Castleford School District

#417

Teacher/Staff

Handbook

2023-2024

Pride * Praise * Performance

Castleford Joint School District No. 417                                                  9

Mission Statement        9

Introduction        9

Chapter I        9

Duties and Responsibilities                                                                10

Line of Responsibilities        10

Access to the Principal, Superintendent and School Board        10

School Day - Contract Hours        10

Duties        11

Inter-school Communications        11

Purchasing by Staff        11

Telephone Calls        11

Vehicle Parking        11

Condition and Care of School Property        11

Keys        12

Teacher Attire        12

School Day         12

Secondary Schedule*        12

Semester Exam Schedule and Intent        13

Chapter II        13

Records and Reports                                                                        13

Lesson Plans        13

Semester Outlines        13

Student Attendance        13

Books, ChromeBooks, iPads, etc.        13

Class Record Book        14

Report Cards        14

Honor Roll        14

Enrollment Changes        14

Chapter III        15

General Pupil Conduct                                                                        15

Dress Code Enforcement                                                                        16

Chapter IV        17

Discipline                                                                                        17

General Discipline        17

Twelve Criteria for Discipline        17

Disciplinary Referrals                                                                        17

Steps in Discipline Process        18

In-school Suspension        18

Expulsion        18

Some Discipline Infractions and Steps        18

Controlled Substances Policy – First Offense:        20

Second Offense of the Controlled Substance Policy:        21

Chapter V        21

Extra Curricular                                                                                21

Supervision        21

Scheduling of Meetings, Etc.        21

Finance        21

Attendance at School Activities        21

Notice of a Drug and Alcohol Free Workplace                                        22

Tobacco Free Policy        22

Drug-Free Workplace        22

Chapter VI        22

Solicitation                                                                                        23

Solicitors        23

Release of Students’ Names        23

Students’ Conduct        23

Chapter VII        23

Teacher Welfare and Conditions of Employment                                        23

Employment        23

Master Agreement        23

Orientation of Staff        23

Staff Absences        24

Assignments, Reassignments, and Transfers        24

Sexual Harassment/Sexual Intimidation in the Workplace        24

Staff Complaints/Uniform Grievances        25

Resignations        25

Teacher Evaluation        26

Salary Schedule        26

Professionalism        26

Ethics        26

Chapter VIII        26

Co-Curricular Activities                                                                        26

General Responsibilities        26

Athletics        27

Dances        27

Field Trips        27

Chapter IX        27

Nonresident Students                                                                        27

Miscellaneous Procedures                                                                28

Grading        28

Seating Charts        28

Substitute Information        28

Visitors        29

Electronic Devices        29

Class Location        29

Games        29

Tardies/Absences        29

Supervised Classrooms        29

P.E. Excuses        29

Detaining Students        30

Student Transportation        30

Chapter X        30

Public Relations                                                                                30

News Releases        30

Relations with the Home        30

Relations with the Community        30

Teacher Conduct        30

COBRA - State of Idaho Department of Education                                        31

Who Should Read this Initial Notice?        33

COBRA Continuation Coverage        33

Qualifying Events        33

Important Notice Regarding COBRA Rights        33

Notice of Qualifying Event to COBRA Plan Administrator        34

COBRA Plan Administrator’s Election Notice to Qualified Beneficiary        34

Electing COBRA        34

What is COBRA Coverage?        35

Premiums for COBRA Coverage        35

Maximum Coverage Periods        35

Children Born To, Adopted By, or Placed for Adoption with the Covered Employee after the Qualifying Event is a Qualified Beneficiary        36

Open Enrollment and HIPAA Special Enrollment Rights        36

Termination of COBRA Coverage Before the End of Maximum Coverage Period        36

COBRA Plan Administrator        37

If  You Have Further Questions . . .        37

Chapter XI        37

Idaho Certification Application Procedures                                                37

Application for Idaho Certificate        38

State Board of Education Requirements for Professional Growth        38

Idaho Educator Credential                                                                38

Classroom Teacher                                                                                38

Job Goal        38

Terms of Employment        39

Procedures For Supervision, Evaluation, and Assistance                                39

Evaluation of Certificated Personnel        39

Written Evaluation        40

Evaluation Measures        40

Charlotte Danielson Framework        41

Meeting with the Employee        42

Rebuttals/Appeal        42

Chapter XII        43

Master Agreement 2018-2019                                                                43

Negotiations, May 2023        43

Negotiations, May 2022        44

Negotiations, May 2021        44

Negotiations, May 2020        45

Negotiations, May 2019        45

Negotiations, May 2018        46

Previously Negotiated Items, May 2017        46

Negotiations, May 2016        47

Article X - Working Conditions        47

Code of Ethics for Idaho Professional Educators                                        48

Preamble        48

Principle I - Professional Conduct        48

Principle II - Educator/Student Relationship        48

Principle III - Alcohol and Drug Use or Possession        48

Principle IV - Professional Integrity        49

Principle V - Funds and Property        49

Principle VI - Compensation        50

Principle VII - Confidentiality        50

Principle VIII - Breach of Contract or Abandonment of Employment        50

Principle IX - Duty to Report        50

Principle X - Professionalism        51

Violation of the Code of Ethics for Idaho Professional Educators        51

Chapter XIII        51

Guidelines for Cafeteria Use                                                                51

Guidelines for Kitchen Use        52

Contacts        53

Castleford Joint School District #417        53

Administration/Office Staff        53

Certified Staff        54

Support Staff        55

Food Service        56

Maintenance/Facilities        56

Transportation        56

Complaint Form        57

Castleford Joint School District No. 417

Mission Statement

Castleford School District strives to create productive and responsible citizens, critical thinkers, effective problem solvers, and life-long learners.

Introduction

This handbook is designed to answer basic questions about teacher policy and ensure a cohesive educational atmosphere. Become familiar with its contents and keep it accessible. Consult it first when questions arise.  In addition, Policy Books are available in the office and on the Castleford School website.

If you cannot find the answer to situations as they arise, consult the superintendent when you are in doubt or when situations arise that are not covered by present policy.

Dena Allred, Superintendent

Chuck Day, Principal K-12

Tanya Lanham, District Clerk

Jeri Flores, Administrative Assistant

Adopted Fall 1988,   Updated July 2023

Chapter I

Duties and Responsibilities

Line of Responsibilities

School District #417 Citizens

Board of Trustees

Superintendent/Principal

Clerk/Management                                                        Maintenance/Supervisor

Lunch Program                                                        Transportation

K-12 Principal

Secretarial                                                                        Janitorial

Support Personnel                                                        Migrant
Title I                                                                        

Director of Special Education

Special Education                                                        SPED Service Providers

Teachers

Daily Instruction                                                        Classroom Management

All disciplinary or other appeals and/or grievance actions go, first, to the immediate supervisor; then, to the K-12 Principal, or to the Superintendent/Principal.  Many situations can be appealed to the School Board.

Access to the Principal, Superintendent and School Board

All staff members are encouraged to discuss problems or complaints, no matter how small, with their K-12 Principal and/or the Superintendent. Usually issues can be resolved at this level. It is only after you feel an issue has not been resolved by the K-12 Principal and the Superintendent, that a school board member should be contacted concerning the issue. The K-12 Principal and Superintendent are to be informed that you have made this contact. Following the above Line of Responsibilities (chain of command) will help assure problem solving at the lowest and least threatening level.  A decision to bypass the administration could be viewed as insubordination.

School Day - Contract Hours

The required duty hours are from 7:40 a.m. to 4:10 p.m., Tuesday through Thursday. However, teachers are free to leave after the buses are gone on Friday and/or on pre-Holiday breaks. The first student bell will ring at 7:57 a.m. and the tardy bell at 8:00am. School will be dismissed at 3:48 p.m. The time prior to 8:00 a.m. and after 3:48 p.m. is regarded as “help” time and teachers should be available for students. If it is absolutely necessary to leave the building during the school day, notify the Administrative Assistant.

Duties

Teachers are required to assist through assignment or volunteering with certain basic duties, such as the supervision of halls, buses, lunch areas, extracurricular activities/games and playground. Sign up sheets will be in the office for all duties except for the playground. Playground duty is scheduled to be in the Elementary Teachers Lounge. Teachers assigned/volunteered to assist with extracurricular events are to be prompt in arriving at the scheduled time, or make arrangements to be represented. Any substitutions will need to be approved by the Principal. 

Inter-school Communications

Teachers should check their mailboxes, voice mail, and email at least once daily for any communications from administration or the school office. Do not use students to carry out these duties, since sensitive information could be involved.

Purchasing by Staff

Your requisition needs to be approved and then, the school office personnel will prepare the purchase order. Remember, no purchase can be made unless there is money in the account. In order to maintain accurate accounting records, Castleford School District #417 uses the following purchasing procedures:

1. Submit requisition via Skyward. Get the appropriate signature(s) (see # 2 and # 4).
2. All District purchases, with the exception of special contracted services, shall have a purchase order signed and authorized by the District Clerk or Superintendent prior to ordering (see # 4 for the student body).
3. Any purchases made without prior authorization and a purchase order can be refused and charged to the individual ordering.
4. Miscellaneous District office supplies will be ordered by the District Clerk as needed.
5. Purchase Orders written on the Student Body Accounts for student activities will require the sponsors approval, K-12 Principal or Superintendent approval. Additionally, the P.O. must be signed by the District Clerk, K-12 Principal or Superintendent.

Telephone Calls

Using the school phones for personal calls should be very limited. If a personal long distance call is necessary, charge it to your home phone or use your own cell phone. If you are in class, except in emergencies, messages will be sent to your email.

Vehicle Parking

Vehicles can legally be parked in any of the designated areas. Vehicles in the parking lot north of the High School (bus zone) may not move until the buses have left at the end of the day.

Condition and Care of School Property

Make periodic inspections of all school property under your jurisdiction and inform the administration in writing of any major damage or any major repair work necessary. Use Maintenance Request forms for minor repairs or needs. Keep an up-to-date classroom inventory. (These are usually passed down from teachers who had the classroom previously.) Inventories will be submitted at the end of the year to the District Office. All classrooms and work areas should be kept neat and orderly. Students are inclined to respect their schools and take care of equipment when their teachers set a great example. Janitorial staff clean desktops and white boards weekly, sweep nightly and mop when necessary.

Before you leave at the end of the day, straighten desks, pick up the floor, and, if possible, place the trash cans in the hall.  Be certain to close and lock the windows and doors in your rooms.  It is easiest if your students do as much of this as possible before they exit.

Keys

All keys should be checked out from the District office. The Superintendent, on the basis of demonstrated need, issues keys.  Do not give your keys to anyone.

Teacher Attire

During the school day and during any scheduled activities of the school, teachers are models and are expected to dress in good taste. Appropriate adjustments in dress can be made when working in the laboratory, shop, etc. See District Policy 5300.  https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf

School Day

The first student bell will ring at 7:57 a.m. and the tardy bell at 8:00 a.m. School will be dismissed at 3:48 p.m. Lunch will begin at 11:35 a.m. starting with Kindergarten and at 5 minute intervals after that for grades 1-5. Middle and High School lunch begins at 12:00 p.m., with an afternoon tardy bell at 12:42 p.m. Buses leave the school at 4:00 p.m. each school day. The following is a time schedule for classes in the Middle School and High School. An elementary school day schedule will be distributed at the fall workday.

Students should not arrive at the school prior to 7:40 a.m. unless arrangements have been made with a teacher for extra help or a special activity. No students should be in the building after 4:00 p.m. or before 7:40 a.m. without supervision.

Secondary Schedule*

Period 1          8:00  -   9:00

Period 2          9:03  -  10:03

Period 3        10:06  -  11:06

Period 4        11:09  -  12:04

Period 5        12:42  -  1:42

Period 6          1:45 -   2:45

Period 7          2:48  -  3:48

Lunch

Seniors and Juniors                12:07-12:42

Sophomore and Freshman        12:10-12:42

7th and 8th Grade                12:00-12:42

*A special meeting/assembly schedule will be used by the Superintendent, when necessary, to allow all classes to meet (with shortened periods).

Semester Exam Schedule and Intent

A two-day exam schedule will be announced each Semester.  Semester exams are intended to provide input on key criteria (e.g., Standards). They do not have to be graded but if they are, then they can count no more than one-fifth (1/5) of the final grade. Seniors who have an A or B semester average are exempt from taking the second semester final tests.  

Chapter II

Records and Reports

Lesson Plans

Plans for the week ahead are to be done before the teacher leaves the building on Friday or before school Tuesday. A copy of the daily schedule and a seating chart of each class are to be kept with the lesson plans. Unless other arrangements are made, plans are to be left on top of the desk or in the top drawer when the teacher leaves for the day.  Your supervisor/evaluator will periodically collect and comment on lesson plans. Remember a substitute is not you, therefore, considerable detail and direction is needed for them to be successful.

Semester Outlines

Middle and High School teachers will prepare and pass out to students course outlines of goals, objectives and course work to be covered during the semester. (This should be in enough detail that approximate topics, test dates, and major projects are identified with a timeline.) Duplicate copies are to be posted on the school web site via the website manager, generally, no later than Monday of the second week of school for the first semester, and no later than the first Monday of the second semester.

Student Attendance

A record of student absences and tardies is to be kept by each teacher every day.  This is done in PowerTeacher for each class period in the Middle and High School. Elementary, also uses PowerTeacher, but records absences and tardies twice a day, morning and afternoon.

Books, ChromeBooks, iPads, etc.

All District owned books, ChromeBooks, iPads and other items issued to students must be recorded with an identification number and condition. ChromeBooks are issued through the Technology Specialist. These records are to be kept in a place where they can be readily obtained. Before a student leaves the school for the year, each item’s identification number and condition shall again be noted and as needed, a fine assessed where evidence shows that the item has been damaged. These fines are to be turned in at the close of the year. New books are to be stamped “Property of Castleford School '' and numbered: Example: 1-01, the first number being the identification number and the last number indicating the year the books were purchased.

Class Record Book

Each teacher shall keep a class record book in PowerTeacher Pro. All papers collected from students should be graded/marked and returned to students in a short period of time. Students should be assessed formatively on an on-going day to day basis.

Grading Scale 

The following criteria will be used to determine grades.  Extra credit may be given at the discretion of the teacher. Academic grades will be issued for each class.

Middle and High Schools

A + = 97

A    = 93

A-   = 90

B+  = 87

B    = 83

B-   = 80

C+  = 77

C    = 73

C-   = 70

D+  = 67

D    = 63

D-   = 60

F     = Below 59

Elementary

N/A   = Not Assessed

1        = Below Average

2        = Approaching Mastery

3        = Mastery Achieved

Report Cards

These will be printed by the District Office and distributed by the teachers, following the end of the grading period. Teachers must have grades on the computer as required by the Administrative Assistant or the Superintendent/Principal.

Honor Roll

There will be an Honor Roll posted at the end of each nine-week grade period.  High honors will be those Grade Point averages of 3.5 and above. Honored will be those with GPA of 3.00 to 3.49. Teachers should cross check with Middle and High School students and turn in to the office all names of students who may have been omitted from 100% attendance and/or Honor Roll. A draft will be posted by the District Office.

Enrollment Changes

No student shall be permitted to change enrollment, drop out, or transfer without written instructions from the counselor, administrator and parent. Students may alter their class schedule up to the 2nd  day of each semester. After the 10th day, no course can be dropped during the semester without loss of credit and an acceptable alternative approved by the Principal.

Chapter III

General Pupil Conduct

• You are responsible for the discipline not only in your classroom and/or study hall, but also for what you encounter in the gymnasium, halls and in other parts of the school plant. If you see something wrong, verbally address it. Send for HELP when needed!

• All teachers can help with hall duty while students are passing between classes by stepping to their door and observing students as they pass between classes. It sets a good tone when students are greeted as they enter the room.

• No student or group of students should be permitted to study or work in an unsupervised room or to be in the gymnasium without proper supervision. If you have arranged supervision, other than yourself, let the K-12 Principal or Superintendent know.

• Students are to be kept orderly in the classroom. They are to be kept busy and on task. Idleness breeds mischief.

• Do not dismiss students until the proper time.

• Teachers should handle many of their own discipline problems. Contacting parents is often a useful tool both for discipline reasons and for positive performance by the student. Sending a student to the office should happen only when methods of correction have proven to be ineffective.

• Students should not be put in the hall or sent to the office for time-out, rather sent to a partner teacher.

• Consult and/or inform the administrator about discipline problems. Do not send students to the library as a form of discipline. In order to provide optimum accountability, a brief narrative record, including the name of the offender, nature of the offense, time, and date should be kept for major problems. Forms may be obtained at the office (i.e.,pink slips).

• Report injuries to an administrator. Immediately make out a written accident report and turn it into the office by the end of the day. Turn this accident report into the clerk.

General School Rules for Students (See also: Chapter IV Discipline)

        1.    Be seated in the room when the tardy bell rings.

        2.    Bring the necessary books and equipment to class every day.

        3.    Don’t sit on the desktops or deface the desks in any manner.

        4.    Don’t interrupt when a student or teacher is talking.

        5.    Everyday manners and courtesies should be practiced.

        6.    The bell does not excuse students. The teacher does.

        7.    Students will not smoke tobacco, drink alcohol in any form, or use or be                                under the influence of drugs, or chew snuff in buildings or on school grounds                                or during school related activities.

        8.    Students will not be permitted to have any drugs, alcohol, cigarettes or                                chewing tobacco on their person, in their lockers or in their vehicles.

        9.    Fighting and harassment will not be tolerated.

        10.  No hats are to be worn in the main school building during school hours                                (7:40-3:48).

        11.  Backpacks are not to be brought to class unless permitted by the teacher.

        12.  Cell phones are to be turned off or silent in classrooms and placed in the                                wall pocket chart upon entry to the classroom, unless the teacher                                               grants permission to use.

Dress Code Enforcement

Teachers are expected to assist in enforcing the Student Dress Code by notifying the office of dress code violations. Then, the  Principal or Superintendent will address the student, privately. Students should be reminded that their appearance, significantly, affects the way others respond to them and the way they respond to others.

Student Dress Code

Students will be expected to keep themselves well groomed and appropriately/neatly dressed. Any form of clothing or hairstyle which is considered contrary to good hygiene or which is distractive or disruptive in appearance and thus, detrimental to the purpose or conduct of the school as determined by the Administration will not be permitted. Matters of dress remain the primary responsibility of students, in consultation with their parents or legal guardians. Nevertheless, certain minimum standards shall be observed by all students. Some general guidelines of these standards include:  

1. NO clothing or items decorated or marked with illustrations or advertisements, words, or phrases which are profane or obscene, encourage the use of drugs, alcohol, tobacco, illegal substances or promote gang or other behaviors that violate District policy are allowed.
2. NO articles of clothing or other items that suggest lewd or sexual themes.
3. NO head wear (hats, bandanas, scarves, berets, hoods, etc.) worn in the building.
4. In accordance with certain minimum standards, bra/cami straps must be covered.
5. NO shirts that expose cleavage or the top outline of the chest.
6. NO short shirts that deliberately expose the midriff. For example, shirts must be long enough to cover the abdomen when arms are raised and long enough to cover the back when sitting down.
7. NO low riding pants, pajama bottoms or exposed boxers are allowed.
8. NO bare feet.  Footwear must be worn at all times.
9. NO cleats or taps in any building.

Should a student get “caught” not obeying this dress code policy, the options include:

• Put on a sweatshirt, if breaking a “shirt” rule. Look in Lost & Found if necessary.
• Call parents for a change of clothing.
• Appropriate Disciplinary action, with reference to repetitive infractions.

All rules will be enforced during school hours, males and females alike. All students (K-12) will abide by these rules at any extra curricular activities. There are exceptions to all rules, the Administration will have the final say. If there are exceptions to the rule, they must be consistent with the intent of the policy.

Chapter IV

Discipline

General Discipline

No phase of the teacher’s work demands more careful deliberation, tact, and good judgment than student discipline. The use of irony, ridicule, and sarcasm is seldom right; it indicates the wrong spirit on the part of the teacher and often develops the wrong attitude on the part of the pupil. Grades are intended to be and, as far as possible, should be reliable records of knowledge and performance in subject areas, not discipline.

Twelve Criteria for Discipline

1. Discipline is preparation; long range and short range.
2. Discipline is dignity and consistency.
3. Discipline is moving deliberately and purposefully with the self-confidence of a                         captain on top deck.
4. Discipline is speaking distinctly with a pleasant, friendly voice.
5. Discipline is teaching a subject in terms of the interest level of the class.
6. Discipline is questions and answers from the students.
7. Discipline is utilizing the natural tendencies of the student.
8. Discipline is perceiving and understanding causes of misbehavior.
9. Discipline is realizing that students are human beings.
10. Discipline is knowing when to tighten, when to loosen, and when to hold firm.
11. Discipline is anticipating difficulties.
12. Discipline, finally, is having effective attitudes and rewards positive behavior.

Ultimately, a teacher needs to DISCIPLINE CONSISTENTLY.

Disciplinary Referrals

886588528. The Principal will hear the student's side of the story.
886588529. The Principal will hear the teacher's side of the story.
886588530. The Principal will decide on a disciplinary measure that commensurates with the student’s misbehavior or will dismiss the referral.
886588531. The Principal will enact a disciplinary step deemed appropriate.

Steps in Discipline Process

Some activities are obviously more severe than others, and require more severe “steps”. Discipline is cumulative. Each succeeding discipline action is potentially at a more severe level.

        STEP 1: Removal from the class for the period; private conference with teacher, apology offered to and accepted by teacher/class; and or (1) in-school suspension, (2) corporal punishment or (3) working after school, plus (4) notification of parent by written discipline note explaining the nature of the problem and punishment given. This notification will often explain the consequences for recurrent or further discipline problems.

        STEP 2:  Any part of Step 1 plus in-school suspension or suspension from school for up to five days and a parent conference. Students are required to make restitution for any property vandalized, stolen, or misused, and the student will be put on probation. Any felonious activity will result in notification of proper authorities. The Superintendent can add an additional ten days to the suspension.

        STEP 3:  Any part of Step 1 and 2 plus suspension from school for up to ten days or suspension from school until granted a mandatory hearing by the School Board, which can add another five days suspension. A requested hearing need not result in additional days of suspension.

        STEP 4:  Recommendation to the school board for expulsion for the remainder of the semester or year.

Corporal punishment is permissible and is to be used in accordance with the following guidelines:        a.  No malice

                b.  Due Process

                c.  Witness present

                d.  Parent Notification (written/verbal)

In-school Suspension

The Principal will direct in-school suspension. The teacher will bring all appropriate schoolwork to the office, and the students will normally be required to complete those assignments at home.  Students on in-school suspension may be asked to eat lunch in the Principal’s office or at another site selected by the Principal. Students and parents who feel they have been improperly charged or sentenced do have the right of appeal and should see the principal for proper procedures and steps.  

Expulsion

Expulsion from school for repetitive, accumulative, and /or serious offenses will be done according to Idaho Code.

Some Discipline Infractions and Steps

Controlled Substances Policy – First Offense:

*****For students involved in “year-long” seasons, such as FFA and BPA, the penalties for breaking the rules of conduct will be in “weeks” as described above. Participants will not be dismissed for an entire season on the first offense unless an expulsion occurs.

Second Offense of the Controlled Substance Policy:

A second offense of the Controlled Substance policy will result in immediate dismissal from sports and/or sports associated activities (e.g. cheering, dance) for the remainder of that school year. For the other extracurricular activities, the second infraction will result in a doubling of first offense period of time penalties as described above.

Chapter V

Extra Curricular

Supervision

Sponsors or directors of extra curricular activities are to assume full responsibility for the activity in question, but are encouraged to ask for assistance when needed. The sponsor should be the first one in the building and the last one to leave. Students are not to be permitted in the building unless they are under supervision of a sponsor, at all times.  In an emergency, sponsors must obtain a replacement to supervise the students, with the approval of the administrator. The keys you have checked out are your responsibility. If they are lost, notify the administration at once.

It shall be the duty of the sponsor to see that all property, whether borrowed from the school or a private party, is cleaned and replaced or returned. When a custodian is not on duty, it will be the responsibility of the sponsor to see that the premises are clean, and to turn out all the lights and lock all the doors.

At high school dances, a minimum of two faculty members shall be on duty at all times. One teacher is to remain at the main entry to screen all persons coming in, to supervise the students responsible for collecting admissions and be immediately responsible for general behavior in that area. The other will be responsible for the rear entrances and behavior in that area. The amount of light shall be so regulated as to permit complete supervision of students’ actions at all times. Any behavior on the part of the students which is not generally accepted, will not be permitted.

Scheduling of Meetings, Etc.

Activities should be scheduled and approved through a sponsor and the Superintendent at the beginning of the school year. A master calendar of school events will be kept in the office. To secure a date, contact the Superintendent/Principal who will check the master schedule and approve or disapprove.

Finance

Fundraisers need to be approved by the Administration and School Board.  The sponsor or director concerned must submit requisitions incidental to extra curricular activities. Under no circumstances are purchases to be made without clearance from the administration. The responsibility for ensuring availability of funds shall be with the sponsor. A financial report can be obtained from the school clerical staff upon request. Do not use school letterhead stationary without permission.  All funds should be deposited into school accounts.

Attendance at School Activities

The staff is encouraged to attend school activities (football, basketball, class plays, concerts, etc.). Sponsors should feel free to call upon others to assist.

Notice of a Drug and Alcohol Free Workplace

Tobacco Free Policy

The District maintains tobacco free buildings and grounds. Use of tobacco will not be allowed in any buildings or grounds nor will employees be allowed to use tobacco while on duty. New employees of the District will be hired with the understanding that they will be directed not to use tobacco in school buildings or grounds. Limitations or prohibitions on tobacco use are applicable to all hours. See District Policy 5270.  https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf

Drug-Free Workplace

All employees of Castleford Joint School District #417 are prohibited from unlawful manufacturing, dispensing, distributing, possessing, or being under the influence of a controlled substance, or using illegal drugs or drug paraphernalia, while on District premises, while performing work for the District, or in attendance at District-approved or school-related functions. All employees are, also, prohibited from unlawful distributing, manufacturing, selling, consuming, using, possessing, or being under any degree of intoxication or odor from alcohol while on District premises, while performing work for the District or in attendance at school-approved or school-related functions. Employees on duty shall not use or take prescription drugs above the level recommended by the prescribing physician and shall not use prescribed drugs for purposes other than those for which they are intended. In addition, employees will not distribute a prescribed drug to another employee or student.

Violation of the prohibition on illegal drugs and the use of alcohol by employees on school grounds or during the school day or with student activities away from the school will be grounds for immediate suspension from work and recommendation for termination from employment and referral for prosecution. Violation of this prohibition on illegal drugs or the illegal use of alcohol or illegal use of prescription drugs by employees outside of work day hours may be cause for immediate suspension and also recommendation for termination of employment. (See District Policy 5275, https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf)

Chapter VI

Solicitation

Solicitors

Salesmen are not to call on teachers during class. In cases where the advice of a staff member is needed, they will either be called or the solicitor referred to them. All purchases will follow the standard purchasing policy.

Release of Students’ Names

Lists of pupils’ names are not to be made available unless approved by the administration.

Students’ Conduct

The problems, performance, or other sensitive aspects of a student’s conduct should never be discussed outside of a “professional” need-to-know basis.  To do so could be a Code of Ethics Violation.

Chapter VII

Teacher Welfare and Conditions of Employment

Employment

In order to be employed by School District #417, the Idaho State Department of Public Instruction must certify a teacher. The school board on the recommendation of the Superintendent will hire teachers. With the fourth consecutive contract, the teacher assumes continuing contract rights. State Department of Public Instruction regulations specify that transcripts of all college work be on file in the district office.

Master Agreement

It is with the mutually negotiated and agreed upon Master Agreement that the board and teachers work. Become familiar with your Master Agreement. (See Chapter XII)

Orientation of Staff

Beginning of the school year orientation of staff members shall be under the direction of the Superintendent. In-service will be scheduled from time to time at the discretion of the K-12 Principal and Superintendent.  Suggestions for workshops are encouraged.

Staff Absences

If you find it necessary to be absent from school because of illness or related causes, notify the Dean of Students, K-12 Principal or Superintendent, respectively, as soon as possible, so that a substitute may be hired. All other reasons for absences shall be discussed and approved by the Superintendent and, then the Administrative Assistant will hire a substitute. All employees need to record/request ALL time off through our employee accounting program, Skyward.

Jury Duty

If a school employee is absent from work for the purpose of jury service the following procedure should be followed:

1. Request time off in Skyward, note Jury Duty
2. Notify the Administrative Secretary or Dean of Students as to the need of a substitute.

Those persons serving on jury duty shall be reported as having served. A record will be kept in the Business Office of those employees who have served on jury duty. Employees receiving jury duty payment will have a deduction made in the amount paid for days served as indicated by the Court. The deduction will usually be made on the next regular pay date after verification by the Business Office of days served and payment amount. The amount to be deducted will be for time served for jury duty only. Personal expenses, meals, and/or travel are not to be included in the deduction.

Assignments, Reassignments, and Transfers

The Superintendent may assign and transfer personnel as needed to meet the changing conditions of the District. Teachers may request transfers and consideration will be given to such requests. However, applications for the opening will usually be required.

Sexual Harassment/Sexual Intimidation in the Workplace

The Board of Trustees believes that employees of the Castleford School District have the right to learn/work in a positive atmosphere. Moreover, the Castleford School District is proud of its tradition of maintaining an educational environment in which all individuals are treated with respect and dignity. Consequently, sexual harassment, whether engaged in or by employees of the District, is unacceptable and will not be tolerated.

The District shall do everything in its power to provide employees an employment environment free of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communications constituting sexual harassment, as defined and otherwise prohibited by state and federal law. In addition, Principals and Supervisors are expected to take appropriate steps to make all employees aware of the contents of this policy. A copy of this policy will be given to all employees.

District employees shall not make sexual advances or request sexual favors or engage in any conduct of a sexual nature when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• Such conduct has the purpose or effect of substantially interfering with the individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment prohibited by this policy includes verbal or physical conduct. The terms intimidating, hostile, or offensive include, but are not limited to, conduct which has the effect of humiliation, embarrassment, or discomfort. Sexual harassment will be evaluated in light of all of the circumstances.

Examples of sexual harassment include, but are not limited to:

• Demanding sexual favors in exchange for favorable grades, assignments, other education benefits or benefits related to extracurricular activities, or promises of the same;
• Continued or repeated sexual jokes, language, flirtations, advances or propositions;
• Verbal abuse of a sexual nature;
• Graphic verbal commentary about an individual's body, sexual prowess or sexual deficiencies;
• Leering, whistling, touching, pinching, brushing the body, assault, coerced sexual acts, or suggestive, insulting or obscene comments or gestures;
• Name calling, related stories, gossip, comments or jokes that may be derogatory toward a particular sex;
• The display of sexually suggestive graffiti;
• The display of sexually suggestive objects, pictures, posters or cartoons;
• Asking questions about sexual conduct or sexual orientation or preferences.

Conduct of this nature is unacceptable on school grounds, during regular or special sessions, or at any school activity, function or event.

A violation of this policy may result in discipline, up to and including discharge. Any person making a knowingly false accusation regarding sexual harassment will likewise be subject to disciplinary action, up to and including discharge.

Aggrieved persons who feel comfortable doing so, should directly inform the person engaging in sexually harassing conduct or communication, that such conduct or communication is offensive and must stop.

Employees who believe they may have been sexually harassed or intimidated should contact the Title IX coordinator or an administrator, who will assist them in filing a complaint. An individual with a complaint alleging a violation of this policy shall follow the Uniform Grievance Procedure. See District Policy 5230, https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf

Staff Complaints/Uniform Grievances

Staff Complaint Form is on page 55 of this handbook. For further information, see District Policy.

Resignations

Resignations are to be submitted in writing to the Superintendent/Principal of Schools.  However, a verbal statement can be accepted if a written application is deemed impossible.

Teacher Evaluation

The primary purpose of such evaluation is to assist personnel in professional development, in achieving District goals, and to assist with decisions regarding personnel actions. Furthermore, supervision and evaluation promotes the improvement of instruction and fulfills Idaho Code requirements. The evaluation process will be periodically reviewed with teachers for possible changes. (See Chapter II and XI)

Salary Schedule

The Castleford Education Association, CEA, negotiates salaries, yearly, with the school board and administration.

Professional Employee Representation for Purposes of Negotiations

In accordance with the applicable provisions of the Idaho Code, in order for the District to engage in negotiations with an authorized Local Education Organization, upon Board request, the organization shall be required to demonstrate to the District that it has been duly chosen and selected by fifty percent (50%) plus one (1) of the professional employees of the District, excluding administrative personnel, as their representative organization for negotiations. See Policy 5295, https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf

Professionalism

Membership in professional organizations is at the option of the individual teacher, but is encouraged.

Ethics

To maintain prestige as a professional group and to promote harmony and cooperation within the school system, it is best that day to day school problems be solved by those with first hand knowledge of the situation. Again, it is noted that the faculty are encouraged to bring their problems to their K-12 Principal or to the Superintendent. The School Board is the next level.

Complaints to school board members should only be done formally and after failure to resolve the issue through the K-12 and/or Superintendent. To do otherwise, derails the guarantee of due process and may result in Civil Rights breaches and/or disqualification of a board member during a hearing on the matter.  A complaint form is enclosed in this handbook.

Chapter VIII

Co-Curricular Activities

General Responsibilities

You probably have at least one outside activity, club, class or some other special group to sponsor. When you are assigned one of these activities, it should be understood that you are responsible for the success of the group of students involved. Co-curricular activities are an important part of the school program and are a learning experience. This experience is not different from the regular classroom in that the keys to success are planning and control.

Athletics

All sponsors of athletic events are to work with the Athletic Director and School Administrators.

Dances

• All dances will end by 11:00 p.m.
• The Student Council will make a yearly schedule of the number of possible dances to be held each year.
• The proposed dates must be approved by the sponsors and administration.
• The sponsors of the school organization promoting the dance will be present and they will ensure that there are an adequate number of chaperones for student supervision.
• The school resource officer shall be notified of the dance by the Dean of Students.
• The sponsoring organization shall receive the profits or bear the loss from the dance.

Field Trips

Requests must be submitted one week in advance and approved by the K-12 Principal or Superintendent. Field Trip Request forms are available in the office. Transportation Request forms must be filled out, signed and approved by the Bus Supervisor. The Administrative Assistant needs to be given an itinerary and notify the Lunch Room Supervisor as soon as possible regarding the number of sack breakfasts/lunches needed or the number of students that will not be eating school breakfasts/lunches.

Chapter IX

Nonresident Students

In compliance with Idaho Code 33-1401 and 33-1402, the following procedures and conditions apply to nonresident students who wish to attend the Castleford School District:

1. The pupil’s parent or guardian must apply annually.
2. The application must be on the form provided by the Castleford School District.
3. The application must be submitted to the Castleford School District for approval or denial prior to enrollment in classes.
4. If the application is denied, the notice will include a brief explanation of the denial.
5. The District reserves the right to verify physical and custodial residence and to seek compensation for services provided under a false claim.
6. If accepted, the parents or guardians shall be responsible for transporting student to and from the school or, if space is available on district buses, to an appropriate bus stop within the district as assigned by the District Bus Supervisor.
7. If accepted for enrollment, the parent agrees to all testing and placement by Castleford School District for services, classes and grade level.
8. Reasons for denial of enrollment may include but are not limited to:

• Suspension or expulsion from another district.
• If the enrollment of the nonresident student would work a hardship on the Castleford School District. A hardship may consist of but is not necessarily being            limited to the capacity of a program or, class grade level, e.g., student/teacher ratios such as those mandated by state or accreditation standards.
• An application is received after June 15th of the up-coming school year. The circumstance may be waived at the discretion of the Superintendent or designee.

9. Enrollment priority is:

886587248. If a parent is an employee of the Castleford School District
886587249. If the pupil is presently an out-of-district student attending Castleford                              School District with Board of Trustee approval.
886587250. If the pupil was a resident student of Castleford School District and family moved out of the district.
886587251. Other out of district students.

886590848. Acceptance or rejection of out of district applications may not be made for reasons of family, social economic status, race, religious background, gender, age, academic achievement, athletic or extracurricular ability, handicapping conditions, or proficiency in the English language.
886590849. Students who are residents and later become a nonresident will be expected to apply for admission prior to the next semester. The student will be allowed to complete the present semester even though they have become a nonresident student.
886590850. In the instance that Castleford Schools are forced to reduce the number of out of district students, then the priority for that reduction will be the reverse of No. 9 above (4-1). Specific larger classes may be targeted.

Miscellaneous Procedures

Grading

Extra credit may be given at the discretion of the teacher. Semester exams can count no more than 1/5 of the final grade. Again, it is always important to get papers graded, returned promptly to the students, and enter into PowerTeacher weekly. Dual credit classes should follow the University or College guidelines for semester exams.

Seating Charts

A current seating chart and class schedule should be kept at the front of your plan book.  This will be helpful when a substitute is needed.

Substitute Information

Teachers should have a substitute packet available for substitute teachers upon their arrival in the classroom. These should be completed by the second week of school. Update or modify it occasionally. Keep necessary items, i.e., roll book, seating charts, plan book and special information in the top desk drawer so they may be readily found. Have an introduction or direction page explaining location of often used materials, routines, and specific instructions as to lunch time, attendance, PE/Music, schedule of time, etc. Lesson plans should be of sufficient detail to carry on a quality educational experience for students. Directions to “review or just read” are not sufficient.

Visitors

All visitors should report to the office upon arrival. Prior approval is the best guarantee for safety and a quality-learning atmosphere. Pre-school children should visit school only when accompanied by a parent.

Electronic Devices

Students will be allowed the appropriate use of cell phones and other multimedia devices (iPods, mp3s, ChromeBooks, iPads, Cell Phones etc.) in the school building hallways before school, at lunch, and in classrooms under teacher supervision and direction.  During all extra-curricular travel, the use of electronic devices is subject to the approval and supervision of the coach/advisor.

*Appropriate use is defined in School Board Policy 3270 and shall also mean the volume of the device used will be such as not to impede communication.

Class Location

All classes will be held in their assigned room unless specific permission is given by administration. Permission to go outside will be required.

Games

Chess, checkers, cards, computer games, movies, etc., shall not replace instructional or study time.  They should be tied to curriculum and/or specific learning goals.

Tardies/Absences

If a high school student is tardy or has been absent he/she must have an excuse from a parent. They should present it to the office upon their absence. Fifteen minutes late is counted as an absence. Three tardies constitute one absence.

Supervised Classrooms

Do not leave students alone in the classroom. If they are in your control, supervise. You are liable!  Safety, Safety, Safety!!

P.E. Excuses

A note from home excuses the student from P.E. for that day, but a doctor’s excuse is needed for permanent or longer-term exclusions. Make yourself aware of any physical defects your students may have and treat the student accordingly. Academic assignments can be given for longer lapses in participation.

Detaining Students

Try not to keep pupils out of the next class. For example, meet with them before or after school or at other times when they don’t have class. If you detain a student, communicate with the teacher involved.

Student Transportation

As a general rule, students are to be transported only in approved buses.  In very rare circumstances, 2 - 4 seat belted students may be transported in a district employee’s private vehicle (driven by that employee) but only with specific authorization of the Superintendent/Principal or his/her direct designee. Parental permission is desirable, but it can also be waived in exceptional or unusual circumstances. A copy of that driver’s auto insurance and his/her current driver's license must be on file with the district clerk.

Chapter X

Public Relations

News Releases

Publicity concerning room or school activities is wonderful! News items can be submitted to the office or our Website/FaceBook Coordinator for input and/or editing.

Relations with the Home

Courtesy and diplomacy in dealing with parents is important. An effort to understand may be instrumental in bringing about cooperation on a parent’s part and, in turn, bring about receptiveness for understanding the problems at the school. Parents should be notified when a student is doing poorly and before a student fails, to give the parent a chance to correct the situation. At a minimum, all teachers should use the “Three 0’s” letter.

Relations with the Community

It is desirable that teachers take an active part in the life of the community to the extent their usefulness to the community is supplemented by such activity, but not to the extent that it will detract from their effectiveness in the classroom.

Teacher Conduct

Rules and regulations necessary to conduct the operation of the school and to implement policies shall be set forth by the Administration. The School Board approves policies and copies shall be made available for teachers and also filed with the Clerk.

All school personnel shall conduct themselves in a manner that will leave no question of integrity as to business or morals. They shall cooperate with the Administration, the School Board, and with fellow employees in carrying out the policies of the school.

COBRA - State of Idaho Department of Education

On April 7, 1986, a federal law (COBRA) was enacted requiring that most employers sponsoring group health plans offer employees and their families the opportunity for a temporary extension of health coverage (called “continuation coverage”) at group rates in certain instances where coverage under the plan would otherwise end.

This notice is intended to inform you, in a summary fashion, of your rights and obligations under the continuation of coverage provisions of law (both you and your spouse should take the time to read this carefully).

If you are an employee of the Castleford School District (State of Idaho) covered by the group medical expense plan you have a right to choose this continuation if you lose your group health coverage due to either :

• Termination for reasons other than your gross misconduct.
• Reduction in your hours of employment

If you are the spouse of an employee covered by the state’s group medical  expense plan, you have the right to choose continuation coverage for yourself if you lose group health coverage under the state’s plan for any of the following four reasons:

886586608. The death of your spouse (employee)
886586609. A termination of your spouse’s employment (for reasons other than gross misconduct) or                 reduction in your spouse’s hours of employment
886586610. Divorce or legal separation from your spouse (employee)
886586611. Your spouse becomes eligible for Medicare.

In the case of a dependent child of an employee covered by the state’s group medical expense plan; he or she has the right to continuation coverage if group health coverage under the state’s plan is lost for any of the following five reasons:

1. The death of a parent (employee)
2. A termination of a parent’s employment (for reasons other than gross misconduct) or                 reduction in a parent’s hours of employment with the Castleford School District
3. Parent’s divorce or legal separation
4. A parent becomes eligible for Medicare
5. The dependent ceases to be a “dependent child” under the state’s plan.

Under the new law, the employee or a family member has the responsibility to inform the Cobra Administrator of a divorce, legal separation, or a child losing dependent status under the state’s group medical expense plan. The employee’s employer has the responsibility to notify the Cobra Administrator of the employee’s death, termination of employment or reduction in hours, or Medicare eligibility.

When the Cobra Administrator is notified that one of these events has happened, you will in turn be notified that you have the right to choose continuation coverage. Under this law, you have at least 60 days from the date you would lose coverage because of one of the events described above to inform the Cobra Administrator that you want continuation coverage.

If you do not choose continuation coverage, your group medical expense coverage will end.

If you choose continuation coverage, the Castleford School District is required to give you coverage which, as of the time coverage is being provided, is identical to the coverage provided under the plan to similarly situated employees or families members. The new law requires that you be afforded the opportunity to maintain continuation coverage for 3 years unless you lost group health coverage because of a termination of employment or reduction in hours. In that case, the required continuation coverage period is 18 months.

However, the new law also provides that your continuation coverage may be cut short for any of the following five reasons:

1. The premium for your continuation coverage is not paid.

2. The State of Idaho no longer provides group health coverage to any of its employees.

3. You become eligible for Medicare or you become covered by another group health plan. (Campus, other employer’s group health plan, etc.)

4. There is a final determination under Title II or XVT of the Social Security Act. That the Qualified Beneficiary who previously had been determined to be disabled (thus triggering an extension of up to  29 months) is no longer disabled. This terminates coverage in the extension period of the disabled and non-disabled Qualified Beneficiaries (however, COBRA coverage will not end until the month that begins more than 30 days after the determination).

5. Any event that permits the Health Plan to terminate coverage for cause, for example, false claims for benefits, with respect to covered employees or their spouses or dependent children who aren’t on COBRA.

You do not have to show that you are insurable to choose continuation coverage. However, under this law, you have to pay all or part of the premium for your coverage. The law also says that, at the end of the 18 month or 3 year continuation coverage period, you must be allowed to enroll in an individual conversion plan through the group medical expense plan carrier.

This new law applies to the Castleford School District’s group medical expense plan beginning on July 1, 1986. If you have questions about the new law, please contact your Cobra Administrator At Columbia Benefits, Inc. 290 Bobwhite Court, Suite 380, Boise, Id. 83706; 208-344-6779.  Also, if you have changed marital status, or you or your spouse have changed address; please notify the Office of Group Insurance.

Federal law requires most employers sponsoring group health plans to offer employees and their families the opportunity to elect a temporary extension of coverage under the Health Plan in certain circumstances when coverage would otherwise end. For the purposes of this Initial Notice, the “Health Plan” includes any medical, dental, vision, health FSA or other plan that the employer maintains for its employees that provides medical care. Life insurance and disability income plans are not subject to this requirement.

This Initial Notice is intended to provide a brief overview of your rights and obligations. It is not intended to confer any rights beyond those required by current law.

Who Should Read this Initial Notice?

You should read this Initial Notice if you are an employee who is covered under the Health Plan or you are covered under the Health Plan as the spouse of a covered employee. “You” and “your” refers to a covered employee or covered spouse of a covered employee. Please retain this Initial Notice for your records.

COBRA Continuation Coverage

If you (or a dependent child of the covered employee) lost coverage under the Health Plan due to a Qualifying Event, you or the child have the right to elect to continue coverage under the Health Plan for a limited period of time. You, and any dependent child who loses coverage due to a Qualifying Event, are called “Qualified Beneficiaries”. Coverage that a Qualified Beneficiary elects to continue is “COBRA coverage.”

Qualifying Events

If you are covered by the Health Plan as the employee, you have a Qualifying Event if you lose coverage under the Health Plan due to either: (1) Termination (for reasons other than your gross misconduct) of your employment; or (2) Reduction in the hours of your employment.

Important Notice Regarding COBRA Rights

If you are covered by the Health Plan as the spouse of an employee covered by the Health Plan, you have a Qualifying Event if you lose coverage under the Health Plan due to either:

1. Termination of the employee’s employment (for reasons other than gross misconduct) or                 reduction in the employee’s hours of employment.

2. Death of the employee

3. Divorce from the employee. (Also, if the employee reduces or eliminates your coverage in         anticipation of a divorce, and a divorce later occurs, then the later divorce will be considered a Qualifying Event even though you lost coverage earlier. If you notify the COBRA Plan Administrator within 60 days of divorce and establish that the employee reduced or eliminated your coverage in anticipation of the divorce, then you are entitled to COBRA for a limited period after the divorce). This provision will also apply to a legal separation if a         legal separation would cause a loss of coverage under the Health Plan.

4. The employee becomes entitled to Medicare benefits.

A covered dependent child of an employee covered by the Health Plan has a Qualifying Event if his or her coverage under the Health Plan is lost due to:

1. Termination of the employee’s employment (for reasons other than gross misconduct) or                       reduction in the employee’s hours of employment
2. Death of the employee
3. Parents divorce or legal separation
4. The employee becomes entitled to Medicare benefits
5. The dependent ceases to be a “dependent child” under the Health Plan.

Notice of Qualifying Event to COBRA Plan Administrator

The employee or the affected Qualified Beneficiary (spouse or dependent child) must notify the COBRA Plan Administrator upon a divorce, legal separation or a child losing dependent status. The deadline for this notice is 60 days after the latter of (1) the date coverage is lost or (2) the date of the divorce, legal separation, or a child losing dependent status. If the notice is not provided by the deadline, no Qualified Beneficiary can elect COBRA coverage.

If the Qualifying Event is a loss in coverage due to termination of the employee’s employment (other than for gross misconduct), reduction in the employee’s hours of employment, death of the employee, or the employee becomes entitled to Medicare, the employer will notify the COBRA Plan Administrator.

COBRA Plan Administrator’s Election Notice to Qualified Beneficiary

After the COBRA Plan Administrator receives timely notice of a Qualifying Event, the COBRA Plan Administrator will provide the affected Qualified Beneficiaries with a notice of the right to elect COBRA coverage.

Electing COBRA

You or the Qualified Beneficiary must elect COBRA coverage within 60 days after Health Plan coverage ends, or, if later, 60 days after the COBRA Plan Administrator provides the notice of COBRA election rights. If you or the Qualified Beneficiary does not elect COBRA coverage within this 60-day period, you or the Qualified Beneficiary forfeit the right to elect COBRA coverage.

A COBRA election is made on the date it is sent.

You may elect COBRA coverage for all Qualified Beneficiaries. The covered employee, the covered spouse of the covered employee and the covered dependent children of the covered employee each have an independent right to elect COBRA coverage. This means that even if the covered employee does not elect COBRA coverage, the covered spouse or covered dependent child, who are Qualified Beneficiaries, may elect it.

A Qualified Beneficiary can elect COBRA coverage even if the Qualified Beneficiary, at the time the Qualified Beneficiary elects COBRA coverage, is covered under another employer-sponsored group health plan or is entitled to Medicare.

What is COBRA Coverage?

Ordinarily, a Qualified Beneficiary may elect COBRA coverage that is the same coverage that the Qualified Beneficiary had on the day before the event that caused the loss of coverage. If the coverage for similarly situated employees or their family members is modified, COBRA coverage will be modified the same way for Qualified Beneficiaries.

Premiums for COBRA Coverage

COBRA rates are based on the full cost of providing coverage and may also include an administration fee of up to 2% (up to 50% for coverage during a disability extension following the first 18 months of coverage).  The premium payments for the “initial premium months” must be paid for the Qualified Beneficiary by the 45th day after the date of the COBRA coverage election. The initial premium months are the months that end on or before the 45th day after the date of the COBRA coverage election. All other premiums are due on the 1st of the month for which the premium is paid, subject to a 30-day grace period.

Maximum Coverage Periods

36 Months 

If a Qualified Beneficiary (employee, spouse or dependent child) loses coverage due to the employee’s death, divorce, or the employee becomes entitled to Medicare, or (in the case of a dependent child) because the child loses his or her status as a dependent under the Health Plan, the maximum coverage period (for spouse or dependent child) is 36 months from the date of the event that causes the loss of coverage.

18 Months

If the Qualified Beneficiary (employee, spouse or dependent child) loses coverage due to termination of the employee’s employment (other than for gross misconduct) or reduction in the employee’s hours of employment, the maximum COBRA coverage period is 18 months from the date of termination or reduction in hours. There are three exceptions:

1. If a Qualified Beneficiary is disabled (within the meaning of Title II or Title XVI of the Social Security Act) at any time during the first 60 days from the date of termination of employment or reduction in hours, the COBRA coverage period for all Qualified Beneficiaries under the Qualifying Event is 29 months from the date of termination or reduction in hours of employment. To apply for this extension of up to 29 months, notice of the Social Security Administration’s determination of disability must be provided to the COBRA Plan Administrator within the 18-month coverage period and within 60 days after the date of the determination.

2. If a second Qualifying Event gives rise to a 36 month maximum coverage period (for example, the employee dies or becomes divorced, or a child ceases to be a dependent) occurs within an 18-month or 29-month coverage period, the maximum coverage period becomes 36 months from the date of the initial termination or reduction in hours of employment.

3. If the employee becomes entitled to Medicare in the 18-month period that ends on the date of termination or reduction in hours of employment, the maximum coverage period (for the spouse and dependent child) ends three years from the date the employee became entitled to Medicare.

Children Born To, Adopted By, or Placed for Adoption with the Covered Employee after the Qualifying Event is a Qualified Beneficiary

A child who is born to, adopted by, or placed for adoption with the covered employee is a Qualified Beneficiary if: (1) the covered employee has elected COBRA coverage for himself or herself; (2) the child satisfies the otherwise applicable Health Plan eligibility requirements (for example, age); and (3) application to enroll the child in the Health Plan is made within the time prescribed by the Health Plan to first enroll a newborn or newly adopted or placed child.

Open Enrollment and HIPAA Special Enrollment Rights

Qualified beneficiaries who have elected and are covered under COBRA coverage have the same opportunity as similarly situated active employees to change their coverage options or to add or eliminate coverage for dependents at any open enrollment.  In addition, a Qualified Beneficiary who has elected and is covered under COBRA coverage is entitled to add coverage for certain dependents under the special enrollment rights of HIPAA, a federal law. The Qualified Beneficiary may add coverage for a dependent when the following situations occur.

1. The Qualified Beneficiary acquires a new dependent through marriage, birth, adoption, or placement for adoption (subject to the Health Plan’s requirements for timely application for enrollment); or

2. The Qualified Beneficiary previously declined coverage for the dependent because the dependent had other health plan coverage and later lost that other coverage due to certain qualifying reasons described in HIPAA.

Except for a child who is born to, adopted by or placed for adoption with a covered employee (as previously described in this Notice) a dependent for whom a Qualified Beneficiary adds coverage does not become a Qualified Beneficiary. The dependent’s coverage will end at the same time COBRA coverage ends for the Qualified Beneficiary who added coverage for the dependent.

Termination of COBRA Coverage Before the End of Maximum Coverage Period

A Qualified Beneficiary’s COBRA coverage automatically terminates (before the maximum coverage period expires) when any one of the following five events occurs.

1. The premium for the Qualified Beneficiary’s COBRA coverage is not timely paid.

2. The covered employee’s employer no longer provides group health plan coverage to                 any of its employees.

3. After electing COBRA, the Qualified Beneficiary becomes covered under another                 employer-sponsored group health plan (as an employee or otherwise) that has no exclusion or limitation with respect to any preexisting condition that you have. If the other plan has applicable exclusions or limitations, the Qualified Beneficiary’s COBRA coverage will terminate after the exclusion or limitation no longer applies.

4. After electing COBRA, the Qualified Beneficiary becomes entitled to Medicare                 benefits.

5. There is a final determination under Title II or XVT of the Social Security Act that the                Qualified Beneficiary who previously had been determined to be disabled, thus triggering an extension of up to  29 months, is no longer disabled. This terminates coverage in the                 extension period of the disabled and non-disabled Qualified Beneficiaries (however, COBRA coverage will not end until the month that begins more than 30 days after the determination).

6. Any event that permits the Health Plan to terminate coverage for cause (for example, false claims for benefits) with respect to covered employees, their spouses, or dependent children who aren’t on COBRA.

COBRA Plan Administrator

The employer is the COBRA Plan Administrator. All notices and other communications regarding the Plan and COBRA must be directed to the District Clerk or Superintendent/Principal. These individuals are acting on behalf of the COBRA Plan Administrator.

If  You Have Further Questions . . .

Your Summary Plan Description (SPD) provides important information on the benefits, exclusions, and limitations of the Health Plan.  Please refer to your SPD as it may contain liberalizations not reflected in this Notice. At your request, the employer will provide you with another copy of the SPD or another CODV of this Initial Notification.

Chapter XI

Idaho Certification Application Procedures

Application for Idaho Certificate

To obtain, renew, or reinstate an Idaho certificate, the applicant will submit an application on a form supplied by the State Department of Education or the State Division of Vocational Education. Requirements are listed in the Idaho Certification Manual.

State Board of Education Requirements for Professional Growth

1. Credits taken for recertification must be educationally related to the professional development of the applicant.
2. Graduate or undergraduate credit will be accepted for recertification. Credit must be college transferable and completed through an accredited college or university.
3. All requests for equivalent in-service training to apply toward recertification must be made through the Teacher Certification Office upon recommendation of the Board of Trustees consistent with the State Department of Education guidelines. (Individuals holding Vocational Specialist Certificates must receive State Division of Vocational Education approval of in-service training and course work prior to applying for renewal.)        

Idaho Educator Credential

The State Board of Education has authorized the Office of Teacher Certification to issue certificates and endorsements on the IDAHO EDUCATOR CREDENTIAL to those individuals meeting the specific requirements for each. The requirements for each certificate and endorsement are outlined in the Professional School Personnel Certification Standards Manual. (Section 33-:1201, Idaho Code)

Classroom Teacher

Minimum Qualifications: As set by state certification requirements. Primary Responsibility to: Superintendent/Principal or K-12 Principal

Job Goal

In order to implement the instructional program of the District, the teacher shall carry out the following performance tasks:

1. Be knowledgeable and uphold all building rules, District policies and state rules and regulations pertaining to teachers and students as specified in District rules and regulations.

2. Demonstrate knowledge of subject matter competencies and/or skills to be presented to students.

3. Plan a program of study that meets the individual needs, interests, and abilities of students to the highest extent possible.

4. Create a classroom environment that is conducive to learning and appropriate to the maturity and interests of students within the limits of resources provided by the District.

5. Guide the learning process toward the achievement of curriculum goals by establishing clear objectives for lessons, units, and projects. Communicate these objectives to the students. Upon request of the immediate supervisor, show written evidence of preparation.

6. Use instructional materials adopted by the District and employ methods that are most appropriate for meeting stated objectives. Follow effective schooling practice.

7. Evaluate student progress on a regular basis and provide progress reports as required.

8. Take all necessary and reasonable precautions to protect students, equipment, materials, and facilities. Follow prescribed safety regulations.

9. Maintain accurate, complete, and correct records and reports as required by law, District policy, and administrative regulations and requests.

10. Accept responsibility for extracurricular activities and other duties, as may be assigned, to meet the needs of students.

11. Work to establish and maintain open lines of communication and cooperative relations with administration, students, parents, and colleagues.

12. Attend staff meetings and serve on staff committees to plan instructional goals, objectives, and methods. Assist in selection of instructional equipment and materials.

13. Strive to maintain and improve professional competence.

14. Perform such other duties as may be related to this position.

15. Adhere to the Code of Ethics of the Idaho Teaching Profession

16. Pass Computer/Technology Competency

Terms of Employment

The contract period shall be the number of days negotiated annually.  The salary shall be commensurate with the employees’ appropriate place on the approved and/or salary schedule.

Procedures For Supervision, Evaluation, and Assistance

Evaluation of Certificated Personnel

The District has a firm commitment to performance evaluation of District personnel, whatever their category and level, through the medium of a formalized system. The primary purpose of such evaluation is to assist personnel in professional development, in achieving District goals, and to assist with decisions regarding personnel actions. This policy applies to certificated personnel, but the District shall differentiate between non-instructional and pupil instructional personnel. The Superintendent is hereby directed to create procedures that differentiate between certificated non-instructional and certificated pupil instructional personnel in a way that aligns with the Charlotte Danielson Framework for Teaching Second Edition to the extent possible.

Each certificated staff member shall receive at least one written evaluation to be completed by no later than June 1st for each annual contract year of employment and shall use multiple measures that are research based and aligned to the Charlotte Danielson Framework for Teaching Second Edition. The evaluation of certificated personnel shall annually include a minimum of two documented observations, one of which shall be completed prior to January 1st. In situations where certificated personnel are unavailable for two documented classroom observations, due to situations such as long-term illness, late year hire, etc., one documented classroom observation is acceptable.

Objectives

The formal performance evaluation system is designed to:

• Maintain or improve each employee's job satisfaction and morale by letting him or her know that the supervisor is interested in his or her job progress and personal development;
• Serve as a systematic guide for supervisors in planning each employee's further training;
• Assure considered opinion of an employee's performance and focus maximum attention on achievement of assigned duties;
• Assist in determining and recording special talents, skills, and capabilities that might otherwise not be noticed or recognized;
• Assist in planning personnel moves and placements that will best utilize each employee’s capabilities;
• Provide an opportunity for each employee to discuss job problems and interests with his or her supervisor; and
• Assemble substantiating data for use as a guide, although not necessarily the sole governing factor, for such purposes as wage adjustments, promotions, disciplinary action, and termination.

Written Evaluation

A written evaluation will be completed for each certificated employee. A copy will be given to the employee. The original will be retained by the Immediate Supervisor. The evaluation should be reviewed annually and revised as necessary to indicate any significant changes in duties or responsibilities. The evaluation is designed to increase planning and relate performance to assigned responsibilities through joint understanding between the evaluator and the employee as to the job description and major performance objectives.

The written evaluation will identify the sources of data used in conducting the evaluation. Aggregate data shall be considered as part of the District and individual school needs assessment in determining professional development offerings.

Evaluation Measures

Observations

Periodic classroom observations will be included in the evaluation process with a minimum of two documented observations annually for certificated personnel, one of which shall be completed prior to January 1st. In situations where certificated personnel are unavailable for two documented classroom observations, due to situations such as long-term illness, late year hire, etc., one documented classroom observation is acceptable.

Professional Practice

A majority of the evaluation of certificated personnel will be Professional Practice based on the Charlotte Danielson Framework for Teaching Second Edition. The evaluation will include at least one of the following as a measure to inform the Professional Practice portion: input received from parents/guardians, input received from students, and/or portfolios. The District has chosen Portfolios to inform the Professional Practice portion. The Board shall determine the manner and weight of parental input, student input, and/or portfolios on the evaluation.

Student Achievement

Instructional staff evaluation ratings must, in part, be based on measurable student achievement as defined in Section 33-1001, Idaho Code, applicable to the subjects and grade ranges taught by the instructional staff. All other certificated staff evaluations must include measurable student achievement or student success indicators, as applicable to the position. This portion of the evaluation may be calculated using current and/or the immediate past year’s data and may use one or both years of data.

Charlotte Danielson Framework

The evaluation will be aligned with minimum State standards and based upon the Charlotte Danielson Framework for Teaching Second Edition and will include, at a minimum, the following general criteria upon which the Professional Practice portion will be based. Individual domain and component ratings must be determined based on a combination of professional practice and student achievement as specified above.

1. Planning and Preparation

        A. Demonstrating Knowledge of Content and Pedagogy;

        B. Demonstrating Knowledge of Students;

        C. Setting Instructional Outcomes;

        D. Demonstrating Knowledge of Resources;

        E. Designing Coherent Instruction; and

        F. Designing Student Assessments

2. Classroom Learning Environment

        A. Creating an Environment of Respect and Rapport;

        B. Establishing a Culture for Learning;

        C. Managing Classroom Procedures;

        D. Managing Student Behavior; and

        E. Organizing Physical Space

3. Instruction and Use of Assessment

        A. Communicating with Students;

        B. Using Questioning and Discussion Techniques;

        C. Engaging Students in Learning;

        D. Using Assessment in Instruction; and

        E. Demonstrating Flexibility and Responsiveness

4. Professional Responsibilities

        A. Reflecting on Teaching;

        B. Maintaining Accurate Records;

        C. Communicating with Families;

        D. Participating in a Professional Community;

        E. Growing and Developing Professionally; and

        F.  Showing Professionalism

Meeting with the Employee

Counseling Sessions

Counseling sessions between supervisors and employees may be scheduled periodically. During these sessions, an open dialogue should occur which allows the exchange of performance oriented information. The employee should be informed of how he or she has performed to date. If the employee is not meeting performance expectations, the employee should be informed of the steps necessary to improve performance to the desired level. Counseling sessions should include, but not be limited to the following: job responsibilities, performance of duties, and attendance. A memorandum for record will be prepared following each counseling session and maintained by the supervisor.

Communication of Results

Each evaluation shall include a meeting with the affected employee to communicate evaluation results. At the scheduled meeting with the employee, the supervisor will:

1. Discuss the evaluation with the employee, emphasizing strong and weak points in job performance. Commend the employee for a job well done if applicable and discuss specific corrective action if warranted. Set mutual goals for the employee to reach before the next performance evaluation. Recommendations should specifically state methods to correct weaknesses and/or prepare the employee for future promotions.

2. Allow the employee to make any written comments he or she desires. Inform the employee that he or she may turn in a written rebuttal/appeal of any portion of the evaluation within seven days and outline the process for rebuttal/appeal. Have the employee sign the evaluation indicating that he or she has been given a copy and initial after supervisor’s comments.

No earlier than seven days following the meeting, if the supervisor has not received any written rebuttal/appeal, the supervisor will forward the original evaluation in a sealed envelope, marked “Personnel-Evaluation” to the Superintendent, or the designee, for review. The supervisor will also retain a copy of the completed form.

Rebuttals/Appeal

Within seven days from the date of the evaluation meeting with their supervisor, the employee may file a written rebuttal/appeal of any portion of the evaluation. The written rebuttal/appeal shall state the specific content of the evaluation with which the employee disagrees, a statement of the reason(s) for disagreement, and the amendment to the evaluation requested. Reference District Policy 5340, for more information. https://castlefordschools.files.wordpress.com/2017/11/5000-personnel.pdf.

Chapter XII

Master Agreement

Negotiations, May 2023

Wednesday, May 24, 2023 7:30 AM/Castleford School Library

Attendees:

CEA representatives:  Madison Reynolds, Caree Thomas

Admin Representatives: Dena Allred

Board Representatives: Charlene Davis

It was agreed to by all parties that the Castleford School District will renew our current PPO/HSA Employee Insurance Health Plans for the 2022-2023 year, and cover the $59.90 increase in cost for each employee.

The district will not be renewing the Health Reimbursement Arrangement (HRA) Fund this year, and due to this change, all PPO employees will need to utilize their HRA remaining balances by TBD.  

Instead of renewing the HRA Fund, the district will cover the cost of Employee Only Vision and Dental Plans at the rate of $545.28/year or $45.44/month per employee to maintain the expectation of yearly improvement to employee health benefits. Employees will have the option to enroll more dependents on either of these plans, but additional dependent coverage will not be paid for by the district.

There will now be a cap on personal days that are requested in addition to the 3 annual personal days allotted to district employees each year. Personal days off beyond the 3 allowed by the district (not to exceed more than 5 additional) can be submitted for utilization with a time off request, and will be paid for by the employee at $10 above the highest substitute pay rate for the day. Any more personal time off requests (exceeding the 8 total days stated above) must be presented in front of the Board and can be approved/denied at their discretion. Teachers that are approved by the Board for additional personal time off may be subject to pay their daily salary rate rather than the highest sub pay rate, and may also be exempt from paying any rate depending on the circumstances and final decision of the Board. Employee’s personal days will still rollover annually, but are to be capped at 6 total days banked, or can be requested for payout by the employee at a rate of $100/day. Requests for payout must be submitted to the district’s financial administrator by June 30th, and cannot exceed more than 3 days paid out per year per the 2021 Negotiations Agreement.

Negotiations, May 2022

Wednesday, May 25 2022 7:00am/Castleford School Library

Attendees:

CEA representatives: Madison Reynolds, Caree Thomas, Susan Pearson

Admin Representatives: Dena Allred

Board Representatives: Charlene Davis

It was agreed to by all parties that the Castleford School District will renew our current PPO Insurance Health Plan for the 2022-2023 year. This renewal will also include the opening of a Health Reimbursement Arrangement (HRA) Fund that will allow for all PPO Plan HOlders to be reimbursed up to $500 per year, per employee, to be covered by the employee. The cost to open this HRA Fund will be a $66 annual fee per employee, to be covered by the employee at the rate of $5.50/month. The HSA Plan will remain the same, but also include the $500 contribution to each employee’s HSA fund.

The district will be completely covering the cost of the renewed insurance plan for each PPO Plan Holding Employee, allotting $500 per PPO Plan Holder towards the individual’s HRA Fund, as well as contributing the same amount in funds ($500) towards HSA Plan Holders.

The cost for the district to allot this amount towards the HRA Fund, or HSA fund for non-PP employees, will be $20,500, and will be taken out of the district’s discretionary funds.

Negotiations, May 2021

Wednesday, May 12 2021 7:00am/Castleford School Library

Attendees:

CEA representatives: Elly Loman, Caree Thomas, Susan Pearson

Admin Representatives: Dena Allred

Board Representatives: Charlene Davis

Personal Days: Dena checked with Kris who said that as of now, grandfathered teachers are able to roll over unused personal days without a cap.  Non-grandfathered teachers are capped at six (rather than the understood five).  There are approximately seven teachers who are grandfathered.

Paying Out Personal Days: Staff with unused personal days have the option to cash out up to three unused personal days per year at $100/day.

Covering Teachers’ Absences During Prep Period: Teachers who cover an absent teachers’ classes during their prep because there are no substitute teachers available will be paid $35/hour which represents the hourly rate of our average teachers’ salaries.  (Teachers who agree to cover the last part of a period so a teacher can leave early to get to an appointment will not be reimbursed—that’s part of professionalism and cultivating a good working environment.) A Note: A shared Google Doc/calendar would allow teachers to see whose classes are covered.  Caree Thomas will help train other people on how to utilize a tool such as that.

Insurance: District will cover the increase in insurance for teachers/Staff.

Negotiations, May 2020

May 21, 2020 9:00am

 Attendees:

CEA Representatives: Marci Howard, Elly Loman, Caree Thomas

Admin Representatives: Lyle Bayley, Dena Allred

Board Representative: Charlene Davis

It was agreed to by all parties that the Castleford School District will cover the increase of insurance benefits for staff for the 2020-2021 school year.

For enrollees who opt for the PPO 500 Plan, the district will pay $696.60 per employee, leaving the employee to contribute $13.78.

For enrollees who opt for the HSA plan, the district will pay $537.38/employee to cover the premium, and $159.22/month  contribution will be deposited in the employees HSA account.

This represents a $26,470 increase in insurance benefits that the district will be paying.

CEA requested removing the cap on the number of personal days each employee would accumulate. This request was denied.

Negotiations, May 2019

The Idaho School Benefit Trust insurance pool with Blue Cross of Idaho that we joined in 2017-2018, increased 6.5% overall but, with the premium we paid last year, ours will only increase 3.5%. The school board will cover the increase with both options of insurance offered, the PPO option and the HSA option.

For the school year 2019-2020, the district will allocate $641.70 a month towards Blue Cross health insurance.  The funding of the HSA card will be $435.66, payable quarterly.

Negotiations, May 2018

May 3, 2018

Attendees:

CEA Representatives: Susan Pearson, Cynthia Black, Johnnie Zimmers

Admin Representatives: Lyle Bayley,

Board Representative: Rae Ann Bower

1. A $500 per year stipend for teachers in a specific situation. This would be for teachers who fit both of the following criteria:

1. Exceed the career ladder.
2. Grandfathered in when Castleford School District adopted the current state career ladder in 2014.

2. Go with Blue Cross Option #2 (PPO $500 deductible, $3500 max out of pocket/HSA $5000). The District will cover $620 per employee per month.

Previously Negotiated Items, May 2017

Item A

Sick leave will be for the employee and their household members. Sick leave may be granted by the superintendent, upon request, for other non-household family members;  parents, children, grandparents, grandchildren, spouses parents, spouses grandparents. To request sick leave for non-household family members, all personal leave or vacation balances need to be at zero. Then, if granted, sick leave for non-household family members will be limited to a maximum of three days during the school year.

Item B

Continuing contract employees will be allowed to keep all personal days accumulated as of May 25, 2011. Beginning with the contract year 2011-2012, employees are no longer allowed to accumulate unlimited personal days.

Item C

Beginning with the contract year 2017-2018, continuing contract and category 1, 2, & 3 contract employees will be awarded three personal days per contract year. Personal days may be accumulated up to 5 days. Additional personal days can be granted at the rate of $100/day, if it is not disruptive to the school. Payable to the District at the next pay period.

Item D

Beginning with the contract year 2017-2018, continuing contract and category 1, 2, & 3 contract employees will be awarded ten sick leave days per contract year.  Employees are allowed to accumulate unlimited sick days.

Item E

The school contract year will be based upon the approved 2019-20 calendar. The school contract day for teachers will be from 7:50 a.m. until 3:35 p.m. Staff is to arrive by 7:50 a.m. and be in their classroom generally available by 8:00 a.m. Classes for Elementary, Junior High and High School students will begin at 8:15 a.m. Time before classes start will be used for collaboration, student help time, planning, and curriculum development. All students are offered breakfast from 7:50 a.m. until 8:10 a.m. Paid holidays included are: Labor Day, Thanksgiving, Christmas, New Years, President’s Day and Memorial Day.

Negotiations, May 2016

May 9, 2016

Attendees:

CEA Representatives: Susan Pearson, Elly Loman, Paulette Elsner

Admin Representatives: Lyle Bayley

Board Representative: Charlene Davis

It is agreed upon the following:

1. All employees will receive three personal days per year as a benefit to full-time employment.
2. Personal days may be accumulated or banked for a total of three unless grandfathered–see item #4.
3. Personal days will not be paid out to staff at the end of each school year. Days will be banked (up to 3 unless grandfathered-see item #4). Those days beyond the three day bank will be lost.
4. Employees that have been previously grandfathered with personal days in excess of three days and have extra banked days will be able to keep those days.
5. An additional personal day can be purchased at a rate of $100.
6. Grandfathered days beyond the three day bank will be paid out upon retirement at the substitute daily rate.
7. Insurance agreed upon is with HUB International.

Article X - Working Conditions

10.1  Policies

        10.1.1         Staff will be informed of policy changes or additions and will be given an                                         opportunity for input before policy is adopted.

10.2.0  Other

        10.2.1         All conditions of employment shall be maintained at the existing level                                         except as changed through negotiations.

Code of Ethics for Idaho Professional Educators

Preamble

Believing in the worth and dignity of each human being, the professional educator recognizes the supreme importance of pursuing truth, striving toward excellence, nurturing democratic citizenship and safeguarding the freedom to learn and to teach while guaranteeing equal educational opportunity for all. The professional educator accepts the responsibility to practice the profession according to the highest ethical principles.

The Code of Ethics for Idaho Professional Educators symbolize the commitment of all Idaho educators and provides principles by which to judge conduct.

Principle I - Professional Conduct

A professional educator abides by all federal, state, and local laws and statutes.

Unethical conduct may include the conviction of any felony or misdemeanor offense as defined by Idaho Code §18-110 and §18-111. All infractions (traffic) as defined by section 18-113A, Idaho Code are excluded.

Principle II - Educator/Student Relationship

A professional educator maintains a professional relationship with all students, both inside and outside the classroom.

Unethical conduct includes but is not limited to:

• committing any act of child abuse, including physical and/or emotional abuse
• committing any act of cruelty to children or any act of child endangerment
• committing or soliciting any sexual act from any minor or student regardless of age
• committing any act of harassment (e.g., sexual harassment) as defined by district policy
• soliciting, encouraging, or consummating a romantic or inappropriate relationship                         (whether written, verbal, or physical) with a student, regardless of age
• using inappropriate language including, but not limited to, swearing and improper sexual       comments (e.g., sexual innuendoes or sexual idiomatic phrases)
• taking inappropriate pictures (digital, photographic or video) of students
• inappropriate contact with any minor or student regardless of age using electronic media
• furnishing alcohol or illegal/unauthorized drugs to any student or allowing or encouraging a student to consume alcohol/unauthorized drugs except in a medical emergency
• conduct that is detrimental to the health and welfare of students

Principle III - Alcohol and Drug Use or Possession

A professional educator refrains from the abuse of alcohol or drugs during the course of professional practice.

Unethical conduct includes but is not limited to:

• being on school premises or at any school-sponsored activity, home or away, involving students while possessing, using or consuming illegal or unauthorized drugs
• being on school premises or at any school-sponsored activity, home or away, involving students while possessing, using, or consuming alcohol
• inappropriate/illegal use of prescription medications on school premises or at any school sponsored events, home or away
• inappropriate or illegal use of drugs or alcohol that impairs the individual’s ability to function
• possession of an illegal drug as defined in Idaho Code Chapter 27 Uniform Controlled Substances

Principle IV - Professional Integrity

A professional educator exemplifies honesty and integrity in the course of professional practice.

Unethical conduct includes but is not limited to:

• fraudulently altering or preparing materials for certification or employment
• falsifying or deliberately misrepresenting professional qualifications, degrees, academic                 awards, and related employment history when applying for employment and/or certification
• failure to notify the state at the time of application for certification of past revocations or                 suspensions of a certificate/license from another state
• failure to notify the state of past criminal convictions at the time of application for                 certification
• falsifying, deliberately misrepresenting, or deliberately omitting information regarding the         evaluation of students and/or personnel, including improper administration of any                         standardized tests (i.e., changing test answers, copying, or teaching identified test items,                 unauthorized reading of the test to students, etc.)
• falsifying, deliberately misrepresenting, or deliberately omitting information submitted in                 the course of an official inquiry and/or investigation
• falsifying, deliberately misrepresenting, or deliberately omitting material information on         an official evaluation of colleagues

Principle V - Funds and Property

A professional educator entrusted with public funds and property honors that trust with a high level of honesty, accuracy, and responsibility.

Unethical conduct includes but is not limited to:

• misusing, or unauthorized use, of public or school-related funds or property
• failing to account for funds collected from students or parents
• submitting fraudulent requests for reimbursement of expenses or for pay
• co-mingling of public or school-related funds in personal bank account(s)
• using school computers for use in a private business
• using school computers to deliberately view or print pornography
• deliberate use of poor budgeting/accounting practices

Principle VI - Compensation

A professional educator maintains integrity with students, colleagues, parents, patrons, or business personnel when accepting gifts, gratuities, favors, and additional compensation.

Unethical conduct includes but is not limited to:

• unauthorized soliciting of students and/or parents of students to purchase equipment or                 supplies from the educator who will directly benefit
• accepting gifts from vendors or potential vendors for personal use or gain where there                 may be the appearance of a conflict of interest
• tutoring students assigned to the educator for remuneration unless approved by the local                 board of education
• soliciting, accepting or receiving a pecuniary benefit greater than fifty dollars ($50.00) as                 defined in Idaho Code §18-1359(b)

Principle VII - Confidentiality

A professional educator complies with state and federal laws and local school board policies relating to the confidentiality of student and employee records, unless disclosure is required or permitted by law.

Unethical conduct includes but is not limited to:

• sharing of confidential information concerning student academic and disciplinary records,         personal confidences, health and medical information, family status and/or income, and                 assessment/testing results with inappropriate individuals or entities
• sharing of confidential information about colleagues obtained through employment                 practices with inappropriate individuals or entities

Principle VIII - Breach of Contract or Abandonment of Employment

A professional educator fulfills all terms and obligations detailed in the contract with the local Board of Education or education agency for the duration of the contract.

Unethical conduct includes but is not limited to:

• abandoning the contract for professional services without the prior written release from                 the contract by the employing school district or agency
• willfully refusing to perform the services required by a contract
• abandonment of classroom or failure to provide appropriate supervision of students at                 school or school-sponsored activities to ensure the safety and well-being of students

Principle IX - Duty to Report

A professional educator reports breaches of the Code of Ethics for Idaho Professional Educators and submits reports as required by Idaho Code.

Unethical conduct includes but is not limited to:

• failure to comply with Idaho Code §33-1208A (reporting requirements and immunity)
• failure to comply with Idaho Code §16-1605 (reporting child abuse, abandonment, or                 neglect)
• failure to comply with section 33-512B code (suicidal tendencies and duty to warn)
• having knowledge of a violation of the Code of Ethics for Idaho Professional Educators                 and failing to report the violation to an appropriate education official

Principle X - Professionalism

A professional educator demonstrates conduct that follows generally recognized professional principles with the right to exercise academic freedom.

Unethical conduct includes but is not limited to:

• any conduct that seriously impairs the Certificate holder’s ability to teach or perform his                 or her professional duties
• committing any act of harassment toward a colleague
• conduct which is offensive to the ordinary dignity, decency, and morality of others
• failure to cooperate with the Professional Standards Commission in inquiries and/or                 investigations or hearings
• using institutional privileges for the promotion of political candidates or for political                 activities, except for local, state, or national education association elections
• deliberately falsifying information presented to students
• willfully interfering with free participation of colleagues in professional organizations
• taking inappropriate pictures (digital, photographic of video) of colleagues

Violation of the Code of Ethics for Idaho Professional Educators

Under Idaho Code, 33-1208, a violation of the Code of Ethics is grounds for suspension or revocation of one’s teaching certificate. An allegation of ethical misconduct may be brought by an Idaho local board of trustees or by any individual; other than a student of an Idaho public school who has substantial interest in the matter.

Upon receipt of an allegation, the Executive Committee of the Professional Standards Commission reviews the circumstances of the case and determines whether sufficient grounds exist to warrant filing a complaint against the individual accused of misconduct. If sufficient grounds are determined to exist, the Chief Certification Officer of the Professional Standards Commission files a formal complaint against the accused. Upon request, a hearing will be held, and a recommendation will be made to the Professional Standards Commission. The final decision of the Professional Standards Commission shall be subject to judicial review. Such hearings are held in compliance with Idaho Code, 33-1209.

Chapter XIII

Guidelines for Cafeteria Use

1. Schedule date on school/district calendar in the office and cafeteria calendar.
2. Notify the lunch supervisor.
3. Adult chaperon is responsible.
4. Cafeteria posters, etc must not be removed or destroyed.
5. Do not stand or sit on tables. Tables are for eating and benches are for sitting only.
6. Folding chairs are stored properly under the stage.
7. Tables are cleaned up and put back in place.
8. Floors swept and dust mops returned to the storage area.
9. Spills and messes cleaned up.
10. Garbage taken to the dumpster, new bags in the can.
11. Lights off. Switch is on stage.
12. Doors locked.

Anything broken, lost, or destroyed will be charged to the sponsoring group.

Guidelines for Kitchen Use

• It is recommended that one of the full time hot lunch personnel is present when using the kitchen. The salary is negotiable.
• The administration is aware of the use of the kitchen and who is responsible.
• Sanitary procedures followed while using the kitchen area.
• Kitchen area left in original condition.
• Floors swept and mopped.
• All garbage emptied and new bags in the can.
• Guidelines for cafeteria use also apply to kitchen use.

Must follow HACCP policy. (temp control, etc

Contacts

Castleford Joint School District #417

District Office: 208-537-6511

District Fax: 208-537-6855

500 Main Street

Castleford, Idaho 83321

Administration/Office Staff

Certified Staff

Support Staff

Food Service

Maintenance/Facilities

Transportation

Castleford Joint School District #417

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Problem:    _________________________________________________________________

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