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Our Values:

Our Mission:

Working together, we are committed to creating profound learning experiences for each child, while nurturing meaningful relationships, to positively impact our world.

Our Vision:

Presentation Guidelines

Start your presentation on Slide 4 with the title Page. Duplicate Slide 5 as necessary.

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• Font “Franklin Gothic” must be used throughout the presentation
• Bold, Italic and Underline can be used if necessary
• Red text can be used if necessary
• Red must be a custom color Hex #cc0033
• Font size
• Title page font must be 35 and bold text
• Headline font must be 20 and bold text
• Subject font must be 15
• Adjust subject font size if necessary
• If necessary use bullet list used on this page
• Always use a Title slide for a new section
• Break up the sections with Mission and Values Slide

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(*TASB updates released end of July 2025)

Employee Handbook Review

2025-2026

2025 ADA Accommodations

• The district will provide reasonable accommodations to employees with a disability if the accommodation would allow the individual to perform the essential functions of their job, unless doing so would create an undue hardship.
• An employee or their supervisor may initiate a request for accommodation by contacting the Human Resources Department and identifying an adjustment or change at work that is needed because of a disability.
• Upon receiving the reasonable accommodation request, HR or the ADA coordinator will meet with the employee and conduct an informal, interactive discussion to identify an accommodation that will allow the employee to perform the essential functions of the job effectively.
• The district may request medical information concerning the employee’s disability to assist in determining what accommodation(s) may be available and appropriate. The employee will be responsible for obtaining the information from their health care provider. Medical information received will be confidential and kept separate from the employee’s personnel file.
• After meeting with the employee and reviewing medical documentation, HR or the ADA coordinator will determine whether the employee is a qualified individual with a disability and develop a reasonable accommodation plan for the employee.
• Accommodations will be determined on a case-by-case basis. HR or the ADA coordinator will work closely with the employee and supervisor to ensure that the reasonable accommodation is provided and effective.

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2025 Outside Employment and Tutoring

• All employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.
• Administrators. An employee who has significant administrative duties relating to the operation of a school district, including the operation for a campus, program, or other subdivision of the district is restricted from outside employment. Administrators may not receive financial benefits for performing personal services for any business entity that conducts or solicits business with the district.
• Administrators are also prohibited from receiving financial benefits for performing personal service for any education business that provides services regarding the curriculum or administration of any school district or financial benefits for performing personal services for other school districts, open enrollment charter schools and education service centers. An exception applies to an administrator who is not a superintendent assistant superintendent, or member of a board of managers if the board approves as required by statute. Services must be performed on the administrator’s personal time. Contact HR for more information.

2025 Use of Paid Leave- FML Pregnancy/Birth/Adoption

• Teachers have the option of not using paid leave during an FML absence for pregnancy or birth or adoption of a child.

2025 Mental Health Training

• All district employees who regularly interact with students are required to complete an evidenced based mental health training program that is designed to provide instruction regarding the recognition and support of children and youth who experience mental health or substance abuse issues that may pose a threat to school safety.
• Employees must provide a certificate of completion to the district that includes the name of the training requirements, along with supporting documentation confirming that the training requirements of the commissioner rules for mental health training.
• Campus staff required to complete the training includes, but is not limited to, teachers, coaches, librarians, instructional coaches, administrators, administrative support personnel, school resource officers, paraprofessionals, substitutes, custodians, cafeteria staff, bus drivers, crossing guards, and district special program liaisons, and supervisors of personnel who regularly interact with students.

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2024 Local Update- Election Ethics

Legal and ethical guidelines govern the communications and actions of a school district and its employees regarding elections. A school district can only educate and inform the public including voters, tax payers, parents, staff, and community members regarding an election.

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Do:

• Get to know the candidates and measures on a ballot
• Talk about it with friends and family etc (after work, you can express a position)
• Share the facts
• Encourage people to vote
• Vote

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Don’t:

• Advocate during work hours
• Spend or authorize spending of district money for political advertising
• Conduct political advertising using district-owned resources
• Includes creating/forwarding messages, emails, printed materials for or against a candidate or measure on the ballot
• Conduct political advertising on district property
• Includes conducting meetings or sharing literature at functions

2025 Update- Paychecks

• Employees are responsible for regularly reviewing the accuracy of their pay statement
• Please encourage employees to review their first paycheck in Employee Self Service
• Questions- please contact HR/Payroll department

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Reporting Suspected Child Abuse (SB 571)

• All employees with reasonable cause to believe that a child’s physical or mental health or welfare has been adversely affected by abuse or neglect, as defined by Texas Family Code 261.001 are required by state law to make a report to a law enforcement agency, the Department of Family and Protective Services (DFPS) or appropriate state agency within 24 hours after the employee first has reasonable cause to believe that the child has been abused to neglected. Law enforcement agency includes the Texas Department of Public Safety, a municipal police department, a county sheriff’s office, or a county constable’s office and does not include the district police.
• A person responsible for the care, custody, or welfare of the child (including a teacher) is required to report alleged abuse or neglect to DFPS even if a report is made to law enforcement.
• Employees are also required to make a report if they have reasonable cause to believe that an adult was a victim of abuse or neglect as a child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of another child, elderly person, or persons with a disability.

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Reporting Suspected Child Abuse (SB 571)

• Reports to DFPS can be made using the Texas Abuse Hotline (https://www.txabusehotline.org/Login/Default.aspx or 800-252-5400
• State law specifies that an employee may not delegate to rely on another person or administrator to make the report.
• Under state law, a person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unlsess the report is made in bad faith or with malicious intent.

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Sexual Abuse and Maltreatment of Children (HB 571)

• The district has established a plan for addressing sexual abuse and other maltreatment of children. (FFG)
• As an employee it is important for you to be aware of the warning signs that could indicate a child may have been or is being sexually abused or otherwise maltreated. Abuse in the Texas Family Code is defined to include any sexual conduct harmful to a child’s mental, emotional, or physical welfare, including conduct that constitutes the offense of continuous sexual abuse of a yond child or disabled invididual, indecensy with a child, imporper relationship between an educator and a studnet, sexual assault, or encouraging a child to engage in sexual conduct, as well as a failure to make a reasonable effort to prevent sexual conduct with a child.

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Reports to Texas Education Agency

• The conduct of an employee must reported to TEA if there is evidence that the employee was involved in any of the following:
• Any form of sexual or physical abuse of a minor, or any other unlawful conduct with a student or a minor
• Soliciting or engaging in sexual contact or a romantic relationship with a student or minor
• Engaged in inappropriate communication with a student or minor
• Failed to maintain appropriate boundaries with a student or minor

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• For a certified employee the conduct below must also be reported:
• The possession, transfer, sale, or distribution of a controlled substance
• The illegal transfer, appropriation, or expenditure of district or school property or funds
• An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensation
• Committing a criminal offense or any part of a criminal offense on district property or at a school sponsored event

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Reports to Texas Education Agency

• The reporting requirements above are in addition to the superintendent’s ongoing duty to notified TEA when a certified employee or an applicant for certification has a reported criminal history or engaged in conduct violating the assessment security procedures established under TEC 39.0301.
• “Reported criminal history” means any formal criminal justice system charges and dispositions including arrests, detentions, indictments, criminal information, convictions, deferred adjudications, and probations in any state or federal jurisdiction that is obtained by a means other than the Finperprint-based Applicant Clearinghouse of Texas (FACT).

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Criminal History Background Checks

• All employees are subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual's fingerprints, photo, and other identification will be conducted and entered into the Texas Department of Public Safety (DPS).

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Resignations

Contract employees

• The principal is required to notify the superintendent of an educator’s resignation within seven business days of the following:
• Certain misconduct, abuse, unlawful act
• Involvement or solicitation of a romantic relationship with a student or minor
• Solicitation or engaging in sexual conduct with a student or minor
• Inappropriate communications with a student or minor
• Failure to maintain appropriate boundaries with as student or minor
• Possession, transfer, sale,or distribution of a controlled substance
• Illegal transfer, appropriation or expenditure of district or school property or funds
• An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensation
• Committing a criminal offense or any part of a criminal offense on district property or at a school-sponsored event
• The superintendent is required to report such conduct to SBEC (within 48 hours).

Resignations

Noncontract employees

• The principal or director is required to notify the superintendent of a non certified employee’s resignation or termination within seven business days for any of the following:
• Alleged incident of misconduct of abuse or otherwise committed an unlawful act with a student or minor
• Was involved in or solicited a romantic relationship with a student or minor
• Engaged inappropriate communications with a student or minor
• Failed to maintain appropriate boundaries with a student or minor
• The superintendent is required to report such conduct to SBEC (48 hours).

Discharge of Convicted Employees

• The district shall discharge any employee who has been convicted of a felony under Title 5 Penal Code or convicted of or placed on deferred adjudication community supervision for the following:
• An offense requiring the registration as a sex offender
• Improper relationship between an educator and a student
• Sale, distribution, or display of harmful materials to a minor
• Public indecency
• A felony offense involving school property
• If the Title 5 Penal Code offense is more than 30 years before the date the person’s employment began or the person satisfied all terms of the court order entered on conviction the requirement to discharge for does not apply.

General Reminders

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General Employee Conduct

• Coppell ISD expects its employees to conduct themselves in a businesslike manner.
• Drinking, fighting, swearing, and similar unprofessional activities are strictly prohibited while on the job.
• Professional development days are workdays. May not consume alcohol at lunch
• If work day is over and must work an evening event, may not consume alcohol between events
• If work day is over, and you are attending a CISD school function, as an attendee or providing service, may not consume alcohol
• Employees must not engage in sexual harassment or conduct themselves in a way that could be construed as such.
• For example, by using inappropriate language, keeping or posting inappropriate materials in their work area, or accessing inappropriate materials on their computer.
• Employees who have worked together for years
• Stay within the confines of your job description:
• Primary Purpose
• Special Knowledge and Skills
• Experience
• Major Responsibilities and Duties

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General Employee Conduct-Technology

Personal Use of Electronic Communications (Board Policy CQ, DH):

• An employee who communicates electronically with students shall observe the following:
• Text messages are prohibited
• May communicate through TEAMS or ParentSquare/StudentSquare App
• Limited communication to matters within the scope of professional responsibilities
• Prohibited to communicate through personal social network page
• Shall not communicate between hours of 11:00 pm and 5:00 am
• An employee shall notify his or supervisor in writing within one business day if a student engages in an improper electronic communication with the employee.

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• As role models for the district’s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic communications as they are for any other public conduct.
• If an employee’s use of electronic communications interfaces with the employee’s ability to effectively perform his/her job duties, the employee is subject to disciplinary action, up to and including termination of employment.

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General Employee Conduct-Technology

An employee who uses electronic communications for personal purposes shall observe:

• Personal responsibility
• Be professional
• Check for disclaimers/disclosures- DO NOT post photos or movies that contain students without parent consent.
• Be transparent
• Communication with students/parents- An employee may not share or post, in any format, information, vidoes, or pictures obtained while on duty or on district business unless the employee first obtains written approval from the employee’s immediate supervisor.
• Employees should be cognizant that they have access to information and images that, if transmitted to the public, could violate privacy concerns. FERPA

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** The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page “professional page” for the purposes of communicating with students. The employee must enable administration and parents access to the professional page.

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Limitations for the use of Personal Leave

• May not be used for more than three consecutive days
• May not be used on a staff development day
• May not be used before or after a holiday
• May not be used during the first of last week of school
• Up to 2 personal leave days may be used for graduation events

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Comp Time

• Nonexempt employees are not authorized to work beyond their normal work schedule with advance approval from their supervisor.
• Employees can accumulate up to 20 hours of comp time.
• If employee has a balance of more that 40 hours of comp time, the District shall require the employee to use comp time. A plan will be developed and implemented to ensure the comp time balance is lowered to the acceptable 20 hours.
• Weekly time records will be maintained on all nonexempt employees for the purpose of wage and salary administration.
• Available comp time should be used before taking non-duty or personal days off.
• All nonexempt employees are required to clock in/out upon arriving to work, leaving, returning from lunch, personal appts, and departing from work.
• The time sheet should be submitted weekly by the nonexempt employee to their supervisor.

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Our Values:

Our Mission:

Working together, we are committed to creating profound learning experiences for each child, while nurturing meaningful relationships, to positively impact our world.

Our Vision: