic beverages, or controlled substances. Any employee
testing positive for illegal drugs while on district property or work time will
be terminated.
j. disorderly, disruptive, or immoral conduct on district premises.
k. falsification of personnel, insurance, or other official Cypress-Fairbanks
Independent School District records, or making false statements when
applying for employment;
l. falsifying, concealing information, or refusing to give testimony concerning
accidents involving district vehicles, or other accidents and/or incidents which
are being investigated;
m. the possession, display or use of pornographic, vulgar, inappropriate, obscene
or suggestive material on district property or in district vehicles while on duty;
n. leaving work early or leaving a work site without authorization;
o. excessive absences or tardiness;
p. no show/no call for three consecutive days;
q. unsatisfactory performance of assigned duties;
r. any violations of the district's Working Agreement; and,
s. for good cause as determined by the superintendent or his/her designee.

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