© 2010 by Arizona School Boards Association

POLICY MANUAL AND
ADMINISTRATIVE REGULATIONS

GLENDALE UNION HIGH SCHOOL DISTRICT NO. 205

GLENDALE, MARICOPA COUNTY, ARIZONA

INTRODUCTION

This Manual contains the policies of the Governing Board and administrative regulations of the Superintendent. Policy and administrative regulation development in a modern, forward-looking school system is a dynamic, ongoing process. New problems, issues, and needs give rise to the continuing necessity to develop new policies and regulations or to revise existing ones. The loose leaf format has been selected for this Manual to facilitate its being kept up to date.

Each person to whom a copy of this Manual is assigned is charged with keeping it up to date as new policies and regulations are distributed by the District office.

How to Use This Manual

The Glendale Union High School District No. 205 is operated in accordance with policies established by the Board and regulations developed by the Superintendent. The Board, which represents the state and local community, adopts policies after careful deliberation, and the school administration implements the policies through specific regulations and procedures. The Board and administration evaluate the effects of the policies and procedures and revise them as necessary.

To promote harmony, efficiency, uniformity of interpretation, coordination of effort, and fairness to all concerned, this Manual will be accessible at the District office and at such other places as designated by the Superintendent.

How the Manual is organized. The Manual is organized according to the classification system of the National School Boards Association. The system provides an efficient means of coding, filing, and locating policies.

Please note: All copies of this Manual are the property of the Glendale Union High School District No. 205.

There are twelve (12) major classifications, each identified by an alphabetical code:

A FOUNDATIONS AND BASIC COMMITMENTS
B SCHOOL BOARD GOVERNANCE AND OPERATIONS
C GENERAL SCHOOL ADMINISTRATION
D FISCAL MANAGEMENT
E SUPPORT SERVICES
F FACILITIES DEVELOPMENT
G PERSONNEL
H MEET AND CONFER
I INSTRUCTIONAL PROGRAM
J STUDENTS
K SCHOOL - COMMUNITY RELATIONS
L EDUCATION AGENCY RELATIONS

Subclassification under each heading is based on logical sequence and alphabetical subcoding. For an example of the subcoding system, examine the page immediately following the tab for Section A: FOUNDATIONS AND BASIC COMMITMENTS.

The pages that follow the tabs for each major section present the classification system, section by section, and serve as the tables of contents for the sections or "chapters" of this Manual.

How to find a policy. To find a policy in the Manual, consider where the policy would be filed among the twelve (12) major classifications. Refer to the table of contents for that section and glance down the listing until you find the term that most closely fits the topic you are seeking. Use the code letters given for the term to locate the document that appears in alphabetical order by code within the particular section. All documents in the Manual are coded in the upper right-hand corner.

If you can't find the term you are seeking, look up a synonym or other term you believe is related to the topic.

What if you can find the term and code, but there is no policy? This probably means that the school system has not adopted a written policy in the particular area. All terms used in the classification system appear in the sectional tables of contents and code finder to accommodate the coding, insertion, and location of policies that may be adopted later. But there is another possibility. A brief statement related to the policy you are seeking may be incorporated in a "superior" policy that covers the more general area. This "superior" policy will be coded under the broader category. To find it, read up the classification system. For example, a policy statement that encompasses all meetings of the Board might be filed under "School Board Meetings" (BE) rather than the more restrictive heading "Regular Board Meetings" (BEA).

Using the symbols. Various symbols are used in connection with the classification system. They are for your use in locating and/or recognizing the authority of the statements. Included are the following:

-R This symbol following a code indicates that the statement is a regulation, not a policy, and is generally the direction of the Superintendent to the staff for the implementation of a Policy. If there is more than one regulation, the "-R" will be followed by a letter; e.g., "-RA," "-RB," et cetera.

REGULATION

-E Exhibit. This symbol following a code indicates that the statement is a reference document. The exhibit is there to show the form to be used or for the purpose of information which may support the policy or regulation. If there is more than one reference document, the "-E" will be followed by a letter; e.g., "-EA," "-EB," et cetera.

EXHIBIT

Using References. Implementation of policies requires coordination with other policies and regulations. A policy does not usually stand alone, rather, there are other policies or regulations that may apply. For example the policy on Suspension is an integral part of the implementation of the policy on Weapons in the School. The Weapons policy specifies what weapons are and how extensive the discipline may be but does not contain the step by step due process procedure necessary to accomplish the suspension of the student. That is found in the policy on Student Suspension. To assist districts with this complexity of policy, there may be a side heading at the bottom of each policy (not regulation) identifying cross referenced material and/or legal references. When implementing policies, these cross references and laws should be reviewed for applicability to the circumstances or fact pattern bringing about the use of the policy.

LEGAL REF.: Pertinent legal references are given to inform the reader where in law certain statutes that relate to a policy may be found. References direct the reader to the federal or state laws, pertinent regulatory pronouncements, important legal opinions and will occasionally cite case law. It is important to mention here that other laws and/or court decisions may also be applicable to a particular policy but not all can be cited. The following abbreviations are used in legal references:

A.A.C. Arizona Administrative Code
A.G.O. Attorney General Opinion
A.R.S. Arizona Revised Statutes
C.F.R. Code of Federal Regulation
P.L. Public Law (federal law as it is identified by Congress). Such laws will at some time after
passage be codified in the United States Code
USFR Uniform System of Financial Records
U.S.C. United States Code

CROSS REF.: Certain policies are related to other policies. Cross references are provided following many statements to help the reader find the related information. This related information should be referenced for an in depth understanding of policy.

About Board Policies

Generally, the role of a Board is to set policy, and the role of the administration is to execute it. The basic distinction as set forth by the National School Boards Association is:

● Policies are principles adopted by the Board to chart a course of action. They tell what is wanted and may include also why and how much. They are broad enough to indicate a line of action to be taken by the administration in meeting a number of day-to-day problems; they need to be narrow enough to give the administration clear guidance.

● Regulations are the detailed directions developed by the administration to put policy into practice. They tell how, by whom, where, and when things are to be done.

● Exhibits are checklists, sample documents, forms, and other informational items to assist in implementing policies or procedures.

● The state and federal governments at times require governing boards to make detailed rules, or the Governing Board may decide that such rules are necessary. In spite of the detailed nature of such rules, once adopted by the Board they become policy.

Therefore:

● Where the Board has voluntarily adopted statements of principle or written regulations required by law or has established a position in particularly sensitive areas, and one or more of them are incorporated into policy, the entire statement is presented as policy.

● Where the Board has adopted rules concerning its own operations (for instance, how it conducts meetings), these statements concerning operations of the Board also appear as policy.

As long as the administration operates within the guidelines of policy adopted by the Board, it may issue regulations without prior Board approval unless Board action is required by law or unless the Board has specifically directed that certain types of regulations be given Board approval. The Board, of course, is to be kept informed of all District regulations issued by the administration, and all are subject to Board review.

In keeping with the definitions and rules of thumb, the current policies of the Board are presented in this Manual.

Is the Manual Complete?

No. The Manual contains all of the current written policies of the Board. However, there is an almost continual need to draft and adopt new written policies and revise the existing ones. Additionally, changes in state law and State Board of Education regulations may necessitate policy modifications. No matter how well a policy manual is conceived and developed, it can never be totally comprehensive and absolutely up to date. Therefore, as new policies are developed, they will be coded according to the classification system and issued for insertion into the Manual.

Order of precedence. Board policies must be read and interpreted in conformance with the applicable state and federal statutes and regulations. Wherever inconsistencies of interpretation arise, the law and regulations prevail.

Terminology

Whenever the term Superintendent appears in this Manual it is to be interpreted as "Superintendent or a person designated by the Superintendent."

Whenever the term principal appears in this Manual it is to be interpreted as "principal or a person designated by the principal."

Whenever the term District appears in this Manual it is to be interpreted as the "Glendale Union High School District No. 205."

Whenever the terms Board or Governing Board appear in this Manual they are to be interpreted as the "Governing Board of the Glendale Union High School District No. 205."

Whenever the term day appears in this Manual it is to be interpreted as any day in which the District or School Administrative Offices conduct business.

Whenever the term school day appears in this Manual it is to be interpreted as any day in which the students are present for instruction.

Whenever the term parent appears in this Manual it is to be interpreted as parent or legal guardian and the legal guardian is a person to whom custody of the child has been given by order of a court.

It is the expectation of the Board that this collection of policies provides a platform for harmony and efficiency in all areas of school operations. This enables the Board to focus on its primary duty: the development of long-range plans and policies for the future of the School District.

Governing Board

Date of Manual Adoption: December 1, 2010

© 2017 by Arizona School Boards Association

POLICY MANUAL AND
ADMINISTRATIVE REGULATIONS

________ SCHOOL DISTRICT NO.

__________, __________ COUNTY, ARIZONA

INTRODUCTION

This Manual contains the policies of the Governing Board and administrative regulations and exhibits of the Superintendent. An electronic format has been selected for this Manual to facilitate access to current documents and to upload new and edited documents for Policy Services review.

How to Use This Manual

The ________________________________ School District No. ____ is operated in accordance with policies established by the Board and regulations developed by the Superintendent. The Board, which represents the state and local community, adopts policies after careful deliberation, and the school administration implements the policies through specific regulations and exhibits. The Board and administration evaluate the effects of the policies, regulations and exhibits and revise them as necessary.

The Manual will be accessible at the District office and at such other places as designated by the Superintendent, and through the Arizona School Boards Association website at http://azsba.org/.

Please note: All copies of this Manual are the property of the _____________________ School District No. ____.

There are twelve (12) major classifications, each identified by an alphabetical code:

A   FOUNDATIONS AND BASIC COMMITMENTS
B   SCHOOL BOARD GOVERNANCE AND OPERATIONS
C   GENERAL SCHOOL ADMINISTRATION
D   FISCAL MANAGEMENT
E   SUPPORT SERVICES
F   FACILITIES DEVELOPMENT
G   PERSONNEL
H   MEET AND CONFER
I   INSTRUCTIONAL PROGRAM
J   STUDENTS
K   SCHOOL - COMMUNITY RELATIONS
L   EDUCATION AGENCY RELATIONS

How to find a policy. To find a specific policy in the Manual, determine where the policy would be found in the twelve (12) major classifications. Open the electronic Manual on the Association Home Page. Select the icon to the left of the District name to open the table of contents. Select the policy section you want to access. All documents in the Manual are coded in the center of the top page.

If you can't find the policy use the Advanced Search tab at the top of the page in PolicyBridge to search for policies that contain language related to your inquiry.

REGULATION

EXHIBIT

Using References. Implementation of policies requires coordination with other policies and regulations. A policy does not usually stand alone. For example the policy on Suspension is an integral part of the implementation of the policy on Weapons. The Weapons policy specifies what weapons are and how extensive the discipline may be but does not contain the step by step due process procedure necessary to accomplish the suspension of the student. That is found in the policy on Student Suspension. To assist districts with this complexity of policy, there may be a side heading at the bottom of each policy (not regulation) identifying cross referenced material and/or legal references. When implementing policies, these cross references and laws should be reviewed for applicability.

LEGAL REF.: Pertinent legal references are given to inform the reader where in law certain statutes that relate to a policy may be found. References direct the reader to the federal or state laws, pertinent government agency regulations, and selected legal opinions. The following abbreviations are used in legal references:

A.A.C.  Arizona Administrative Code
A.G.O.  Attorney General Opinion
A.R.S.  Arizona Revised Statutes
C.F.R.   Code of Federal Regulation
P.L.       Public Law (federal law as it is identified by
Congress). Such laws will at some time after
passage be codified in the United States Code
USFR   Uniform System of Financial Records
U.S.C.  United States Code

About Board Policies

One of the Board’s primary roles is to adopt policy, and the role of the administration is to execute it. The basic distinction as set forth by the National School Boards Association is:

A. Policies are principles adopted by the Board to chart a course of action. They tell what is wanted and may include also why and how much. They are broad enough to indicate a line of action to be taken by the administration in meeting a number of day-to-day problems; they need to be narrow enough to give the administration clear guidance.

B. Regulations are the detailed directions developed by the administration to put policy into practice. They tell how, by whom, where, and when things are to be done.

C. Exhibits are checklists, sample documents, forms, and other informational items to assist in implementing policies or procedures.

D. The state and federal governments at times require governing boards to make detailed rules, or the Governing Board may decide that such rules are necessary. In spite of the detailed nature of such rules, once adopted by the Board they become policy.

Therefore:

A. Where the Board has voluntarily adopted statements of principle or written regulations required by law or has established a position in particularly sensitive areas, and one or more of them are incorporated into policy, the entire statement is presented as policy.

B. Where the Board has adopted rules concerning its own operations (for instance, how it conducts meetings), these statements concerning operations of the Board also appear as policy.

Is the Manual Complete?

No. The Manual contains all of the current written policies of the Board. However, there is an almost continual need to draft and adopt new written policies and revise the existing ones. Additionally, changes in state law and State Board of Education regulations may necessitate policy modifications. No matter how well a policy manual is conceived and developed, it can never be totally comprehensive and absolutely up to date. Therefore, as new policies are developed and adopted, they will be coded according to the classification system and inserted into the Manual.

Terminology

Whenever the term Superintendent appears in this Manual it is to be interpreted as "Superintendent or a person designated by the Superintendent."

Whenever the term principal appears in this Manual it is to be interpreted as "principal or a person designated by the principal."

Whenever the term District appears in this Manual it is to be interpreted as the "___________."

Whenever the terms Board or Governing Board appear in this Manual they are to be interpreted as the "Governing Board of the __________."

Whenever the term day appears in this Manual it is to be interpreted as any day in which the District or School Administrative Offices conduct business.

Whenever the term school day appears in this Manual it is to be interpreted as any day in which the students are present for instruction.

Governing Board

Date of Manual Adoption:

A ©
DISTRICT MISSION AND

BELIEF STATEMENT,

EXIT OUTCOMES, AND CORE VALUES

"TO EMPOWER ALL STUDENTS FOR THE CHOICES AND

CHALLENGES OF THE TWENTY-FIRST CENTURY

(Provided as a placeholder.

Actual statements should reflect District's mission and beliefs)

"SCHOOLS ARE FOR CHILDREN"

"SCHOOLS BELONG TO THE COMMUNITY"

"SCHOOLS ARE PEOPLE DEVELOPERS"

"SELF-EFFORT EDUCATES"

The mission of the District is to provide comprehensive, success-oriented learning activities for young people in our schools.

These opportunities must be designed to develop the person's potential in the areas of academic ability and career vocational awareness, cultural appreciation, physical well-being, social development, and community contribution.

District Exit Outcomes:

● Respect self, others and the environment.

● Participate productively and responsibly in a rapidly changing society.

● Communicate effectively.

● Use cooperative and independent learning strategies.

● Apply problem-solving processes.

● Set and meet high standards.

The Core Values of the District are outlined below:

● All students can learn.

● Teachers make the difference.

● Parents matter.

● Expectations are high for everyone.

● All decisions are student-centered and data-driven.

● Resources are focused in the classroom.

● Continuous improvement is embedded in our learning system.

● Safe and orderly campuses are maintained by faculty and staff.

● Our neighborhood schools are committed to stakeholder collaboration.

● All students will participate in cocurricular/extracurricular activities.

● All personnel are highly qualified and engaged in professional development.

Adopted: December 1, 2010

The beliefs of the District are outlined below.

Students

We believe:

A. Every student will be educated academically and socially so as to be a productive citizen.

B. All students will have equal educational opportunities to achieve their individual potential.

C. We have something to offer every student.

D. Each student is unique.

E. Successful education depends on parental commitment to education.

Teachers

We believe:

A. Teachers are the foundation of a strong educational system.

B. Teachers will maintain high expectations for themselves and their students.

C. Teachers should serve as positive role models for students.

D. Teachers will actively seek parent support and involvement.

Principals

We believe:

A. A principal is the instructional leader of the school.

B. A principal is the facilitator for a positive learning environment.

C. A principal actively seeks parent support and involvement.

D. A principal serves as a liaison between school and community.

E. A principal maintains high expectations for students and staff members.

Governing Board

We believe:

A. Students are the number-one priority.

B. The Board conveys the educational needs and desires of the community to the District and establishes policies accordingly.

C. The Board maintains high expectations for the District and themselves in working toward excellence.

Superintendent

We believe:

A. The Superintendent is the leader, implementer, and facilitator of a successful School District.

B. The Superintendent promotes and upholds the positive educational climate of the School District.

Management Principles

We believe:

A. In human beings as the single most important element in all transactions.

B. In behaving with uncompromising honesty and integrity.

C. In challenging people to experience their full potential so each individual contributes to educational excellence.

D. In reaching quality decisions through the involvement of people.

E. In establishing priorities that respond to the needs of our students, staff members, and community, and serve as the driving force behind all of our actions.

F. In focusing on excellence in everything we do.

Adopted: date of Manual adoption

AA ©
SCHOOL DISTRICT LEGAL STATUS

The legally designated name of the District is School District No. 205 of Maricopa _____ of ______________ County. The official name shall be Glendale Union High ______________ School District No. 205___.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-101
15-441
15-442

Arizona Constitution, Art. XI, Sections 1 - 4
Arizona Constitution, Art. XX, Paragraph 7

AA-E ©

EXHIBIT

SCHOOL DISTRICT LEGAL STATUSGLENDALE

UNION HIGH (Legal Description)

__________ SCHOOL DISTRICT NO. 205

GLENDALE, MARICOPA COUNTY, ARIZONA

Beginning at the Northwest corner of Section 4, T3N, R2E; thence East 6 miles to the Northeast corner of Section 5, T3N, R3E; thence South 4miles to the Southeast corner of Section 20, T3N, R3E; thence East 1 mile to the Northwest corner of Section 27, T3N, R3E; thence South 2 miles to the Southeast corner of Section 33, T3N, R3E; thence West 2 miles to the Northeast corner of Section 6, T2N, R3E; thence South 2 miles to the Southeast corner of section 7, T2N, R3E; thence West 3 miles to the Southwest corner of Section 11, T2N, R2E; thence North 1 mile to the Northwest corner of Section 11, T2N, R2E; thence West 1 ½ miles; South 1 mile through the Center of Section 9; thence West 1 ½ miles; thence South 1 mile to the Southeast corner of Section 18, T2N, R2E; thence West 3 miles to the Southwest corner of Section 14, T2N, R1E; thence North 3 miles to the Northwest corner of Section 2, T2N, R1E; thence East 1 ½ miles through the Center of Section 36, T3N, R1E; thence North 1 mile; thence East 2 ½ miles to the Northwest corner of Section 28, T3N, R2E; thence North 5 miles to the place of beginning.

_____

__________, __________ COUNTY, ARIZONA

ABA ©
COMMUNITY INVOLVEMENT
IN EDUCATION

The Board recognizes that the public has substantial resources of training and experience that could be useful to schools. The strength of the local District is in large measure determined by the manner and degree to which these resources are utilized in an advisory capacity and to the degree that these resources are involved in supporting the improvement of the local educational program.

The advice of the public will be given careful consideration. In the evaluation of such contributions, the first concern will be for the educational program as it affects the students. The final decision may depart from this advice when in the judgment of the staff and the Board such advice is not consistent with goals adopted by the Board, consistent with current educational practice, or within the reach of the financial resources available.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-327

CROSS REF.:
IJ - Instructional Resources and Materials
KB - Parental Involvement in Education

ABAA ©
PARENTAL INVOLVEMENT

Based on the philosophy of the District, it is the intent of the Board that parental involvement in the District, at both the District and site levels, be defined in the broadest possible terms.

Further, it is the intent of the Board, under such a definition, that the Superintendent will, within the capabilities of the District staff and the financial limitations of the District, at both the District and school levels, incorporate to the maximum extent possible, a variety of activities, strategies, and mechanisms into the District and school structures that provide for the:

active involvement of,

active support to,

effective interaction with, and

development of

parents as active partners in a student support team effort that will enhance the capacity of all students to reach their optimum potential.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-342

CROSS REF.:
IHBD - Compensatory Education
KB - Parental Involvement in Education

AC ©
NONDISCRIMINATION / EQUAL OPPORTUNITY

The Board is committed to a policy of nondiscrimination in relation to race, color, religion, sex, age, national origin, and disability. This policy will prevail in all matters concerning staff members, students, the public, educational programs and services, and individuals with whom the Board does business.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
23-341
41-1463
Arizona Constitution, Ordinance Art. XX, Par. Seventh

20 U.S.C. 1400 et seq., Individuals with Disabilities Education Act
20 U.S.C. 1681, Education Amendments of 1972, Title IX
20 U.S.C. 1703, Equal Employment Opportunity Act of 1972
29 U.S.C. 794, Rehabilitation Act of 1973, (Section 504)
42 U.S.C. 2000, Civil Rights Act of 1964, Titles VI and VII
42 U.S.C. 12101 et seq., Americans with Disabilities Act Arizona Constitution, Ordinance Art. XX, Par. Seventh

CROSS REF.:
ACA - Sexual Harassment
GBA - Equal Employment Opportunity
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDQD - Discipline, Suspension, and Dismissal of Support Staff Members
IHBA - Special Instructional Programs and Accommodations for

Disabled Students
JB - Equal Educational Opportunities
JII - Student Concerns, Complaints and Grievances
JK - Student Discipline
JKD - Student Suspension
KED - Public Concerns/Complaints about Facilities or Services

AC-R ©

REGULATION

NONDISCRIMINATION / EQUAL OPPORTUNITY

Compliance Officer

The Superintendent shall be the compliance officer. Any person who feels unlawfully discriminated against or to have been the victim of unlawful discrimination by an agent or employee of the District or who knows of such discrimination against another person should file a complaint with the Superintendent. If the Superintendent is the one alleged to have unlawfully discriminated, the complaint shall be filed with the President of the Board.

Complaint Procedure

The District is committed to investigating each complaint and to taking appropriate action on all confirmed violations of policy. The Superintendent shall investigate and document complaints filed pursuant to this regulation as soon as reasonable, within the established timelines. In investigating the complaint, the Superintendent will maintain confidentiality to the extent reasonably possible. The Superintendent shall also investigate incidents of policy violation that are raised by the Governing Board, even though no complaint has been made.

If after the initial investigation the Superintendent has reason to believe that a violation of policy has occurred, the Superintendent shall determine whether or not to hold an administrative hearing and/or to recommend bringing the matter before the Board.

If the person alleged to have violated policy is a teacher or an administrator, the due process provisions of the District's Policy GCQF shall apply, except that the supervising administrator may be assigned to conduct the hearing. In cases of serious misconduct, dismissal or suspension proceedings in accordance with A.R.S. 15-539 et seq. may be initiated.

If the person alleged to have violated policy is a support staff employee, the Superintendent may follow due process and impose discipline under Policy GDQD if the evidence so warrants. The Superintendent also may recommend a suspension without pay, recommend dismissal, or impose other appropriate discipline.

If the person alleged to have violated policy is a student, the Superintendent may impose discipline in accordance with policies Policies JK, JKD and JKE.

If the Superintendent's investigation reveals no reasonable cause to believe policy has been violated, the Superintendent shall so inform the complaining party in writing.

Timelines

The complaint must be filed within thirty (30) calendar days after the complaining party knew or should have known that there were grounds for a complaint/grievance.

Once the written complaint has been filed using the forms provided by the District, the Superintendent shall require the immediate supervisor or site administrator to investigate and respond in writing to the complaining party within five (5) working days.

If the immediate supervisor or site administrator does not respond, the Superintendent will have ten (10) additional working days to respond in writing to the complaining party.

If the Superintendent does not respond within the established time, then the complaining party may request in writing that the issue be brought before the Board. The Board will then review the record of the investigation and have thirty (30) days to respond to the complaining party in writing.

AC-E ©

EXHIBIT

NONDISCRIMINATION / EQUAL OPPORTUNITY

COMPLAINT FORM
(To be filed with the compliance officer as provided in AC-R)

Please print:

Name _________________________________ Date ________________

Address ______________________________________________________

Telephone ________ Another phone where you can be reached _________

During the hours of _____________________________________________

E-mail address ________________________________________________

I wish to complain against:

Name of person, school (department), program, or activity ______________

_____________________________________________________________

Address ______________________________________________________

Specify your complaint by stating the problem as you see it. Describe the incident, the participants, the background to the incident, and any attempts you have made to solve the problem. Be sure to note relevant dates, times, and places.

_____________________________________________________________

If there is anyone who could provide more information regarding this, please list name(s), address(es), and telephone number(s).

Name Address Telephone Number

_____________________________________________________________

The projected solution

Indicate what you think can and should be done to solve the problem. Be as specific as possible.

_____________________________________________________________

I certify that this information is correct to the best of my knowledge.

____________________________________
Signature of Complainant

The compliance officer, as designated in AC-R, shall give one (1) copy to the complainant and shall retain one (1) copy for the file.

ACA ©
SEXUAL HARASSMENT

All individuals associated with this District, including, but not necessarily limited to, the Governing Board, the administration, the staff, and students, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when made by a member of the school staff to a student or to another staff member, or when made by a student to another student where:

● Submission

A. Submission to such conduct is either explicitly or implicitly made a term or condition of an individual'

s employment

s employment or education; or

● Submission

B. Submission to or rejection of such conduct is used as a basis for employment or education

decisions affecting

decisions affecting such individual; or

● Such

C. Such conduct has the purpose or effect of substantially interfering with an individual's educational or

work performance

work performance, or creating an intimidating, hostile, or offensive employment or education environment.

Sexual harassment may include, but is not limited to:

● Suggestive

A. Suggestive or obscene letters, notes, invitations, derogatory comments, slurs, jokes, epithets, assault,

touching

touching, impeding or blocking movement, leering, gestures, or display of sexually suggestive objects,

pictures

pictures, or cartoons.

● Continuing

B. Continuing to express sexual interest after being informed that the interest is unwelcome. (Reciprocal attraction between peers is not considered sexual harassment.)

● Implying

C. Implying or withholding support for an appointment, promotion, or change of assignment; suggesting that

a poor

a poor performance report will be prepared; suggesting that probation will be failed; implying or actually withholding grades earned or deserved; or suggesting that a scholarship recommendation or college

application will

application will be denied.

● Coercive

D. Coercive sexual behavior used to control, influence, or affect the career, salary, and/or work environment of another employee; or engaging in coercive sexual behavior to control, influence, or affect

the educational

the educational opportunities, grades, and/or learning environment of a student.

● Offering

E. Offering or granting favors or educational or employment benefits, such as grades or promotions,

favorable

favorable performance evaluations, favorable assignments, favorable duties or shifts, recommendations, reclassifications, et cetera, in exchange for sexual favors.

Anyone who is subject to sexual harassment, or who knows of the occurrence of such conduct, should inform the compliance officer, as provided in ACA-R.

A substantiated charge against a staff member in the District shall subject such staff member to disciplinary action.

A substantiated charge against a student in the District shall subject that student to disciplinary action, which may include suspension or expulsion.

All matters involving sexual harassment complaints will remain confidential to the extent possible.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:

A.R.S.
41-1461 et seq.
20 U.S.C. 1681, Education Amendments of 1972, Title IX
20 U.S.C. 1703, Equal Employment Opportunity Act of 1972
42 U.S.C. 2000, Civil Rights Act of 1964 as amended, Title VII

CROSS REF.:
AC - Nondiscrimination/Equal Opportunity
GBA - Equal Employment Opportunity
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDQD - Discipline, Suspension, and Dismissal of Support Staff Members
IHBA - Special Instructional Programs and Accommodations for

Disabled Students
JB - Equal Educational Opportunities
JII - Student Concerns, Complaints and Grievances
JK - Student Discipline
JKD - Student Suspension
KED - Public Concerns/Complaints about Facilities or Services
KFA - Public Conduct on School Property

ACA-R ©

REGULATION

SEXUAL HARASSMENT

Compliance Officer

The Superintendent shall be the compliance officer. Any person who feels unlawfully discriminated against or who has been the victim of unlawful discrimination by an agent or employee of the District or who knows of such discrimination against another person should file a complaint with the Superintendent. If the Superintendent is the one alleged to have unlawfully discriminated, the complaint shall be filed with the President of the Board.

Complaint Procedure

If the person alleged to have violated policy is a student, the Superintendent may impose discipline in accordance with policies Policies JK, JKD and JKE.

If the Superintendent's investigation reveals no reasonable cause to believe policy has been violated, the Superintendent shall so inform the complaining party in writing.

Timelines

The complaint must be filed within thirty (30) calendar days after the complaining party knew or should have known that there were grounds for a complaint/grievance.

If the immediate supervisor or site administrator does not respond, the Superintendent will have ten (10) additional working days to respond in writing to the complaining party.

ACA-E ©

EXHIBIT

SEXUAL HARASSMENT

COMPLAINT FORM
(To be filed with the compliance officer as provided in ACA-R)

Please print:

Name _________________________________ Date ________________

Address ______________________________________________________

Telephone ________ Another phone where you can be reached _________

During the hours of _____________________________________________

E-mail address ________________________________________________

I wish to complain against:

Name of person, school (department), program, or activity ______________

_____________________________________________________________

Address ______________________________________________________

_____________________________________________________________

If there is anyone who could provide more information regarding this, please list name(s), address(es), and telephone number(s).

Name Address Telephone Number

_____________________________________________________________

The projected solution

Indicate what you think can and should be done to solve the problem. Be as specific as possible.

_____________________________________________________________

I certify that this information is correct to the best of my knowledge.

____________________________________
Signature of Complainant

The compliance officer, as designated in ACA-R, shall give one (1) copy to the complainant and shall retain one (1) copy for the file.

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EDUCATIONAL PHILOSOPHY /
SCHOOL DISTRICT MISSION

In our free and democratic society, the public school is one of the most highly valued institutions, enjoying a rich heritage and a noble mission Society is believed to be pluralistic and dynamic in nature; therefore, the school must preserve and protect the past while providing a means for orderly change to meet the challenges of the future. The school should be responsive to the values and needs of society and answerable for its efforts. The primary aim of the school is to provide for the intellectual growth of students in an atmosphere which fosters emotional maturity and social responsibility throughout life.

Students within our schools have varied talents and needs, they inherently desire to learn. Learning is dynamic, developmental, life-long, and experiential. It is most effective when motivated by the students' own needs and values. Therefore, the educational process should stimulate curiosity and allow individuals to experiment, explore, and grow in an environment characterized by trust, respect, and tolerance for others.

The District consists of a community of people; students, teachers, administrators, parents, and patrons, working together to achieve these ends.

As the means of fulfilling our philosophy as a District, the following goals are set forth:

● The students should continue to acquire basic skills.

● The students should understand the rights, privileges, and obligations of citizenship.

● The students should understand sound mental and physical health principles and relate them to their own lives.

● The students should be encouraged to make career plans.

● The students should be able to understand and participate intelligently in the economic system.

● The students should increase their capacity to understand and appreciate culture, beauty, and human achievement.

● The students should appreciate the significance of the family for the individual and society, and the conditions conducive to successful family living.

● The students should acquire skills which enable them to act as responsible individuals and as cooperative group members.

● The students should develop knowledge and skills for the use of leisure time.

● The students should continue to develop a positive self-image.

● The students should have a positive attitude toward independent thought and life-long learning.

● The students should continue to develop insight into ethical values.

Adopted: December 1, 2010

The District was established by the state legislature, under the authority contained in the Arizona State Constitution, for the sole purpose of providing an education to the students of the District. While the establishment of the District also provides other services, such as caring for students during the school day, providing employment to the school staff, and providing facilities for the use of the community, all of these services are necessarily subordinate to the District's prime function of providing an education to students. The Governing Board of the District is selected by the citizens of the community to ensure that this responsibility is accomplished. However, the Board recognizes that it cannot accomplish this objective unless all of the sectors of the school community also accept and perform their responsibilities. The Board considers the responsibilities of these elements of the school community to be as follows:

Staff

The Board fulfills its responsibility for the education of students by employing first a competent Superintendent, on whose recommendation it also employs a competent staff. As a condition of this employment, the Board expects each staff member's best efforts to be exerted toward the accomplishment of the educational objectives of the District. Because education is imparted primarily by teachers, the Board specifically places responsibility for maintaining and expanding educational ability on each teacher, to the end that each student may reach maximum potential and develop a sense of dignity and self-worth.

Parents

The Board recognizes that the ultimate responsibility for the well-being of all children rests with their parents. All parents are expected to cooperate in the District's educational effort by ensuring maximum attendance of their children, by requiring that their children cooperate in the educational endeavor of the District, and by fostering an attitude in their children that recognizes the importance of education.

Community

The resources necessary to provide education for students are provided by members of the community through their taxes and other supporting services. The Board's goal is that all members of the community, both individually and through their governmental, civic, and social organizations, will continue to support the educational activities of the District.

Students

Education is an opportunity provided to the children of the District by their community. The Board expects that all students will learn to recognize the value of this opportunity, and will therefore work diligently to help ensure that their maximum potentials are realized. The Board further expects that all students will recognize that their fellow students have the right to be educated, and will avoid any action that may interfere with their ability to exercise that right.

The Board believes that education should develop habits, attitudes, understanding, and skills necessary for a productive, satisfying life in our society. Students should be taught to understand the duties and privileges of responsible citizenship as such duties and privileges relate to themselves as individuals and to the whole community. The vast changes brought about by increasing technology, population, and urbanization must also be taught. The input and support of the citizens of the community, and especially the professional staff, are solicited as the school community endeavors to develop the attitudes and abilities demanded in this age of rapid change.

In consideration of the accomplishment of these responsibilities by each sector of the school community listed above, the Governing Board, with the concurrence of each individual Board member, pledges its best efforts to ensure that the District is governed effectively and efficiently so that the goal of an appropriate and outstanding educational experience is available for all students of the District.

Adopted: date of Manual adoption

LEGAL REF.:
Arizona State Constitution, Article XI, Section 1

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SCHOOL BOARD OPERATIONAL GOALS

The Governing Board is responsible to the people of the District and, therefore, should be aware of opinions and attitudes in the community and of identified District needs.

As representatives of the people who own and support the schools, the Board accepts the responsibility to identify community attitudes and opinions and District needs and to require short- and long-range strategies that are responsive within the budgetary limitations of the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341

BAA ©
EVALUATION OF SCHOOL BOARD /
BOARD SELF-EVALUATION

The Board may meet at least annually, not later than October 30, for the purpose of appraising its functioning as a Board and to evaluate Board performance. The appraisal plan approved by the Board will be developed by the Board President working with the Superintendent.

Evaluation instruments for Board operation may be used in the process.

The Superintendent and others who regularly work with the Board may be asked to participate in all or a portion of the appraisal.

Areas of Board operations and relationships that may be appropriate to consider during the evaluation of Governing Board procedures may include, but are not limited to:

A. Board meetings/decision-making process.

B. Policy development/implementation.

C. Board/District goal setting.

D. Curriculum and instruction management/program.

E. Fiscal management/resource allocation.

F. School plant planning/management.

G. Board member orientation.

H. Board member development.

I. Board officer performance.

J. Board member relationships.

K. Board-Superintendent relationship.

L. Board-community relationship.

M. Legislative and governmental relationships.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

CROSS REF.:
BDD - Board-Superintendent Relationship

BAA-E ©

EXHIBIT

EVALUATION OF SCHOOL BOARD /
BOARD SELF-EVALUATION

ANNUAL SELF-APPRAISAL OF
THE GOVERNING BOARD

The following list of items pertaining to the operation of the Governing Board is the basis for an annual self-evaluation. This may be carried out in conjunction with the annual evaluation of the Superintendent.

Please check the appropriate box for each item (S = satisfactory, N = needs improvement, U = unsatisfactory).

A. Board Relationship with the Superintendent:

S N U o o o	(1) The Board imparts information on issues, needs, and complaints in a manner allowing the Superintendent the opportunity to solve related problems in a professional manner.
S N U o o o	(2) The Board clearly interprets its position on controversial matters pertaining to the District, thereby enabling the Superintendent to properly carry out the wishes of the Board.
S N U o o o	(3) The Board disregards personalities and considers the recommendations of the Superintendent in an unbiased and objective manner.
S N U o o o	(4) The Board communicates views of personnel effectiveness, including views related to the Superintendent, in a confidential and professional manner.

B. Board Relationship with the Community:

S N U o o o	(1) The Board recognizes that the citizens have entrusted them with the educational development of the children and youth of this community.
S N U o o o	(2) The Board recognizes that the community expects their first and greatest concern to be in the best interest of each and every one of the young people without distinction as to who they are or what their background may be.
S N U o o o	(3) The Board enacts policies supporting the efforts of the administration in helping the people of this community to have the facts about their schools, to the end that they will readily provide the finest possible school program, school staff, and school facilities.

C. Board Relationships Between
Members During Meetings:

S N U o o o	(1) Individual members of the Board treat other members of the Board and professional staff with respect during Board meetings.
S N U o o o	(2) Differences of opinion influencing Board member votes are based on the issues at hand and not on a personality basis.
S N U o o o	(3) All members of the Board conduct themselves in such a manner as to emphasize that individual Board members have authority only when convened in a legally conducted Board meeting with at least a quorum present.

D. Board Relationships with Staff
and Personnel:

S N U o o o	(1) The Board requires the Superintendent to recommend personnel for their consideration and consistently adheres to this procedure.
S N U o o o	(2) The Board members make every effort to become acquainted with the personnel of the District.
S N U o o o	(3) The Board members' personal friendships with District personnel are maintained without allowing them to affect overall Board decisions and/or policies.

E. Board Relationship to the
Instructional Program:

S N U o o o	(1) The Board makes an effort to keep informed about the instructional program by providing for periodic reports as deemed necessary and by periodic visitation in the schools.
S N U o o o	(2) The Board attempts to gain information from the community pertaining to instructional program needs.
S N U o o o	(3) The Board maintains policies necessary to enable the educational staff to develop the educational program required to meet the needs of the community.

F. Board Relationship to the Financial
Management of the Schools:

S N U o o o	(1) The Board establishes the policies and provides the necessary resources to properly manage the finances of the District.
S N U o o o	(2) The Board requires the proper accountability for the expenditure of funds in the District.
S N U o o o	(3) The Board provides justified funding to maintain a high quality educational program in this District.
S N U o o o	(4) The Board keeps the community informed about the financial needs of the District.

G. General Statements:

(1) List in order of priority four (4) challenges the Board faces:

(a)

(b)

(c)

(d)

(2) List any weaknesses you have observed in the operation of the school system:

(3) List any significant accomplishments made by the school system during the past year:

BB ©
SCHOOL BOARD LEGAL STATUS

The Arizona Constitution places the responsibility of establishing and maintaining public schools on the Arizona legislature and directs the legislature to provide for a state board of education, which has general supervision of the public schools. It is further provided that local public schools under the general supervision of the State Board of Education shall be maintained, developed, and operated by locally elected boards. Legally, then, local school boards are an extension instruments of the state government Arizona Legislature and derive their authority from the Arizona Constitution, Arizona statutes, and the regulations of the Arizona Administrative Code.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-421

Arizona Constitution, Art. XI, Section 1
Arizona Constitution, Art. XX, Paragraph 7

BBA ©
BOARD POWERS AND
RESPONSIBILITIES

The Board shall act as the general agent of the state of Arizona in carrying out the will of the people of this District in the matter of public education.

The Board is authorized under the laws of the state of Arizona to adopt all needed policies and regulations for the organization, evaluation, and governance in the District.

The Board performs the following basic functions necessary to the discharging of its responsibilities: legislative, executive, and appraisal:

● The

A. The legislative function is the policy-making aspect of the school system. It is the policy of the Board to

retain and

retain and exercise full legislative authority and control over the schools by adopting general policies or by

acting directly

acting directly in matters not covered by its policies.

● The

B. The executive function of the Board is concerned with placing in operation existing Board policy. Most of

this function

this function is delegated by the Board to its executive and administrative officer, the Superintendent.

● The

C. The appraisal function involves the determination of the efficiency of the school operation and an evaluation

of the

of the educational program of the District based on the policies as outlined in the policy manual.

The duties and obligations of an individual Board member include the following:

● To

A. To become familiar with the state's school laws, regulations of the State Department of Education, and

District policies

District policies, rules, and regulations.

● To

B. To have a general knowledge of the educational aims and objectives of the system.

● To

C. To work harmoniously with other Board members without neglecting a proper share of the work or trying

to dominate

to dominate the Board.

● To

D. To vote and act in Board meetings impartially for the good of the District.

● To

E. To accept the will of the majority vote in all cases, and give wholehearted support to the resulting policy.

● To

F. To accept the responsibility for confidentiality in appropriate matters, especially those dealing with

personnel and

personnel and the divulging of privileged information that could cost the District money, support, or public confidence.

● To

G. To represent the Board and the District to the public in a manner that promotes both interest and support.

● To

H. To refer complaints to the proper school authorities and to refrain from individual counsel and action.

●

I. To perform other appropriate duties that may arise.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341
15-342

A.G.O.
I81-054

BBAA ©
BOARD MEMBER AUTHORITY
AND RESPONSIBILITIES

All powers of the Board lie in its action as a public body. A "meeting" is defined as the gathering, in person or through technological devices, of a quorum of members of a public body to discuss, propose or take legal action, including any deliberations with respect to such action that has been properly noticed, pursuant to Arizona Revised Statutes.

Individual Board members exercise authority over District affairs only by way of votes taken at a legal meeting of the Board. An individual Board member has authority only when and to the extent that the Board, by vote, has so delegated such authority.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341
15-342
15-381

CROSS REF.:
AA - School District Legal Status
BBA - Board Powers and Responsibilities

BBBA ©
BOARD MEMBER QUALIFICATIONS

(Governing Board Membership)

A person who is a registered voter of this state and has been a resident of the District for one (1) year immediately preceding the day of election is eligible for election to the office of Governing Board member.

No employee of the District or the spouse of such employee may hold membership on the Governing Board of this District.

A Governing Board member is ineligible to serve simultaneously as a member of any other Governing Boardschool district governing board, except that a Governing Board member may be a candidate for nomination or election for any other Governing Board governing board if serving in the last year of a term of office.

Five-Member Board Same
Household Limitation

By legislative restriction applicable to five (5) member Boards, persons related as immediate family and having the same household within four (4) years:

● Shall A. Shall not serve simultaneously on the Governing Board.

● Are B. Are ineligible to be a candidate for nomination or election to the Governing Board, except when a member is serving is serving in the last year of a term of office.

● Are C. Are ineligible to be simultaneous candidates for nomination or election to the Governing Board.

A qualified elector residing in the District may bring an action in Superior Court to enforce these restrictions.

For purposes of this policy, the definitions of "immediate family" and "household of residence" set out in A.R.S. 15-421 shall apply.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-421
38-201

38-296.01

Arizona Constitution, Article VII, Section 15

BBBB ©
BOARD MEMBER OATH OF OFFICE

Oath of Office

Board members shall take and subscribe to the oath prescribed for public officers pursuant to A.R.S. 38-231, and forward the acknowledged oath on the same day to the County School Superintendent. The person taking the oath shall file a copy of the acknowledged oath in the District office. The District office shall keep such copy on file as long as the Board member remains on the Governing Board and for a period of five (5) years after last serving on the Board.

Time of Oath (Governing Board Members)

When a different time is not prescribed, the oath of office shall be taken and subscribed after the Board member has notice of appointment or, if elected, at any time after receipt of the certificate of election, or before commencement of the term of office.

Familiarization with
Open Meeting Law

A newly elected or appointed Governing Board member shall, at least one (1) day before taking office, review the Arizona open meeting law (OML) material prepared by the attorney general.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-426
38-231
38-232
38-233
38-431.01
Attorney General Arizona Agency Handbook, Chapter 7, Open Meetings

BBBC ©
BOARD MEMBER RESIGNATION

Any Board member who desires to resign from the Governing Board shall send a letter of resignation to the office of the County School Superintendent, with a copy to the Secretary of State, giving the effective date of resignation. The resigning Board member shall furnish a copy of such letter to each other member of the Board and to the Superintendent prior to the date on which said resignation is to become effective.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-302
38-101
38-291
38-294

BBBB-E ©

EXHIBIT

BOARD MEMBER OATH OF OFFICE

Oath of Office

In addition to any other form of oath or affirmation specifically provided by law, any officer or employee shall take and subscribe to the following oath or affirmation before entering upon the duties of such appointed office or employment.

State of Arizona, County of _____________________________________________, I, [type or print name], do solemnly swear (or affirm) that I will support the Constitution of the United States and the Constitution and laws of the State of Arizona; that I will bear true faith and allegiance to the same, and defend them against all enemies, foreign and domestic, and that I will faithfully and impartially discharge the duties of the office of [name of office] according to the best of my ability, so help me God (or so I do affirm).

____________________________________
(Signature of officer or employee)

LEGAL REF.:
A.R.S.
38-231

BBBD ©
BOARD MEMBER REMOVAL
FROM OFFICE

A Board member's position may be considered vacant or the Board member may be removed from office for reasons included in A.R.S. 38-291. These reasons are:

● Death A. Death of the person holding the office.

● Insanity B. Insanity of the person holding the office, when judicially determined.

● Resignation C. Resignation of the person holding the office and the lawful acceptance of the resignation.

● Removal D. Removal from office of the person holding the office.

● The E. The person holding the office ceasing to be a resident of the district for which he was elected.● Absence

F. Absence from the state by the person holding the office, without permission of the legislature, beyond

the period

the period of three (3) consecutive months.

● The

G. The person holding the office ceasing to discharge the duties of office for the period of three (3)

consecutive months

consecutive months.

● Conviction

H. Conviction of the person holding the office of a felony or an offense involving a violation of official duties.

● Failure

I. Failure of the person elected or appointed to such office to file an official oath within the time prescribed

by law

by law.

●

J. A decision of a competent tribunal declaring void the election or appointment of the person elected

or appointed

or appointed to the office.

● Failure

K. Failure of a person to be elected or appointed to the office.

● A

L. A violation of

section

section 38-296

by the person holding the office.

Every public officer holding an elective office, either by election or by appointment, is subject to recall from such office by the qualified electors of the electoral district from which candidates are elected to that office.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
19-201
19-202
19-202.01
19-209
19-216
38-291
38-296
38-431.07

BBBE ©
UNEXPIRED TERM FULFILLMENT

Any vacancy of a Governing Board member, as defined in A.R.S. 38-291, may be filled by appointment by the County School Superintendent as prescribed by state law. Such appointment shall be until the next regular election, at which time a successor shall be elected to serve the unexpired portion of the term. The County School Superintendent may call for an election to fill a vacancy on a local Governing Board as an alternative to appointment.

When a vacancy occurs, the Governing Board may, within thirty (30) days after notification of the vacancy, submit to the County School Superintendent up to three (3) names for consideration of an appointment to fill the vacancy. The County School Superintendent is not required to appoint a Governing Board member from the list of names submitted by the Board.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-302
38-291

A.G.O.
I82-111
Arizona Constitution, Article VII, Section 15

BCA ©
BOARD MEMBER ETHICS

As a member of the Governing Board:

● I shall listen.

● I shall represent the entire community without fear or favor.

● I shall inform myself on the proper duties and functions of a Governing Board member. I shall learn the school law of the State of Arizona.

● I shall accept office as a Governing Board member only as a means of unselfish service.

● I shall recognize the integrity of my predecessors and associates and the merit of their work.

● I shall recognize that school business may be legally transacted only in regular meetings of the Governing Board.

● I shall recognize that authority rests with the Governing Board only in legal session, and that a Governing Board member has no authority except at a regular meeting of the Governing Board.

● I shall immediately inform the Superintendent of any significant District problem brought to my attention.

● I shall recognize that to promise in advance of a meeting as to how I will vote on any question which is to be considered is to close my mind and agree not to think through other facts and points of view which may be presented at the meeting.

● As a member of a non-partisan board, I shall make no commitments to any group or committee requesting my influence.

● I shall observe the right and obligation of teachers to teach.

● I shall consider myself a trustee of public education and shall do my utmost to defend it, protect it, and conserve it.

Adopted: December 1, 2010

Board members will strive to improve public education, and to that end will:

A. Attend all Board meetings insofar as possible, and become informed concerning the issues to be considered at those meetings;

B. Recognize that decisions should be made only after discussion at publicly held Board meetings;

C. Render all decisions based on the available facts and independent judgment, and refuse to surrender that judgment to individuals or special-interest groups;

D. Encourage the free expression of opinion by all Board members, and seek systematic communications between the Board and students, staff, and all elements of the community;

E. Work with other Board members to establish effective Board policies and to delegate authority for the administration of the schools to the Superintendent;

F. Communicate to other Board members and the Superintendent expressions of public reaction to Board policies and school programs;

G. Be informed about current educational issues by individual study and through participation in programs providing needed information, such as those sponsored by state and national school boards associations;

H. Support the employment of persons best qualified to serve as school staff members, and insist on a regular and impartial evaluation of all personnel;

I. Avoid being placed in a position of conflict of interest, and refrain from using their Board position for personal or partisan gain;

J. Take no private action that will compromise the Board or administration, and respect the confidentiality of information that is privileged under applicable law; and

K. Remember always that a Board member's first and greatest concern must be the educational welfare of the students attending the public schools.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

BCB ©
BOARD MEMBER CONFLICT
OF INTEREST

Voting Restrictions

Notwithstanding any other provision of law, a Governing Board member shall be eligible to vote on any budgetary, personnel, or other question that comes before the Board, except that it shall be unlawful for a member to vote on a specific item that concerns the appointment, employment, or remuneration of such member or any person related to such member as a dependent as defined in A.R.S. 43-1001. [LEGAL REF.: A.R.S. 15-323]

Employment Limitation

No dependent, as defined in Section 43-1001, of a Governing Board member may be employed in the District, except by consent of the Board. [LEGAL REF.: A.R.S. 15-502]

No employee of the District or the spouse of such employee may hold membership on the Governing Board of the District. [LEGAL REF.: A.R.S. 15-421]

Conflict of Interest

Any Board member or employee of the District who has, or whose relative has, a substantial interest in any contract, sale, purchase, or service to the District shall make known that interest in the official records of the District and shall refrain from voting upon or otherwise participating in any manner as a Board member or employee in such contract, sale, or purchase. [LEGAL REF.: A.R.S. 38-503]

Any Board member or employee who has, or whose relative has, a substantial interest in any decision of the District shall make known such interest in the official records of the District and shall refrain from participating in any manner as a Board member or employee in such a decision. [LEGAL REF.: A.R.S. 38-503]

Purchases from Governing Board
Members for for Districts with
3,000 or More Students

School district procurement rules are required for all purchases of service from Governing Board members, regardless of the dollar amount. Purchases of servicesfor services may only be made after public competitive bidding. Purchases of supplies, materials, and equipment from Board members are subject to the following:

● Purchases for goods or services A. Purchases for supplies, materials, and equipment are limited to three hundred dollars ($300) per transaction;

● Total B. Total purchases within any twelve (12) month period are limited to one thousand dollars ($1,000);

● The C. The purchases comply with the Uniform System of Financial Records (USFR) guidelines for oral and written quotationswritten quotations.

● The D. The Board has, by majority vote, adopted or reconfirmed a policy authorizing such purchases within the preceding the preceding twelve (12) month period.

[LEGAL REF.: A.R.S. 38-503; 15-323; A.G.O. I84-012; I06-002]

Purchases from Governing Board

Members for Districts with

Fewer than 3,000 Students

School district procurement rules are required for all purchases of service from Governing Board members, regardless of the dollar amount. Purchases for services may only be made after public competitive bidding. Purchases of supplies, materials, and equipment from Board members are subject to the following:

A. Purchases less than one hundred thousand dollars ($100,000) comply with the Uniform System of Financial Records (USFR) guidelines for oral and written quotations;

B. Purchases of one hundred thousand dollars ($100,000) and above comply with the school district procurement rules for public competitive bidding;

C. Each purchase is approved by the Governing Board;

D. The amount of the purchase is included in the Board's meeting minutes.

[LEGAL REF.: A.R.S. 15-323; A.G.O. I06-002]

Filing of Disclosures

The District shall maintain for public inspection in a special file all documents necessary to memorialize all disclosures of substantial interest made known pursuant to the statutory conflict-of-interest provisions. [LEGAL REF.: A.R.S. 38-509]

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
15-213
15-323
15-421
15-502
38-481
38-503
38-509
43-1001
A.G.O.
I84-012
I87-035

I88-013
I06-002

CROSS REF.:
BBBA - Board Member Qualifications
DJE - Bidding/Purchasing Procedures

BCB-E E ©

EXHIBIT

BOARD MEMBER CONFLICT
OF INTEREST

I, _______________________________, do hereby indicate that I am presently a member of the Glendale Union High School District Governing Board, and that I (or my relative[s] _________________________________________________ ) have a substantial interest in the contract, sale, purchase, service to or decisions made by the Glendale Union High School District Governing Board. Description of the conflict is as follows:, do hereby indicate:

1. That I am presently an officer/employee of the ____________________________

_______________________________ __________School District;

2. That I (or my relative[s]: _____________________________________________________________________

________________________________________________________) have a substantial interest in the contract, sale, purchase, or service to or decision by the ____________________________________ ______________________________________________Governing Board as described below.

3. That I shall refrain from participating in any manner in my capacity as an employee or officer of _____________________________________________________________________I also declare that I shall refrain from participating in any manner in my capacity as Governing Board member in

School District in such contract, sale, purchase, service to, or decisions decision by the Governing Board unless specifically permitted to do so by law.

______________________     ________________________________________

                  Date                                                      Signature

                 Date Signature

Description of Conflict:

BDA ©
BOARD ORGANIZATIONAL MEETING

For the purpose of organization of the Governing Board, the Board shall meet at the most convenient public facility in the District. (If a public facility is not available within the District, the Board may meet at any available public facility convenient to all Board members, regardless of the county or school district in which the facility is located.) Such meeting shall be held between January 1 and January 15 next following the election.

The meeting shall be called to order by the President of the Board for the preceding year. If that person is not a member of the Board, a temporary president shall be elected and the meeting shall be called to order by the temporary president. The person calling the meeting to order shall preside until a successor is chosen.

The new President of the Board shall take office upon election.

Whenever there is a vacancy in the office of President, the Board shall elect a new officer to fill the vacancy during the unexpired term of office.

Adopted: December 1, 2010

In addition to the organizational meeting described in this policy, the Board may elect a Board President at any time, for any reason, providing that the matter has been properly placed and noticed on the Board agenda consistent with the open meeting law and adopted by the Board.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
38-431 et seq.

CROSS REF.:
BDB - Board Officers
BE - School Board Meetings
BEC - Executive Sessions/Open Meetings
BEDA - Notification of Board Meetings

BDB ©
BOARD OFFICERS

President

The officers duties of the Governing Board shall consist of those prescribed in the Arizona Revised Statutes.

President:

● The President shall preside at Governing Board meetings and perform all duties imposed by the Arizona Revised Statutes. Upon a majority vote of the quorum, the President shall call all special meetings and all executive sessions that may be deemed necessary.

● It shall be the duty of the President to call a meeting for the organization of the Board between January 1 and January 15 next following the election. No meeting for organization shall be held unless each member of the Governing Board has received three (3) days written notice of the meeting, signed by two members of the Governing Board. In the event that the President is not a continuing member, the Clerk shall call the meeting for the organization of the Governing Board.

● The President of the Governing Board is authorized to assume the Clerk's workload during an absence, except during official meetings.

Clerk:

● The Clerk shall perform, or cause to be performed, all duties imposed by statute. The Clerk shall serve in the absence of the President and in the performance of this service, exercise all powers of the President.

● The Clerk is authorized to use the signature stamps of other members of Governing Board, plus the Clerk's own signature, on papers that are routine matters. (This includes vouchers that have been approved in advance.)

● The Clerk is to assume the task of examining the purchase orders, and recommending their approval at the regular meetings.

● The Clerk is authorized to sign documents and employment contracts that have been approved by the Governing Board.

Adopted: December 1, 2010

President of the Board shall be as follows:

A. Preside over all meetings and conduct meetings in accordance with Arizona law and policies of the District.

B. Consult with the Superintendent and, on behalf of the Governing Board as a whole, approve items to be placed on the agenda for each meeting.

C. Encourage and maintain orderly and democratic participation.

D. Keep all discussions factual and on the subject at hand.

E. Allow for full and complete exploration of each item of business.

In the absence of the President of the Board, the Board members shall select a temporary president, which selection shall be recorded in the minutes.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

CROSS REF.:
BEDB - Agenda
BEDBA - Agenda Preparation and Dissemination

BDD ©
BOARD - SUPERINTENDENT RELATIONSHIP

The establishment of policies is the responsibility of the Board, and the execution of those policies is a function of the Superintendent.

The Superintendent is the chief executive officer of the School District and is responsible for the professional leadership and skill necessary to translate the policies of the Board into administrative action.

The Superintendent is responsible for the administration of the District. The Superintendent may delegate the necessary authority to other employees and develop such procedures and regulations as the Superintendent considers necessary to ensure efficient operation of the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-503

BDE ©
BOARD COMMITTEES

Committee work of the Board shall usually be done by members of the Board sitting as a committee of the whole. The Board shall not establish standing or permanent committees, and there shall be no standing or permanent committees composed of the Board members. If a temporary committee is appointed, it shall serve only for the time needed for its designated purpose. Committee recommendations shall be advisory only.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
38-431

CROSS REF.:
BDF - Advisory Committees

BDF ©
ADVISORY COMMITTEES

The Board may, by majority vote, appoint ad hoc committees when deemed advisable. Recommendations of such committees cannot be binding on the Board; they may be advisory only. These committees will be responsible for presenting to the Board recommendations for action based on research and facts. Any such committee shall automatically be dissolved upon completion of its assignment.

The Governing Board and the Superintendent President shall develop guidelines for each committee. These guidelines shall be approved by the Board prior to the first meeting of each committee and will include, but not necessarily be limited to, the following:

● A. A written, specific statement of the purpose of the committee.

● The B. The dates on which interim and final reports of the committee are to be rendered.

● The C. The date or event upon which the committee will be terminated.

● The D. The extent to which facilities, supplies, equipment, and clerical support will be provided to each committee.

The Superintendent will ensure that the following actions are taken for each committee established by the Board:

● Each A. Each committee member will be briefed on the requirements of the Arizona Open Meeting Law Law (A.R.S. 38-431) as it applies to committees of the Board.

● Notices B. Notices and agendas of all meetings of the committee will be posted.

● All C. All meetings will be open for public attendance.● Minutes will be

D. If an executive session is authorized, all applicable requirements as presented in Policy BEC, Executive Sessions/Open Meetings will be followed.

E. Minutes will be taken and made available for public inspection three (3) working days after the meeting.

A representative of the Board and the Superintendent will serve as ex-officio members of all advisory committees.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
38-431 et seq.

CROSS REF.:

BEC - Executive Sessions/Open Meetings

BDG ©
SCHOOL ATTORNEY

The Governing Board may employ an attorney to represent the District if the county attorney consents. The purpose for which an attorney is hired shall be set forth in writing by the Board.

The Governing Board may employ legal counsel without the consent of the county attorney when, in its discretion, it deems it advisable.

Compensation and purpose should be determined at the time of employment of private counsel.

The Superintendent and the President of the Board shall be designated as the representatives of the District who may confer with counsel. The District will not be responsible for fees that accrue because of unauthorized individual Board member or staff consultation with private counsel.

Copies of all written requests for opinions and opinions of private counsel shall be furnished by the Superintendent to all Board members. Requests for opinions requiring research or substantial amounts of work on the part of private counsel shall be in writing when practicable. Only the Board President and Superintendent may contact private counsel by telephone or in person regarding matters pertaining to the day-to-day operation of the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
11-532
15-341
15-343
38-431.07

BDH ©
BOARD CONSULTANTS

The District may employ consultants when appropriate to carry out tasks or projects that enhance the effectiveness of District operations 1) when the District does not have the specialized competency on its staff or 2) when such assignments would be burdensome to the school staff when added to their full-time assignments. The kinds of assistance sought from consultants may include, but will not necessarily be limited to 1) conducting fact-finding studies, surveys, and research; 2) providing counsel or services requiring special expertise; and 3) assisting the Board in developing policy and program recommendations. The employment of specific consultants, within the budgeted funds of the District, will be the responsibility of the Superintendent.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-343
A.A.C.
R7-2-1061 et seq.
R7-2-1117 et seq.

BE ©
SCHOOL BOARD MEETINGS

The Board shall transact all business at official meetings of the Board. These may be either regular or special meetings, defined as follows:

● Regular A. Regular meeting - the usual official legal-action meeting, scheduled and held regularly.

● Special B. Special meeting - an official legal-action meeting called between scheduled regular meetings to consider only specifically only specifically identified topics.

Every meeting of the Board, regular or special, shall be open to the public except for an executive session that is held in accordance with state law. A "meeting" is defined as the gathering, in person or through technological devices, of a quorum of members of a public body to discuss, propose or take legal action, including any deliberations with respect to such action, that has been properly noticed, pursuant to Arizona Revised Statutes.

Under certain circumstances a member of the Governing Board may be physically absent from a regular or special meeting, but may still participate in the meeting by telephone or video conferencing.

In order to participate telephonically or by video conferencing at a regular or special meeting of the Governing Board, the member 1) must be located out of Maricopa County unless the absence is due to illness or injury, 2) must give timely notice to the President or Clerk at least three (3) days prior to the regular meeting unless due to illness or injury, and 3) must make the physical arrangements for participating by way of the telephone or video conferencing.

Notwithstanding the foregoing, a Board member may give notice during a regular meeting that participation at the next regular meeting will be by telephone or video conferencing.

The privilege of participating telephonically or by video conferencing shall not exceed three (3) times in a four (4) month period unless due to illness or injury or an emergency situation wherein the Board member intends to but cannot physically make it to the meeting. The telephone call or the video conferencing shall be in place at least five (5) minutes before the meeting is called to order. The long distance telephone expenses for participating by telephone or video conferencing shall be borne by the Board member utilizing the privilege.

No more than one (1) member of the Governing Board may participate at a meeting by telephone or video conferencing unless a majority of the physically-present members approve or due to an emergency situation. No telephonic or video conferencing is allowed for advisory meetings, study sessions or executive sessions.

This privilege shall not be available to the President of the Governing Board unless due to an illness or injury or emergency situation wherein the President intends to but cannot physically make it to the meeting. If this occurs, the physically-present Clerk of the Board shall conduct the meeting. The President may participate electronically as a member but not as the President.

Notice of all Governing Board meetings, regular and special, shall be posted in compliance with the requirements prescribed by A.R.S. 38-431.02 and described in Board Policy BEDA.

Regular Board Meetings

The Governing Board shall hold a regular meeting at least once each month during the regular school year and may hold other meetings as often as called. If action has been taken and documents approve approved at a meeting, they may be signed subsequently by individual Board members.Regular Board meetings shall be scheduled on the first (1st) and third (3rd) Wednesday of each calendar month at 7:30 p.m. in the Board Room at the Glendale Union High School District Administrative Center unless otherwise designated at a previous

meetingChoose this:

The _______ and ___________________________ of each month during the regular school year are designated as the regular Board meeting dates. The Board may hold other meetings as often as called.

Or choose this:

The _____________________________ of each month during the regular school year is designated as the regular Board meeting date. The Board may hold other meetings as often as called.

A regular meeting may be rescheduled or canceled:

● By A. By majority vote of the Board when noticed as a meeting agenda item.

● By B. By declaration of the Board President, or if the President is unavailable another member of the Board, in in consultation with the Superintendent, when a significant event beyond the Board's control renders attendance renders attendance at the meeting unsafe or unreasonable in light of the circumstance, such as:

■ Significantly 1. Significantly inclement weather conditions, or

■ A 2. A local, state, or national emergency of a magnitude it intervenes to the extent that convening of convening of the meeting is inadvisable.

● When C. When the absence of a quorum of the Board will render the meeting impermissible.

Every regular meeting of the Board shall be open to the public, and the Board shall meet at the most convenient public facility in the District. ( If a public facility is not available within the District, the Board may meet at any available public facility convenient to all Board members, regardless of the county or school district in which the facility is located.)

Special Board Meetings

Special meetings may be called whenever deemed necessary. Written or telephoned notice of all special meetings shall be given to the members of the Board at least twenty-four (24) hours prior to the time stated for the meeting to convene. Said notice shall indicate the purpose of the special meeting. No business other than the matters specified in the notice shall be transacted at such meeting.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-843
38-431 et seq.
A.G.O.
I79-45

CROSS REF.:
BEC - Executive Sessions/Open Meetings
BEDA - Notification of Board Meetings
BEDB - Agenda
BEDC - Quorum

BEC ©
EXECUTIVE SESSIONS / OPEN MEETINGS

The Board may enter into executive session after the following requirements have been met:

●

A. A notice of the executive session has been provided to the Board members and the general public stating

the provision

the provision of law authorizing the executive session in accordance with Board Policy BEDA.

● The

B. The Board has first been convened in open meeting, for which notice, stating the specific provision of

law authorizing

law authorizing the executive session, has been given.

● The

C. The Board President has identified the section or sections of A.R.S. 38-431.03

that

that authorize the holding

of the

of the executive session and has stated the language of the section(s) and a general description of the

matters to

matters to be considered.

● The

D. The executive session is authorized by a vote in open session, either during the current Governing

Board meeting

Board meeting or at a prior meeting of the Board designating the time and the date of the future executive session.

The Governing Board shall provide any officer, appointee, or employee to be considered or discussed at a meeting with written notice of the executive session as is appropriate but not less than twenty-four (24) hours for the officer, appointee, or employee to determine whether the discussion or consideration should occur at a public meeting.

No final action, decision, or vote shall be taken while the Board is in executive session, except as provided by law.

The Board shall reconvene the open meeting after an executive session prior to adjourning the meeting.

During the executive session, all persons present in the executive session will be read the admonition on the confidentiality of the executive session minutes and deliberations.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
15-843
38-431.01
38-431.02
38-431.03
A.G.O.
I79-45
I79-4949
I79-126
I79-136
I80-118
I80-146
I81-058
I81-060
I81-090

CROSS REF.:
BBBB - Board Member Oath of Office
BEDA - Notification of Board Meetings
BEDG - Minutes
JKD - Student Suspension

BEC-E ©EA ©

EXHIBIT

EXECUTIVE SESSIONS / OPEN MEETINGS

MINUTES

________________ ________________ __________________________
Date Time Place

I. Record the names of persons present (Only Board Members, individuals provided for by statute, and other persons whom the Board determines are reasonably necessary for the purposes of the executive session may be present). Indicate who and when anyone leaves or enters during the executive session:

II. Specify the section of A.R.S. 38-431 under which the executive session was called and a general description of the respective topic(s). The same information should have been indicated on the agenda:

III. (Read prior to each executive session:)

All persons present are hereby reminded that it is unlawful to disclose or otherwise divulge to any person who is not now present, other than a current member of the Board, or pursuant to a specific statutory exception, anything that has transpired or has been discussed during this executive session. Failure to comply is a violation of A.R.S. 38-431.03.

IV. Items of discussion (if the session is held under authority of A.R.S. 38-431.03, Subsection A, paragraphs 4, 5, or 7, an accurate description of all instructions given must be included):

BEC-EB ©

EXHIBIT

EXECUTIVE SESSIONS / OPEN MEETINGS

Form 7.5
Notice of Meeting and Possible Executive Session of a Public Body

Sections 7.6.8 and 7.10.1
NOTICE OF MEETING AND POSSIBLE EXECUTIVE SESSION OF THE
[NAME OF PUBLIC BODY]

Pursuant to A. R.S. § 38-431.02, notice is hereby given to the members of the [name of public body] and to the general public that the [name of public body] will hold a meeting open to the public on [date, time, and exact location] for the purpose of deciding whether to go into executive session. If authorized by a majority vote of the [name of public body], the executive session will be held immediately after the vote and will not be open to the public.

The agenda for the meeting is as follows:

[Include a general description of the matters to be discussed or considered, but exclude information that would defeat the purpose of the executive session. See Form 7.7 (Sample Notice and Agenda)]

[OR]

A copy of the agenda for the meeting will be available at [location where the agenda will be available] at least twenty-four hours in advance of the meeting.

This executive session is authorized under A.R.S. § 38-431.03, Subsection (A), paragraph [list applicable provision].

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

Persons with a disability may request a reasonable accommodation, such as a sign language interpreter, by contacting [name, telephone number, TDD telephone number]. Requests should be made as early as possible to arrange the accommodation.

BEC-EC ©

EXHIBIT

EXECUTIVE SESSIONS / OPEN MEETINGS

Form 7.6
Notice of Combined Public Meeting and Executive Session

Sections 7.6.8, 7.7.4, and 7.10.1
NOTICE OF COMBINED PUBLIC MEETING AND EXECUTIVE SESSION OF
[NAME OF PUBLIC BODY]

Pursuant to A. R.S. § 38-431.02, notice is hereby given to the members of the [name of public body] and to the general public that the [name of public body] will hold a meeting open to the public on [date, time, and exact location]. As indicated in the agenda, pursuant to A.R.S. § 38-431.03(A) [specific paragraph that justifies the executive session]. The [name of public body] may vote to go into executive session, which will not be open to the public, to discuss certain matters.

The agenda for the meeting is as follows:

[List the specific matter to be discussed, considered, or decided. See Form 7.7 (Sample Notice and Agenda). Identify those matters that may be discussed or considered in executive session and identify the paragraph of A.R.S. § 38-431.03(A) authorizing the executive session, but exclude information that would defeat the purpose of the executive session.]

[OR]

A copy of the agenda for the meeting will be available at [location where the agenda will be available] at least twenty-four hours in advance of the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEC-ED ©

EXHIBIT

EXECUTIVE SESSIONS / OPEN MEETINGS

Form 7.13
Employee Notice of Executive Session

Section 7.9.4

[DATE]

[Name and Address of Officer or Employee who is the
subject of discussion at the executive session]

Dear [Name of employee]:

This is to advise you that the [name of public body] will meet in executive session at its next meeting on [date, time, and exact location] to discuss [describe nature of matters to be discussed or considered]. You may request that the discussion take place during the [name of public body's] public meeting rather than in executive session, by contacting the undersigned not later than [date and time by which notification must be given*].

Any person with a disability may request a reasonable accommodation, such as a sign language interpreter, by contacting [name, telephone number, TDD telephone number]. Requests should be made as early as possible to arrange the accommodation.

Very truly yours,

____________________________________
[authorized signature]

* Since the public body must post its notice of either a public meeting or an executive session at least twenty-four hours before the meeting, the deadline for the employee to exercise his or her right to demand a public meeting must be more than twenty-four hours before the meeting.

BED ©
MEETING PROCEDURES / BYLAWS

The President of the Board is responsible for the orderly conduct of the meeting and shall rule on such matters as the time to be allowed for public discussion, the appropriateness of the subject being presented, and the suitability of the time for such a presentation. All such rulings are subject to review by the Board at a subsequent meeting, properly noticed, as long as the matter is included on the agenda.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

BEDA ©
NOTIFICATION OF BOARD MEETINGS

A statement shall be conspicuously posted on the District's website specifying where all notices of the Governing Board meetings are posted, including the physical and electronic locations, and give additional public notice as is reasonable and practicable as to all meetings.

The District shall post all Governing Board public meeting notices on its website and give additional public notice as is reasonable and practicable as to all meetings. When the District has complied with all other public notice requirements of A.R.S. 38-431.02, the Board is not precluded from holding a meeting for which notice was posted when a technological problem or failure either:

● prevents A. prevents the posting of public notice on the District website, or

● temporarily B. temporarily or permanently prevents use of all or part of the District's website.

When an executive session of the Board is scheduled a notice of the executive session stating the provision of law authorizing the executive session and including a general description of the matters to be considered shall be provided to:

● the A. the members of the Governing Board, and

● the B. the general public.

At least twenty-four (24) hours prior to the meeting notice shall be given to the members of the Governing Board and to the general public by posting in the designated public place(s) the time and place, and the meeting agenda or any change in the meeting agenda. The notice shall include an agenda of the matters to be discussed, considered or decided at the meeting, or include information on how the public may obtain a copy of the agenda.

The twenty-four (24) hour notice period:

● May A. May include Saturday when, in addition to any website posting, the public has twenty-four (24) hour access access to the physical posting location.

● Does B. Does not include Sundays and other holidays prescribed in A.R.S. 1-301.

A twenty-four (24) hour meeting notice is not required in the case of an actual emergency, however, notice shall be given and procedures followed in accordance with the requirements of 38-431.02 as are appropriate to the circumstances.

A meeting may be recessed and resumed with less than twenty-four (24) hours notice when proper initial meeting notice was given and, before recessing, public notice is given specifying the time and place the meeting will be resumed or identifying the method by which such notice shall be publicly given.

When the Governing Board intends to meet at a regular place and time on a regular day, date or event for a specified calendar period, the District may post notice of the beginning of the applicable calendar period and the period for which the notification is valid.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
1-301
15-321
15-341
38-431.01
38-431.02

A.G.O.
I79-45

CROSS REF.:
BE - School Board Meetings
BEC - Executive Sessions/Open Meetings
BEDB - Agenda

BEDA-EA ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.1
Disclosure Statement

Section 7.6.3.1
STATEMENT OF LOCATIONS WHERE ALL NOTICES OF THE MEETINGS
OF THE [NAME OF PUBLIC BODY] WILL BE POSTED

Pursuant to A.R.S. § 38-431.02, the [name of public body] hereby states that all notices of the meetings of the [name of public body] and any of its committees and subcommittees will be posted [identify the location where notices will be posted and include the hours during which such locations are open to the public, for example, "in the lobby of the State Capitol located at 1700 West Washington, Phoenix, Arizona, and at the press room of the State Senate Building, 1700 West Washington, Phoenix, Arizona. Both locations are open to the public Monday through Friday from 8:00 a.m. to 5:00 p.m. except legal holidays."] Such notices will indicate the date, time, and place of the meeting and will include an agenda or information concerning the manner in which the public may obtain an agenda for the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDA-EB ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.2
Notice of Public Meeting of a Public Body

Sections 7.6.3, 7.7.4, 7.10.1
NOTICE OF PUBLIC MEETING OF THE
[NAME OF PUBLIC BODY]

The agenda for the meeting is as follows:

[List the specific matters to be discussed, considered, or decided. See Form 7.7 (Sample Notice and Agenda)]

[OR]

A copy of the agenda for the meeting will be available at [location where the agenda will be available] at least twenty-four hours in advance of the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDA-EC ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.3
Notice of Public Meeting of a Subcommittee or
Advisory Committee of a Public Body

Sections 7.6.3, 7.10.1
NOTICE OF MEETING OF THE [NAME OF SUBCOMMITTEE OR
ADVISORY COMMITTEE] OF THE [NAME OF PUBLIC BODY]

Pursuant to A. R.S. § 38-431.02, notice is hereby given to the members of the [name of committee] of the [name of public body] and to the general public that the [name of committee] of the [name of public body] will hold a meeting open to the public on the [date, time, and exact location].

The agenda for the meeting is as follows:

[List the specific matters to be discussed, considered or decided. See Form 7.7 (Sample Notice and Agenda)]

[OR]

A copy of the agenda for the meeting will be available at [location where the agenda will be available] at least twenty-four hours in advance of the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDA-ED ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.4
Notice of Regular Meetings of a Public Body

Sections 7.6.3, 7.6.6, 7.7.4, and 7.10.1
NOTICE OF REGULAR MEETINGS OF THE
[NAME OF PUBLIC BODY]

Pursuant to A.R.S. § 38-431.02(F), notice is hereby given to the members of the [name of public body] and to the general public that the [name of public body] will hold regular meetings on the [specific day of month] of each month during the year [year]. The meetings will begin at [time] and will be held at [exact location].

A copy of the agenda for the meeting will be available at [location where the agenda will be available] at least twenty-four hours in advance of the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDA-EE ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.8
Certification of Posting of Notice

Section 7.6.9
CERTIFICATION OF POSTING OF NOTICE

The undersigned hereby certifies that a copy of the attached notice was duly posted at [place] on [date and time] in accordance with the statement filed by the [name of public body].

Dated this _________ day of ___________________________, 20____.

_______________________________________
[name and title of person signing the certification]

BEDA-EF ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.9
Special Notice of Emergency Meeting

Section 7.7.9
SPECIAL NOTICE OF AN EMERGENCY MEETING OF
[NAME OF PUBLIC BODY] HELD [DATE]

Pursuant to A.R.S. § 38-431.02(D), notice is hereby given that an emergency session of the [name of public body] was held on [date, time, and exact location].

At the emergency session the [name of public body] [describe the specific matters discussed, considered, or decided, or in the case of matters considered in an emergency executive session, a general description of the matters considered, provided that no information is included that would defeat the purpose of the executive session].

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDA-EG ©

EXHIBIT

NOTIFICATION OF BOARD MEETINGS

Form 7.12
Notice of Action to be Ratified

Sections 7.6.4, 7.10.1, and 7.12.2
NOTICE OF PUBLIC MEETING OF THE [NAME OF PUBLIC BODY]
FOR THE PURPOSE OF RATIFYING PAST ACTION TAKEN
IN VIOLATION OF OPEN MEETING LAW

Pursuant to A.R.S. § 38-431.05, notice is hereby given to the members of the [name of public body] and to the general public that the [name of public body] will hold a meeting open to the public on [date, time, and exact location].

The purpose of the meeting is to ratify an action of the [name of public body] that may have been taken in violation of the Open Meeting Law. This action involved:

[Describe the action.]

The public may obtain a detailed written description of the action to be ratified, and all deliberations, consultations, and decisions by members of the public body that preceded and relate to this action to be ratified at [identify the location and include hours] at least 72 hours in advance of the meeting.

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDB ©
AGENDA

The agenda shall list the specific matters to be discussed, considered or decided at the meeting. The Governing Board may discuss, consider or make decisions only on matters listed on the agenda and other matters related thereto. (Subject to A.R.S. 38-431.02)

Unless changed by a majority vote of Board members present at a meeting, the order of business shall be as follows:

Regular meetings:

● Call A. Call to order

● Adoption B. Adoption of the agenda (discussion of items is not in order)

● Pledge C. Pledge of allegiance

● Board D. Board Meeting minutes not previously approved

● Information E. Information only items (Items to be heard only; the Board will not propose, discuss, or take legal action during the during the meeting unless the specific matter is properly noticed for legal action.)

■ Summary 1. Summary of current events

⇒ Superintendent

♦ Celebrations

a. Superintendent

i. Celebrations and recognitions

⇒ Governing b. Governing Board members■ Reports

2. Reports (Notice must be specific as to

the

type of report that will be given, subject matter and whom will

be making

be making the report

)

● Public F. Public comments (members of the Governing Board shall not discuss or take legal action on matters raised during raised during an open call to the public unless the matters are properly noticed for discussion and legal action)

● Action G. Action items (Matters on which the Governing Board may take legal action during the meeting)

■ Consent 1. Consent agenda items (When so presented, should fully describe the matters on the agenda and inform the inform the public where more information can be obtained)

■ Specific 2. Specific items of District business (as listed for consideration, may include various categorical areas as the as the business of the District necessitates Board discussion, deliberation, and action)

● Information H. Information and Discussion items (Matters about which the Board may engage in discussion but will take no action no action during the meeting)

● Information I. Information items (The Board will not propose, discuss, or take legal action during the meeting)

■ Requests 1. Requests for future agenda items

● AdjournmentJ. Adjournment

Special meetings:

● Call A. Call to order

● Items B. Items for which the special meeting was called (May include timely action, discussion, and information items as items as conditioned for regular meetings)

● Announcements

● AdjournmentC. Announcements

D. Adjournment

Executive sessions:

● An A. An executive session may be scheduled, as necessary, during either a regular or special meeting. (See Arizona See Arizona Attorney General Agency Handbook Section 7.6.7)

■ When 1. When an executive session is to be held, the notice must state the specific provision of law authorizing the authorizing the executive session.

■ The 2. The Board may vote to hold an executive session for the purpose of obtaining legal advice from the Boardthe Board's attorney on any matter listed on the agenda pursuant to A.R.S. 38-431.03(A)(3).

Emergency meetings

In the case of an actual emergency, the Governing Board, after giving such notice as is appropriate to the circumstances, may act on an emergency matter or call an emergency meeting in accordance with the requirements set out in A.R.S. 38-431.02. The emergency meeting shall follow the order of business for a special meeting. An emergency meeting shall be subsequently followed by the posting of a public notice within twenty-four (24) hours declaring that an emergency session has been held and setting forth the information specified by 38-431.02. Chapter 7 of the Arizona Agency Handbook shall be consulted for guidance when an emergency action or meeting is being considered.

Accommodations for the Disabled

Persons with a disability may request a reasonable accommodation, such as a sign language interpreter, by contacting [name of designated agency contact person] at [telephone number and TDD telephone number]. Requests should be made as early as possible to allow time to arrange the accommodation.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
38-431
38-431.01
38-431.02
38-431.03

CROSS REF.:
BDB - Board Officers

BEC - Executive Sessions/Open Meetings

BEDB-E ©

EXHIBIT

AGENDA

Form 7.7
Sample Notice and Agenda of Public Meeting and Executive Session

Sections 7.6.4, 7.6.8, 7.7.2, 7.7.4, and 7.10.1
NOTICE AND AGENDA OF MEETING OF THE
ARIZONA COMMISSION ON THE ENVIRONMENT

Pursuant to A.R.S.

§ 38-431.02, notice is

hereby given to the members of the Arizona Commission on the Environment and to the general public that the Arizona Commission on the Environment will hold a meeting open to the public on January 21, 2000, beginning at 8:30 a.m. in Room 201, Health Building, 1740 West Adams, Phoenix, Arizona. As indicated in the following agenda, the Arizona Commission on the Environment may vote to go into executive session, which will not be open to the public, to discuss certain matters.

The agenda for the meeting is as follows:

I. Call to Order. (Chairman Smith)

II. Approval of Minutes of October 19, 1999 Meeting.

III. Committee Reports. (Oral reports of the following committees and discussion thereon.)

1. Computer Committee. Report by the chair of the Commission's Advisory Committee on proposals

for

acquiring

for acquiring a new computer system for the Commission.

IV. Personnel.

1. Consideration of applicants for Director of the Commission. The Commission may vote to discuss

this

matter

this matter in executive session pursuant to A. R.S.

§ 38-431.03(A)(1). The names of the applicants may

be

obtained

be obtained by contacting the Commission's Executive Secretary.

2. Selection of Director of the Commission. The Commission may defer a decision on this matter to a

later

date

later date.

V. Litigation.

1. State v. Acme Polluters. Discussion and decision concerning possible settlement. The Commission

may

vote

may vote to discuss this matter with the Commission's attorneys in executive session pursuant to A.R.S. §

38-431.03(A)(3) and (4). The Commission may decide the matter in the public meeting or defer

decision

to

decision to a later date.

2. Instituting Litigation. Discussion with and instruction to the Commission's attorneys concerning the

filing

of

filing of an enforcement action against The Brown Corporation. The Commission may discuss this matter

in

executive

in executive session pursuant to A.R.S.

§ 38-431.03(A)(2), (3), and (4). The Commission may decide

the

matter

the matter in the public meeting or defer decision to a later date.

VI. Consent Agenda.

Approval of routine warrants, purchase orders, travel claims, employee leave and transfer requests, and employee resignations. (Documentation concerning the matters on the consent agenda may be reviewed at the Commission's office.) Any matter on the Consent Agenda will be removed from the Consent Agenda and discussed as a regular agenda item upon the request of any Commission member.

1. Approval of purchase order numbers 1204, 1205, and 1206 for purchase of computer equipment.

2. Approval of travel claims for employees John Q. Smith and Mary M. McGee.

3. Approval of resignation of Daniel Warren and resolution to thank Daniel Warren for ten years of service.

VII. Call to the Public.

This is the time for the public to comment. Members of the Board may not discuss items that are not on the agenda. Therefore, action taken as a result of public comment will be limited to directing staff to study the matter or scheduling the matter for further consideration and decision at a later date.

VIII. Summary of Current Events.

The chief administrator, presiding officer or a member of the board may present a brief summary of current events pursuant to A.R.S.

§ 38-431.02(K). The Board will not discuss or take action on any current event summary.

The Board may discuss future dates for meetings and direct staff to place matters on future agendas.

IX. Future Meeting Dates and Items for Future Agendas.

A copy of the agenda background material provided to Commission members (with the exception of material relating to possible executive sessions) is available for public inspection at the Commission's office, Room 402, Health Building, 1740 West Adams, Phoenix, Arizona.

Dated this 7th day of January, 2000.

ARIZONA COMMISSION ON THE ENVIRONMENT

Chris Jones

Executive Secretary

BEDBA ©
AGENDA PREPARATION AND DISSEMINATION

Regular Meetings

The Superintendent will prepare Board meeting agendas in consultation with the Board President.

The Superintendent, with the with the approval of the Board President, on behalf of the Governing Board as a whole, may may place items on the agenda. Any Board member proposing an item for consideration of placement on the agenda will notify the Board President or the Superintendent in writing of the particular item of business at least five (5) working days before the meeting.

The agenda and supporting materials shall be distributed to the Board members not less than twenty-four (24) hours prior to the meeting.

Upon request, copies of the agenda shall be available to the public and the press.

Special Meetings

Whenever possible, the procedures for agenda preparation and dissemination used for regular meetings will be used for special meetings.

These procedures may be altered by the Superintendent during an emergency or when compliance would be impractical. However, the Superintendent shall comply with all legal requirements in scheduling special meetings.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
38-431 et seq.

CROSS REF.:

BDB - Board Officers

BEDC ©
QUORUM

A quorum consisting of a majority of the Board membership shall be necessary to conduct any business. In the event that a quorum is not present within ____________ (____) minutes of the time scheduled, the meeting may be canceled and another meeting scheduled, with due and proper notices as prescribed by policy and law.

When there is a vacancy of one (1) or more members on the Governing Board, a majority of the members remaining constitute a quorum for the transaction of business, except that a single Board member does not constitute a quorum.

Efforts shall be made to fill vacancies on the Governing Board as soon as is practicable.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
1-216
15-321

A.G.O.
I84-165

CROSS REF.:
BBBE - Unexpired Term Fulfillment

BEDD ©
RULES OF ORDER

The Board prescribes rules for its meetings as follows:

● It

A. It shall hold a regular meeting at least once each month during the regular school year and may hold

other meetings

other meetings as often as called.

● Each

B. Each action item shall require a motion, and all motions shall require seconding.

● The

C. The President may make or second motions, and may vote on all motions.

● A

D. A motion to adjourn is in order at any time. Such a motion shall require a second and a majority vote.

No discussion

No discussion is in order.

● A

E. A motion to table is in order at any time. Such a motion requires a second and is limited to being

considered only

considered only once on any given agenda item. No discussion is in order.

F. Rules of order may be subject to suspension only upon a majority vote of the members of the Board present at a meeting.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341

CROSS REF.:
BED - Meeting Procedures/Bylaws
BEDA - Notification of Board Meetings
BEDB - Agenda
BEDBA - Agenda Preparation and Dissemination
BEDC - Quorum
BEDF - Voting Method
BEDG - Minutes
BEDH - Public Participation at Board Meetings
BGF - Suspension/Repeal of Policy

BEDF ©
VOTING METHOD

Votes on all motions and resolutions shall be by ayes and , nays . No secret ballots shall be used.or abstentions.

At the discretion of the Board President or on the request of a member, a show-of-hands or roll-call vote shall be made and the vote of members shall be recorded. On a voice vote, members may request that their own votes be recorded.

All motions shall be carried by a majority of the members who vote, or as otherwise required by law.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
1-216
15-321
38-431
A.G.O.
I78-237

CROSS REF.:
BEDC - Quorum
BEDD - Rules of Order
BEDG - Minutes

BEDG ©
MINUTES

Written or recorded minutes shall be taken of all regular and special Board meetings, including executive sessions, and shall include the information required by A.R.S. 38-431.01. The written minutes or recording shall be available for public inspection three (3) working days after the date of the meeting, except for confidential executive session minutes. Written minutes or a recording not yet approved by the Governing Board shall be marked as "draft" or "unapproved." The minutes or recording shall not be withheld from the public pending approval and must be in a form readily accessible to the public.

Copies of unapproved written minutes, in print or digital form, shall be distributed to all Board members prior to the next meeting. The Board will take action at a subsequent meeting to amend and/or approve the written minutes.

Copies of the confirmed minutes will be sent to each school's administrator, Media Center, front office for posting, local Glendale Union Education Association (GUEA) representative, and to the GUEA president

The Superintendent shall oversee the preparation of written or recorded minutes of all executive sessions, as required by A.R.S. 38-431.01. The Superintendent will provide confidential copies of unapproved written minutes, in print or digital form, to all Board members prior to the next meeting.

The Superintendent shall assure that permanent archival files of all approved Governing Board meeting minutes and related required materials are maintained in accordance with A.R.S. 39-101 and standards established by Arizona State Library, Archives and Public Records (ASLAPR). Regular and special Board meeting minutes shall be filed separately from Board executive session minutes.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-843
38-421
38-431.01
38-431.03
39-101

39-121

39-122
41-1347
41-1351
A.G.O.
I80-198
Attorney General Arizona Agency Handbook, Chapter 7,Open Meetings
ASLAPR General Retention Schedule for School Districts and Charter Schools

CROSS REF.:
BED - Meeting Procedures/Bylaws

BEDG-R ©

REGULATION

MINUTES

(Minutes of Open Session Governing Board Meetings,
Board Subcommittees and Advisory Committees)

For meetings other than executive sessions, minutes are to contain at least the following information:

● Date

A. Date, time, and place of meeting.

● Members

B. Members of the Governing Board recorded as either present or absent.

● General

C. General description of the matter considered.

● An

D. An accurate description of all legal actions proposed, discussed or taken, and the name of the Board

member who

member who proposed each motion.

● Names

E. Names of the persons, as given, making statements or presenting material to the Governing Board and

a reference

a reference to the legal action about which they made statements or presented material.

A meeting, for the purposes of the open meeting statutes, is the gathering of a quorum of Governing Board members at which they discuss, propose or take legal action, including any deliberations by a quorum with respect to such action. [38-431]

It is therefore necessary to remember that:

● the

A. the coming together of a quorum of Governing Board members:

■ in

1. in person or by technological devices such as speakerphone, Internet, or other device,

■ including

2. including study sessions, work sessions, and retreats,

■ regardless

3. regardless of whether or not any voting is scheduled to occur,

● or

B. or of a subcommittee or advisory committee appointed by or at the direction of the Board, or which is to report to

report to

the Board,

■ is

1. is a "meeting" and, therefore,

■ minutes

2. minutes must be taken and processed as required by statute and specified above.

BEDG-EA ©

EXHIBIT

MINUTES

Form 7.10
Minutes of Public Meeting

Sections 7.8.1 and 7.8.2
MINUTES OF PUBLIC MEETING OF THE
[NAME OF PUBLIC BODY] OF MEETING HELD [DATE]

A public meeting of the [name of public body] was convened on [date, time, and exact location]. Present at the meeting were the following members of the [name of public body]: [names of members present]. Absent were: [names of members absent]. The following matters were discussed, considered, and decided at the meeting:

[Generally describe all matters discussed or considered by the public body.]
[Describe accurately all legal actions proposed, discussed, or taken and the names of persons who proposed each motion].
[Identify each person making statements or presenting material to the public body, making specific reference to the legal action about which they made statements or presented material.]
[Other required information. See Section 7.8.2(6), (7), (8).]

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDG-EB ©

EXHIBIT

MINUTES

Form 7.11
Minutes of Executive Session

Sections 7.8.1, 7.8.3
MINUTES OF EXECUTIVE SESSION OF THE
[NAME OF PUBLIC BODY] HELD [DATE]

An executive session of the [name of public body] was convened on [date, time, and exact location]. The [name of public body] voted to go into executive session at a public meeting on [date, time, and exact location]. Present at the executive session were the following members of the [name of public body]: [names of members present]. Absent were: [names of members absent]. Also attending the executive session were: [names of those present including the reasons for their presence, for example, attorney for the public body, etc.]

The following matters were discussed and considered at the meeting:

[Generally describe the matters discussed or considered by the public body.]
[Describe all instructions given to attorneys or designated representatives pursuant to A.R.S. § 38-431.03(A)(4), (5) and (7).]
[If the executive session is held as an emergency session, include the statement of reasons for the emergency consideration. See Section 7.8.2(7).]
[Include such other information as the public body deems appropriate, including information necessary to establish that executive session was proper and appropriate. See Section 7.8.3(5).]

Dated this _________ day of ___________________________, 20____.

___________________________________
[name of public body]

By_________________________________
[authorized signature]

BEDH ©
PUBLIC PARTICIPATION AT
BOARD MEETINGS

All regular and special meetings of the Board shall be open to the public.

The Board invites the viewpoints of citizens throughout the District, and considers the responsible presentation of these viewpoints vital to the efficient operation of the District. The Board also recognizes its responsibility for the proper governance of the schools and therefore the need to conduct its business in an orderly and efficient manner. The Board therefore establishes the following procedures to receive input from citizens of the District:

● Any

A. Any individual desiring to address the Board shall complete a form (

Public Participation at a Governing Board Meeting

Request to Address Board) and give

this form

this form to the

Administrative Assistant to the Governing Board

Superintendent prior to the start of the Board meeting.

● The

B. The Board President shall be responsible for recognizing speakers, maintaining proper order, and

adhering to

adhering to any time limit set.

Questions of fact asked by the public on an agenda item shall, when appropriate, be answered by the President or referred to the Superintendent for reply. Questions

Questions requiring investigation shall be

referred to

referred to the Superintendent for later report to the Board. Questions or comments on matters that are

currently under

currently under legal review will not receive a response.

● If

C. If considered necessary, the President shall set a time limit on the length of the comment period. In order

to ensure

to ensure that each individual has an opportunity to address the Board, the President may also set a time

limit for

limit for individual speakers.

● Members of the public may be recognized by the President to assist the Board with information for the conduct of its official business.

● Personal

D. Personal attacks upon Board members, staff personnel, or other persons in attendance or absent

by individuals

by individuals who address the Board are discouraged. Presenters are cautioned that statements

or representations

or representations concerning others that convey an unjustly unfavorable impression may subject

the presenter

the presenter to civil action for defamation. Policies KE, KEB, KEC, and KED are provided by the

Board for

Board for disposition of legitimate complaints, including those involving individuals. Upon conclusion of the open call to the public, individual members of the Board may respond to any criticism made by an individual who has addressed the Board.

The Superintendent shall ensure that an adequate supply of public participation request forms are available a copy of this policy is posted at the entrance to the Board meeting room, and that an adequate supply of forms is available.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
38-431.01

CROSS REF.:
BDB - Board Officers
BHC - Board Communications with Staff Members
BHD - Board Communications with the Public
KEB - Public Concerns/Complaints about Personnel

BEDH-E E ©

EXHIBIT

PUBLIC PARTICIPATION AT
BOARD MEETINGS

REQUEST TO ADDRESS BOARD

I request permission to address the Governing Board on the following item on the agenda:

________________________________________________________________

_________________ __ ___________________________________________
(Date) (Name and Telephone Number)

____________________________________________
(Street Address)

____________________________________________
(City) (State) (Zip)

____________________________________________
(E-mail Address)

____________________________________________
(Representing)

BG ©
SCHOOL BOARD POLICY PROCESS

It is the intent of the Board to adopt policies so that they may serve as guidelines for its own operations and for the successful and efficient functioning of the District.

Policy adoption is one of the Board's chief responsibilities. Suggestions regarding the content of policies may originate with a member of the Board, the Superintendent, a staff member, a parent, a student, a consultant, a civic group, or any resident of the District. A careful and orderly process shall be used in examining such proposals. The policy proposals shall be referred to the administration for detailed study prior to recommendation(s) being provided to the Board. The Board may take action in accordance with Policy BGB after hearing the Superintendent's recommendations.

The policies of the Board are framed and intended to be interpreted within the context of applicable laws and regulations.

Changes in needs, conditions, purposes, and objectives may require revisions, deletions, and additions to the policies. The District will welcome suggestions for ongoing policy review and revision.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341

BGB ©
POLICY ADOPTION

Adoption of new policies or the revision or repeal of existing policies is the responsibility of the Board. The Board shall adhere to the following procedure in considering and adopting policy proposals to ensure that they are fully studied before final action:

● First and second A. First meeting - the proposal shall be presented for review.

● Third B. Second meeting - the proposal shall be presented for discussion and action.

During discussion of a policy proposal, the views of the public, staff members, and the Board may result in changes. A change shall not require that the policy go through an additional review except as the Board determines that the change requires further study and that an additional review would be desirable.

Policies may be adopted or amended at a single meeting of the Board in a Board-declared emergency.

Adopted: December 1, 2010date of Manual adoption

BEDI ©
NEWS MEDIA SERVICES AT
BOARD MEETINGS

Local news media representatives shall be welcome to attend all regular or special meetings of the Board with the exception of executive sessions. In the event that representatives of the news media are unable to attend a regular or special meeting, the Superintendent may provide a periodic summary of Board actions.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
38-431.01
38-431.03

BGC ©
POLICY REVISION AND REVIEW

In an effort to keep its written policies up to date so they may be used consistently as a basis for Board action and administrative decision, the Superintendent will consult with the Board in seeking Board authorizes the Superintendent to seek consulting assistance from a source that provides such services. The District shall rely on the consulting service in conjunction with the functioning of the District as indicated by reactions of the school staff, the students, and the community to provide insight into the effect of the policies it has adopted. The Superintendent shall develop procedures to permit the District to utilize the policy consulting service in a manner that assures maximization of the District's return on its investment in the service.

The Superintendent is responsible for calling to the Board's attention policies that are out of date or in need of revision.

Adopted: December 1, 2010date of Manual adoption

CROSS REF.:
BGE - Policy Communication/Feedback

BGD ©
BOARD REVIEW OF REGULATIONS

The Superintendent has the responsibility for carrying out, through administrative regulations, the policies established by the Board. The administrative regulations shall specify required actions and reflect the detailed arrangement under which the District will be operated.

Before issuance, regulations shall be properly titled and coded in conformance with the policy classification system selected by the Board.

The Board reserves the right to review all administrative regulations. The Superintendent shall provide a copy of each District regulation to each Board member prior to distribution.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

BGC-R ©

REGULATION

POLICY REVISION AND REVIEW

The District is a subscriber to the Policy Services Program of the Arizona School Boards Association (ASBA). This service will assist the District in the amendment of District policies or in the adoption of new policies originated by the District.

The procedure listed below will be followed to ensure the expeditious review and consideration of policy updates received from the ASBA Policy Services Program and all newly proposed policies:

A. A master file of policy updates (Policy Services Advisories) will be kept by the Superintendent.

B. Upon receipt, a copy of each update will be forwarded to the appropriate member(s) of the Superintendent's staff.

C. The designated staff member may review and evaluate the update and recommend action to the Superintendent, including any proposed changes needed to adapt the update to specific circumstances within the District.

D. If changes or new policies are recommended, the Superintendent will send a copy of the update to ASBA Policy Services for review or contact ASBA Policy Services by phone to discuss the proposed changes.

E. Following review by ASBA Policy Services, the updated policy or any newly proposed policies will be placed on the Board agenda for a first review by the Board.

F. Following the first review, if any proposals are made for further changes, such changes will be sent to ASBA Policy Services for review or discussed with them by phone.

G. If no changes are proposed, or after any such proposed changes have been reviewed by ASBA Policy Services, the updated policy will be placed on the Board agenda a second time for action by the Board.

H. Following adoption by the Board, the Superintendent will send a copy of the adopted policy and the date of adoption to ASBA Policy Services.

I. ASBA Policy Services will produce the final adopted copy of the policy and return the final copy to the District.

J. The Superintendent will reproduce sufficient copies of the new policy, as received from ASBA Policy Services, and forward a copy to each person who is assigned a policy manual, with instructions as to how it is to be incorporated into the policy manual.

BGF ©
SUSPENSION / REPEAL OF POLICY

The operation of any section or sections of Board policies not established and required by law or vested by contract may be temporarily or permanently suspended by a majority vote of Board members present at a regular or special meeting. An action under this policy would not require the two (2) presentations indicated in Policy BGB (Policy Adoption) to reinstate a suspended policy.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

BHC ©
BOARD COMMUNICATIONS
WITH STAFF MEMBERS

Official communication between the Board and employees will occur as follows:

● An

A. An employee will first communicate on school- or employment-related matters at the administrative level.

Any employee

Any employee who exhausts the opportunity of discussing a matter at the various administrative levels may

then communicate

then communicate in writing with the Board on the matter. No anonymous communication will be considered

by the

by the Board.

● Any

B. Any employee who wishes to address the Board in the employee's capacity as a parent, District resident,

or individual

or individual, rather than as an employee, may do so by following the procedures in Policies BEDH and BHD.

● Official

C. Official communications, policies, directives, Board concerns, and Board action(s), as appropriate, will

be communicated

be communicated to employees by the Superintendent.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341
38-431.01
38-431.02

CROSS REF.:
BEDH - Public Participation at Board Meetings

BGE ©
POLICY COMMUNICATION / FEEDBACK

The Superintendent shall develop procedures to ensure that employees, patrons, and Board members shall have access to a current policy manual that contains the policies and administrative regulations of the District.

The manual is intended both as a tool for District management and as a source of information to patrons, staff members, and others about how the District operates. To that end, each Board member and administrator shall have ready access to a copy of the manual. In addition, a manual shall be available at such places as the Superintendent may determine for use by staff members, students, and patrons.

Each administrative regulation shall be so designated and included in the manual on a separate sheet(s) accompanying the policy with which it is associated.

All policy manuals shall remain the property of the District and shall be subject to recall at any time.

The Board's policy manual shall be considered a public record and shall be open for inspection during regular business hours at the District administration office and at places designated by the Superintendent.

The master copy of the manual will be securely maintained in the Superintendent's office. It is this copy that will be used to resolve any discrepancies in language existing in other copies.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

BHD ©
BOARD COMMUNICATIONS
WITH THE PUBLIC

Official communication between the Board and the community is subject to the following:

● Any

A. Any community member who exhausts the opportunity of discussing a matter at the administrative level

may communicate

may communicate with the Board in writing. No anonymous communication will be considered by the Board.

● A

B. A member of the community who wishes to address the Board in person may do so by following

the procedures

the procedures in Policy BEDH.

● Official

C. Official communications, policies, Board concerns, and Board action, as appropriate, will be imparted to

the community

the community by the Superintendent.

Adopted: December 1, 2010date of Manual adoption

CROSS REF.:
BEDH - Public Participation at Board Meetings

BGE-R ©

REGULATION

POLICY COMMUNICATION / FEEDBACK

Each person to whom a policy manual is issued will be responsible for the maintenance, control, and updating of the manual.

All changes to the policy manual will be issued by the Superintendent, with a change memorandum listing codes, pages to be removed, and pages to be inserted. After making the changes, a copy of the change memorandum shall be filed by the Superintendent. After the updated pages have been placed into a policy manual, the outdated pages that have been superseded must be removed and destroyed. All policy manuals are subject to recall and/or inspection at any time to ensure that they are properly updated.

The master copy of the policy manual shall be maintained by the Superintendent. It is this copy that shall be used to resolve any discrepancies in language existing in other copies.

The Superintendent will maintain one (1) copy of all outdated pages for historical and reference purposes.

LEGAL REF.:
Uniform System of Financial Records

BIA ©
NEW BOARD MEMBER
ORIENTATION / HANDBOOK

A member-elect - or any person designated for appointment as a member-elect - of the Board is to be afforded the Board's and the staff's fullest measures of courtesy and cooperation. The Board and staff shall make every effort to assist the member-elect to become fully informed about the Board's functions, policies, procedures, and problems.

In the interim between election or appointment and actually assuming office, the member-elect shall be invited to attend appropriate meetings and functions of the Board and is to receive appropriate reports and communications normally sent to Board members.

The member-elect is to be provided access to appropriate publications and aids, including the Board's Policy Manual and Administrative Regulations and publications of the state and national school boards associations.

The Board President and members of the administrative staff will also confer with the member-elect as necessary on special problems or concerns.

Board members-elect will be encouraged to attend meetings or workshops specifically designed for Board members-elect. Their expenses at these meetings may be reimbursed by the District in accordance with law.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
38-431.01

BIB ©
BOARD MEMBER DEVELOPMENT
OPPORTUNITIES

Governing Board members are encouraged to attend workshops presented by the county, state, and national school boards associations. Professional journals and books in the school libraries shall be available to every Board member.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342

BIBA ©
BOARD MEMBER CONFERENCES,
CONVENTIONS, AND
WORKSHOPS

In keeping with the need for continuing in-service training and development for its members, the Board encourages the participation of all members at appropriate Board conferences, workshops, and conventions. However, in order to control the investment of time and funds necessary to implement this policy, the Board establishes these principles and procedures for its guidance:

● The

A. The Board will periodically decide which meetings appear to be most promising in terms of producing

direct and

direct and indirect benefits to the District.

● Funds

B. Funds for participation at such meetings will be budgeted on an annual basis. When funds are limited,

the Board

the Board will designate which of its members would be the most appropriate to participate at a given meeting.

With

With the prior approval of the Board, Board members may participate in meetings other than those

authorized in

authorized in the budget.

● When

C. When a conference, convention, or workshop is not attended by the full Board, those who do participate

will be

will be requested to share information, recommendations, and material acquired at the meeting.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342

CROSS REF.:
DKC - Expense Authorization/Reimbursement

BID ©
BOARD MEMBER COMPENSATION
AND EXPENSES

Board members may be reimbursed for expenses incurred in connection with any school business authorized by the Board.

Reimbursement amounts shall not exceed the maximum amounts established pursuant to A.R.S. 38-624.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
38-621
38-622
38-623
38-624
38-625

CROSS REF.:
DKC - Expense Authorization/Reimbursement

BIE ©
BOARD MEMBER
INSURANCE / LIABILITY

General

Pursuant to statute, Governing Board members are immune from personal liability with respect to all acts done and actions taken in good faith within the scope of their authority during duly constituted regular and special meetings. However, the Governing Board may procure insurance or may establish a self-insurance program for the management and administration of a system for direct payment of benefits, losses, or claims, or any combination of insurance and direct payments, including risk-management consultation, to provide payment of any property loss sustained or lawful claim of liability or fortuitous loss made against the District or its employees or officers, if the employees or officers are acting in the scope of their employment or authority.

The District shall secure general liability, property damage, and workers' compensation insurance coverage, and shall secure performance and payments bonds for all construction projects.

Participation in Group Insurance
Plans of the District

Governing Board members and their dependents are eligible to participate in health, accident, life, or disability insurance plans made available to employees of the District if the Board members pay the full premiums associated with such coverage and participation of the members and their dependents does not result in an expenditure of District monies.

Former Board members, their spouses, dependents, and surviving spouses or dependents of Board members or former Board members may continue to participate in the health, accident, life, or disability insurance benefits provided to employees of the District if the following conditions are met:

● Former

A. Former Board members must have served at least four (4) consecutive years on the Board, must have

been covered

been covered under the insurance plan while serving as Board members, and must pay the full premiums for

the insurance

the insurance coverage. Such participation must not result in an expenditure of District monies.

● The

B. The spouse and dependents of a Board member or former Board member may continue participation in

the insurance

the insurance plan if they pay the full premium for the insurance coverage and their participation does not

result in any

result in any expenditure of District monies.

● For

C. For a surviving spouse or dependents of a Board member or former Board member to be eligible

for continued coverage

for continued coverage, the deceased Board member or former Board member must have served four (4)

consecutive years

consecutive years and have been covered under the insurance plan while serving on the Board.

● The

D. The surviving spouse and/or dependents of a deceased Board member who was eligible for coverage while

in office

in office will be eligible for continued coverage.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-382
15-387

A.G.O.
I90-038

BJ ©
SCHOOL BOARD LEGISLATIVE PROGRAM

The Board may will participate in legislative programs through conferences with the state and national school boards associations.

The Board authorizes the Superintendent to actively participate in the development of legislation that has a positive effect on educational programs of the District.

Adopted: December 1, 2010date of Manual adoption

BK ©
SCHOOL BOARD MEMBERSHIPS

The Board may choose to be a member of and participate in school boards associations at the state, county, regional, and national levels. The Superintendent will ensure that the subject of school boards association membership is addressed during budget preparation.

The District shall not spend monies for memberships in an association that attempts to influence the outcome of an election, as determined by state and federal law.

Adopted: September 21, 2011date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
15-511

BKA ©
LIAISON WITH SCHOOL
BOARDS ASSOCIATIONS

In addition to informational liaison between itself and the various school boards associations, the Board shall be officially represented in the associations' affairs through the election and appointment of delegates and/or observers to the governing bodies of these organizations.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342

CA ©
ADMINISTRATION GOALS /
PRIORITY OBJECTIVES

The District administration is responsible, within the guidelines established by Board policy, for the direction and coordination of students and staff members in their efforts to reach educational goals adopted by the Board.

The Board expects the administration to specialize in:

● the A. the processes of decision making and communication;

● planningB. planning, organizing, implementing, and evaluating educational programs;

● the C. the demonstration of educational leadership;

● the D. the development and maintenance of close working relationships and channels of communication within the District within the District and the community;

● the E. the minimization of misunderstandings; and

● the F. the development of cooperation toward attaining the educational goals adopted by the Board.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

CB ©
SUPERINTENDENT

The Board shall employ a Superintendent, who shall enforce the statutes and rules of the state of Arizona and the federal government, and the policies of the Governing Board of the District.

The administration of the school system in all aspects is the responsibility of the Superintendent, whose functions shall be carried out in accordance with the policies of the Board.

The Superintendent may establish regulations for the administration of the District that are in compliance with applicable statutes or regulations of the Arizona Administrative Code and the policies of the Governing Board. These regulations are binding on the employees of this District and students in the schools.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-503

CBA ©
QUALIFICATIONS AND DUTIES
OF THE SUPERINTENDENT

(Performance Responsibilities)

The Superintendent shall have appropriate qualifications as determined by the Governing Board by action taken at a public meeting.

The Superintendent shall supervise, either directly or through delegation, all activities and all personnel of the school system according to the laws of the state of Arizona, rules of the Arizona State Board of Education, and adopted policies of the Governing Board.

The Superintendent is the District's chief executive officer and the administrative head of all divisions and departments of the school system. It is the Superintendent's duty to administer the policies of the Board and to provide leadership for the entire school system. The Superintendent is the professional consultant to the Board and, in this capacity, makes recommendations to the Board for changes in Board policies and the educational program.

The Superintendent provides the initiative and the technical guidance for the improvement of the total program of the school system. The delegation of authority for the operation of the various functions of the school system is one of the Superintendent's duties. The Superintendent is, however, responsible to the Board for all functions of the District, including those listed below.

Education:

● Administers A. Administers the development, coordination, maintenance, and evaluation of the educational program, including including the special education program.

● Supervises B. Supervises methods of teaching, supervision, and administration in effect in the schools.

● Keeps C. Keeps informed of modern educational thought and practices by advanced study, by visiting school systems elsewheresystems elsewhere, by attending educational conferences, and by other appropriate means.

● Keeps D. Keeps the public informed about modern education practices, educational trends, and the policies, practices, and and problems in the District schools.

Management:

● Ensures A. Ensures that all activities of the District are conducted in accordance with the laws of the state of Arizona, the regulations the regulations of the Arizona Board of Education, and the policies of the Governing Board.

● Assumes B. Assumes responsibility for the overall financial planning of the District and for the preparation of the annual budgetannual budget, and submits it to the Board for review and approval.

● Establishes C. Establishes and maintains efficient procedures and effective controls for all expenditures of school funds in accordance in accordance with the adopted budget, subject to direction and approval of the Board.

● Maintains D. Maintains or has maintained adequate records for the schools, including, but not limited to:

■

1. financial accounts,

■

2. business and property records,

■

3. personnel,

■

4. school population,

■

5. student records including verifiable documentation of each student's residency in this state

in accordance

in accordance with guidelines and forms adopted by the Arizona Department of Education, and

■

6. scholastic records.

● Provides E. Provides suitable instructions and regulations to govern the maintenance of District properties.

● Provides F. Provides suitable instructions and regulations to govern the safety and transportation of students.

● Assumes G. Assumes responsibility for the use of buildings and grounds.

● Recommends H. Recommends the locations and sizes of new school sites and of additions to existing sites; the locations and locations and sizes of new buildings; the plans for new school buildings; all appropriations for sites and buildings; and and improvements, alterations, and changes in the buildings and equipment of the District.

● I. Oversees the processing and submission of required reports.

● J. Interprets the budget and finances to the community.

● Remains K. Remains current on new legislation and implements laws to the best advantage of the District.

Governing Board:

● Attends A. Attends and participates in all meetings of the Board and its committees, except when excused by the Board.

● Takes B. Takes prompt action to implement all directives of the Board.

● Advises C. Advises the Board on the need for new and/or revised policies.

● Provides D. Provides timely advice to the Board on the implication of changes in statutes or regulations affecting educationaffecting education.

● Informs E. Informs and advises the Board about programs, practices, and problems of the schools, and keeps the Board informed Board informed of the activities operating under the Board's authority.

● Prepares F. Prepares and submits to the Board recommendations relative to all matters requiring Board action, placing before placing before the Board such facts, objective information, and reports as are needed to ensure the making of informed of informed decisions.

● Develops G. Develops and implements rules and regulations in keeping with Board policy.

● Acts H. Acts as chief public relations agent for the District.

● Acts I. Acts on own discretion if action is necessary in any matter not covered by Board policy, reports such action to the to the Board as soon as practicable, and recommends policy guidance in the future.

Personnel:

● Recommends A. Recommends to the Board the appointment or dismissal of all employees of the District.

● Ensures B. Ensures that all employees are evaluated in accordance with the schedule established by the Board.

● Determines C. Determines assignments, defines the duties, and coordinates and directs the work of all employees of the Districtthe District.

● Recommends D. Recommends all promotions, demotions, and salary changes to the Board.

● Communicates E. Communicates to all employees all actions of the Board relating to personnel matters, and receives from employees from employees all communications to be made to the Board.

The Superintendent shall have a valid fingerprint card issued pursuant to A.R.S. 41-1758.03.

Adopted: September 21, 2011date of Manual adoption

LEGAL REF.:
A.R.S.
15-503
15-802
38-201
41-1758

A.A.C.

R7-2-603

CROSS REF.:
CBI - Evaluation of Superintendent

CBCA ©
DELEGATED AUTHORITY

The Governing Board delegates to the Superintendent, among other powers, the authority to perform the following acts:

● To A. To give notice to teachers, pursuant to A.R.S. 15-536, of the Board's intention not to offer a teaching contract.

● To B. To give notice to teachers, pursuant to A.R.S. 15-538.01, of the Board's intention not to offer a teaching contract teaching contract and to dismiss the teacher.

● To C. To give notice to an administrator or certificated school psychologist, pursuant to A.R.S. 15-503, of the Boardthe Board's intention not to offer a new contract.

● To D. To issue to teachers, pursuant to A.R.S. 15-536, 15-538, and 15-539, written preliminary notices of inadequacy of inadequacy of classroom performance, reporting such issuance to the Governing Board within ten ten (10) school days.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
15-503
15-536
15-538
15-538.01
15-539

CBI ©
EVALUATION OF SUPERINTENDENT

The Governing Board shall evaluate the Superintendent at least once each year.

The evaluation(s) shall relate to the Superintendent's duties, responsibilities, and progress toward established goals.

The Superintendent shall provide each member of the Board a copy of the evaluation instrument not later than November 10. The Board President shall schedule a meeting not later than December 18, when the Board will devote an executive session to the evaluation of the Superintendent's performance, to discuss working relationships between the Superintendent and the Board, and to review the Superintendent's contract (with the Superintendent present). If the Superintendent's contract is in its first year, this initial evaluation will not be a comprehensive evaluation, but will be used to allow the Board to communicate its perspective on the Superintendent's performance to date and to allow the Board and the Superintendent to communicate on performance matters. Additional first-year evaluations may be completed by the Board at the Board's discretion or upon invitation by the Superintendent; however, the first fully comprehensive evaluation will be that which occurs in July November of the Superintendent's second year.

Any meetings of the Board to compile evaluations, or meetings to discuss the evaluations with the Superintendent, shall be held in executive session unless the Superintendent requests that any such meeting be held in open session. Board members shall have the opportunity to discuss with the Superintendent any item(s) on which the Board member fails to achieve consensus.

A copy of any written evaluation shall be given to the Superintendent. If in disagreement with such evaluation, the Superintendent may respond in writing to the Governing Board.

Upon the conclusion of the evaluation, the Governing Board may determine whether any changes in the compensation and benefits or contract term of the Superintendent are warranted, subject to the following:

If the Superintendent's contract with the School District is for multiple years, the School District shall not offer to extend or renegotiate the contract contract until no earlier than fifteen (15) months months before the expiration of expiration of the contract.

If the Superintendent's contract with the School District is for a single year, on or before May 15 of each year the Board shall offer a contract for the next school year to the Superintendent unless on or before April 15 the Board gives notice to the Superintendent of the Board's intention not to offer a new administrative contract; this contract may or may not be for the position of Superintendent.

The evaluation and any comments by the Superintendent shall become a part of the Superintendent's personnel file.

Adopted: November 16, 2016date of Manual adoption

LEGAL REF.:
A.R.S.
15-503

CROSS REF.:
CBA - Qualifications and Duties of the Superintendent

CBI-E E ©

EXHIBIT

EVALUATION OF SUPERINTENDENT

Part A.

Evaluation Domains

Strategic PlanningII.

Student AchievementIII.

Community RelationsIV.

Resource ManagementV.

Quality PersonnelVI.

Professional Qualities

VII. Board Relations

_________________________________________________________________________

I. Strategic Planning

A. Planning

Provides proactive leader- ship and vision and assists the Governing Board in the development of long-term goals and strategies aligned to the District's mission. Incorp- orates plans to address other evaluation domains.	Develops a planning process to address contin- uous improvement target areas as requested by the Governing Board. Re- sponds to and addresses issues raised by Board members and recom- mends needed policy changes.	Planning is not an on-going process focused on continuous improve- ment. Reactively brings policy issues before the Board. Fails to regularly review policy manual for needed updates.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. Continuous Improvement

Takes a proactive leadership role in the development and improve- ment of the District. Creates a culture of collaboration among staff members.	Complies with direction and suggestions of the Governing Board regard- ing District improvement. Delegates authority as appropriate.	Maintains current District practices without seeking opportunities for improve- ment. Disregards needed input from staff members and makes reactive decisions.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

II. Student Achievement

A. Curriculum

Ensures that the Curriculum and Instruc- tion department functions effectively in providing guidance and support to teachers and admin- istrators District-wide. Ensures that all teachers understand the curri- culum and supporting resources that are available to them. Assists District leadership in staying abreast of current research and professional literature.	Ensures that all District curriculum is aligned to state standards.	Delegates responsibility to monitor the development and implementation of the District curriculum to others without a structure to maintain on-going communication with the Governing Board and staff members.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. Assessment

Oversees the District assessment system to ensure that adequate data is collected, analyzed and shared with the Governing Board, District staff and community members as appropriate. Provides leadership in the use of technology to maximize the effectiveness of the assessments and the analysis of the resulting data.	Provides leadership to maintain the current assessment system. Makes decisions related to the use of District resources to maintain current system. Ensures that assessments are aligned to the District curriculum and revised as necessary.	Delegates responsibility to monitor the development and implementation of the District assessment sys- tem to others without a structure to maintain on-going communication with the Governing Board and staff members.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

C. Instruction

Ensures that all teachers are provided professional development to ensure the consistent use of the Essential Elements of Instruction. Supports ad- ministrators in monitor- ing classroom instruction and the use of instruc- tional aides as appro- priate. Ensures that additional research-based instructional strategies are implemented and mon- itored as needed.	Works with admin- istrators, mentors and the Curriculum and Instruc- tion department to main- tain current instructional strategies. Monitors the need for continuous improvement in classroom instruction and works with administrators to develop plans to ensure improve- ment.	Delegates the monitoring of classroom instruction effectiveness to others.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

III. Community Relations

A. School-Community Visibility

Attends numerous school and community events as representative of the District. Develops pro- active relationships with school, parent, community leaders and the media. Facilitates proactive, effective communication among District, schools and community. Acts as advocate for students and District staff. Promotes recognition of student, staff, District achieve- ments.	Attends school and community events as representative of the District. Relationships with staff, parents and community members maintained through rou- tine channels. Adequate communication exists in traditional channels. En- sures that the Com- munity Relations depart- ment functions effectively.	Does not regularly attend school or community events. Relationships with staff, parents and teachers are not adequately developed. Communi- cation is reactive and sporadic.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. External Partnerships

Develop on-going relation- ships with outside agencies, organizations and individuals to represent District pro- grams and priorities. Provides information and develops relationships to advance the goals of the District.	Collaborates with outside agencies, organizations and individuals. Provides information as requested.	Participates in a limited degree in the relationships with agencies, organi- zations and individuals. Fails to provide infor- mation as requested.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

C. Crisis Management

Works proactively to develop a comprehensive crisis plan that addresses District-wide and school issues, including parent communication, student and staff needs and community partnerships.	Works effectively with media and schools in the event of a crisis to ensure accurate, timely com- munication in the event of a school crisis.	Provides information related to crisis manage- ment as requested.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

IV. Resource Management

A. Fiscal Management

Seeks input from the Board, administration and staff and makes recom- mendations to keep the District fiscally sound and positioned to support continuous improvement. Budget recommendations reflect long-range, stra- tegic initiatives, goals and priorities of the District.	Manages the budgetary process in a proactive manner. Demonstrates an understanding of the budgetary process and provides guidance to ensure the alignment of recommendations and District goals.	Provides budget reports that are unclear and inadequate. Budget re- commendations are not aligned to District priorities.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. Facilities Management

Oversees development of a strategic plan to maximize the utilization and cost effectiveness of facilities.	Provides effective over- sight of facilities to ensure that they are operated and maintained at the highest standards.	Provides limited oversight of facilities to the detri- ment of the District.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

V. Quality Personnel

A. Development of District Administration

Develops and implements effective programs to recruit, select and mentor District and school administrators. Provides multiple opportunities for administrators to demon- strate their strengths. Helps administrators create professional growth plans and provides on-going feedback to administrators regarding areas needing improve- ment. Conducts timely and comprehensive an- nual evaluations of District administrators and principals.	Works to select and mentor administrators as needed. Provides informal feedback on performance to administrators when requested. Completes an- nual evaluations as prescribed by Board policy.	Delegates responsibility for selection of admin- istrators to others. Rarely provides performance feed- back and does not routinely complete admin- istrative evaluations.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. Recruitment and Retention of Highly Qualified Faculty

Oversees the development, implementation and evaluation of an effective strategic plan to attract and retain highly qualified teachers. Ensures that appropriate records are maintained to meet state and federal reporting requirements. Works pro- actively with the Glendale Union Education Associ- ation in dealing with employee issues. Ensures that Governing Board policies relating to employment are consis- tently followed including evaluation, discipline and staffing procedures.	Oversees the current staff and practices used to hire teachers. Ensures that the Human Resources depart- ment works effectively. Ensures that employee records are maintained. Works effectively with the Glendale Union Education Association in dealing with employee issues. Ensures the Board policies relating to employment are followed.	Delegates teacher recruit- ment or hiring or the maintenance of employee records. Works reactively with the Glendale Union Education Association. Fails to monitor ad- herence to Board policies relating to employment.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

C. Professional Development

Oversees the development, implementation and eval- uation of a strategic plan to address professional development needs of all employees. Ensures that professional development activities are aligned to District core values and goals.	Assists in developing professional development opportunities for employee groups. Helps to gather input and align resources used to provide targeted professional development opportunities.	Uninvolved in professional development activities.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

VI. Professional Qualities

A. Professional Qualities

Models highest standards of performance and ethics. Demonstrates sound judg- ment, proactively seeks information and advice, evaluates facts. Com- municates effectively through written and spoken word. Actively listens and understands the importance of strategic communication. Provides on-going, pro- active communication to District staff.	Models appropriate professional and ethical behavior. Utilizes infor- mation in decision- making. Communication is responsive to requests for information. Provides opportunity for dialogue with District staff.	Decisions and actions bring professionalism and ethical standards into question. Decisions are reactive and do not reflect the core values of the District. Communication with District staff is sporadic and ineffective.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

VII. Board Relations

A. Communications with the Governing Board

Proactively provides infor- mation and updates to Board members. Struc- tures meeting agendas to provide updates by District leaders for District programs and priorities. Collaborates with Board to develop plan to enhance communication with Board.	Provides information and updates as requested. Develops and maintains appropriate meeting agen- das. Regularly reviews agenda with Board members for clarification. Communicates with Board members using criteria developed by the Governing Board and Superintendent.	Fails to provide timely updates to Board members. Provides infor- mation reactively.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

B. Board Engagement

Proactively works with the Board leadership to plan agendas and study sessions, resulting in efficient meetings and effective treatment of critical issues. Provides Board members opportun- ities to engage in proactive discussion of critical issues and projects.	Addresses issues in meeting agendas, study sessions and discussion through routine communi- cation as needed.	Insufficient time and attention are devoted to District issues during meetings and study sessions.
5 4 3 2 1 ¬¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾¾® Exceeds Expectations Meets Expectations Needs Improvement

Comments

Areas of Strength

Opportunities for Improvement

Evaluation Rating Symbols

O = Outstanding; S = Satisfactory; N = Needs Improvement;

U = Unsatisfactory; X = Not Observed

Note: Any rating of outstanding, needs improvement, or unsatisfactory requires the evaluator to list specific information in the Comments section that justifies and supports such rating.

A. Education

O S N U X o o o o o	A. Administers the development, coordination, maintenance, and evaluation of the educational program, including the special education program.
O S N U X o o o o o	B. Supervises methods of teaching, supervision, and administration in effect in the schools.
O S N U X o o o o o	C. Keeps informed of modern educational practices and thought by advanced study, by visiting school systems elsewhere, by attending educational conferences, and by other appropriate means.
O S N U X o o o o o	D. Keeps the public informed about modern education practices, educational trends, and the policies, practices, and problems in the District schools.

Comments regarding Section A:

B. Management

O S N U X o o o o o	A. Ensures that all activities of the District are conducted in accordance with the laws of the state of Arizona, the regulations of the Arizona Board of Education, and the policies of the Governing Board.
O S N U X o o o o o	B. Assumes responsibility for the overall financial planning of the District and for the preparation of the annual budget, and submits it to the Board for review and approval.
O S N U X o o o o o	C. Establishes and maintains efficient procedures and effective controls for all expenditures of school funds in accordance with the adopted budget, subject to direction and approval by the Board.
O S N U X o o o o o	D. Maintains or has maintained adequate records for the schools, including financial accounts; business and property records; and personnel, school population, and scholastic records.
O S N U X o o o o o	E. Provides suitable instructions and regulations to govern the maintenance of school properties.
O S N U X o o o o o	F. Provides suitable instructions and regulations to govern the transportation of students.
O S N U X o o o o o	G. Assumes responsibility for the use of buildings and grounds.
O S N U X o o o o o	H. Recommends the locations and sizes of new school sites and of additions to existing sites; the locations and sizes of new buildings; the plans for new school buildings; all appropriations for sites and buildings; and improvements, alterations, and changes in the buildings and equipment of the District.
O S N U X o o o o o	I. Oversees the processing and submission of required reports.
O S N U X o o o o o	J. Interprets the budget and finances to the community.
O S N U X o o o o o	K. Remains current on new legislation and implements laws to the best advantage of the District.

Comments regarding Section B:

C. Governing Board

O S N U X o o o o o	A. Attends and participates in all meetings of the Board and its committees, except when excused by the Board.
O S N U X o o o o o	B. Takes prompt action to implement all directives of the Board.
O S N U X o o o o o	C. Advises the Board on the need for new and/or revised policies.
O S N U X o o o o o	D. Provides timely advice to the Board on the implication of changes in statutes or regulations affecting education.
O S N U X o o o o o	E. Informs and advises the Board about programs, practices, and problems of schools, and keeps the Board informed of the activities operating under the Board's authority.
O S N U X o o o o o	F. Prepares and submits to the Board recommendations relative to all matters requiring Board action, placing before the Board such facts, objective information, and reports as are needed to ensure the making of informed decisions.
O S N U X o o o o o	G. Develops and implements rules and regulations in keeping with Board policy.
O S N U X o o o o o	H. Acts as chief public relations agent for the District.
O S N U X o o o o o	I. Acts on own discretion if action is necessary in any matter not covered by Board policy, reports such action to the Board as soon as practicable, and recommends policy guidance in the future.

Comments regarding Section C:

D. Personnel

O S N U X o o o o o	A. Recommends to the Board the appointment or dismissal of all employees of the District.
O S N U X o o o o o	B. Ensures that all employees are evaluated in accordance with the schedule established by the Board.
O S N U X o o o o o	C. Determines assignments, defines the duties, and coordinates and directs the work of all employees of the District.
O S N U X o o o o o	D. Recommends all promotions, demotions, and salary changes to the Board.
O S N U X o o o o o	E. Communicates to all employees all actions of the Board relating to personnel matters, and receives from employees all communications to be made to the Board.

Comments regarding Section D:

Summary:

CCB ©
LINE AND STAFF RELATIONS

Unless otherwise specifically limited by statute or Board action, any of the powers and duties specifically assigned to the Superintendent may be delegated to others serving under the Superintendent. However, the Superintendent shall continue to be responsible to the Board for the satisfactory execution of the delegated power and duties.

Lines of authority shall be clearly outlined by the Superintendent by means of organization charts, job descriptions, and administrative regulations and directives.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-353

CE ©
ADMINISTRATIVE COUNCILS, CABINETS,
AND COMMITTEES

The Board authorizes the Superintendent to establish advisory councils, cabinets, and committees when deemed necessary for proper administration of Board policies and for the improvement of the total educational program. All cabinets, councils, and committees created by the Superintendent shall be for the purpose of obtaining to a maximum degree the advice and counsel of the personnel, clients, and patrons of the District.

The number, composition, and work to be done by such cabinets, councils, and committees shall be defined by the Superintendent.

Adopted: December 1, 2010date of Manual adoption

CFD-R R ©

REGULATION

SCHOOL - BASED MANAGEMENT

(School Councils/Annual School Improvement)

The goal of the District's commitment to annual school improvement is to assure that each graduating class has achieved the District's exit outcomes, has met state and District standards in order to graduate and is prepared to meet the choices and challenges of the 21st century.

The Governing Board authorizes the establishment of School Councils at each school site in accordance with A.R.S. 15-351. The Board also supports the creation of Design Teams to assist in the development and implementation of strategies that will promote student attainment of the District's curricular outcomes and the state's content standards.

Purpose of the School Council

The School Council's purpose is to work collaboratively with the principal, local administrative team and department chairpersons to:

● Review school and student performance goals annually.

● Create Design Teams to assist in developing and implementing strategies and programs at the building level that will promote student attainment or annual improvement of the District's mission/vision, curricular outcomes and state content standards.

● Communicate school and student performance information to the school's stakeholders.

● Approve the appropriate expenditure of non-designated tax credit donations.

School Council Membership

Each school shall establish a school council in accordance with A.R.S. 15-351. The Governing Board established the initial number of School Council members, as provided in state statute. The Board determined that a maximum of four (4) teachers and four (4) parents (or guardians) shall participate on the School Council during the initial year of implementation. Thereafter, the School Council will determine the number of members and will establish a selection process for filling vacancies.

School councils will include representation from the following groups, as specified in state statute:

● Parents or guardians

● Community

● Teachers

● Noncertificated employees

● Students

● School Principal

Principals shall notify the preceding groups of the opportunity to participate on the School Council and inform them of the selection process specified in A.R.S. 15-351. Each group shall select its School Council appointees and shall submit the names of its representatives to the principal. The initial representatives shall be selected at public meetings held at the school site.

Note: The number of teachers and parents (or guardians) of pupils enrolled in the school shall always be equal and shall always constitute a majority of the council membership. Vacancies will be filled, as needed, in accordance with state statutes, as soon as practicable.

Training School Council Members

Schools will provide in-service training highlighting the following components as needed:

● Philosophy and process for annual school improvement.

● Description of the role, purpose and responsibilities of the School Council, Design Teams, and department chairpersons to promote annual school improvement.

● Process for data analysis.

● Criteria and process for selecting School Council members.

● Group processing and identification of group norms.

Design Team

Design Teams may be created to work on local school improvement plans as determined by the review of data analysis by the school council.

● Design team projects must have a goal, as determined by the School Council, a stated objective and an evaluation component to determine the level of success.

● Design Teams will include local stakeholders with a desire to address the specified goal.

● At least one (1) member of the Design Team should be a school employee trained in the group processing strategies provided to the School Council.

● The Design Team should not only design an improvement plan but should work to insure both the implementation of the plan and the evaluation of the plan for success. Design Teams will report their progress to the School Council at intervals determined by the School Council.

School Council Chairperson

The principal shall serve as the chairperson of the School Council unless another member is selected by majority vote. The School Council may operate with co-chairpersons.

The chairperson shall be elected for a one (1)-year term that begins on July 1 and concludes on June 30 of each year.

The following criteria will be used in the event that someone other than the principal is selected to serve as School Council chairperson:

● Minimum of one (1) year's experience on the School Council.

● Completion of training in the District's process for annual school improvement and group process strategies.

● A current employee at the school with a minimum of three (3) years of service as a District teacher or administrator.

Communication Plan

Each School Council will create and implement an effective model to assure communication among all stakeholders.

District endorses shared decision making contingent upon a school council fulfilling the following elements:

A. Curricular and instructional implementation strategies/designs must fulfill the mission statement and adopted beliefs of the District.

B. The school council should carefully follow the processes, including brainstorming, consensus building, and pyramiding. This is "vision" creation, as opposed to a problem-solving process.

C. The school council must fully analyze and explore current resources and assess options for reaching their vision of excellence.

D. The school council, with approval by the principal, will, at scheduled intervals, monitor and evaluate implementation based on a written evaluation plan. The evaluation plan must include some demonstrably valid, quantifiable measures of progress.

Role and Responsibility of

the School Council

The council:

A. Is advisory to the school administrative staff.

B. Is a representative group that solicits input from parents, community, and staff members.

C. Reviews literature and data.

D. Makes recommendations for school improvement.

E. Monitors implementation structure for new instructional designs.

F. Provides local leadership and representation in the school decision-making structure.

There may be a tendency for a school council to lose its understanding of extended ownership to groups affected by its decisions, and, in effect, become a new local bureaucracy. To avoid this result, employees must be aware and remind one another that the movement to shared decision making at the school level is not for the purpose of creating new, smaller bureaucracies to replace a larger bureaucracy, but, rather, a movement to involve all constituencies in fulfilling the mission and beliefs of the District.

Proposal Outline

Shared-decision-making proposals are for the purpose of creating new and effective curricular and instructional strategies/designs and increasing student learning. All proposals shall be submitted to the principal and shall, as nearly as possible, follow the outline identified below.

Shared decision making - curricular and/or instructional strategy/design plan process - proposal requirements:

A. Documentation that the new curricular and instructional design was developed in conjunction with parents,

students, teachers, and support personnel.

B. Documentation of parent, student, teacher, and support staff support of the program.

C. Proposal development:

1. Needs assessment.

2. Goals.

3. Measurable performance objectives.

4. Proposal implementation (activities):

a. Staffing.

b. Materials, supplies, equipment.

c. Facilities.

d. Staff training.

e. Support services.

5. Time line (calendar of events).

6. Evaluation design.

7. Budget.

D. Statement(s) of assurances that the proposal is:

1. To increase the efficiency and effectiveness of the school.

2. To increase academic achievement for "all" students.

E. Provision of a dissemination plan.

F. Provision of a monitoring plan.

Conflict Resolution

If a school council's curricular and/or instructional strategy/design plan conflicts with an existing Board-approved program or policy, the following steps can be taken:

A. The school council shall attempt to design an alternative plan that arrives at the same intended outcomes without violation or conflict with the Board-approved program or policy.

B. If this cannot be accomplished, the school council may request a waiver for a strategy/design plan that conflicts with existing Board-approved programs or policies.

C. If a plan requires waivers, it must be approved by the principal and brought to the Superintendent for approval and possible submission to the Board.

D. Waivers may be granted for temporary and specific periods of time and will be evaluated in light of the plan's ability to better implement the mission statement and adopted beliefs of the District.

Requests for Additional Authority

Additional responsibilities and authority may be delegated to a school council if deemed necessary by the Board. The school council may request additional authority to accomplish delegated responsibilities by submitting a written proposal to the Superintendent, which must contain the elements identified below.

A. The principal's statement of support.

B. Motion of the council to request additional authority and vote count.

C. Specific authority requested and reason for request, analyzing how the request will improve the program for all children.

D. Possible impact of additional authority on personnel use and cost of programs to be improved.

E. Suggested date of termination of authority unless reapproved by the Governing Board.

CFD ©
SCHOOL - BASED MANAGEMENT

(School Councils/Annual School Improvement)

The Governing Board endorses the concept of annual school improvement and authorizes school councils to create design teams that assist in the development and implementation of strategies that will promote student attainment of the District's mission/vision, curriculum outcomes and state content standards. All members of the school councils must be trained in a model for attaining annual school improvement, a process for data analysis, the criteria and process for selecting school council members, group processing strategies and a process for identifying group norms. In addition, at least one (1) member of a design team must have been trained in a model for attaining annual school improvement and in the group processing strategies provided to the school council members. The Governing Board may assign additional areas of responsibility to school councils in accordance with A.R.S. 15-351.

The Governing Board also embraces the concept of accountability. School and District student achievement results will be reported annually to the Governing Board during a scheduled Board meeting and/or through study sessions, as needed or requested by the Board.

The Governing Board, has the ultimate responsibility to determine what its District stakeholders desire in terms of student performance. Those performances are currently defined by the:

● District mission/vision statement;

● District outcomes for all content areas; and

● State standards for grades nine (9) through twelve (12).

The school principal, in conjunction with the administrative team and department chairpersons, will review previous school and student performance data and identify annual goals for improvement. The goals and the improvement plans will be shared with school councils annually.

School councils will include representation from each of the following groups and will comply with the operational requirements identified in A.R.S. 15-351:

● Parents or guardians

● Community

● Teachers

● Noncertificated employees

● Students

● School principal

The Governing Board will consider requests for waiver of existing Board policies if such waivers are required to implement a plan developed consistent with this policy. A request for waiver must be approved by the Superintendent and brought to the Governing Board for approval as a pilot program for the following school year. Waivers will be granted on a one (1) or two (2) year basis, and will be evaluated on the basis of the plan's ability to better serve the District mission and learner exit outcomes.

Adopted: December 1, 2010

, having only one (1) school or fewer than six hundred (600) students, is not required under Arizona statutes to have a program of school-based management as outlined in Arizona statutes, and the Governing Board elects not to have such a program.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-351
15-352
15-353
A.G.O.

I99-018 43-1089.01

CROSS REF.:
BDD - Board-Superintendent Relationship
CCB - Line and Staff Relations

CI
TEMPORARY ADMINISTRATIVE ASSIGNMENTS

(Appearances by Administrators
as Representatives of the District)

Administrative employees who are authorized to make presentations to public officials and make such presentations during working hours shall do so only as representatives of the District. Employees who are not so authorized shall not make such statements during working hours.

An administrative employee who makes such a presentation shall identify himself/herself as a District representative, shall present views consistent with the Governing Board's position, and shall make a written report to the Governing Board within ten (10) days.

Nothing in this policy shall preclude an administrator from making a presentation as an individual or as a member or representative of a professional group as long as the presentation is made on the employee's own time or carries the approval of the Governing Board.

Adopted: December 1, 2010

CCB-R ©

REGULATION

LINE AND STAFF RELATIONS

(School Administration)

The primary duty of a principal is to administer and supervise the instructional program. A principal, as the educational leader of the school, will administer and supervise the school in accordance with policies and administrative regulations of the District.

A principal will be directly responsible to and will report only to the Superintendent and will keep the Superintendent informed of the conditions and needs of the school. All duties, authority, and responsibilities of the principal will be delegated only by the Superintendent. These duties include, but are not limited to, the following:

A. A principal is responsible for the operation of the educational program of the school.

B. A principal is responsible for the supervision and evaluation of the building staff members.

C. A principal will maintain discipline on the part of personnel and students.

D. A principal will care for and protect the building, the equipment, the grounds, and other school property.

E. A principal will maintain school records and prepare reports.

F. A principal will take reasonable precautions to safeguard the health and welfare of students and staff members, will report accidents, will formulate plans for emergencies, and will conduct evacuation drills each school month and keep written records of such drills.

G. A principal will be responsible for maintaining a close relationship with the community and should interpret the educational program to the citizens of the District.

H. A principal will, by advanced study, by visits to school systems in other areas, by attendance at educational conferences, and by other means remain well informed relative to modern educational thought and practice.

I. A principal will distribute a parental satisfaction survey to the parent of every child enrolled at the school, pursuant to A.R.S. 15-353.

CH ©
POLICY IMPLEMENTATION

The policies adopted by the Board and the administrative regulations developed to implement policy are designed to promote an effective and efficient school system. All employees and students shall comply with Board policies and administrative regulations.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

CH-R ©

REGULATION

POLICY IMPLEMENTATION

Principals, directors, and others designated by the Superintendent shall establish procedures for conducting activities within their individual units that are consistent with administrative regulations and Board policies.

CHCA ©
HANDBOOKS AND DIRECTIVES

Curriculum guides, manuals, handbooks, pamphlets, and similar publications will be presented to the Superintendent or the Superintendent's designee for approval prior to publication. The Superintendent or the Superintendent's designee shall ensure that all such publications are consistent with Board policies and administrative regulations.

Copies of all such publications shall be provided to the Board.

Adopted: December 1, 2010date of Manual adoption

CHCA-R R ©

REGULATION

HANDBOOKS AND DIRECTIVES

All curriculum guides, manuals, handbooks, pamphlets, and similar publications shall be reviewed by the principal or the principal's designeesupervisor, and shall be forwarded to the Superintendent for approval prior to printing and distribution.

CHD ©
ADMINISTRATION IN THE
ABSENCE OF POLICY

The Superintendent shall have the authority to implement action if a situation should develop that is not covered by established Board policy. It is the Superintendent's duty to inform the Board of any such action and of the need to develop an official policy.

Adopted: December 1, 2010 date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

CFD-E ©

EXHIBIT

SCHOOL - BASED MANAGEMENT

SCHOOL COUNCILS

Research has identified characteristics of effective schools. Such research makes it clear that the most influential unit of effective school change or improvement is the individual school demonstrating the following characteristics:

A. Consensus on explicit instructional goals and beliefs (mission statement).

B. District-level support for school improvement; Governing Board, administration, and staff commitment to current research and the District-adopted mission statement.

C. Ongoing staff development and training.

D. High level of parental involvement and support.

E. Individual school autonomy and flexibility in the development of new curricular and instructional designs.

F. Collaborative, collegial instructional planning.

G. A focus on basic skills acquisition.

H. An emphasis upon higher-order cognitive skills.

I. Teacher responsibility for effective instructional and classroom management decisions and practices.

J. Teacher/parent accountability and acceptance of responsibility for student performances.

K. A safe, orderly, and disciplined school climate.

L. Strong instructional leadership.

M. Frequent monitoring of student progress.

N. Measurable student performance outcomes.

CK ©
ADMINISTRATIVE CONSULTANTS

Professional consultants from the Arizona School Boards Association, the Arizona Department of Education, universities, and colleges, as well as other resource persons, may be used when such consultive services will be helpful in the improvement of the instructional program. All consultants shall be approved by the Superintendent prior to the invitation and arrangement for such visitation.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-343

CM ©
SCHOOL DISTRICT ANNUAL REPORT

The Board shall make an annual report to the County School Superintendent on or before October 1 each year in the manner and form and on the forms prescribed by the Superintendent of Public Instruction or County School Superintendent. The Board shall also make reports directly to the County School Superintendent or the Superintendent of Public Instruction whenever required.

If the District has been assigned a letter grade of A pursuant to A.R.S. 15-241 during at least two (2) out of the last three (3) consecutive years and has not been assigned a letter grade of C, D, or F during the same three (3) years the District may receive exemptions from statutes and rules prescribed in statute. Should the District believe it qualifies for an exemption the District may submit a request for exemption to the Arizona State Board of Education. The State Board of Education shall review and may approve the exemption submitted by the District. The State Board of Education will not approve exemptions that directly apply to specific areas as noted in A.R.S. 15-215.

Guaranteed Energy Cost Saving
Contract Annual Reports

The District shall report to the School Facilities Board annually, not later than October 15, actual energy and cost savings pursuant to a guaranteed energy cost savings contract.

The District shall also report for any guaranteed energy cost savings contract to the Department of Commerce Energy Office and the School Facilities Board:

● The A. The name of the project

● The B. The qualified provider

● The C. The total cost of the project

● The D. The expected energy and cost savings

The District shall retain savings achieved by a guaranteed energy cost saving contract, which may be used to pay for contract and project implementation.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-213.01
15-215

15-341

15-904

CROSS REF.:
DBF - Budget Hearings and Reviews/Adoption Process
DIC - Financial Reports and Statements

DA ©
FISCAL MANAGEMENT GOALS /
PRIORITY OBJECTIVES

The Governing Board recognizes that money and its management constitute the foundation of the entire school program. To make that support as effective as possible, the Board intends to:

● Encourage A. Encourage short- and long-range planning through the best possible budgeting procedures.

● Explore B. Explore all practical and legal sources of monetary income.

● Guide C. Guide the expenditure of funds to achieve the greatest educational returns.

● Require D. Require maximum efficiency in accounting and reporting procedures.

● MaintainE. Maintain, within budget limits, a level of per-student expenditure needed to provide high-quality education.

Adopted: December 1, 2010date of Manual adoption

DB ©
ANNUAL BUDGET

The Superintendent is directed to formulate the annual budget, considering at all times that resources must be utilized to produce the most positive effect on the student's opportunity to gain an education.

The Superintendent shall be responsible for reviewing budgetary requests, providing guidelines and limitations, and presenting the proposed budgets and documentation necessary for Board study, review, and action.

The Governing Board shall be informed if the proposed budget could require an increase in the primary property tax levy of the District over the preceding year's tax levy.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-821
15-905
15-905.01
15-910
15-919
15-2201

DBC ©
BUDGET PLANNING, PREPARATION,
AND SCHEDULES

Each school year the Superintendent shall prepare and disseminate a budget preparation schedule to accomplish all required budgetary actions for the following school year. This schedule will, at as a minimum, provide specific dates for the accomplishment of all state-mandated actions.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-481

15-824

15-904

15-905

15-905.01

15-952

15-991

CROSS REF.:
DBF - Budget Hearings and Reviews/Adoption Process

DBC-R ©

REGULATION

BUDGET PLANNING, PREPARATION,
AND SCHEDULES

The

Finance Department

business manager will prepare a schedule of budget deadlines for presentation to the Superintendent each year. This schedule will cover all actions necessary to prepare the budget for the following school year.

The following items may be included in the recommended budget schedule:

● Specific

A. Specific date for receipt of unit budgets from administrators.

● Date

B. Date for initial meeting on the budget with appropriate staff members.

● Dates for the

C. Date(s) for student membership and attendance reports.

● Date

D. Date(s) for estimates on the maintenance and operations and capital budgets.

● Date

E. Date for completion of employee compensation consideration(s).

● Date

F. Date for preparing financial projections for all categories and subcategories to be included in the

proposed budget

proposed budget(s) for the ensuing fiscal year.

● Date

G. Date for determining if the proposed budget(s) is (are) in excess of the District's truth in taxation base

limit

limit [A.R.S. 15-905.01].

■ When

1. When the base limit will be exceeded a decision must be made whether to publish the truth in

taxation notice

taxation notice separately or in combination with the proposed budget or budget summary.

■ Either

2. Either publication procedure requires publication at least ten (10) days but not more than twenty (20)

days

days prior to the truth in taxation hearing.

■ The

3. The truth in taxation hearing may be held in conjunction with the proposed budget hearing.

● The

H. The Governing Board shall not later than July 5 and not less than ten (10) days before:

■ Publish

1. Publish or mail to each household in the District a copy of the proposed budget or a summary of

the proposed

the proposed budget for consideration of the residents or taxpayers of the District, and a notice of

the public

the public hearing and Board meeting.

■ Furnish

2. Furnish to the Superintendent of Public Instruction and County School Superintendent, in

electronic format

electronic format, the proposed budget and summary of proposed budget for the budget year.

■ Submit

3. Submit to the Department of Education the proposed budget which shall prominently display

this information

this information about the School District on the website maintained by the Department. If the

School District

School District maintains a website, the School District shall post a link to the website of the

Department of

Department of Education where this information about the School District is posted.

●

I. The Governing Board shall not later than July 15 and not less than ten (10) days after posting or mailing

the notice

the notice of the public hearing and Board meeting:

■ Conduct

1. Conduct the public hearing and present the proposed budget to the persons attending

and

the hearing, and

⇒ If

a. If a truth in taxation hearing is required it must be conducted prior to the budget hearing.

■ Immediately

2. Immediately following the public hearing the President shall call the Governing Board meeting to

order for

order for the purpose of adopting the budget.

●

J. Not later than July 18:

■ The

1. The adopted budget shall be filed by the Governing Board with the County School Superintendent (

who shall

who shall immediately transmit a copy to the Board of Supervisors).

■ The

2. The adopted budget shall be submitted electronically to the Superintendent of Public Instruction.

■ The

3. The adopted budget shall be submitted to the Department of Education. The Department

shall prominently

shall prominently display this information about the School District on the website maintained by

the Department

the Department. If the School District maintains a website, the School District shall post a link to

the website

the website of the Department of Education where this information about the School District is posted.

● File

K. File with the Superintendent of Public Instruction within thirty (30) days from the action date:

■ The

1. The publisher's affidavit of publication confirming publication of the proposed budget, or

■ An

2. An affidavit affirming the proposed budget was mailed to each household in the School District, or

■ An

3. An affidavit noticing that the proposed budget was posted on the Department of Education website.

Override Election:

● Date

A. Date(s) for override, if applicable.

● Date

B. Date for budget hearing on following year's budget.

■ At

1. At least ninety (90) days before a proposed override election (first [1st] Tuesday following the first [1st]

Monday

Monday in November, order override election to present proposed override budget to electors.

Must also

Must also prepare alternate budget without override increase in event voters reject the proposed

override budget

override budget.

■ At

2. At least thirty-five (35) days before override election, mail or distribute to households where

qualified electors

qualified electors reside the informational report prepared by County School Superintendent.

■ When

3. When a determination is made to cancel the override election, the request must be made to the

County School

County School Superintendent at least eighty (80) days before the override election date.

Annual Financial Report:

Not later than October 15 of each year the Governing Board shall:

● Prepare

A. Prepare and distribute the

annual

annual financial report for the prior fiscal year.

● Electronically

B. Electronically submit a copy of the financial report to the County School Superintendent. The report

shall be

shall be approved by the County Superintendent in an electronic procedure prescribed by the Department

of Education

of Education.

● Electronically

C. Electronically submit a copy of the financial report to the State Superintendent of Public Instruction.

● Submit

D. Submit a copy of the annual financial report for the prior fiscal year to the Department of Education.

The Department

The Department shall prominently display this information about the School District on the website

maintained by

maintained by the Department. If the School District maintains a website, the School District shall post a link to

the website

the website of the Department of Education where this information about the School District is posted.

Not later than November 15 of each year the Governing Board shall publish the annual financial report:

● In

A. In a newspaper of general circulation within the School District, or

● In

B. In the official newspaper of the county as defined in A.R.S. 11-255, or

● By

C. By mailing a copy to each household in the District, or

● By

D. By electronic transmission of the information to the Department of Education for posting on the Department'

s website

s website, or

■

If the Board chooses this option the School District shall post a link on the District's website to the

report on the Department's

report on the Department’s website.

All forms and technical requirements for each respective form shall be as prescribed in A.R.S. 15-904.

DBF ©
BUDGET HEARINGS AND REVIEWS /
ADOPTION PROCESS

At least ten (10) days before and not later than July 5, the Governing Board shall publish notice of the public hearing and Board meeting to be held no later than July 15 to present the proposed budget for consideration of the residents or taxpayers of the District and shall submit the proposed budget to the Department of Education. The Department shall prominently display the budget information on the website maintained by the Department. If the District maintains a website, the District shall post a link to the website of the Department of Education where this information about the District is posted.

If a truth-in-taxation notice and hearing is required under A.R.S. 15-905.01, the Board may combine the budget notice and hearing with the truth-in-taxation notice and hearing.

The publishing of the proposed budget and notice of the hearing and meeting shall be in accordance with A.R.S. 15-905. If a truth-in-taxation notice and hearing is necessary, the notice shall be in accordance with A.R.S. 15-905.01. If the Board determines to combine the budget and truth-in-taxation hearings, publication of a combined notice must satisfy the requirements of both A.R.S. 15-905 and 15-905.01.

Immediately following the public hearing the President shall call to order the Board meeting for the purpose of adopting the budget. A Board member may, without creating a conflict of interest, participate in adoption of a final budget even though the member may have substantial interest in specific items included in the budget.

The Board shall adopt the budget and enter the budget as adopted in its minutes.

Not later than July 18, the Governing Board shall submit the adopted budget to the Department of Education. The Department shall prominently display the District budget information on the website maintained by the Department. If the District maintains a website, the District shall post a link to the website of the Department of Education where this information about the District is posted.

Filing of the budget shall be according to state law. [See Regulation DBC-R]

If the Governing Board receives notification that one (1) or more of the District's categorical budgets are in excess of its authorized limit, the Board shall revise the affected budget(s) in accordance with A.R.S. 15-905.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-903
15-905

15-905.01
15-911

15-915

15-948

CROSS REF.:
DBC - Budget Planning, Preparation and Schedules

DBI ©
BUDGET IMPLEMENTATION

In order to determine if budgeted expenditures are in keeping with the adopted budget, a monthly report of expenditures and revenues shall be presented to the Board. Variances within budget categories shall be a part of this report.

An expenditure in excess of a major subsection of the maintenance and operation budget shall require Board approval.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-905

DBJ ©
BUDGET TRANSFERS

Periodically throughout the year, the budget will be reconciled to the actual expenditures of the District.

The Governing Board may authorize the expenditure of monies budgeted within the maintenance and operation section of the budget for any subsection within the section in excess of amounts specified in the adopted budget only by action taken at a public meeting of the Governing Board and if the expenditures for all subsections of the section do not exceed the amount budgeted.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-905

DFB-R

REGULATION

REVENUES FROM SCHOOL - OWNED
REAL ESTATE

Schools are required to expend civic center funds in accordance with the following:

● State statutes

● Governing Board policy

● School District procurement rules

● District equity guidelines

State Statutes

A.R.S. 15-342 and 15-1105 require civic center funds to be first expended for civic center school purposes which includes maintaining the facilities rented and then surplus monies in the civic center school fund may be used for maintenance and operations or unrestricted capital outlay.

Governing Board Policy

Policy DFB (D-1450); Revenues from School-Owned Real Estate.

School District Procurement Rules

Civic center fund monies are considered District funds and are subject to all required procurement guidelines (quotes, bids, etc.) and purchasing rules.

District Equity Guidelines

It has been a long standing practice of the District to aim for equity across schools in all extracurricular activities. The District does not allow civic center funds to be used to create inequity in basic uniforms, athletic opportunities, salaries, staffing, etc. Local administrators should seek Superintendent approval in advance for potential civic center expenditures that might be deemed to create substantial inequity in this manner.

DD ©
FUNDING PROPOSALS, GRANTS,
AND SPECIAL PROJECTS

The Governing Board is to be kept informed of possible sources of state, federal, and other funds for the support of the schools and/or for the enhancement of educational opportunities. The Superintendent is to apprise the Board of its eligibility for general or program funds and to make recommendations for Board action.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-206
15-207
15-208
15-209
15-210

DD-E ©

EXHIBIT

FUNDING PROPOSALS, GRANTS,
AND SPECIAL PROJECTS

RESOLUTION

WHEREAS, participation in programs funded in whole or in part by federal funds requires that a participating district demonstrate that the district meets the requirement of comparability between schools that receive federal funding and those that do not receive such funding, and that the district provide for equivalency of access to district staffing, equipment, and materials by all district schools, based on student per-capita allocations and individual schools' needs analyses, and, in addition, that all schools and programs have equivalent access to district support operations including but not limited to maintenance, transportation, and warehousing operations support; and

WHEREAS, budgets for staffing, textbooks, equipment, supplies, and services for district schools will be provided for at all schools without supplanting special funding provided from any source with nonsupplanting requirements; and

WHEREAS, expenditures budgets for schools participating in Title I programs will be provided for on the same per-capita basis as budgets for schools not participating in the program; and

WHEREAS, the Glendale Union High ________________________________________ School District No. 205 ____ intends to participate in such programs and receive federal funds;

NOW, THEREFORE, BE IT RESOLVED that the Governing Board of the Glendale Union High _________________________________ School District No. 205 ____ hereby directs the Superintendent to ensure that said district does in fact comply with such mandates for comparability and equivalency of access for the period of any grant under which such funds are received.

This resolution was moved, seconded, and passed at a meeting of the Glendale Union High School District No. 205 ___________________________ Governing Board on ____________________, 20____.

ATTEST:

____________________________________
President

DDA ©
FUNDING SOURCES OUTSIDE
THE SCHOOL SYSTEM

The District may submit proposals to private foundations and other sources of financial aid for subsidizing such activities as innovative projects, feasibility studies, long-range planning, research and development, or other educational needs.

The process for participation in grant application is:

● Grant applicant discusses proposal with Curriculum Coordinator. If Coordinator is proposing an application, the discussion will be with Curriculum and Instruction.

● Grant applicant reviews proposal with principal/supervisor.

● Principal/supervisor discusses proposal with Associate Superintendent of Curriculum and Instruction.

● Associate Superintendent of Curriculum and Instruction brings application proposal to Cabinet.

● Associate Superintendent and principal sign off on application.

Timelines permitting, grant proposals are to be approved by the Board before being submitted to the funding agency. The Superintendent shall establish administrative guidelines for the processing of proposal ideas to the Board for its approval.

The Governing Board may receive, hold, and dispose of any gift, grant, or bequest of property or equipment in accordance with state law and the intent of the instrument conferring title.

The Governing Board may also accept gifts, grants, or devises of money. The disposition of unused funds from these sources shall be in accordance with law.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

CROSS REF.:
KCD - Public Gifts/Donations to Schools

DFA ©
REVENUES FROM INVESTMENTS

The Board will annually consider and vote on a request to the County Treasurer to authorize investments for the following fiscal year. The Superintendent shall ensure that this question is placed on an agenda for a Board meeting in June of each year.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-996

15-1024
15-1025

A.G.O.
I80-099
I82-090

DFB ©
REVENUES FROM SCHOOL - OWNED
REAL ESTATE

Revenues collected from rental or lease of school-owned real estate shall be deposited in the Civic Center fund. Monies from sale of school-owned real estate shall be deposited as allowable under state statutes.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
15-1102
15-1105
15-1106

DFD ©
GATE RECEIPTS AND ADMISSIONS

Admission prices to athletic contests will be established by the Governing Board.Admission receipts from school events shall be adequately controlled. The Superintendent is responsible for the proper collection, supervision, disbursement, and/or remittance of these fees.

Admission to school events for which an admission is charged ordinarily will be by purchased ticket or special pass only. Adequate records will be maintained for accounting purposes.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-1121 to 15-1126

DGD-EA

EXHIBIT

CREDIT CARDS

INDIVIDUAL EMPLOYEE PROCUREMENT CARD
(P-CARD) PROCEDURES

Employee Name: __________________________ Location: _______________

Indicate Primary Card Use: Maintenance Supply Civic Center Supply

Classroom Supply: _____________________ Other: _____________________

Authorization and Purchase Process

1. P-cards are to be secured by the administrator (O&R Assistant Principal/Facilities Supervisor).

2. Staff requests authorization to use the P-card.

3. Purchases are limited to department supplies only.

a. Capital purchases are prohibited.

b. Food purchases are only allowed for culinary programs.

4. Once the purchase is complete, the staff member returns P-card along with a signed receipt to the administrator.

5. Administrator forwards the receipt to the Accounts Payable department for reconciliation.

a. Receipts are to be submitted within one (1) day of the purchase.

b. Blue plastic envelopes will be used to transfer receipt through District mail.

6. Lost receipts require a memo from the administrator detailing and authorizing the purchase.

a. Recurring loss of receipts will result in cancellation of P-card privileges for the staff member.

General Limits and Information

7. Purchase limits are two thousand dollars ($2000) per month and reset the twenty-eighth (28th) of each month.

8. Five hundred dollars ($500) for a single purchase limit.

a. Splitting purchases are prohibited.

b. Purchases over five hundred dollars ($500) require a District purchase order.

9. Four (4) transactions are allowed per day.

10. Also be aware that the P-card has limits on the business types in which it can be used.

a. If a valid purchase is blocked, please call the Business Manager at (623) 435-6085 or the Chief Financial Officer at (623) 435-6692 to resolve the issue.

11. Lost or stolen cards are to be reported immediately to the Business Manager or the Chief Financial Officer.

12. Commerce Bank Customer Care phone number is 1-800-892-7104 or VISA at 1-800-VISA-911.

By my signature I hereby acknowledge that I have read and understand the District's credit/procurement card policy and regulations. Furthermore, I affirm that I will not use the credit/procurement card for personal reasons and that I have been advised of the purchase limitations associated with the use of the card. I understand that a violation of this agreement may result in disciplinary action up to and including termination, and possible legal action.

_______________________________________ _____________________
Employee Signature Date

_______________________________________ _____________________
Administrator Signature Date

Return signed copy to the Accounts Payable Department

DFF ©
INCOME FROM SCHOOL
SALES AND SERVICES

Career and Technical Education

Vocational Activity Income

Through certain career and technical education vocational activities, students may provide goods and services at a charge to the public. These activities are designed for educational purposes, not to make a profit or to be competitive with business in the community.

The charges for work performed and goods sold through these activities will be kept current with costs for the particular service or item offered for sale.

Advertising Income

A District advertisement fund shall be established for the deposit of revenues if the District sells advertising.

All revenues collected will be deposited and accounted for in accordance with the Uniform System of Financial Records. Monies in the advertising funds are not subject to reversion.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
15-1121

CROSS REF.:
KHB - Advertising in Schools

DGD-EB

EXHIBIT

CREDIT CARDS

MAINTENANCE SUPERVISOR PROCUREMENT CARD
(P-CARD) PROCEDURES

Maintenance Supervisor Name: _______________________________________

Location: _________________________________________________________

Authorization and Purchase Process

1. P-cards are to be secured by the supervisor.

2. Authorize purchases by issuing P-card to card holder.

3. Purchases are limited to maintenance supplies only.

a. Capital purchases are prohibited.

4. Once the purchase is complete, the staff member returns P-card along with the receipts to the supervisor.

5. Supervisor reviews, signs, and forwards the receipt(s) to the Accounts Payable department for reconciliation.

a. Receipts are to be submitted within one (1) day of the purchase.

b. Clear plastic envelopes will be used to transfer receipt through District mail.

6. Lost receipts require a memo from the supervisor detailing and authorizing the purchase.

a. Recurring loss of receipts will result in cancellation of P-card privileges for the staff member.

General Limits and Information

7. Purchase limits are two thousand dollars ($2000) per month and reset the twenty-eighth (28th) of each month.

8. Five hundred dollars ($500) for a single purchase limit.

a. Splitting purchases are prohibited.

b. Purchases over five hundred dollars ($500) require a District purchase order.

9. Four (4) transactions are allowed per day.

10. Also be aware that the P-card has limits on the business types in which it can be used.

a. If a valid purchase is blocked, please call the Business Manager at (623) 435-6085 or the Chief Financial Officer at (623) 435-6692 to resolve the issue.

11. Lost or stolen cards are to be reported immediately to the Business Manager or the Chief Financial Officer.

12. Commerce Bank Customer Care phone number is 1-800-892-7104 or VISA at 1-800-VISA-911.

_______________________________________ _____________________
Maintenance Supervisor Signature Date

_______________________________________ _____________________
Administrator Signature Date

Return signed copy to the Accounts Payable Department

DG ©
BANKING SERVICES

The Board, by majority vote, shall designate one (1) or more banks as depository for the safeguarding of school auxiliary and revolving funds.

Each designated depository shall furnish proper security for such deposits in the amount designated by the Board and in accordance with law.

Each designated depository shall be advised not to cash checks payable to the District but to deposit checks only to the District auxiliary accounts.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-1126

DGD-EC

EXHIBIT

CREDIT CARDS

DECLINING BALANCE PROCUREMENT CARD
(P-CARD) PROCEDURES

Employee Name: __________________________ Location: _______________

Department: ______________________ Annual School Year Limit: $_________

Authorization and Purchase Process

1. Declining Balance P-cards are to be secured by the administrator (O&R Assistant Principal).

2. Staff requests authorization to use the P-card.

3. Purchases are limited to department supplies only.

a. Capital purchases are prohibited.

b. Food purchases are only allowed for culinary programs.

4. Once the purchase is complete, the staff member returns P-card along with a signed receipt to the administrator.

5. Administrator forwards the receipt to the Accounts Payable department for reconciliation.

a. Receipts are to be submitted within one (1) day of the purchase.

b. Blue plastic envelopes will be used to transfer receipt through District mail.

6. Lost receipts require a memo from the administrator detailing and authorizing the purchase.

a. Recurring loss of receipts will result in cancellation of P-card privileges for the staff member.

General Limits and Information

7. Purchase limits are five hundred dollars ($500) for a single purchase or the yearly limit of the P-card if it is less than five hundred dollars ($500).

a. Splitting purchases are prohibited.

b. Purchases over five hundred dollars ($500) require a District purchase order.

8. Four (4) transactions are allowed per day.

9. P-card balances reset every July 1.

10. Budget amounts can be reset at the request of the administrator.

11. Also be aware that the P-card has limits on the business types in which it can be used.

a. If a valid purchase is blocked, please call the Business Manager at (623) 435-6085 or the Chief Financial Officer at (623) 435-6692 to resolve the issue.

12. Lost or stolen cards are to be reported immediately to the Business Manager or the Chief Financial Officer.

13. Commerce Bank Customer Care phone number is 1-800-892-7104 or VISA at 1-800-VISA-911.

_______________________________________ _____________________
Employee Signature Date

_______________________________________ _____________________
Administrator Signature Date

Return signed copy to the Accounts Payable Department

DEC ©
FUNDING FROM FEDERAL
TAX SOURCES

(Impact Aid Program)

Regardless of any other law, if the District receives assistance pursuant to Title VIII of the Elementary and Secondary Education of 1965, as amended (Impact Aid Program), the District shall establish a local level fund designated as the Impact Aid Fund and deposit the Impact Aid monies received in the Fund.

The District shall separately account for monies in the Fund and shall not combine monies in the Fund with any other source of local, state, and federal assistance. Monies in the Fund shall be expended pursuant to federal law only for the purposes allowed by Title VIII and A.R.S. 15-905. The District shall account for monies in the Fund according to the Uniform System of Financial Records (USFR) as prescribed by the Auditor General.

If the District has established an Impact Aid Fund, the Superintendent of Public Instruction shall separately account for monies in the District's Impact Aid Fund in the annual report required by A.R.S. 15-255.

Monies in the Fund are considered federal monies and are not subject to legislative appropriation.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-905
20 U.S.C. 7701, Title VIII - Impact Aid Program

CROSS REF.:
IHBJ - Indian Education
KJGA - Relations with Parents of Children Educated Pursuant to
Federal Impact Aid Programs

DGA ©
AUTHORIZED SIGNATURES

Authorized signatures for all checking accounts shall be approved by the Board.

On accounts required by statute to have two (2) signatures, the signatories shall be as specified by the statutes.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-1122
15-1126

DGD ©
CREDIT CARDS

(Credit Cards and/or Procurement Cards)

Use of Credit Cards/
Procurement Cards

The Governing Board acknowledges that instances may occur when ready payment for goods or services is in the District's best interest. The Superintendent is responsible for the implementation of all aspects of the District credit/procurement card program. The Board authorizes the Superintendent to secure and assign controlled-limit credit/procurement cards to designated personnel. District-assigned credit/procurement cards may not be used for personal expenditures.

The use of credit/procurement cards is to be closely monitored and payment of statements for authorized purchases are to be made as promptly as possible to avoid fees and charges for the use of such cards.

The Superintendent is directed to develop regulations for the use of District-assigned credit/procurement cards. Such regulations are subject to Board review and approval.

The Board reserves the right to revise or rescind this policy at its sole discretion.

Definition of Credit/
Procurement Card

The District defines "credit card" and "procurement card" as a form of payment in lieu of cash, purchase order, or check. The credit/procurement card must bear the applicable company logo.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
38-621
38-622
38-623
38-624
38-625
Uniform System of Financial Records

CROSS REF.:
DKC - Expense Authorization/Reimbursement

DGD-R R ©

REGULATION

CREDIT CARDS

(Credit Cards and/or Procurement Cards)

Purposes, Conditions, and Limits

The issuance and use of a credit/procurement card is to provide an alternative purchasing mechanism when traditional payment/procurement methods are not feasible. Cards shall be issued in the District's name and if applicable, the user's name. The employee issuing cards shall maintain a complete list of designated card users. Physical security of cards shall be maintained at all times. The District shall cancel or inactivate cards, or recover the cards if possible, upon loss, theft, or misuse; when a card is no longer needed; and upon the card holder's separation from the District's employment when the card is in the user's name. For cards issued in the District's name a specific employee shall be designated by the Superintendent to track who has the cards and account for all card transactions.

A credit/procurement card may be used to facilitate the payment of travel expenses such as hotels, meals and registrations for training and education while conducting District business, including fuel for District-owned vehicles.

Purchasing control limits shall be based on single transaction limits and monthly purchase limits for each card holder. Purchase limits shall be established based on the types of transactions for which the card is being used. Personnel issued credit/procurement cards shall be determined by the Superintendent to have a legitimate need and whose use of the card is necessary for effective purchasing. Personnel designated to use credit/procurement cards shall be advised by the Superintendent of their purchasing control limits.

Authorized Card Holders

Persons designated as authorized credit/procurement card holders must agree to abide by the procedures described in this regulation.

The holders will be held liable for any unauthorized use of a District-assigned credit/procurement card, which may result in disciplinary action up to and including the loss of employment and other actions provided by law. All card users, including users of cards issued only in the District's name, shall sign a user agreement acknowledging receipt and understanding of the District's policies and regulations for the cards use. The agreement shall authorize the District to withhold wages for the amount of any improper purchase; pursuant to the Fair Labor Standards Act. To the extent permitted by law card users shall be held personally liable for card transactions that are contrary to laws, rules, policies and regulations, including applicable penalties and interest. The user agreement shall contain a statement expressing possible disciplinary actions for the misuse of a District credit/procurement card.

Except for business department personnel performing authorized office duties, no person other than a designated holder is to have access to or use of a District-assigned credit/procurement card.

Authorized card holders shall receive training on the use of the card that addresses purchase limitations, advanced purchasing approval, necessary purchase documentation, and the District's payment process regimen.

Scope

The credit/procurement card is to be used only when the items and/or services to be purchased are for the official use of the District. No personal use of a credit/procurement card is allowed.

District-assigned credit/procurement cards may be used only when one (1) of the following conditions exists:

● When A. When a vendor will not accept a purchase order or offer billing terms.

● When B. When the purchase must be made during an "emergency." For the purpose of this regulation, emergency emergency means payment for a purchase must be made before the next accounts payable check run. An approved purchase requisition must be processed to document the emergency.● When A memo bearing the Superintendent's signature of approval must be presented explaining the circumstances and nature of the emergency.

C. When certain purchases could be made more efficiently and cost effective.

● When D. When a revolving fund check cannot be used.

● When departments have credit/procurement cards for the purchases of department related supply items.

● When maintenance credit/procurement cards are limited to maintenance supply items only.

● When fuel credit/procurement cards are limited to fuel or for emergency tire and auto repairs only.

● When used by the Purchasing Director or the Information and Technology Department for emergency capital item purchases.

● When the Purchasing Director, Superintendent, Associate Superintendent and Assistant Superintendent for Human Resources purchase conference registration, air travel, car rental, and lodging.

Credit/Procurement Card
Purchasing Limitations

District-established credit/procurement card purchasing limitations shall be established by the Superintendent. The Superintendent shall establish card user and single transaction limits and monthly purchase limits for each card. Such limits shall be established based on the type of transactions for which the card is to be used.

The following are District-established credit/procurement card purchasing limitations:

●

single

purchase

may not exceed a maximum of five hundred dollars ($500).

● Cumulative purchases by a card holder may not exceed two thousand dollars ($2,000) during a statement month.

● The Purchasing Director has higher single purchase and monthly limits as necessary.

● Single purchase and monthly limits can be higher when requested by the administrator and approved by the Purchasing Director, Procurement Card Administrator, or business office.

A purchase made using a District-assigned credit/procurement card may not violate any District purchasing policy or regulation. All purchases must be appropriate and in the best interest of the District. Violation may result in termination of the employee's credit/procurement card privileges.

Credit/Procurement Card Transaction
Requirements for Physical, Verbal,
and Internet Orders

When a District-assigned credit/procurement card is required for a physical, verbal or internet purchase, the following steps must be taken:

● All credit/procurement cards must be secured by the administrator or supervisor.

● Prior administrative/supervisor approval is required for all A. Prior to use of the credit/procurement card, the card holder is to submit a purchase order requisition form to the District business office accompanied by the following:

B. A detailed description of the items and/or services to be purchased using the credit/procurement card purchases.

● Receipts and related documents must be signed by the administrator or supervisor.

● All Receipts and other related documents must be submitted to the business office.

● For purchases with no or lost receipts, administrator or supervisor must provide a memo approving the purchase. The memo must also include the vendor name, items purchased, and amount(s) of the purchase.

● Purchases made by the Purchasing Director must have a prior completed and authorized purchase order requisition.

● Capital purchases must have a prior completed and authorized purchase order requisition.

● Travel and conference registration purchases must have a prior approval Professional Visit Request.

C. The date the purchase will be made.

D. The actual amount of the purchase. If the actual amount is not known an estimate may be stated, but the amount of the purchase cannot exceed the stated amount.

E. Proper account coding information.

F. Signatures of the requester and the approving authority.

G. The holder must verify that a purchase order has been created and approved before a credit/procurement card transaction occurs.

H. When a credit/procurement card is used the card holder must promptly submit all receipts and other related documentation to the business office. The documentation should clearly indicate the employee making the purchase and the specific school purpose for the expenditure. Receipts for fuel or vehicle repairs are to include the vehicle license number.

Supporting Purchase Documentation

Employees using cards shall submit all supporting documentation to the District monthly. Supporting documentation shall include:

A. Purchasing requisition, purchase order, invoice, packing slip, receiving report, and transaction receipt, as applicable. If original receipts are not available because they are lost or illegible, the card user shall request a copy of the receipt from the vendor or complete an affidavit detailing the purchase date, vendor, product, cost, tax and other charges, and reason the receipt is not available.

B. A description of the item(s) purchased and the specific District purpose for the expenditure.

C. The card user's signature and date the document was submitted to the District.

D. Documentation of the purchase of fuel or vehicle repair, the license number of the vehicle, and odometer reading of the vehicle.

E. Transactions, such as Internet, phone, and fax transactions may result in card charges before goods or services are received. Such transactions are allowed purchases that are normally prepaid in order to procure the item or to receive a discounted price. In such instances the District shall ensure that all relevant aspects of Uniform System of Financial Records (USFR) VI-G are adhered to for each purchase.

Credit/procurement card statements must be addressed directly to the business office and not to the card holder. All purchase transaction receipts must be reconciled to the monthly credit/procurement card statements prior to entry on an expense voucher. As credit/procurement card companies may charge fees and interest, payments must be made in a timely manner to avoid finance charges.

Use of a Credit/Procurement

Card for Travel

Reservations must be made through the purchasing office. A completed professional leave form must be submitted along with the necessary information. The business office will provide the credit/procurement card information to the selected vendor.

Payment Process Regimen

The Superintendent shall ensure that approval, verification, and payment duties are separate among different employees. A copy of the billing statement shall be sent directly to the District. Electronic statements may be accepted if provided to card users by the financial institution or the District. Upon receipt of the billing statement the card user should complete the transaction log and submit the log, billing statement, and all other supporting documentation for review and approval. The reviewer shall:

● Confirm A. Confirm that all supporting documentation is complete and was submitted in a timely manner.

● Verify B. Verify that each purchase transaction appearing on the card user's billing statement is an appropriate, legitimate legitimate District purchase that was approved, and within the individual's authorized purchase limits.

● For C. For travel expenses, verify the expenses do not exceed allowable reimbursement amounts as prescribed by the Uniform System of Financial Records (USFR)

USFR and are supported by a properly approved travel claim.

● Initial D. Initial and date the reconciliation document for review.

● Submit E. Submit reconciled statements and supporting documentation.

All receipts shall be reconciled and reviewed monthly and if possible, prior to payment of the monthly bill. Payments shall be made in a timely manner to avoid late fees and finance charges. Card balances shall be paid in full each billing cycle. Should the reconciliation or review identify any items that were not a valid purchase, it shall be reported to the Superintendent and disputed.

Periodic Review

The District shall periodically compare budget and actual expenditures to ensure purchases remain within budget limits, or available cash balance, as applicable and shall monitor the types of purchases and vendor usage to ensure compliance with District procurement policies and regulations, and USFR purchasing guidelines.

The review process shall include strategies that are employed to detect improper or fraudulent transactions.

Rebates and Incentives

Credit cards or procurement cards may contain provisions for the District to receive cash rebates or incentives in the form of rebates. Should this occur the District shall treat rebates as miscellaneous revenue or as a deduction of expenditures.

Should a rebate be received in the same fiscal year as the original expenditure, including the encumbrance period, the rebate may be recorded as a reduction of the original expenditure. Otherwise, the District shall record the rebate as miscellaneous revenue in the original expenditure or in the Auxiliary Operations Fund.

DH ©
BONDED EMPLOYEES
AND OFFICERS

The Governing Board requires bonding of student activities treasurers and other school employees to cover fidelity and loss of money. The amount of bond will be prescribed by the Board, except that no revolving fund shall be established unless the designated custodian is bonded for an amount equal to twice the amount of the fund. In determining the amount and type of other bonds, the Board will consider the amount of money in accounts during the period of time covered by the bond. The cost of bonding shall be paid by the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-1101
15-1122
15-1126

DICA
FUND BALANCE REPORTING

Governmental Accounting Standards Board (GASB) Statement No. 54 establishes guidelines for the reporting of fund balances. The business office is assigned the authority, in consultation with District auditors, to assign fund balances for specific purposes.

In addition to GASB Statement No. 54, the District's fund balance reporting will comply with current guidance established by the Arizona Auditor General.

Adopted: September 19, 2012

DI ©
FISCAL ACCOUNTING AND REPORTING

The Superintendent shall be ultimately responsible for receiving and properly accounting for all funds of the District.

The Uniform System of Financial Records developed by the State Department of Education and the Auditor General's Office shall be used to provide for the appropriate separation of accounts and funds.

The Superintendent shall provide to the Board periodic financial reports showing the financial condition of the District.

The Superintendent shall also be responsible for student accounting and shall report enrollment and attendance as required by the state.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-239
15-271
15-272
15-901

DIA ©
ACCOUNTING SYSTEM

Records of all phases of the business operation shall be kept in strict accordance with the Uniform System of Financial Records, other applicable laws, and the policies of the Board.

The District may apply to the State Board of Education (SBE) to assume accounting responsibility, in which case the District shall develop and file with the SBE an accounting responsibility plan as specified in A.R.S. 15-914.01. An approval by the SBE for the District to assume accounting responsibility compels the District to contract with an independent certified public accountant for an annual financial and compliance audit.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-239
15-914.01
15-271
15-272

CROSS REF.:
DI - Fiscal Accounting and Reporting
DIC - Financial Reports and Statements

DIB ©
TYPES OF FUNDS / REVOLVING FUNDS

General Purpose Revolving Fund

A general purpose revolving fund shall be established, pursuant to A.R.S. 15-1101, at a local bank in the account name of the Glendale Union High __________________ School District No. 205____. Drafts drawn on the account shall be signed by the employee in charge of the fund or other designated person. The fund shall be managed in the manner prescribed by the Uniform System of Financial Records (USFR).

No revolving fund may be established unless the designated employee in charge is bonded for an amount equal to twice the amount of the fund. The cost of the bond shall be a proper charge against the District.

Auxiliary Operations Fund

The auxiliary operations fund shall consist of monies raised with the approval of the Board in pursuance of and in connection with all activities of school bookstores and athletic activities.

Fund monies shall be accounted for in accordance with the requirements of the USFR.

After authorization by the Board, fund monies shall be deposited in a bank account designated as the auxiliary operations fund. Disbursements from the fund shall be authorized by the Board.

Disbursements shall be made by check signed by two (2) employees of the District designated by the Board. Persons authorized by the Board to sign checks shall be bonded, and the cost shall be charged against the fund.

Auxiliary operations fund monies may be invested and reinvested by the Board. All monies earned by investment shall be credited to the auxiliary operations fund.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-1101

15-1124
15-1125

15-1126

15-1154

CROSS REF.:
JJF - Student Activities Funds

DGD-E ©

EXHIBIT

CREDIT CARDS

DISTRICT-ASSIGNED CREDIT/PROCUREMENT
CARD HOLDER AGREEMENT

By my signature I hereby acknowledge that I have read and understand the _________________________ School District's credit/procurement card policy and regulations, and that I have been provided sufficient opportunity to ask questions related to the District's credit/procurement card policy and regulation. Furthermore, I affirm that I will not use the credit/ procurement card for personal reasons and that I have been advised of the purchase limitations associated with the use of the card. I understand that a violation of this agreement may result in disciplinary action up to and including termination, and possible legal action.

________________________________ ___________________
Signature Position

________________________________ ___________________
Printed name Date signed

DIC ©
FINANCIAL REPORTS
AND STATEMENTS

Prior to October 15 of each year, the Superintendent shall present to the Board the annual financial report for the previous fiscal year and the Governing Board shall submit the annual financial report for the previous fiscal year to the Department of Education, which shall prominently display this information about the District on the website maintained by the Department.

The District annual financial report shall be published by November 15 either in a newspaper of general circulation within the District, by electronic submission to the Department of Education for publication on its web site, in the official newspaper of the county, or by mailing to each household in the School District. If published electronically as indicated above, a link shall be posted on the School District web site to the state department's web site.

The Superintendent shall also ensure that a report of expenditures of public funds and student activity funds is provided to the Board on a monthly basis.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-271

15-302

15-904

15-919.06
15-977
15-991

CROSS REF.:
CM - School District Annual Report
DBC-R - Budget Planning, Preparation and Schedules

DID ©
INVENTORIES

The Superintendent shall establish a program to implement District inventory procedures, which shall include inventory of land, buildings, and equipment as required in the Uniform System of Financial Records (USFR).

The acquisition threshold for capitalizing items and entering them on the general fixed assets listing shall be five thousand dollars ($5,000) or greater. Items having an acquisition cost greater than one thousand dollars ($1,000) but less than five thousand dollars ($5,000) shall be placed on the stewardship listing. General fixed assets and stewardship items shall be inventoried as specified by the USFR.

The District will use the straight-line method of depreciation and the half-year convention. Useful lives and capitalization thresholds will be determined by the Arizona Association of School Business Officials (AASBO), International Guidelines, or as determined by the administration. Salvage value will be zero (0) unless otherwise determined by the administration. Depreciation of fixed assets will be assigned a functional category based on projected functional use of the asset as determined by the administration.

Adopted: December 1, 2010Adopted: date of Manual adoption

LEGAL REF.:
Uniform System of Financial Records

DJA
REQUISITIONS AND PURCHASE ORDERS

Monies for the purchase of supplies and equipment are allocated in the District budget. To purchase supplies and equipment from these funds, it is necessary to have a purchase requisition initiated by a member of the staff and approved by the administrator principal. The requisition should then be forwarded to the District purchasing/business office for processing.

To assure delivery at the time of need, supplies should be requisitioned at least thirty (30) days in advance and equipment should be requisitioned from sixty (60) to ninety (90) days prior to scheduled use.

Purchase orders for all supplies and equipment that are requisitioned will be issued by the Administrator of Purchasing. The School District will not be responsible for the payment of any materials or supplies which have not been properly requisitioned and purchased.

Adopted: December 1, 2010

DID-R R ©

REGULATION

INVENTORIES

The business manager has responsibility to assist the Superintendent in developing procedures for maintaining District inventories. The District will follow the prescribed minimum internal control policies and procedures provided by the Uniform System of Financial Records to meet compliance requirements for inventories.

A copy of the complete inventory shall be on file in the office of the Director of Purchasingbusiness manager. A detailed listing of capital assets such as land, buildings, machinery and equipment, vehicles, infrastructure, and easements must be established as prescribed by the Governmental Accounting Standards Board (GASB). Assets, including lands and buildings, and improvements to land and/or existing buildings, having a total acquisition cost of five thousand dollars ($5,000) or more will be tagged, marked, capitalized and included in the general fixed-assets inventory. To comply with the requirements of GASB Statement number 34, accurate, complete, and up-to-date documentation including, but not limited to, the following shall be maintained:

● An A. An inventory record registering for each item the:

■ description1. description;

■ year 2. year of acquisition;■ method

3. method of acquisition;

■ funding 4. funding source;

■ cost 5. cost or estimated cost;

■ salvage 6. salvage value;

■ estimated 7. estimated useful life;

■ function8. function(s) for which the asset is used.

● A B. A depreciation schedule that:

■ includes 1. includes all exhaustible capital assets, by type, with examples;

■ excludes 2. excludes non-exhaustible capital assets and construction in process;

■ is 3. is based on locally-determined estimated useful life, typically in years;

■ projects 4. projects residual value at the end of useful life;

■ identifies 5. identifies the method used for calculating depreciation;

■ identifies 6. identifies the selected averaging condition, where applicable.

● A C. A disposal listing of items removed from the inventory, including at minimum the date and method of disposal.

A stewardship inventory shall also be maintained for all equipment, including vehicles, with a cost of one thousand dollars ($1,000) or more but less than the capital asset threshold. The inventory must identify each item's description, identification (tag) number, location, and the month and year of acquisition.

For insurance and other purposes, an inventory of items with an acquisition cost of less than one thousand dollars ($1,000) may be maintained.

The District shall conduct a physical inventory of listed equipment:

● at A. at least every two (2) years for items:

■ purchased 1. purchased with federal funds;

■ with 2. with an acquisition cost of five thousand dollars ($5,000) or more.

● at B. at least every three (3) years:

■ for 1. for all capital equipment;

■ for 2. for items on the stewardship list, where such list exists.

Facility administrators shall implement the procedures, maintain lists, and provide reports as requested on the contents of their buildings.

Each administrative unit shall assist in completing an annual inventory of all capital furniture and equipment, library media, and textbooks at its location.

Facility administrators shall require any employee who desires to remove an item from one school or department for use in another to submit a written transfer request form to the purchasing officebusiness manager. Written approval must be obtained from the Purchasing Director business manager prior to the relocation of an item.

Supply records shall be kept, which will show:

A. The name of the individual receiving the supplies.

B. The date received.

C. The disposition of the supplies.

A perpetual inventory shall be maintained for all supplies warehoused by the District.

DJB
RESTRICTIONS ON PURCHASING
FROM LOCAL ACCOUNTS

All local accounts must be solvent at the time a purchase is made. Solvency shall be construed as including cash or inventory on hand.

The Student Council or a cooperating organization designated by the council may provide financial support for a specific activity on condition of later reimbursement.

Adopted: December 1, 2010

DIE ©
AUDITS / FINANCIAL MONITORING

The Governing Board directs the Superintendent to implement procedures that assure District compliance with all state and federal requirements for financial monitoring and audits. Contingent upon prescribed qualifying criteria, such requirements may include, but are not limited to, procedural reviews by the Office of the Auditor General and the federal Single Audit Act Amendments of 2003and OMB Compliance Supplement June 2016.

The procurement of the necessary services shall be consistent with the District's policy on bidding and purchasing procedures. Any allocation of costs for the services shall conform to the requirements of the Uniform System of Financial Records (USFR).

A final report of each separate fiscal management review shall be presented to the Board for examination and discussion. After a report has been presented to the Board, it will become a matter of public record, and its distribution will not be limited. Copies of a final report shall be filed with appropriate state and other authorities.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-239
15-914
15-2111
41-1279.04
41-1279.05
41-1279.07
41-1279.21
41-1279.22
A.A.C.
R7-2-902
USFR - Audit Requirements

2 CFR Part 200 Appendix XI, Compliance Supplement

DIE-R ©

REGULATION

AUDITS / FINANCIAL MONITORING

Each program, instructional unit, and department shall prepare and maintain such financial records as are directed by the Superintendent. The documents shall be accurate and of essential sufficiency to enable the District to comply with all requirements for financial monitoring and audits, both internal and external.

In addition to special reviews that may be conducted as necessary, the District will comply with the following minimum requirements to demonstrate proper management of and accountability for its fiscal resources:

● Whenever

A. Whenever the District's expenditure of federal financial assistance is less than five hundred thousand

dollars

dollars ($500,000) during a fiscal year, the District shall be subject to a procedural review conducted by the

Office of

Office of the Auditor General at times determined by the Auditor General, subject to the following provisions:

■ Districts

B. Districts that have adopted a Maintenance and Operations Fund (M&O) budget of two million

dollars

dollars ($2,000,000) or more shall contract with an independent certified public accountant to conduct an annual financial statement audit in accordance with generally accepted governmental auditing standards.

■ Districts

C. Districts that have adopted a Maintenance and Operations Fund (M&O) budget between seven

hundred thousand

hundred thousand dollars ($700,000) and two million dollars ($2,000,000) shall contract with an independent

certified public

certified public accountant to conduct a biennial financial statement audit in accordance with generally

accepted governmental

accepted governmental auditing standards.

● Whenever

D. Whenever the District's combined expenditure from all sources of federal financial assistance is five

hundred thousand

hundred thousand dollars ($500,000) or more during a fiscal year, the District shall contract with an approved independent auditor to conduct an annual financial audit. The audit shall be performed in accordance with generally accepted auditing standards in compliance with the requirements of the federal Single Audit Act Amendments of 2003 and any implementing regulations of the Office of Management and Budget (OMB).

To the extent permitted by federal law, the District:

● may

A. may convert to a biennial audit schedule when the previous annual audit contained

no significant

negative findings

negative findings,

defined

defined as the District having received a letter of noncompliance issued by the auditor general;

● shall

B. shall convert back to an annual audit whenever an audit produces significant negative findings;

● may

C. may convert back to a biennial audit schedule when the two (2) previous audits have not contained

and significant

any significant negative findings.

The Superintendent shall be promptly informed of any material deficiency that is discovered during a monitoring or auditing process.

DJ ©
PURCHASING

(Purchasing Ethics Policy)

The District's Governing Board members and employees shall not use their offices or positions to receive any valuable things or benefits that would not ordinarily accrue to them in the performance of duties if the things or benefits are of such value or character as to manifest a substantial and improper influence upon the performance of their duties.

This policy should not be construed to prohibit District Governing Board members and employees from accepting inexpensive novelty advertising items and holiday gifts or occasional business meals.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-213
15-323
38-503
38-504

DJE ©
BIDDING / PURCHASING PROCEDURES

The Superintendent shall be responsible for all purchasing, contracting, competitive bidding, and receiving and processing of all bid protests, in accordance with the Arizona school district procurement rules, including A.A.C. R7-2-1141 et seq. A contract shall not be awarded to an entity that does not verify employment eligibility of each employee through the E-verify program in compliance with A.R.S. 23-214 subsection A. Each contract shall contain the warranties required by A.R.S. 41-4401 relative to the E-verify requirements.

The Superintendent shall prepare regulations to assure the District conforms to proper procedures and practices. shall ensure that all aspects of bidding and purchasing procedures conform to federal and state laws, rules and regulations. Administrative regulations shall be established to assure the District is in full compliance, including contracting with small and minority businesses, women's business enterprises, and labor surplus area firms. (2 C.F.R. 200.321).

Purchases Not Requiring Bidding

Purchases of less than ten thousand dollars ($10,000) or less may be made at the discretion of the Superintendent. Such procurements are not subject to competitive purchasing requirements, however reasonable judgment should be used to ensure the purchases are advantageous to the District.

Verbal price quotations will be requested from at least three (3) vendors for a transaction transactions of at least ten thousand dollars ($10,000) but less than fifty thousand dollars ($50,000). The price quotations should be shown on, or attached to, the related requisition form. If three (3) verbal quotations cannot be obtained, documentation showing the vendors contacted that did not offer price quotations, or explaining why price quotations were not obtained, shall be maintained on file in the District office.

Written price quotations will be requested from at least three (3) vendors for transactions of at least fifty thousand dollars ($50,000) but not more than one hundred thousand dollars ($100,000). If three (3) written price quotations cannot be obtained, documentation showing the vendors contacted that did not offer written price quotations, or explaining why written price quotations were not obtained, shall be maintained on file in the District office.

The District is not required to engage in competitive bidding in order to place a student in a private school that provides special education services if such placement is prescribed in the student's individualized education program and the private school has been approved by the Department of Education Division of Special Education pursuant to A.R.S. 15-765. The placement is not subject to rules adopted by the State Board of Education before November 24, 2009 pursuant to A.R.S. 15-213.

The District may, without competitive bidding, purchase or contract for any products, materials and services directly from Arizona Industries for the Blind, certified nonprofit agencies that serve individuals with disabilities and Arizona Correctional Industries if the delivery and quality of the goods, materials or services meet the District's reasonable requirements.

Intergovernmental agreements and contracts between school districts or between the District and other governing bodies as provided in A.R.S. 11-952 are exempt from competitive bidding under the procurement rules adopted by the State Board of Education pursuant to A.R.S. 15-213.

The District is not required to engage in competitive bidding to make a decision to participate in insurance programs authorized by A.R.S. 15-382.

The District is not required to obtain bid security for the construction- manager-at-risk method of project delivery.

Unless otherwise provided by law, contracts for materials or services and contracts for job-order-contracting construction services may be entered into if the duration of the contract and the conditions of renewal or extension, if any, are included in the invitation for bids or the request for proposals and if monies are available for the first fiscal period at the time the contract is executed. The duration of contracts for materials or services and contracts for job-order-contracting construction services shall be limited to no more than five (5) years unless the Board determines that a contract of longer duration would be advantageous to the District. Once determined, the decision should be memorialized in meeting minutes and in the contract/bid file. Payment and performance obligations for succeeding fiscal periods are subject to the availability and appropriation of monies. The maximum dollar amount of an individual job order for a job-order-contracting construction service shall be one million dollars ($1,000,000) or as determined by the Board.

Online Bidding

Until such time as the State Board of Education adopts rules for the procurement of goods and information services by school districts and charter schools using electronic, online bidding, the District may procure goods and information services pursuant to A.R.S. 41-2671 through 2673 using the rules adopted by the Department of Administration in implementing 41-2671 through 2673.

Purchases Requiring Bidding

Sealed bids and proposals shall be requested for transactions to purchase construction, materials, or services costing more than one hundred thousand dollars ($100,000). All transactions must comply with the requirements of the Arizona Administrative Code and the Uniform System of Financial Records.

Registered Sex Offender Prohibition

All purchase orders, agreements to purchase, and contracts for services to be provided by personnel other than District employees must include the following statement on the document:

Registered Sex Offender Restriction. Pursuant to this order, the named vendor agrees by acceptance of this order that no employee of the vendor or a subcontractor of the vendor, who has been adjudicated to be a registered is required to register as a sex offender, pursuant to A.R.S. 13-3821, will perform work on District premises or equipment at any time when District students are, or are reasonably are reasonably expected to be, present. The vendor further agrees by acceptance of this order that a violation of this condition this condition shall be considered a material breach and may result in a cancellation of the order at the District's discretions discretion.

Adopted: December 18, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
11-952

15-213

15-213.01

15-213.02

15-239

15-323

15-342

15-382

15-765

15-910.02

23-214

34-101 et seq.

35-391 et seq.

35-393 et seq.

38-503

38-511

39-121

41-2632

41-2636

41-4401

A.A.C.

R7-2-1001 et seq.

A.G.O.

I83-136

I87-035

I06-002

USFR: VI-G-8 8 et seq.

2 C.F.R. 200.321

CROSS REF.:
BCB - Board Member Conflict of Interest
DJG - Vendor/Contractor Relations
GBEAA - Staff Conflict of Interest
JLIF - Sex Offender Notification

DJE-R ©

REGULATION

BIDDING / PURCHASING PROCEDURES

All District purchases shall be in accordance with the relevant sections of the Arizona Revised Statues (including, but not limited to to 15-213, 15-323, and and 38-503), the Arizona school district procurement rules set out in A.A.C.A.A.C. R7-2-1001 through 1195, and with the following.

Requesting Quotations

Requests for price quotations are to include adequate details and be issued with sufficient lead time to enable vendors to effectively respond. When a contract is to be awarded on the basis of price and additional factors those factors are to be included in the request for quotations. Such factors should include, but are not limited to, the following:

● Submittal A. Submittal requirements including:

■ Date 1. Date and time due;

■ Type 2. Type and manner by which quotations may be received (e.g., telephone, written, fax, e-mail, prepared form prepared form);

■ Physical 3. Physical or digital address to which quotations are to be delivered.

● Specific B. Specific information the quotation must include.

● Whether C. Whether or not negotiations may be held.

● Options D. Options that may be made pursuant to a purchase contract, i.e., extensions and renewals.

● Contracts E. Contracts for job-order-contracting services shall be limited to no more than five (5) years unless the Board determines Board determines that a contract of longer duration would be advantageous to the District and has provided for such such duration as a part of bid documents and conditions of renewal or extension within contract language. Such Such determination should be memorialized in writing and kept in the meeting minutes and contract/bid file.

● Uniform F. Uniform terms and conditions included in the request by text or reference.

● Such G. Such additional terms, conditions, and instructions as are applicable to the purchase under consideration.

All requests for written quotations shall be at the direction of the Superintendent or a person designated by the Superintendent.

When a vendor is selected on the basis of factors other than lowest price, the reasons shall be documented and filed with the price quotations. Documentation of the quotations process and details including vendor names, persons contacted, telephone numbers and identification of other communication procedures, price results, and determinations are to be documented and retained by the District in a procurement file that includes the pertinent requisition form and purchase order.

A written contract or purchase order must be approved prior to a purchase being made.

Cumulative and Like
Item Purchases

An analysis shall be performed annually to determine the extent of the District need to purchase like items. Prior year purchases and applicable demographic, program, and planning data are to be utilized for projecting quantity and cost of like items to fulfill the anticipated need. The outcomes of calculating the projected quantity and cost factors to acquire like items shall inform the determinations as to the appropriate procurement processes to be applied. The proper competitive purchasing strategies must be applied to assure District compliance with the procurement laws and rules. Splitting of orders or other purchasing practices devised to circumvent allowable procurement practices are prohibited. The cumulative costs of purchasing like items by any and all means of acquisition are to be tracked to assure that no purchases are permitted that will result in violation of Governing Board policies and lawful procurement practices.

Multiple Year Purchases

Under Bid ThresholdPurchases Totaling Less

Than One Hundred Thousand Dollars

The District may enter into contracts of less than the current bid threshold per A.R.S. 41-2534 and 15-213 one hundred thousand dollars ($100,000) for a period up to five (5) years, as follows:

● When A. When the terms and conditions of renewal or extension are included in the solicitation for bids;

● When B. When monies are available for the first fiscal year at the time of contracting;

● When C. When the competitive purchasing method is appropriate to the projected cumulative cost over the term of the of the multiple year contract.

Multiple Year Purchases

Over Bid ThresholdPurchases Totaling More

Than One Hundred Thousand Dollars

The District may enter into contracts for more than the current bid threshold one hundred thousand dollars ($100,000) for a period up to five (5) years, as follows:

● The A. The Governing Board has determined in writing that:

■ The 1. The estimated requirements cover the contract period and are reasonable and continuing;

■ A 2. A multi-term contract will serve the District's best interest by encouraging competition or promoting economies promoting economies in procurement;

■ If 3. If monies are not appropriated or available in future years the contract will be cancelled.

If multiple-year quotations are used, the District shall:

● Document A. Document the time period that the pricing is valid;

● Determine B. Determine the vendor will honor the pricing for the multi-year period;

● Written C. Secure and maintain written affirmation with the vendor that, although it is the District's intent to purchase certain purchase certain quantities, all purchases are subject to the availability of funds.

Multiple Awards to More
Than One Contractor

Generally, the District should not use multiple awards allowing more than one (1) vendor to supply the same goods or service. However, there are instances in which the District may make multiple awards. If that instance arises, the request for proposals or invitation for bids should clearly state whether multiple awards may be used so bidders can consider that information when pricing their proposals or bids.

A multiple award to more than one (1) vendor should be made only when the District has determined and documented in writing that a single award is not advantageous to the District. The award should also be limited to the least number of suppliers necessary to meet the District's requirements.

Bidding Methods

Sealed bids or proposals will be requested when an award is to be made for a transaction to purchase construction, materials, or services costing more than the current bid threshold per A.R.S. 15-213 and 41-2534.one hundred thousand dollars ($100,000). The Superintendent must review the expenditure and make a recommendation to the Board for final action. The Board reserves the right to waive any informality in, or reject, any or all bids or any part of any bid. Any bid may be withdrawn prior to the scheduled time for the opening of bids.

The bidder to whom the award is made may be required to enter into a written contract with the District.

Pursuant to the procurement code, contracts can be let for a period not to exceed five (5) years.

Definitions

The definition of a term used in this regulation shall be interpreted as being synonymous with the definition of that term listed at at R7-2-1001.

Prospective Bidders' Lists

The District shall compile and maintain a prospective bidders' list. Inclusion of the name of a person shall not indicate whether the person is responsible concerning a particular procurement or otherwise capable of successfully performing a District contract.

Persons desiring to be included on the prospective bidders' list shall notify the District. Upon notification, the District shall mail or otherwise provide the person with the District procedures for inclusion on the bidders' list. Within thirty (30) days after receiving the required information, the District shall add the person to the prospective bidders' list unless the District makes a determination that inclusion is not advantageous to the District.

Persons who fail to respond to invitations for bids for two (2) consecutive procurements of similar items may be removed from the applicable bidders' list after mailing a notice to the person. This notice shall not be required if the two (2) invitations for bids which were not responded to both contained the notice that bidders' names may be removed from the bidders' list if they fail to respond to invitations for bids for two (2) consecutive procurements of similar items. Persons may be reinstated upon request.

Prospective bidders lists shall be available for public inspection, unless the District makes a written determination that it is in the best interest of the District that they should be confidential or private and should not be open for inspection pursuant to A.R.S. 39-121.

Competitive Sealed Bidding

If the intended procurement is for construction to cost less than one hundred fifty thousand dollars ($150,000), the rules established for the simplified school construction procurement program described

at R7-2-1033

may

may be followed. In all other cases, adequate public notice of the invitation for bids shall be given as provided

in R7-2-1022

or as provided

in R7-2-1024, which are outlined below, and shall indicate that any bid protest shall be filed with the District representative, who shall be named therein.

If notice is given pursuant

to R7-2-1024, notice also may be given as provided

in R7-2-1022. If fewer than five (5) prospective bidders are included on the bidders list, the notice must also be given as provided

in R7-2-1022. When the invitation for bids is for the procurement of services other than those described

in R7-2-1061

through

through R7-2-1068

and

and R7-2-1117

through

through R7-2-1123, Specified Professional Services, notice also shall be given as provided

in R7-2-1022.

R7-2-1022:

In the event there are four (4) or less prospective bidders on the bidders' list, the notice shall include publication in the official newspaper of the county within which the school district is located for two (2) publications which are not less than six (6) nor more than ten (10) days apart. The second publication shall not be less than two (2) weeks before bid opening. The time of publication may be altered if deemed necessary pursuant

to R7-2-1024.A.

R7-2-1024:

Invitation for bids shall be issued at least fourteen (14) days before the time and date set for bid opening in the invitation for bids unless a shorter time is deemed necessary for a particular procurement as determined by the school district.

The school district shall mail or otherwise furnish invitation for bids or notices of the availability of invitation for bids to all prospective bidders registered with the school district for the specific material, service or construction being bid.

The time and date at which a bid is called due shall be during regular working hours at a regular place of school business or during a public meeting of the Governing Board at its regular meeting place.

Invitations to bid will be sent to all vendors who have requested to bid or who have applied to be placed on a bid list appropriate to the items being sought.

A bid call relating to "construction projects" must describe the nature of the work to be performed and where complete plans, if necessary, may be obtained. Deposits may be required for plans and specifications in good order. A certified check, cashier's check, or surety bond for ten percent (10%) of the bid must accompany each bid, but will be returned to unsuccessful bidders. The successful bidder must present performance and payment bonds for one hundred percent (100%) of the bid within five (5) working days after notification of the award.

Each sealed bid must be submitted in a sealed envelope, addressed to the District, clearly marked on the outside of the envelope, "Sealed Bid for ________________." The bids shall be opened publicly and read aloud at the time and place stated in the invitation. Awards shall be made with reasonable promptness to the lowest responsible, qualified vendor, taking into consideration all factors set forth in policy. Price shall not be the sole factor in making the bid award. When out-of-state bidders are not to pay sales/use tax, the amount of such tax shall not be a consideration in determining the low bidder. All proposed contracts for outside professional services in excess of the amount calculated by the State Board of Education and made applicable for the year in which the transaction will occur, may be reviewed by the attorney for the District prior to entering into the contract. The policies relating to outside professional services apply only to services required by law to be placed on bid, and even those policies may be set aside if a state of emergency is declared. If a state of emergency is declared, a memorandum will be issued justifying such a declaration, which will be filed in the District's records.

The use of bidding, contracting, or purchasing specifications that are in any way proprietary to one (1) supplier, distributor, or manufacturer is prohibited unless no other resource is practical for the protection of the public interest.

The Board reserves the right to reject any or all bids and to accept the bid that appears to be in the best interest of the District. The Board reserves the right to waive informalities in any bid or to reject any bid, all bids, or any part of any bid. Any bids may be withdrawn prior to the scheduled time for the opening of the bids. Any bids received after the opening begins shall not be accepted. Opening of bids shall not be delayed to accommodate late bid responses. Submitted bids shall be honored for at least thirty (30) days or as otherwise stated in the invitation. All information relating to a bid shall be retained and made available for public inspection after the bids are awarded, and prospective bidders shall be notified of this in the invitation or specifications relating to the bid call.

Multistep Sealed Bidding

The multistep sealed bidding method may be used if the Governing Board determines that:

● Available A. Available specifications or purchase descriptions are not sufficiently complete to permit full competition without technical without technical evaluations and discussions to ensure mutual understanding between each bidder and the District;

● Definite B. Definite criteria exist for evaluation of technical offers;

● More C. More than one (1) technically qualified source is expected to be available; and

● A D. A fixed-price contract will be used.

The District may hold a conference with bidders before submission or at any time during the evaluation of the unpriced technical offers.

The multistep sealed bidding method may not be used for construction contracts.

When the multistep sealed bidding method is determined to be advantageous to the District, the procedures set out in R7-2-1036 and and 1037 shall be followed.

Competitive Sealed Proposals

If, pursuant to to R7-2-1041, the Governing Board determines in writing that the use of competitive sealed bidding is either not practicable or not advantageous to the District, a contract may be entered into by competitive sealed proposals. The Governing Board may make a class determination that it is either not practicable or not advantageous to the District to procure specified types of materials or services by competitive sealed bidding. The competitive sealed proposal method may not be used for construction contracts. The Governing Board may modify or revoke a class determination at any time.

If competitive sealed bidding is neither practicable or advantageous, competitive sealed proposals may be used if it is necessary to:

● Use A. Use a contract other than a fixed-price type;

● Conduct B. Conduct oral or written discussions with offerors concerning technical and price aspects of their proposals;

● Afford C. Afford offerors an opportunity to revise their proposals;

● Compare D. Compare the different price, quality, and contractual factors of the proposals submitted; or

● Award E. Award a contract in which price is not the determining factor.

Procedures to be applied subsequent to the issuance of an invitation for bids are to be consistent with the requirements set out in in R7-2-1025 through through 1032.

Competitive sealed proposals shall be solicited through a request for proposals. The request for proposals shall set forth those factors listed above for competitive sealed bids that are applicable and shall also state:

● The A. The type of services required and a description of the work involved;

● The B. The type of contract to be used;

● An C. An estimate of the duration the service will be required;

● That D. That cost or pricing data is required;

● That E. That offerors may designate as proprietary portions of the proposals;

● That F. That discussions may be conducted with offerors who submit proposals determined to be reasonably susceptible reasonably susceptible of being selected for award;

● The G. The minimum information that the proposal shall contain;

● The H. The closing date and time of receipt of proposals; and

● I. The relative importance of price and other evaluation factors.●

Procurement of information systems and telecommunications systems shall include, as criteria in the request for proposal, evaluation factors of the total life cycle cost and application benefits of the information systems or telecommunication systems.

●

Procurement of earth-moving, material-handling, road maintenance and construction equipment shall include, as criteria in the request for proposal, evaluation factors of the total life cycle cost including residual value of the earth-moving, material-handling, road maintenance and construction equipment.

A request for proposals shall be issued at least fourteen (14) days before the closing date and time for receipt of proposals unless a shorter time is determined necessary by the District.

Notice of the request for proposals shall be issued in accordance

with

with R7-2-1022.

Before submission of initial proposals, amendments to requests for proposals shall be made in accordance

with

with R7-2-1026. After submission of proposals, amendments may be made in accordance

with

with R7-2-1036(C).

Specified Professional Services
and Construction Services

When the procurement of construction services or services to be provided by certain professionals are under consideration, designated District personnel shall become fully familiar with and informed on the requirements established in Arizona Revised Statutes Title 34. The assigned District personnel are to seek assistance from qualified consultants, attorneys, and bond counsel as is necessary and applicable to the projects being considered, including but not limited to determinations of the training, qualifications, experience, fitness, licensure, prior performance, and bonding of potential providers. Procurement activities, including securing the services of persons to assist District personnel as referenced above shall be in accordance with all relevant requirements prescribed by federal and state law and the rules of federal, state, county, and municipal agencies for the acquisition, performance and reporting of the services being sought and acquired.

Procurement of Services by Certain
Other Classes of Providers

The purchase of services to be provided by clergy, certified public accountants, physicians, dentists, and legal counsel shall be as specified

in R7-2-1061

through

through R7-2-1068. The procurement of services by an architect, engineer, land surveyor, assayer, geologist, or landscape architect is to be accomplished in compliance

with

with R7-2-1117

and

and 1118. Procurement procedures related to purchasing services from the professional providers are to conform

to R7-2-1119

through

through 1122.

Contract Requirements

Care is to be exercised to assure the District's procurement practices conform to the general contract requirements set out

at R7-2-1068

through

through 1086

and

and the accompanying conditions described

in R7-2-1091

through

through 1093.

Preparation of Specifications

Specifications for goods, services, and construction items are to be prepared in the manner prescribed by

rules

rules R7-2-1101

through

through 1105.

Construction Procurement Procedures

Preparation for inviting bids for construction and the steps to be followed in the construction procurement process shall be guided by and consistent

with

with R7-2-1109

through

through 1116.

Emergency Purchases

An exception to the above procedures for price competition may be made in the event of an emergency involving the health, safety, or welfare of school personnel or students. In such an emergency, declared by the Superintendent, emergency purchase action may be taken without price competition, if necessary. Even under emergency conditions, price competition should be sought if it will not unacceptably delay the correction of the condition requiring emergency procedures. If emergency purchases are made without price competition, a complete written description of the circumstances pursuant to to A.A.C. R7-2-1057 shall be included in the procurement file and maintained in the District office.

Sole-Source Procurements

A contract may be awarded for a material, service, or construction item without competition if the Governing Board determines in writing that there is only one (1) source for the required material, service, or construction item. The District may require the submission of cost or pricing data in connection with an award pursuant to A.A.C.

R7-2-1053

. Sole-source procurement shall be avoided, except when no reasonable alternative source exists. A copy of the written evidence and determination of the basis for the sole-source procurement shall be retained in the procurement file by the District.

The District shall, to the extent practicable, negotiate with the single supplier a contract advantageous to the District.

Cooperative Purchasing Agreements

Procurements in accordance with intergovernmental agreements and contracts between the District and other governing bodies as authorized by A.R.S. 15-952 are exempt from competitive bidding requirements under A.R.S. 15-213. Inspection of and payment for materials and services acquired under a cooperative purchasing agreement are the obligation of the District.

Due Diligence

The District is responsible for ensuring that all procurements are done in accordance with school district procurement rules whether the procurement is done independently or through a cooperative purchasing agreement. The District shall develop and follow a clear plan prescribing the purchasing practices to be followed. The plan will describe the elements of internal control and auditing to assure the District's procedures are sufficient to confirm the adequacy of the procurements practices and that the accountability of all personnel engaged in procurement practices is regularly evaluated and corrective measures taken when necessary. The due diligence activities shall include the use of the applicable sections of the Uniform System of Financial Records (USFR) Compliance Questionnaire for school districts when assessing the quality of the procurements procedures and the competence of the persons performing the procedures. Day-to-day and periodic formal checks of due diligence performance are to be documented and retained in a procurement file.

DJE-E ©

EXHIBIT

BIDDING / PURCHASING PROCEDURES

Required Contract Content

Each contract for the procurement of goods or services shall include a clause requiring the Contractor to certify that the contractor does not have scrutinized business operations in Sudan nor scrutinized business operations in Iran.

The following language is suggested:

● In accordance with A.R.S. Sections 35-391 et seq. and 35-393 et seq., the offeror hereby certifies that the offeror does not have scrutinized business operations in Sudan nor scrutinized business operations in Iran. (Added to Offer/Acceptance Form Certification)

Cancellation of Contracts

Within three (3) years after the execution of any contract made by the District, the District may cancel such contract if any person significantly involved in initiating, negotiating, securing, drafting, or creating the contract on behalf of the District is, at any time while the contract or any extension of the contract is in effect, an employee or agent of any other party to the contract in any capacity or a consultant to any other party of the contract with respect to the subject matter of the contract.

Such cancellation by the District shall be effective when written notice from the Board is received by all other parties to the contract unless the notice specifies a later time.

In addition to the right to cancel a contract, as provided above, the District may recoup any fee or commission paid or due any person significantly involved in initiating, negotiating, securing, drafting, or creating the contract on behalf of the District from any other party to the contract arising as the result of the contract.

Notice of this provision shall be included in every contract to which the District is a party. Such notice could read:

In accordance with A.R.S. 38-511, if a person significantly involved in a District contract becomes an employee, agent, or consultant to any other party of the contract with respect to the subject matter of the contract, the District may cancel the contract within three (3) years of execution and recoup any fee or commission paid to such person.

DJG ©
VENDOR / CONTRACTOR RELATIONS

Fingerprinting Requirements

A contractor, subcontractor or vendor, or any employee of a contractor, subcontractor or vendor, who is contracted to provide services on a regular basis at an individual school shall obtain a valid fingerprint clearance card pursuant to A.R.S. 41-1758 et seq. The Superintendent, or a principal subject to approval by the Superintendent, may exempt from the requirement to obtain a fingerprint clearance card a contractor, subcontractor, or vendor whom the Superintendent or principal has determined is not likely to have independent access or unsupervised contact with students as part of their normal job duties while performing services to the school or to the School District. The exemption shall be given in writing and a copy filed in the District office.

The Superintendent shall develop uniform District criterion for making a determination of whether or not an exemption will be granted.

Required Contract Provisions

Each District contract shall contain the provisions of statute paraphrased below and the Superintendent shall implement procedures to randomly verify the records of contractor and subcontractor employees to ensure compliance with these warranties.

The contract or agreement with each contractor shall contain the warranties indicated below:

● Each A. Each contractor shall warrant compliance with all federal immigration laws and regulations that relate to their their employees and that they have verified employment eligibility of each employee through the E-Verify programVerify program. The contractor shall acknowledge that a breach of this warranty shall be deemed a material breach material breach of the contract subject to penalties up to and including termination of the contract.

● The B. The contractor further acknowledges that the School District retains the legal right to inspect the papers of any contractor any contractor or subcontractor employee who works on the contract to ensure compliance by the contractor or subcontractoror subcontractor.

The contractor shall facilitate this right by notice to his employees and supervisors.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-512
23-214
41-1758 et seq.

41-4401
Public Law 92-544

CROSS REF.:
DBF - Budget Hearings and Reviews/Adoption Process
DIC - Financial Reports and Statements
DJE - Bidding/Purchasing Procedures

DJG-R ©

REGULATION

VENDOR / CONTRACTOR RELATIONS

A District appointed contract liaison shall at random times request contractor and subcontractor employment records. Intermittently and without prior notice, the District appointed liaison to each contractor shall request from the individual contractor and subcontractor employees the information required on the I-9 form. Such information shall be used to verify the employee's right to work status and the contractor and subcontractor compliance with contract warranties. A report of the result of this inquiry shall be made to the Superintendent.

DJGA ©
SALES CALLS AND DEMONSTRATIONS

Sales representatives for school services, supplies, or other materials are not permitted to call on teachers or other school staff members except with prior authorization from the Superintendent.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

DJGA-R ©

REGULATION

SALES CALLS AND DEMONSTRATIONS

When appropriate, the principal may give permission to sales representatives of educational products to see members of the school staff at times that will not interfere with the educational program.

DK ©
PAYMENT PROCEDURES

In order to receive appropriate discounts and maintain good vendor relations, the Board directs the prompt payment of salaries and bills, but only after due care has been taken to assure that such amounts represent proper obligations of the District for services and/or materials received.

The Superintendent will implement procedures for the review of purchase invoices to determine that items or services are among those budgeted, itemized goods or services have been satisfactorily supplied, funds are available to cover payment, and invoices are in order and for the contracted amounts.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-304
15-321
15-906

DK-E ©

EXHIBIT

PAYMENT PROCEDURES

RESOLUTION AUTHORIZING THE EXECUTION OF
WARRANTS BETWEEN BOARD MEETINGS

WHEREAS, A.R.S. 15-321 sets forth the procedures for execution of warrants drawn on the District, and

WHEREAS, said statute provides that an order for salary or other expense may be signed between Board meetings if a resolution to that effect has been passed prior to the signing and that order is ratified by the Board at the next regular or special meeting of the Governing Board;

NOW, THEREFORE, BE IT RESOLVED, that said statutory procedure be, and herein is, ordered for use in the District in accordance with the provisions of A.R.S. 15-321.

This resolution was moved, seconded, and passed at a meeting of the Glendale Union High School District No. 205 ________________________ Governing Board on ____________________, 20____.

ATTEST:

____________________________________
President

DKA ©
PAYROLL PROCEDURES / SCHEDULES

The District will establish two (2) or more days in each month as fixed paydays for payment of wages in accord with Arizona Statute. Employees may choose to have their salaries paid in full upon the last pay date following completion of their assignments or may annualize their pay. Employees who choose to receive payment of wages beyond the period in which the wages were earned (deferred payment) will be subject to Internal Revenue Service (IRS) penalties unless they provide a written election of such deferral prior to the first duty day of the year of deferral. Forms for such deferral shall be made available. Any change to the election must be made prior to the first duty day of the fiscal year of the deferment.

An employee who quits the service of the District shall be paid all wages due on the regular payday for the pay period during which termination occurs. Such wages may be paid by mail if requested.

An employee who is discharged from service of the District shall be paid all wages due within ten (10) calendar days from the date of discharge.

Adopted: May 11, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
23-351
23-353

CROSS REF.:
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDQD - Discipline, Suspension, and Dismissal of Support Staff Members

DKA-E E ©

EXHIBIT

PAYROLL PROCEDURES / SCHEDULES

PAY PLAN SELECTION FORM

Internal Revenue Service (IRS) Section 409A (deferred compensation) requires that pay plan changes can only be made prior to the beginning of work each fiscal year (July 1) and the pay plan choices remain in effect the entire fiscal year.

&EmptySmallSquare; Current (continuing) employees or new employees hired before each July 1, Pay Plan selection is irrevocable once work begins each fiscal year (July 1).

&EmptySmallSquare; New employees hired after each July 1, Pay Plan selection is irrevocable once employment begins (first day of work).

&EmptySmallSquare; In prior years, employees that were on a deferred pay plan (twenty-six [26] pays) could make a hardship request. The request allowed the employee to receive all pay due to them as if they were on a non-deferred pay plan (twenty [20] pays). Under this new regulation, this can no longer be allowed.

&EmptySmallSquare; Effective date is July 1, 2008 and each July 1, thereafter.

Employee Name

DEFERRED WAGE PAYMENT ELECTION FORM

By my signature I hereby acknowledge that I have read and understand the School District's policy on deferred wages. Furthermore, by my signature on this form I am electing to defer payment of my wages on an annualized basis consisting of twenty-six (26) payments. I understand that any change from an annualized election of payment requires that I notify the District prior to the beginning of duty for the fiscal year in which the change is being given.

_________________________

Work Location

_______ ______

Pay Plan Choice for Teachers, Ten-Month

and Nine-Month Contracted Employees

(Default Pay Plan is PLAN 26)

&EmptySmallSquare; Plan 20 - Pays divided evenly throughout the school year with no balance of contract (balloon) payment at the end of the school year.

&EmptySmallSquare; Plan 26 - Contract divided by twenty-six (26) pays with a balance of contract (balloon) payment of about three (3) to five (5) pays at the end of the school year.

Pay Plan Choice for Seasonal Coaching

and Extra Assignments

(Default Pay Plan is PLAN A)

&EmptySmallSquare; Plan A - Pays divided evenly throughout the season with no balance of contract (balloon) payment at the end of the season.

&EmptySmallSquare; Plan B - One (1) payment at the end of the season.

&EmptySmallSquare; Plan C - One (1) payment at the end of the school year. Occurs the first payroll after school has ended.

Pay Plan Choice for Department Chair

(Default Pay Plan is PLAN A)

&EmptySmallSquare; Plan A - Pays divided evenly throughout the school year with no balance of contract (balloon) payment at the end the school year.

&EmptySmallSquare; Plan B - One (1) payment at the end of the school year. Occurs the first payroll after school has ended.

Pay Plan Choice For Hourly Extra Duty

Games, Activities, Lunch Duty, Drivers Ed.,

Local Workshops, Classroom Substitute, etc.

(Default Pay Plan is PLAN A)

&EmptySmallSquare; Plan A - Payment occurs bi-weekly on each payroll.

&EmptySmallSquare; Plan B - Payment occurs on the first payroll after the end of each quarter - Four (4) payments.

&EmptySmallSquare; Plan C - Payment occurs on the first payroll after the end of each semester - Two (2) payments.

&EmptySmallSquare; Plan D - Payment occurs on the first payroll after the end of the school year - One (1) payment.

Employee Name

_____________

Signature Position

______________________________

Date

__ _______________

Return Form to District Payroll Department

____

Printed name Date signed

DM-R

REGULATION

CASH IN SCHOOL BUILDINGS

Cash requires a strong system of internal control because it is more susceptible to manipulation than any other asset. Therefore, the Assistant Principal for Operations (APOR), activity sponsors, student treasurers and the bookstore manager should ensure the following prescribed policies and procedures are followed consistently at each school to adequately safeguard and properly account for Student Activities Fund cash.

● The APOR is designated as the assistant student activities treasurer.

● The APOR and the bookstore manager shall develop and provide appropriate training materials to the activity sponsors and student treasurers.

● Student Activities Fund should include only monies of student clubs, organizations, school plays, or other student entertainment that are raised through efforts of students with the approval of the local administration.

● Monies should be physically safeguarded.

● All monies collected by school employees and student treasurers shall be deposited to the bookstore daily in accordance with procedures outlined in the Uniform System of Financial Records Appendix H.

● Segregation of duties between cash handling and recordkeeping should be maintained to the extent possible understanding that bookstore staff is limited.

● Monies received should be deposited to the bank intact daily, if material, or intact at least weekly.

● Any disbursement shall be authorized by or on behalf of the student members of the particular club or organization by preparing an approved requisition.

● Disbursements from the student activities accounts shall be by check, signed by two (2) persons, one (1) of whom shall be the assistant student activities treasurer and one (1) of whom shall be any other person authorized to sign by the Governing Board.

● Disbursements must be made by prenumbered and numerically controlled checks. Cash should be available in a student club's account before a disbursement is made. Expenditures in excess of cash should be approved by the APOR.

● Void checks should be so stamped to prevent reuse and numerically filed with other canceled checks.

● Student Activities Fund monies may be invested and reinvested by the local school. All monies earned by investment shall be credited to the Student Activities Fund of that school.

● The bookstore manager shall maintain an accurate detailed record of all revenues and expenditures of the Student Activities Fund. Accounts records showing the balances due the respective student organizations as provided in A.R.S. 15-1121 shall be kept by the bookstore manager and shall be open to inspection by officers of the student bodies concerned. Copies of the records shall be presented to the Governing Board of the School District not less than once during each calendar month.

● Written bank reconciliations should be prepared monthly by the bookstore manager and reviewed by the APOR. The reconciliations should be signed and dated when reviews are completed.

● Revolving fund, auxiliary petty cash, athletic fund, and change funds should be reconciled at least monthly so that total cash plus disbursement documentation equals the imprest balance.

● Account detail should be provided to each sponsor and student treasurer at least monthly.

DKB ©
SALARY DEDUCTIONS

The Superintendent shall establish procedures that conform to all requirements of the law and all policies of the District, that ensure employees receive paychecks not later than the stated payroll dates, and that ensure all amounts withheld from employee compensation are remitted and reported appropriately, correctly, and timely.

Involuntary Deductions

(Public Record)

Federal and Arizona income taxes, Social Security (OASI/FICA), and employee contributions to the Arizona State Retirement System (ASRS) will be deducted as mandated by state and federal statutes. All other deductions must be authorized by the Board and the employee unless ordered by a court of competent jurisdiction.

All employees will be paid in accordance with the annual payroll schedule. Certificated employees are offered optional pay plans. A form to indicate the desired pay plan is available at the District office.

All payroll deductions must have official authorization and will be considered continuing on an annual basis. It is the responsibility of the employee to make sure that all official forms have been completed, signed, and filed with the business office in order for deductions to be made or discontinued. The business office wishes to cooperate in every way possible, but legal limitations prevent making deductions without proper authorization.

Voluntary employee payroll deductions will be made in equal amounts from twenty-six (26) pays for twelve (12)-month employees and twenty (20) pays for all other employees.

Voluntary Deductions and Redirections
(Not Public Record)

The following deductions and redirections have been authorized by the Board:

● Insurance A. Insurance premiums for staff members or dependents who are being covered under Board-approved Section 125 Section 125 cafeteria programs.

● Direct B. Direct deposits of net payroll with financial institutions.

● Employees may select an investment provider from the list of approved District providers. A salary reduction agreement must be completed, signed, and returned to the District payroll department. For more detailed information and requirements, refer to the appropriate 403b/457b plan documents, universal availability notice and deduction authorization forms.

● Credit union deposits.

● U.C. Tax-sheltered annuities for companies approved by the District.

D. Credit union deposits.

E. U.S. Savings Bonds.

● Professional F. Professional dues.

● Contributions G. Contributions to qualified charitable organizations.

● Contributions H. Contributions to a public school for the support of extracurricular activities or character education programs of the of the public school.

Health and Accident Insurance:

● Coverage under the District major medical, dental and life insurance plans will be available to all eligible employees.

● Employees desiring to have additional coverage for dependents will be given an opportunity to arrange for payroll deductions for this purpose.

● All eligible employees will have the opportunity to establish a dependent care reimbursement account and medical savings account.

Other Deductions:

● Direct deposit.

● Desert Schools Federal Credit Union payroll deduction by specified dollar or percentage amount to savings or checking accounts.

● See employee guides or salary schedules for other authorized voluntary payroll employee deductions.

Adopted: November 6, 2013Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-121
15-135
23-352
42-2001
43-401

DKC ©
EXPENSE AUTHORIZATION /
REIMBURSEMENT

School employees who incur expenses in carrying out their authorized duties shall be reimbursed by the District upon submission of allowable supporting receipts, provided that prior authorization has been granted by the Superintendent.

No reimbursement will be made for travel from place of residence to and from school or central office.

Employees assigned to more than one school will be reimbursed for mileage one (1)-way between schools.

Mileage for homebound teachers will be paid for the distance traveled daily between the first student's home and the last student's home

Reimbursement amounts shall not exceed the maximums established pursuant to A.R.S. 38-624.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
38-621 et seq.
38-624
Uniform System of Financial Records USFR: VI.I.

CROSS REF.:
EEB - Business and Personnel Transportation Services

DM ©
CASH IN SCHOOL BUILDINGS

Monies collected by school employees and by student treasurers shall be handled in accordance with prudent business procedures as outlined by the Uniform System of Financial Records (USFR). All monies collected shall be receipted, accounted for, and directed without delay to the proper location of deposit.

In no case shall money be left overnight in school buildings, except in safes provided for safekeeping of valuables.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

DN ©
SCHOOL PROPERTIES DISPOSITION

Sale or Lease of Property

The Board may sell or lease to the state, a county, a city, another school district or a tribal government agency any school property required for public purpose provided the sale or lease of the property will not affect the normal operation of a school within the District.

Disposition of Surplus Materials

The School District shall determine the fair market value of excess and surplus property. Except as provided in A.R.S. 15-342, surplus materials, regardless of value, shall be offered through competitive sealed bids, public auction, established markets, trade-in, posted prices, or state surplus property. If unusual circumstances render the above methods impractical, the District may employ other disposition methods, including appraisal or barter, provided the District makes a determination that such procedure is advantageous to the District. Only United States Postal Money Orders, certified checks, cashier's checks, or cash shall be accepted for sales of surplus property unless otherwise approved by the District or for sales of less than one hundred dollars ($100).

Exceptions for Disposition of Learning
Materials and Equipment

The Board authorizes the Superintendent to establish regulations for the disposal of surplus or outdated learning materials to nonprofit community organizations when it has been determined that the cost of selling such materials equals or exceeds estimated market value of the learning materials.

The Board may sell used equipment to a charter school before attempting to sell or dispose of the equipment by other means.

Competitive Sealed Bidding

Notice of the sale bids shall be publicly available from the District at least ten (10) days before the date set for opening bids. Notice of the sale bids shall be mailed to prospective bidders, including those on lists maintained by the District pursuant to A.A.C. R7-2-1023. The notice of the sale bids shall list the materials offered for sale; their location; availability for inspection; the terms and conditions of sale; and instructions to bidders, including the place, date, and time set for bid opening. Bids shall be opened publicly pursuant to the requirements of A.A.C. R7-2-1029.

The award shall be made, in accordance with the provisions of the notice of the sale bids, to the highest responsive and responsible bidder, provided that the price offered by such bidder is acceptable to the District. If the District determines that the bid is not advantageous to the District, the District may reject the bids in whole or in part and may resolicit bids, or the District may negotiate the sale, provided that the negotiated sale price is higher than the highest responsive and responsible bidder's price.

Auctions shall be advertised at least two (2) times prior to the auction date in a newspaper of the county as defined in A.R.S. 11-255. Advertisements must be at least seven (7) days apart. All of the terms and conditions of any sale shall be available to the public at least twenty-four (24) hours prior to the auction date.

Before surplus materials are disposed of by trade-in to a vendor for credit on an acquisition, the District shall approve such disposal. The District shall base this determination on whether the trade-in value is expected to exceed the value realized through the sale or other disposition of such materials.

An employee of the District or a Governing Board member shall not directly or indirectly purchase or agree with another person to purchase surplus property if said employee or Board member is, or has been, directly or indirectly involved in the purchase, disposal, maintenance, or preparation for sale of the surplus material.

State Surplus Property Manager

Except as provided in A.R.S. 15-342, the District may enter into an agreement with the State Surplus Property Manager for the disposition of property pursuant to Article 8 of the Arizona Procurement Code [A.R.S. 41-2601 et seq.) ] and the rules promulgated thereunder.

Donation of Surplus

The Board may donate surplus or outdated learning materials, educational equipment and furnishings to nonprofit community organizations where the Board determines the anticipated cost of selling the learning materials, educational equipment or furnishings equals or exceeds the estimated market value of the materials.

Offer to Sell

The Board may offer to sell outdated learning materials, educational equipment or furnishings at a posted price commensurate with the value of the item to pupils who are currently enrolled in the District before those materials are offered for public sale.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-189
15-341
15-342
A.A.C.

R7-2-1131

A.G.O.

I80-036

I80-189

U.S.F.R. Sec. III-J-5(10); App. B(6)

CROSS REF.:
BCB - Board Member Conflict of Interest
GBEAA - Staff Conflict of Interest
IJJ - Textbook/Supplementary Materials Selection and Adoption

EA ©
SUPPORT SERVICES GOALS /
PRIORITY OBJECTIVES

In order to provide services that are supportive of the educational program, the Board establishes these broad goals:

● To A. To provide a physical environment for teaching and learning that is safe and pleasant for students, staff membersstaff members, and the public.

● To B. To provide safe transportation for students who ride the school bus to and from school.

● To C. To provide services, resources, and assistance responsive to the needs of the educational programs.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

EB ©
ENVIRONMENTAL AND
SAFETY PROGRAM

The Superintendent will establish procedures to protect the safety of all students, employees, visitors, and others present on District property or at school-sponsored events.

The practice of safety shall also be considered a facet of the instructional plan of the District schools by virtue of educational programs in sex offender awareness, traffic and pedestrian safety, driver education, fire prevention, indoor air quality (IAQ), and emergency procedures, appropriate for students at different grade levels. General areas of emphasis shall include, but not be limited to: in-service training; accident record keeping; plant inspection; driver and vehicle safety programs; fire prevention; school site selection; and emergency procedures and traffic safety problems relevant to students, employees, and the community.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911

15-151

15-341

15-507

23-403

23-408

CROSS REF.:
EBAA - Reporting of Hazards/Warning Systems
ECB - Building and Grounds Maintenance
JLIF - Sex Offender Notification

EB-R R ©

REGULATION

ENVIRONMENTAL AND
SAFETY PROGRAM

Responsibilities of the

District

maintenance supervisor:

● Maintain

A. Maintain an overall safety program in maintenance and operation of buildings and grounds.

● Provide

B. Provide specialized assistance as requested by school principal.

C. Coordinate with the District Indoor Air Quality Coordinator who will:

Monitor indoor air quality.

D. Document District responses to the biennial information on improving and maintaining the indoor air quality (IAQ) in school buildings, which is required by A.R.S. 15-2002(A)(14) to be distributed to school districts by the School Facilities Board.

Responsibilities of the school principals:

● Schedule

A. Schedule regular inspections.

● Post

B. Post required state and federal safety regulations and maintain appropriate safety records.

● Arrange

C. Arrange for the correction of defects reported to them by employees in the building by requesting

assistance from

assistance from the maintenance department.

● Cooperate

D. Cooperate in the correction of defects reported by the maintenance department or other school administrators.

E. Implement procedures to monitor and maintain safe indoor air quality.

Responsibilities of the transportation

department

supervisor:

● Maintain

A. Maintain standards for certification of school bus drivers.

● Maintain

B. Maintain standards for periodic inspection and maintenance of school buses.

● Maintain

C. Maintain standards for school bus operation and idling procedures for gasoline, diesel, and alternative fuel engines which minimize air pollution by buses.

Responsibilities of other employees:

● Report

A. Report promptly to the principal of the school or immediate supervisor any events or situations which may cause increased air pollution within the school or on the campus and any defects in buildings, grounds,

or equipment

or equipment that might prove injurious to the safety, health, or comfort of students, employees, or

other persons

other persons.

● Take

B. Take reasonable precaution for the safe use of buildings, grounds, and equipment by students.

Responsibilities of students:

● Avoid

A. Avoid the following behaviors:

■ Setting

1. Setting off a false fire alarm.

■ Misusing

2. Misusing the fire alarm system, fire extinguishers, or other fire protection and safety equipment.

■ Setting

3. Setting a fire in the building or on the school grounds.

● Report

4. Taking any action or creating any situation which either directly or indirectly affects indoor air quality in an adverse manner.

B. Report promptly to the principal of the school or other appropriate school employee any defects in buildings,

grounds

grounds, indoor air quality, or equipment that might prove injurious to the safety, health, or comfort

of employees

of employees, students, or other persons.

Responsibilities of other individuals utilizing school buildings:

● Refrain

A. Refrain from abusing safety equipment, such as fire extinguishers, alarm systems, et cetera.

● Report

B. Report promptly to the Superintendent or another school employee any defects in buildings, grounds, indoor air quality, or equipment that might prove injurious to the safety, health, or comfort of students, employees,

or other persons.

EBAA ©
REPORTING OF HAZARDS /
WARNING SYSTEMS

(Pesticide Application Notice)

The intent of this policy is to ensure that students, employees, and parents/ guardians receive adequate notice prior to pesticide application.

In accord with A.R.S. 15-152, the District shall:

● Provide A. Provide notice of pesticide application during a regular school session to students, employees, and parentsand parents/guardians, given in a form reasonably calculated to provide a warning at least forty-eight (48) hours prior hours prior to such application.

● Provide continuing instruction for students absenting themselves.

● Post the areas scheduled to receive pesticide application.

● Maintain written records of pesticide applicationB. Provide for oral notification to pupils and employees during the regular school session.

C. Provide written, electronic or telephonic notification to parents or guardians at least forty-eight (48) hours prior to the application of pesticides.

Pest-control applicator(s) employed by the District shall provide the school contact person with notice at least seventy-two (72) hours prior to the date and time the application of pesticides is to occur, including in such notice the brand name, concentration, rate of application, pesticide label, material safety data sheet, the area or areas where the pesticide is to be applied, and any use restrictions required by the pesticide label. Prior to the application, the applicator shall provide the school contact person with a written reapplication preapplication notification containing the following information:

● The A. The brand name, concentration, rate of application, and any use restrictions required by the label of the herbicide the herbicide or specific pesticide.

● The B. The area or areas where the pesticide is to be applied.

● The C. The date and time the application is to occur.

● The D. The pesticide label and the material safety data sheet.

In case of pesticide applications performed for or by public health agencies or emergency applications because of immediate threat to the public health, the licensed applicator shall give the school office oral and, if possible, written notice, with posting of the area to be treated in accord with A.R.S. 32-2307.

The Superintendent may require the pest-control applicator to fill out and make all required postings in accord with statute and with District policy and regulation. The name and telephone number of the applicator shall be attached to any posting.

Only a certified applicator may apply pesticides at a school.

The Superintendent shall prepare regulations for the implementation of this policy.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-152
32-2301

32-2307

32-2311.01

CROSS REF.:
IKEA - Make Up Opportunities

EBAA-R ©

REGULATION

REPORTING OF HAZARDS /
WARNING SYSTEMS

(Pesticide Application Notice)

The school administrator shall be the contact person for providing information regarding pesticide application activities at the school, including but not limited to giving oral and written notification, supervising the posting of notifications as required, and maintaining records of pesticide-application notifications.

Oral and Written Notice

All oral and written notification shall contain, at a minimum, the date, time, general areas to be treated, and brand name of the pesticide to be applied. During the regular school session, and not less than forty-eight (48) hours prior to pesticide application, notification shall be provided in the manner indicated below.

● Oral A. Oral notification to all students and school employees shall be provided by means of:

■ School 1. School public address systems; or

■ Assembly 2. Assembly communications; or

■ Staff 3. Staff meeting announcements; or

■ Any 4. Any similar means reasonably calculated to provide sufficient notice in advance of pesticide application.

● Written B. Written notification to the parents or guardians of enrolled students shall be provided by means of:

■ Weekly 1. Weekly school lunch menus; or

■ Special 2. Special communications; or■ Newsletters

3. Newsletters; or

■ Any 4. Any similar means reasonably calculated to provide sufficient notice in advance of pesticide application.

Posting of Notice

No less than forty-eight (48) hours prior to pesticide application, signs measuring at least eight and one half inches by eleven inches (8 1/2" x 11") shall be posted to identify pesticide application areas. The signs shall display:

● The A. The words "warning - pesticides."

● The B. The registration number issued by the United States Environmental Protection Agency.

● The C. The date and time of the application.

● A D. A phone number for the school contact person and one (1) for the licensed pesticide applicator.

The signs shall be placed at:

● The A. The main entrance to all buildings where pesticide is to be applied.

● Playing B. Playing fields where pesticide is to be applied.

The signs may be removed no less than forty-eight (48) hours after the pesticide is applied.

CROSS REF.:
IKEA - Make Up Opportunities

EBBB ©
ACCIDENT REPORTS

Adequate and prompt accident reporting is essential if similar accidents are to be prevented. If there are injuries or property damage, prompt reports are also vital in assuring the District of insurance coverage.

Reports will be filed on accidents that take place on school property or that involve school vehicles, students, or staff members on school-sponsored trips, including staff members on authorized school business trips. Such reports are required whether or not there are any immediately evident injuries or damage to property.

Any employee of the District who suffers a job-related injury/accident must file a report with the District business office within five (5) days after the date of occurrence. Should circumstances render the individual unable to submit such a report within five (5) days, the time limit may be extended.

Injury accidents should be promptly reported to the District's liability carrier determined by the conditions established with the carrier.

The administration shall establish procedures for filing accident reports, and shall make sure reports include details that 1) might be helpful in preventing similar accidents in the future, 2) are needed for filing insurance claims, and 3) might be important in case of litigation.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
23-427

23-904

CROSS REF.:
GBGC - Employee Assistance
GBGD - Workers' Compensation

EBBB-R ©R ©

REGULATION

ACCIDENT REPORTS

(Student Accidents)

Employees are to report to the nurse or office any accident involving injury to a student who is at school.

For any student who is injured on school grounds, in a school building, or in connection with a school-related or approved activity, an accident report form is to be completed by an employee who is at the scene of the accident.

A student who is ill should be sent to the nurse or the office, with an appropriate pass. If a student is sent home (only with parent approvalknowledge), the teacher will be notified. Students are discharged to go home only from the office.

Any special health concern should be reported to the nurse.

A written report of an accident shall be made by the school principal or the principal's designee to the Superintendent or the Superintendent's designee not later than noon of the school day following the incident. The insurance carrier shall be notified as appropriate.

After reviewing each accident report, the Superintendent will forward the report to the school nurse, who will maintain a file of accident reports.

EBBB-E E ©

EXHIBIT

ACCIDENT REPORTS

STUDENT ACCIDENT REPORT

School _________________________ __ Date of report _______________

School address __________________________________________________

Name __________________________ Sex: _______________________________

Sex: &EmptySmallSquare; Male &EmptySmallSquare; Female Female Grade ____Age __ Date of Birth ____ ___________

Home address __________________________________________________

Phone __________________________ Teacher Teacher _____________________

E-mail address __________________________________________________

Time of accident: Hour __________ &EmptySmallSquare; a.m. &EmptySmallSquare; p.m. Date ________________

Place of accident: &EmptySmallSquare; School building &EmptySmallSquare; School grounds &EmptySmallSquare; To or from school

&EmptySmallSquare; Interscholastic athletics

Witness name _________________ Address _________________________

Phone number ________________ Title/Position _____________________

__________________________________________

Description of Accident:

How did the accident happen? What What occurred and how did it occur? Using quotation marks appropriately, what did the student state? (Use quotes.) Where Where was the student? Describe first aid given.

______________________________________________________________

____________________________
Signature of person reporting

___________________________________________

Was the parent or other individual notified? &EmptySmallSquare; No &EmptySmallSquare; Yes Yes When? ___________

Name of individual notified ____________________ How How? ______________

By whom? _____________________________________________________

First aid treatment __________________ By By whom?____________________

&EmptySmallSquare; Called 911; Sent to: &EmptySmallSquare; Home &EmptySmallSquare; Physician &EmptySmallSquare; Class &EmptySmallSquare;__________ ____ Hospital

How was student transported? ______________________________________

&EmptySmallSquare; District office notified. Time _________ By whom? __________________

___________________________________________

Location      &EmptySmallSquare; Athletic field     &EmptySmallSquare; Playground     &EmptySmallSquare; Classroom     &EmptySmallSquare; Corridor
     of            &EmptySmallSquare; Cafeteria     &EmptySmallSquare; Dressing room     &EmptySmallSquare; Gymnasium     &EmptySmallSquare; Home ec.
accident:     &EmptySmallSquare; Bus    &EmptySmallSquare; Science lab    &EmptySmallSquare; Rest room    &EmptySmallSquare; School grounds
                    &EmptySmallSquare; Shop   &EmptySmallSquare; Showers   &EmptySmallSquare; Stairs   &EmptySmallSquare; Bus stop   &EmptySmallSquare; Other: ________

Follow-up:

Report to law enforcement agency or fire department? &EmptySmallSquare; Yes &EmptySmallSquare; No

Agency/Dept. _____________________ Date of Report: _______________

Officer ID Number ________________ D.R./I.R. # _____________________

Agency/Dept. Response ___________________________________________

_______________________________________________________________

Other __________________________________________________________

_______________________________________________________________

Total number of days absent: _______        Nature of injury:        &EmptySmallSquare; Abrasion
&EmptySmallSquare; Amputation         &EmptySmallSquare; Animal bite        &EmptySmallSquare; Avulsed tooth         &EmptySmallSquare; Fracture
&EmptySmallSquare; Human bite      &EmptySmallSquare; Laceration     &EmptySmallSquare; Puncture     &EmptySmallSquare; Scratches     &EmptySmallSquare; Sprain
&EmptySmallSquare; Strain &EmptySmallSquare; Other: _______________________________________________

Part of body injured: &EmptySmallSquare; Ankle &EmptySmallSquare; Arm &EmptySmallSquare; Back &EmptySmallSquare; Clavicle &EmptySmallSquare; Elbow
&EmptySmallSquare; Eye &EmptySmallSquare; Face &EmptySmallSquare; Finger &EmptySmallSquare; Foot &EmptySmallSquare; Hand &EmptySmallSquare; Head &EmptySmallSquare; Knee &EmptySmallSquare; Leg
&EmptySmallSquare; Nose &EmptySmallSquare; Scalp &EmptySmallSquare; Toe &EmptySmallSquare; Tooth &EmptySmallSquare; Wrist &EmptySmallSquare; Other: _____________________

_______________________ _______ ____________________ _______
Superintendent Superintendent's signature Date signature Date H/A or Nurse signature Date

EBC ©
EMERGENCIES

The Superintendent will develop and maintain District emergency plans for each school, department, and other facilities in the District and will coordinate such plans with the local law enforcement, fire, medical and hospital authorities as necessary. Training components for staff and students shall be included in the Superintendent's emergency plans.

Emergency response plans are confidential and exempt from public disclosure. The District shall not release emergency response plans to the public as part of a public records request. [A.R.S. 41-1803(G)]

The plans will be in accordance with minimum standards developed jointly by the Department of Education and the Division of Emergency Management within the Department of Emergency and Military Affairs. The plans will designate specific emergency drills to be conducted. Local responders shall periodically be invited to review the plan(s).

Emergency plans developed by the Superintendent will be presented annually to the Board.

Adopted: October 16, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
41-1803

EBCD ©
WEATHER - RELATED AND
EMERGENCY CLOSINGS

The decision to delay opening of school or to dismiss school early will be made by the Superintendent.

The Board members If possible, the Board President will be informed of such decisionsdecision and will be notified when all students have departed from school.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

EBCD-R ©

REGULATION

WEATHER - RELATED AND
EMERGENCY CLOSINGS

Delayed Opening

If the Superintendent decides to delay the opening of school, the police and the local broadcast media will be notified, requesting that they assist in disseminating the information.

All staff members will report to their assigned schools to assist in the supervision of students.

School Closing

If the Superintendent decides to cancel classes for the day, parents the police and local broadcast media will be notified through appropriate channelsand asked to assist in disseminating the information.

Early Dismissal

If the Superintendent decides to dismiss school early, the procedure shown below will be followed for early dismissal of students:

● Students A. Students will be released from school only after the principal has ascertained that appropriate notice has been has been given to parents or guardians. Staff members may be released by the principal when they are no longer needed no longer needed to supervise students.

● The B. The principal will remain at the school until all students have departed.

ECA ©
SECURITY

The Superintendent will develop plans and procedures that will:

● Enhance A. Enhance the security of District property.

● Minimize B. Minimize fire hazards.

● Provide C. Provide for the keeping of records and funds in a safe place.

● Protect D. Protect against vandalism and burglary.

● Provide E. Provide for the prosecution of vandals.

● Provide F. Provide for and encourage employee responsibility for furniture, textbooks, reference material, and other District other District materials, equipment, and supplies assigned to the employee's care.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-3715

ECA-R ©

REGULATION

SECURITY

Access to school buildings and grounds will be established by the Superintendent in accordance with the following:

● Unlimited A. Unlimited access - the Superintendent, assistant superintendent, business manager, and maintenance supervisormaintenance supervisor.

● Limited B. Limited access - school principals, assistant principals, teachers, custodians to their assigned buildings, and extracurricular and extracurricular sponsors, counselors, and supervisors for their respective areas or activities.

Possession of keys shall be in accordance with the following principles:

● A. A log of key assignments shall be maintained by the office of the Superintendent or other designated office.

● Unassigned B. Unassigned duplicate keys shall be maintained in a safe or a secured box.

● Individuals C. Individuals assigned keys may not duplicate or loan them.

● All D. All keys must be surrendered when no longer needed or upon request by the Superintendent.

● The E. The loss of a key must be reported to the Superintendent upon discovery of the loss, and the employee may be may be required to pay for rekeying or replacing all affected locks.

● Use F. Use of keys for unauthorized purposes will be cause for surrender of keys. Employees will be subject to discipline to discipline and/or dismissal for unauthorized use of keys.

● A G. A set of master keys and/or duplicates of keys shall be kept in the custody of the Superintendent.

● The H. The employee will sign a receipt for keys assigned. The receipt will list the applicable rules.

ECA-E E ©

EXHIBIT

SECURITY

KEY SECURITY

KEY CONTROL SIGN OUT FORM

Glendale Union High School District 205 School _________________________

By signing this form you agree to the following:

Any person who, for oneself or for another, misuses a key to any building or other area owned, operated, or controlled by the District without authorization from the Governing Board/Superintendent is guilty of a Class 3 misdemeanor. Misuse of such a key, in this regard, includes:

● Manufacturing A. Manufacturing or causing the manufacture of a District key.

● Duplicating B. Duplicating or causing the duplication of a District key.

● Possessing an unauthorized C. Possessing a District key.● Using an unauthorized

D. Using a District key.

● Permitting E. Permitting the use of a District key by unauthorized person.

All keys must be surrendered when no longer needed or upon request by the Superintendent (or the Superintendent's designee). The loss of a key must be reported immediately to the Superintendent (or the Superintendent's designee) upon discovery of the loss, and the employee may be required to pay for rekeying or replacing all affected locks. Use of keys for unauthorized purposes will be cause for surrender of keys. Employees will be subject to discipline and/or dismissal for unauthorized use and/or misuse of keys.

Employee Name (Please type or print) ___________________________________

Signed __________________________________________ Date ____________

Permanent check out
Key #	Room #/description	Initial and date	In	Out

Temporary check out
Key #	Room #/description	Initial and date	In	Out

Instructions:

1. All persons (staff and non-employees) issued a key must complete this form.

2. Signature acknowledges understanding of the rules and responsibilities.

3. Initial and date when keys are issued and returned.

4. Top copy provided to the recipient.

5. Bottom copy to be retained by school office.and students who are in violation of the above are subject to disciplinary action.

ECAC ©
VANDALISM

The Superintendent is authorized to sign a criminal complaint and to press charges against perpetrators of vandalism against school property.

Students who destroy school property through vandalism or arson, or who create a hazard to the safety of other people on school property, may be referred to law enforcement authorities. Such students who are caught vandalizing school property shall be subject to disciplinary action, including but not limited to suspension and expulsion. A conference with the student's parents will be required.

Parents and students shall be made aware that the law provides that parents are liable for the willful destruction of property by a minor in their custody or control.

The District may file suit to recover the cost of vandalism from the student and/or parent(s).

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
12-661
15-842

ECAC-R ©

REGULATION

VANDALISM

The principal will establish a system through which students and members of the school community can report any instance of vandalism or suspected vandalism. Each employee of the District shall report to the principal or other administrator every perceived incident of vandalism and, if known, the names of those responsible.

ECF
ENERGY CONSERVATION

It is the belief of the Governing Board that the wise use of energy must be a national priority to which all individuals and private and governmental entities must be seriously committed.

The declining levels of energy resources and the rising costs of energy, coupled with the need for the citizenry to develop an awareness of and a concern for the problem, prompt the Governing Board to establish the following tenets in order to provide direction for the establishment of appropriate operational guidelines.

● The District shall comply with national and state guidelines governing energy conservation.

● Staff and students shall be sensitive to and exercise diligence in complying with operational guidelines which have been established locally.

● An examination of energy needs, sources, and conservation shall be encouraged through the development and/or use of curricular materials in appropriate existing courses.

Adopted: December 1, 2010

ECAD ©
SCHOOL AND PERSONAL PROPERTY
REPLACEMENT / RESTITUTION

(Personal Property)

The District shall not assume responsibility for the loss of, or damage to, personal property stored, installed, or used on school premises.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

ECF-R

REGULATION

ENERGY CONSERVATION

(Utility Reduction Recommendations)

Students and staff of the District should be made aware of their responsibility regarding Environmental Stewardship. The District must make efficient use of our natural resources. Procedures follow that reduce inefficiencies in the use of electricity, fossil fuels, and water and reduce the production of solid waste. The District's goal is to optimize the use of natural resources in the school on a daily basis yet maintain a comfortable learning environment.

The Utility Reduction Program is designed to reduce energy and natural resource consumption by a minimum of ten percent (10%). Implementation and success of the resource conservation plan is a joint responsibility of administrators, teachers, students, and the community. Cooperation of each of us is essential for success. The plan calls for a people-oriented approach to resource management based on the following considerations:

● Every employee and student is expected to contribute to the District's efforts to conserve energy and natural resources. Every person will be expected to be an "energy saver."

● All unnecessary lighting in unoccupied areas must be turned off. Teachers and custodians are asked to turn on lights only in the areas in which they are working. All lights will be turned off when teachers and students leave school. Custodians will turn on lights only in the immediate area in which they are working. Safety lighting will be held to the minimum level necessary for safe passage.

● Computers, copy machines, and all other office equipment are expected to be used at their most efficient level.

● The facilities supervisor at each school or building will be responsible for complete and total shutdown of the facility when students are not present. A checklist of items to consider will be available.

● A school closure of two (2) or more days will be viewed as an "energy conservation opportunity." The facilities supervisor will be responsible for the complete and total shutdown of the school building when closed for weekends and during extended vacation (fall break, winter break, spring break and summer). A checklist of items to consider will be available.

● Heating and cooling level guidelines are established as listed below.

The task force recognizes that energy conservation will require cooperation and some sacrifice by all employees, students, and patrons of the District. It is the hope of the District to see a meaningful energy conservation program that will lead to more efficient use of natural resources that leads to a reduced burden on the District budget.

Guidelines for Operating Lighting
and Miscellaneous Equipment

Lighting:

● Lights in classrooms should not be turned on unless definitely needed. In classrooms with lighting levels, the light can be adjusted to the task. Teachers are asked to make certain that lights are off when leaving the classroom, even for a short period of time.

● Lights in gymnasiums, multi-purpose rooms, and cafeterias should not be left on unless they are being utilized or going to be used within fifteen (15) minutes.

● All outside lights should be turned off during daylight hours (adjust time clocks and check dusk/dawn sensors).

● Hallway and "common" lighting should be turned off at the end of the instructional day.

● Night custodians should turn lights on only in their work area.

● Field lighting is to be only on when the fields are in use. It is the responsibility of the Assistant Principal for Operations, the athletic trainer, and coaches to see that field lights are turned off immediately after practice or an event.

Miscellaneous Equipment:

● Classroom and Media Center televisions and projectors should be turned off when not in use (no TV clocks).

● Employees are not allowed to bring personal appliances (refrigerators, heaters, microwaves and coffee makers) to their work stations. It is incumbent upon the local school to provide reasonable accommodations for employee needs.

● In the event an employee feels his/her work area is not operating within the District's standard, the employee must first notify maintenance and, if necessary, their immediate supervisor.

Guidelines for Operation of Heating,
Ventilating and Air Conditioning
(HVAC) Systems

General Guidelines:

● HVAC systems should always be operated in the most economical and efficient way possible and only for the amount of time required to provide the required climate for a specific activity. In the fall, heating equipment will be ready to be turned on by October 1. All air conditioning will be turned off by November 1. In the spring, cooling equipment will be serviced and ready to be turned on April 1. All heating equipment will be turned off by May 1.

● The facilities supervisors should monitor weather reports. It is their responsibility to make adjustments to the HVAC control system time clocks and the District energy management system (EMS) to compensate for changes in the weather, i.e., boilers and fans should start later when weather is warmer and earlier when weather is cold and windy.

● When the temperature is expected to change significantly over a weekend, clocks and the EMS should be adjusted to provide proper temperatures on Monday morning.

● Every opportunity to decrease HVAC system operating times should be considered by the maintenance department. For example, the heating system requirements should be reduced on days of early dismissal, cancelled school, and cancelled games and activities.

● The facilities supervisor is responsible to insure adequate heating and cooling is maintained to protect buildings and contents.

School Days:

● On regular school days, the HVAC system time clocks should be adjusted to provide the following temperatures from the time of teaching staff occupancy to the time of end of contract day in the majority of classrooms in the buildings. Temperatures are measured four (4) feet above floor level on either the wall opposite the heating unit or in the center of the room. Thermostats must be set at seventy-eight degrees (78°) in summer and seventy degrees (70°) in winter.

● Acceptable temperature deviation from set point is plus or minus two degrees Fahrenheit (2° F).

● After class or activity hours, all areas should be adjusted to target night energy efficiencies. Where possible complete shutdown should be initiated.

● Close doors and windows during the winter and summer months.

● Window blinds/drapes are to be closed at the end of each day.

School Vacation Days (Winter, Spring,
Summer), Weekends and Holidays:

● On vacation days, weekends and holidays when school is not in session, the entire building shall be operated on a target night low limit setting of sixty degrees Fahrenheit (60° F) and night high limit settings of eighty-five degrees Fahrenheit (85° F).

● If offices are occupied by regularly assigned staff, zoning shall be used in lieu of operating the central heat plant. Maximum thermostat settings for zoned areas shall be the same as school day operation.

● Normal heat and ventilation may be provided for scheduled activities and athletic contests. If possible, only the area of the activity should be heated and ventilated, and temperature maximums shall be the same as a regular school day.

Guidelines for the Operation of
Domestic Hot Water Heaters

School Days:

● Thermostats for hot water heaters will be set so water temperature at all sinks will not exceed one hundred ten degrees Fahrenheit (110° F).

● Thermostats for hot water heaters that service kitchens will be set at one hundred eighty degrees Fahrenheit (180° F).

● When available, time clocks will be set to provide for maximum efficiency.

Weekends and School Vacation Days:

● Hot water heaters will be set on vacation setback.

Guidelines for Water:

● Water saving devices: Install to decrease consumption, such as toilet dams, flappers, flow reduction valves, faucet aerators and cooling system devices.

● Design landscapes that require less water. Avoid unnecessary landscaping additions and alterations. Favor drought-resistant plants.

● Use timers to ensure that, when possible, watering is done in the early morning or evening.

Other Task Force Recommendations:

● The District administration should review Board Policy ECF "Energy Conservation" to ensure it aligns with energy conservation efforts, promotes future development of energy conservation, and promotes conserving natural resources.

● The District should develop an ongoing Energy Conservation Committee made up of representatives of every District school and the District office. It would be the responsibility of that committee to further District efforts at energy conservation and to monitor the District's results.

● Each school should form a local school energy conservation committee that will monitor individual school efforts and encourage further efforts toward energy conservation, including expanding solar applications, converting to new energy efficient lighting, and promoting the efficient use of our natural resources.

● Each school should undergo an energy efficiency audit to identify areas for immediate attention and for future improvement. Inefficient equipment and conditions should be remedied as they become affordable.

● The District should assess an appropriate energy fee to all rentals and non-District uses of facilities.

ECB ©
BUILDING AND GROUNDS
MAINTENANCE

Adequate maintenance of buildings, grounds and property is essential to efficient management of the District.

The Board directs a continuous program of inspection and maintenance of school buildings and equipment. Wherever possible, maintenance shall be preventive and will focus on providing an on-going healthy learning environment for both students and school personnel. Emphasis will be placed on the implementation of a District Indoor Air Quality (IAQ) Management Plan in order to minimize indoor air pollution.

The Superintendent shall appoint the Director of Facilities to a District IAQ Coordinator who will develop and implement inspection, maintenance, repair, use, and disposal schedules as applicable for buildings, HVAC systems, new construction and renovations, chemicals and other materials.

Routine preventative maintenance means services that are performed on a regular schedule at intervals ranging from four (4) times a year to once every three (3) years, or on the schedule of services recommended by the manufacturer of the specific building system or equipment.

The Superintendent shall oversee the development and implementation of routine preventative routine preventative maintenance guidelines covering the District's:

● plumbing A. plumbing systems,● electrical

B. electrical systems,

● heatingC. heating, ventilation and air conditioning systems,

● special D. special equipment and other systems, and● roofing

E. roofing systems, including visual inspections performed by District personnel to search for signs of

structural stress

structural stress and weakness.

A roofing inspection is required to be:

● Accomplished

A. Accomplished prior to any repair or replacement of roof elements or roof mounted equipment performed

in accordance

in accordance with the requirements of the local building official requiring a permit.

● Conducted

B. Conducted by a registered structural engineer or other professional with appropriate skills, training

and certification

and certification.

Preventive District preventive facilities maintenance guidelines shall be submitted to the School Facilities Board for review and approval.

Adopted: November 5, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-342.01
15-2002
15-2031
15-2032

15-2131
15-2132

CROSS REF.:
EB - Environmental and Safety Program
JLIF - Sex Offender Notification

ED ©
MATERIALS AND EQUIPMENT
MANAGEMENT

The District shall provide for the central purchasing, receiving, warehousing, and distribution of supplies, equipment, and materials common to the requirements of all schools.

All District property will be inventoried and assigned at the time delivery is made. Control of District property shall be through but not limited to an accurate fixed asset inventory system of all District land, land improvements, buildings, building improvements, furniture and equipment. The fixed asset inventory system will include all assets as required by the uniform system of financial records.

The official inventory record will be maintained at the District office. All employees are obligated to report any change that would affect it. Each employee is responsible to take an accurate inventory of assets under their control at least once annually and report to the District office.

The District will use the straight-line method of depreciation and the half-year convention. Useful lives and capitalization thresholds will be determined by Arizona Association of School Business Officials (AASBO), International Guidelines, or as determined by the administration. Salvage value will be zero (0) unless otherwise determined by the administration. Depreciation of fixed assets will be assigned a functional category based on projected functional use of the asset as determined by the administration.

Employees accepting delivery of merchandise for the District are responsible for verifying that the nature, quality, and description of the merchandise delivered conform to the delivery slip. All merchandise shall be inspected at the time of unpacking, and any damage shall be immediately reported to the principal and the purchasing department.

Adopted: December 1, 2010

A District warehouse shall be operated as an adjunct of the business office to store and distribute supplies as requisitioned by staff members.

All materials needed for instruction, business, and custodial operations of the individual schools shall be ordered from the warehouse when available from that source.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-213

EDB ©
MAINTENANCE AND CONTROL
OF MATERIALS AND EQUIPMENT

Employees are responsible for the proper care of all District facilities, equipment, and property in their custody or control.

Control of District property shall be through, but not limited to, an accurate inventory of all District furniture and equipment that exceeds one thousand dollars ($1,000) in value.

The Superintendent may establish procedures for transferring surplus or other materials and equipment.

Preventive Maintenance

The Superintendent shall establish a preventive-maintenance program that will extend the useful life for District equipment.

The Superintendent is authorized to use the services of specialists for such maintenance, and provision(s) shall be made in the annual budget for such services.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-721 et seq.
Uniform System of Financial Records: III-G-2

CROSS REF.:
DID - Inventories

EDB-R ©

REGULATION

MAINTENANCE AND CONTROL
OF MATERIALS AND EQUIPMENT

Surplus Equipment

Property that is surplus at any unit shall be transferred to the Purchasing Director business manager for reassignment to other District locations where a need may exist for the equipment.

Transfer of Equipment

All transfer of property within a school or other District location must first have the approval of the principal or department head. Transfers of equipment from one school to another must be approved by the Purchasing Directorbusiness manager, whether the transfer is temporary or permanent.

EDBA ©
MAINTENANCE AND CONTROL
OF INSTRUCTIONAL MATERIALS

Students using District-provided instructional materials and department equipment, textbooks, subject-matter materials, supplementary books, or instructional computer software are responsible for loss of or any damage to these items. A student who needs a second copy of a textbook shall be required to pay for it.

Monies collected for these items shall be used in addition to budgeted monies for purchase of instructional materials and department equipment, new textbooks, subject-matter materials, supplementary books, or instructional computer software.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-727
15-729

CROSS REF.:
JQ - Student Fees, Fines, and Charges

EDC ©
AUTHORIZED USE OF SCHOOL - OWNED
MATERIALS AND EQUIPMENT

District equipment may be used by school or nonschool agencies and individuals for purposes that are not in conflict with any Arizona Revised Statute(s), federal or state rules or regulations, or Board policies, subject to the following:

● The

A. The District shall not incur any expense due to the use of materials or equipment.

● Rental

B. The Superintendent shall establish procedures for approval of the use of materials or equipment, or shall submit requests to the Governing Board for review and action.

C. The District shall not be in competition with any local business firm that could provide like equipment.

D. Rental fees will be charged or waived, as appropriate, by the District. Income from charges will be

deposited to

deposited to the civic center fund.

● Any

E. Any person or agency using such materials or equipment that is lost or damaged during such period of

use shall

use shall be required to reimburse the District for repair or replacement.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-1105

CROSS REF.:
KF - Community Use of School Facilities

EE ©
TRANSPORTATION SERVICES

In the budgeting process, the Governing Board may grant appropriations for transportation.

Transportation of students is a privilege extended to students in the District, and is not a statutory requirement except for necessary transportation of students with disabilities as indicated in their respective individual education programs.

The responsibility for the operation of student transportation shall be vested in the Superintendent. Reasonable efforts shall be made to eliminate any particular hazards that might adversely affect the safety and welfare of any student.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
15-764
15-921
15-922
15-923
15-945
15-946
28-900
28-901

EEAA ©
WALKERS AND RIDERS

The Board authorizes the administration to provide regular school bus transportation to and from school for the following categories:

● Students

A. Students with disabilities who require transportation, as indicated in their respective individual

education programs

education programs.

● Students

B. Students living within a one (1) mile radius of the school where hazardous or difficult routes exist and

where other

where other arrangements cannot be provided.

■ Students

C. Students who are residents within a school attendance area and:

1. If common school students, live more than one (1) mile from the school.

2. If high school students, live more than a mile and a half (1 1/2) from the school.

● Buses will not stop more often than one-fourth (1/4) mile while picking up or discharging students. In conformance with state recommended guidelines, every effort shall be made to avoid picking up and discharging students on major streets.

● Transportation

D. Transportation for pupils who do not reside within an established school attendance area, limited to

no more

no more than twenty (20) miles each way to and from the school of attendance or to and from a pickup

point

point on

a regular transportation route or for the total miles traveled each day to an adjacent school for

eligible nonresident

eligible nonresident pupils who meet the economic eligibility requirements established under the National

School Lunch and

School Lunch and Child Nutrition Acts (42 United States Code sections 1751 through 1785) for free or reduced-

price

price lunches.

● Transportation

E. Transportation for homeless students to their school of enrollment, if it is the school of origin, will be

arranged as

arranged as needed by the school liaison for homeless students.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342
15-764
15-816.01
15-901
15-922
28-797
28-900
28-901
A.G.O.
I80-025
42 U.S.C. 11301, McKinney-Vento Homeless Assistance Act of 2001

CROSS REF.:
JFABD - Admission of Homeless Students

EEAE ©
BUS SAFETY PROGRAM

The safety and welfare of student riders is to be the first consideration in all matters pertaining to transportation. Toward that end, all District transportation department personnel, bus operators, and bus passengers shall comply with the rules adopted pursuant to A.R.S. 28-900 and the Minimum Standards for School Buses and School Bus Drivers promulgated by the Arizona Department of Administration and adopted as Chapter Nine of A.A.C. Title 17, and shall immediately report to the Superintendent any violation of rules or state statutes that threatens the health, safety, or welfare of a passenger.

Bus evacuation drills shall be conducted at least twice every school year at the school and shall include every passenger who rides a school bus and is in school on the day of the evacuation drill. Each bus driver shall participate in at least two (2) evacuation drills during each school year. The bus evacuation drill shall be conducted in compliance with the requirements set out by the Arizona Department of Public Safety for such a drill.

All vehicles used to transport students shall be maintained in such condition as to provide safe and efficient transportation service with a minimum of delays and disruption of such service due to mechanical or equipment failure. Buses shall be replaced at such intervals as will provide good equipment at all times.

Students shall not be put off the bus until reaching their destination.

In addition to the regular state inspections, each school bus shall be inspected by the driver daily, before each use, to ascertain that it is in safe condition and equipped as required by all provisions of law, and that all equipment is in good working order.

Each school bus owned by, or contracted to, the District will conform to all applicable federal and state requirements as provided by the Commercial Motor Vehicle Safety Act of 1986 and A.A.C. Title 917, Chapter 179.

Each driver of a District-owned or District-contracted school bus, as defined by and covered by the Commercial Motor Vehicle Safety Act of 1986 and A.A.C. Title 917, Chapter 179, will conform to all requirements of the Act and such state statutes, rules and regulations governing the operation of the vehicle.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-843
15-922
28-101
28-900
28-984

A.A.C.
R17-9-102
R17-9-104
R17-9-106
R17-9-108
Commercial Motor Vehicle Safety Act of 1986
49 U.S.C. 30101 (Standards and Compliance - School Buses and

School Bus Equipment)

EEAE-R ©

REGULATION

BUS SAFETY PROGRAM

A.A.C. R17-9-104 states, with respect to the authority of bus drivers, "Passengers shall comply with all instructions given to them by a school bus driver. A passenger or nonpassenger who has boarded the school bus and refuses to comply with the school bus driver's instructions may be surrendered into the custody of a person who is authorized by the school to assume responsibility for the passenger or nonpassenger."

Student behavior on a school bus should be the same as that in a well-ordered classroom with the exception that students are free to talk, but with no screaming or shouting.

EEAE-EA ©

EXHIBIT

BUS SAFETY PROGRAM

This checklist may be used by District officials as a guide for transportation documents or transportation handbooks.

Arriving at pickup point:

● Be

A. Be on time. Leave home in good time so that you will arrive at the pickup point before the school bus.

● If

B. If you have to walk along the road to reach the bus stop, walk on the left side facing oncoming traffic.

● Walk

C. Walk on the shoulder of the road where possible, and not on the traveled portion.

● If

D. If other students are waiting at the bus stop, get in line without pushing or crowding and stay off the roadway.

Board the bus:

● Line

A. Line up in single file parallel to the roadway, with younger students in front, so they can board first.

● Wait

B. Wait until the bus comes to a complete stop before attempting to get on board.

● Board

C. Board the bus quickly but without crowding or pushing.

● Never

D. Never run on the bus, as the steps or floor may be slippery, especially in wintertime. Place your foot

squarely on

squarely on the step, not on the edge, and use the handrail.

● Be

E. Be particularly careful if you are carrying books or parcels, as it is difficult to see the steps and to hold

the handrail

the handrail.

● Go

F. Go directly to your seat and sit straight, well to the back of the seat, and face the front of the bus.

Conduct on the bus:

● The

A. The bus will not move until all passengers are seated.

● Remain

B. Remain seated throughout the trip, and leave your seat only when the bus has reached its destination

and comes

and comes to a complete stop.

● Keep

C. Keep your books and parcels on your lap or put them under the seat or on the luggage rack.

● Keep

D. Keep the aisle clear.

● Do

E. Do not talk to the driver except in case of emergency.

● Avoid

F. Avoid doing anything that might disturb or interfere with the driver. Refrain from loud or boisterous talking

or yelling

or yelling.

● Never

G. Never stick hands, arms, head, or feet out of the windows of the bus.

● Do

H. Do not open windows without the driver's permission.

●

I. Do not throw anything within the bus or out of a window; you might injure a pedestrian or force a motorist

to make

to make a dangerous maneuver.

●

J. Do not touch the emergency door or exit controls or any of the bus safety equipment.

● Do

K. Do not discard refuse in the bus.

● Eat

L. Eat at home or school, but not on the bus.

●

M. Obey promptly the directions and instructions of the school bus driver.

Prohibited items:

● Tobacco

A. Tobacco is not allowed in a school bus.

● Alcoholic

B. Alcoholic beverages shall not be carried in a school bus.

● Insects

C. Insects, reptiles, or other animals shall not be transported in a school bus. [A.A.C. R17-9-104]

● No

D. No weapon, explosive device, harmful drug, or chemical shall be transported in a school bus.

Exit from the bus:

● Remain

A. Remain seated until the bus has reached its destination and comes to a complete stop.

● Do

B. Do not push or crowd when leaving the bus.

Crossing the highway:

● If

A. If you must cross the road, walk to a point about ten (10) feet in front of bus but do not cross until you can

see that

see that the driver has indicated that it is safe to do so.

● As

B. As you cross the road, look continuously to the right and left. At an intersection, look in all directions.

● Cross

C. Cross at right angles. Never cross the highway diagonally.

● Walk

D. Walk briskly across the road, but do not run.

● Never

E. Never cross the road behind the bus.

Accident or other emergency:

● In

A. In case of an accident or emergency, older students should help the driver to maintain order and

assist younger

assist younger students.

● Stay

B. Stay in the bus unless otherwise directed by the driver.

● If

C. If you have to leave the bus, stay in a group and obey the driver's instructions.

● Do

D. Do not expose yourself or others to needless hazard.

Procedures followed upon student misbehavior on school bus:

● When

A. When a student misbehaves on a bus for the first time, the driver will explain to the offender the necessity

for good

for good behavior.

● If

B. If, after talks and warning, the rider continues to violate the rules, the driver will inform the student that the

rule violation

rule violation will be reported to the principal. This report will include the use of a written form that lists the

offense and

offense and the action taken by the principal.

● Upon

C. Upon receiving the complaint and discussing it with the driver, the principal will then call the student to

the office

the office and warn the student that the parents must be notified that the student will be put off the bus

if misbehavior

if misbehavior reoccurs.

● If

D. If poor conduct continues, the driver will again report the incident to the principal. After discussion it will

be decided

be decided whether to take the bus-riding privilege away from the student, and, if so, for how long.

● When

E. When a student is not allowed transportation by school bus, the principal will inform the parents of the penalty,

the

the reason for it, and how long the penalty will last. In such cases, the parents become responsible for

seeing that

seeing that their child gets to and from school safely.

● A

F. A student who is put off one (1) bus will be refused transportation by all drivers for the specified period of time.

(This section on student misbehavior shall be made available to parents and students in copy form.)

EEAE-EC

EXHIBIT

BUS SAFETY PROGRAM

REQUEST FOR STUDENT TRIP

School _______________________

◻ Out of State ◻ Overnight ◻ Over 3 hours ◻ Less than 3 hours

Type of Trip: ◻ Field ◻ Activity ◻ Club

Name of Group _____________________ Group Sponsor(s) _______________

Destination (Be Specific): _______________________ Round Trip Mileage _____

Day(s) of Week Trip Planned For: _________________ Date of Trip: __________

Departure Time: __________________ Return Time: _________________

No. of Students: __________________ No. of Chaperones: ____________

Names of Chaperones (10:1 ratio for overnight trips): _______________________

__________________________________________________________________

Purpose of Trip: _____________________________________________________

__________________________________________________________________

Transportation: (Transportation Request to be submitted with this request.)

◻ District Vehicle - Type/Size Needed ___________________________________

Paid by (circle) D.O. CTE SP. Ed Club Acct. No. _____ (Attach Purchase Req.)

Cost of Transportation: Mileage @ $1.25 ______ Driver @ $15 per hour ______

Total Cost _______________________

◻ Commercial Carrier: (Must be on approved list):

Name of Company: _________________________________________________

◻ Private Vehicles(s): (Permission Slip Required)

Lodging/Accommodations:

◻ Camping Out - Location ____________________________________________

◻ Hotel - Name Location _____________________________________________

◻ Other - Description/Location _________________________________________

Paid by (circle) D.O. CTE SP. Ed Club Acct. No. _____ (Attach Purchase Req.)

Substitute Teacher(s):

No. of Substitutes Needed ____ No. of Days ____ or List Period(s) ___________

Paid by (circle) D.O. CTE SP. Ed Club Acct. No. _____ (Attach Purchase Req.)

Cost of Substitute(s): One or two periods $25 per hour.

Three or more periods $100.

Total Cost ___________________

Signature of Sponsor _________________________ Date Submitted __________

___________________________ Date ______ __ Approved __ Not Approved
Principal Signature

___________________________ Date ______ __ Approved __ Not Approved
Superintendent Signature

Approval of Governing Board:

Note: Complete all items. Submit to school Assistant Principal for Operations and Resources (APOR) at least three (3) weeks prior to the Board Meeting at which the request will be considered. (A timeline for Board approval trip requests is on file in the principal's office). The goldenrod copy is to be kept by the local administrator. All other copies should go to the Superintendent's office.

5 Copies: White - Superintendent Green - Bookstore Yellow - Returned to APOR
Pink - Transportation Goldenrod - Kept by APOR

EEAE-EB EB ©

EXHIBIT

BUS SAFETY PROGRAM

SCHOOL BUS INCIDENT REPORT

Category: Parent ___ School ___ Public ___ Homeowner ___ Other _________Regular Ed ______ Special Needs _______ Driving _______ Other __________Contact Person: _____________________________ Phone: _______________Location of Incident:

Bus No. Driver's Name Date

__________________________ Date/Time: ____________School: ____________________ Bus No. __

Type of Incident

________ Driver: ______________Route: _________ a.m. ____ p.m. ____ Athletic: __________ Trip: __________

Student Name or Witness: ___________________________________________'s Name

Incident: _________________________________________________________

o Failure to remain seated     o  Throwing objects on bus

o  Refusing to obey driver              o  Hanging out of window

o  Fighting                                      o  Spitting

o  Profanity                                   o  Disobeying bus monitor

o  Lighting matches                        o  Bothering others (see comment)

o  Smoking on bus                       o  Vandalism

o  Throwing objects out of bus       o  Other (see comment)

Comments: _________________________________________________

________________

___________________________________________________________

______

___________________________________________________________

______

Signature: __________________________________________________

_______________

Report Completed By: __________________ Reply Requested: Yes ___ No ___

Follow Up of Action TakenAction taken by school: ___________________________________________

___________________________________________________________

______

___________________________________________________________

______

_________________________________________________________________

Date Closed: _____________ Name: __________________________________

All incident reports must be submitted to the Director of

Transportation within twenty-four (24) hours.

____________________________________

_____________________________

Signature of School Official

EEAE-ED

EXHIBIT

BUS SAFETY PROGRAM

DISTRICT TRANSPORTATION REQUEST
(For Trips Other Than Scheduled Athletics)

Trip Request No. ___________________

Requests must be submitted to the Assistant Principal of Operations/ Resources (AP/OR) three (3) weeks prior to the trip to be considered for scheduling. When approved, the AP/OR will forward the white and yellow copies to the Local School Transportation Department on or before Tuesday two (2) weeks prior to the trip. The goldenrod copy will be returned to the person requesting the transportation, and the AP/OR will keep the pink copy. Late requests will be considered only if an emergency situation exists and there are available vehicles/drivers.

If the Governing Board or Superintendent's approval is required, complete that process as prescribed.

Destination ______________________ Address ___________________________
If more than one, please indicate Be Specific

Field Trip ______________
Name of Class

Club Trip ______________
Name of Club

Other Trip _______________________

◻ Check here if trip can be shuttled.
Driver does not need to stay with group.

◻ Wheelchair bus is needed.
Bus Aide needed (Circle) Yes No

◻ Van/Mini Bus is needed for students

◻ Vehicle is needed for equipment (When vehicle is used for transporting equipment,
no students shall be on board.)

Total Number of Passengers shall not Exceed Total Number Requested

Group/Team/Organization Is Responsible For
Driver's Meals/ Lodging

Please provide transportation for: __________ __________ __________
No. of No. of No. of
Wheelchairs Students Chaperones
(*All chaperones
must be cleared
through school)

Paid by (circle) D.O. CTE SP.Ed Club Acct. No. ___________________

Trip Date A.M. P.M.

Departure time from school ___________ ___________ ___________

Return time to school (estimated) ___________ ___________ ___________

Cost of Transportation:

Mileage @ $1.25 ______ Driver @$15 per hour ______ Total Cost ______

*Attach a detailed itinerary with white copy for each trip over 3 hours.
It is the driver's responsibility to adhere to the time scheduled
and the approved trip.

Exact Pick Up
Location: __________________________________________________________

Storage space needed on vehicle for: ___________________________________

________________________________________________ ______________
Person Requesting Transportation - Please Print Date

Approved By:

_______________________________ _______________________________
Local Administrator's - Please Print Local Administrator - Signature

Form distribution:
White and Yellow to Local Transportation - 2 weeks prior to departure of trip;
Pink - Assistant Principal of Operations/Resources; Goldenrod - Sponsor/Coach/Teacher

EEAEA ©
BUS DRIVER REQUIREMENTS, TRAINING,
AND RESPONSIBILITIES

Bus drivers employed by the District or employed by contractors who provide transportation services to the District shall comply with applicable provisions of the Commercial Motor Vehicle Safety Act of 1986 and all applicable requirements of the state of Arizona.

The District will assume the cost of required physical examinations, and the drivers will assume the cost of obtaining valid commercial driver's licenses as required by law.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
28-857

28-3228

A.A.C.
R17-4-508 et seq.

EEAEAA ©
DRUG AND ALCOHOL TESTING OF
TRANSPORTATION EMPLOYEES

The District is committed to the establishment of a drug and alcohol misuse prevention program that meets or exceeds all applicable requirements of the Omnibus Transportation Employee Testing Act of 1991 (Omnibus Act). All statements in this document will be interpreted so as to conform to the Department of Transportation rules.

Each employee of the District who is required to have a commercial driver's license (CDL) for performance of job functions shall be prohibited from:

● Reporting A. Reporting for duty or remaining on duty to perform safety-sensitive functions as defined in 49 CFR 382.107 while 107 while having an alcohol concentration of 0.04 or greater. [49 CFR 382.201]

● Being B. Being on duty or operating a commercial motor vehicle (school bus) while the driver possesses alcohol, unless unless the alcohol is manifested and transported as part of a shipment. This includes the possession of medicines of medicines containing alcohol (prescription or over-the-counter), unless the packaging seal is unbroken. [49 CFR 382.204]

● Using C. Using alcohol while performing safety-sensitive functions. [49 CFR 382.205]

● Performing D. Performing safety-sensitive functions within eight (8) hours after using alcohol. [49 CFR 382.207 and R17and R17-9-102]

● Using E. Using alcohol within eight (8) hours following an accident or prior to undergoing a postaccident alcohol test, whichever whichever comes first. [49 CFR 382.299]

● Refusing F. Refusing to submit to an alcohol or controlled substance test as required under postaccident, random, reasonable reasonable suspicion or follow-up testing requirements in DOT rules. [49 CFR 382.211]

● Reporting G. Reporting for duty or remaining on duty, requiring the performance of safety-sensitive functions, when the driver the driver uses any controlled substance, except when the use is pursuant to the instructions of a physician who has who has advised the driver that the substance does not adversely affect the driver's ability to safely operate a commercial operate a commercial motor vehicle. [49 CFR 382.213]

● Reporting H. Reporting for duty, remaining on duty, or performing a safety-sensitive function if the driver tests positive for controlled for controlled substances. [49 CFR 382.215]

A driver will inform the supervising administrator of any therapeutic drug use. [49 CFR 382.213]

Drugs as used in this policy refers to controlled substances as covered by the Omnibus Act and to drugs circumscribed by the Arizona Revised Statutes, Title 13, Chapter 34.

All drivers shall be subject to preemployment/preduty drug and alcohol testing, including reasonable suspicion, random, and postaccident testing in accord with the regulations of the Omnibus Act. If applicable, return to duty and follow up testing shall be required in accord with regulations of the Omnibus Act. [49 CFR 382.301 et seq.]

All offers of employment with the District for drivers will be made contingent upon preemployment test results. An applicant testing positive for alcohol or controlled substances will not be employed. [49 CFR 382.505]

A transportation employee who refuses to submit to drug and alcohol testing or whose test results are positive may be disciplined in accordance with District policy up to and including being terminated from employment. [A.R.S. 15-513]

Each driver who engages in the conduct prohibited herein shall:

● Be A. Be advised of resources available to the driver in evaluating and resolving problems associated with drug or alcohol or alcohol use, including the names, addresses, and telephone numbers of substance abuse professionals and counseling and counseling and treatment programs.

● Be B. Be evaluated by a substance abuse professional, who shall determine what assistance, if any, the employee needs employee needs to resolve drug or alcohol problems.

● Before C. Before return to duty in a safety-sensitive position, undergo a return-to-duty alcohol test with a result indicating less indicating less than 0.02 or a substance test with a verified negative result.

● If D. If identified as needing assistance by a substance abuse professional, be evaluated by a substance abuse professional abuse professional to determine if that driver has properly followed any rehabilitation program prescribed, and be subject be subject to unannounced follow-up tests following return to duty in accord with federal regulations. [49 CFR 382.605]

The District shall assume the cost for the initial evaluation by a substance abuse professional to determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and controlled substances use. Evaluation and rehabilitation of the employee, if the employee is allowed to return to work in any position, shall be in accordance with 49 CFR 382.605 and by a substance abuse professional paid by the employee.

The School District shall assume the costs of the drug and alcohol testing of a transportation employee. If the results of the test are positive, the School District may charge the costs of the test to the tested employee. The cost charged to the employee is limited to the actual costs incurred as a result of testing. If the results of a test are negative, the School District shall not charge the costs of testing to the tested employee. [A.R.S. 15-513]

The Superintendent is responsible for supervision of the District drug and alcohol misuse prevention program. The Superintendent will develop procedures for the implementation of the program in compliance with the applicable provisions and regulations of the Omnibus Transportation Employee Testing Act of 1991 and Arizona Revised Statutes.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-513
13-3402
49 U.S.C. 31306, (Omnibus Transportation Employee Testing Act of 1991)
49 C.F.R. Part 40
49 C.F.R. Part 382
49 C.F.R. Part 395

CROSS REF.:
GBEC - Drug-Free Workplace
GBECA - Nonmedical Use or Abuse of Drugs or Alcohol

EEAEAA-R ©

REGULATION

DRUG AND ALCOHOL TESTING OF
TRANSPORTATION EMPLOYEES

Circumstances Under Which Tests

for Drivers Are to Be Given

All information obtained in the course of testing of drivers shall be protected as confidential medical information. Except as required by law or expressly authorized or required in 49 CFR 382.405, no information that is to be maintained pursuant to 49 CFR 382.401 shall be released.

Random:

●

A. A minimum of fifty percent (50%) of drivers shall be tested annually for drugs and twenty-five percent (25%)

of drivers shall be tested annually for alcohol, subject to the Federal Highway Administration's

administrator raising

administrator raising or lowering the annual percentage rate in accordance with regulations. [49 CFR 382.305]

Random testing

Random testing selection shall be as follows:

■ Employees

1. Employees are to be placed in and remain in a pool for random selection.

■ A

2. A valid random selection procedure will be used.

■ Tests

3. Tests will be given at least once each quarter.

■ Dates

4. Dates of testing will not be announced.

● Random

B. Random drug and alcohol testing may be combined. For example, when testing at fifty percent (50%)

drug random

drug random rate and twenty-five percent (25%) alcohol random rate, half of the randomly selected drivers

chosen for

chosen for testing could be tested for both drugs and alcohol, while the rest could be tested only for drugs.

Postaccident:

● Drivers

A. Drivers are required to submit to drug and alcohol testing as soon as possible following a "Department

of Transportation

of Transportation (DOT) accident" that involves the loss of human life or for which the driver receives a

citation under

citation under state or local law for a moving traffic violation arising from the accident. [49 CFR 382.303]

● A DOT accident

B. A DOT accident is defined as an occurrence involving a commercial motor vehicle operating on a public

road that

road that results in:

■ A

1. A fatality; or

■ Bodily

2. Bodily injury to a person who, as a result of the injury, immediately receives medical treatment

away from

away from the scene of the accident; or

■ One

3. One (1) or more motor vehicles incurring disabling damage as a result of the accident, requiring

the vehicle

the vehicle to be transported away from the scene by a tow truck or other vehicle. [49 CFR 390.5]

● If

C. If a driver is seriously injured and cannot submit to testing at the time of the accident, the driver shall

provide the

provide the necessary authorization for obtaining hospital reports and other documents that may indicate

whether there

whether there were any drugs or alcohol used by the driver prior to the accident. [49 CFR 382.303]

● A

D. A driver who is subject to postaccident testing shall remain readily available for such testing or may

be deemed

be deemed by the District to have refused to submit to testing. Nothing in this section shall be construed

to require

to require the delay of necessary medical treatment or to prohibit the driver from leaving the scene of

an accident

an accident for a period necessary to obtain assistance in responding to the accident, or to obtain

necessary medical

necessary medical care. [49 CFR 382.303]

● No

E. No driver required to take a postaccident alcohol test shall use alcohol for eight (8) hours following

the accident

the accident, or until the driver undergoes a postaccident alcohol test, whichever occurs first. [49 CFR 382.303]

● The

F. The following actions are to be taken in a postaccident testing situation:

■ Treat

1. Treat injuries.

■ Work

2. Work with law enforcement officials.

■ Explain

3. Explain the need for testing.

■ Obtain

4. Obtain the driver's permission for testing, if possible.

■ Work

5. Work with the medical facility to obtain the necessary documents and test information.

■ Collect

6. Collect specimens promptly.

■ Document

7. Document events.

The results of a breath or blood test for the use of alcohol or a urine test for the use of drugs conducted by federal, state, or local officials having independent authority for the test shall be considered to meet the requirements for postaccident testing if the results are obtained by the School District. [49 CFR 382.305]

Reasonable suspicion:

●

A. Reasonable

suspicion

suspicion is defined to mean that the District believes the behavior, speech, body odor,

or appearance

or appearance of a driver while on duty are indicative of the use of alcohol and/or controlled substances.

The

The conduct must be witnessed by a supervisor or District official trained in the detection of

probable alcohol

probable alcohol and drug use by observing indicators in a person's appearance, behavior, speech, and performance, in accordance with 49 CFR 382.603. If it is at all possible, the witness should not conduct

the alcohol

the alcohol test, in order to prevent the introduction of bias to the testing procedure.

● Alcohol

B. Alcohol testing is authorized only if the observations are made during, just before performing, or just

after performing

after performing a safety-sensitive function. A written record shall be made of the observations leading to

an alcohol

an alcohol and/or controlled substance test. This record is to be signed by the supervisor who made

the observations

the observations.

● If

C. If a reasonable suspicion alcohol test is not administered within two (2) hours following the observations,

the witness

the witness shall prepare and maintain on file a record stating the reasons the alcohol test was not

administered promptly

administered promptly. In addition, if not administered within eight (8) hours, all attempts to administer the test shall cease.

A record shall be prepared and maintained stating why the alcohol test was not administered. [49 CFR 382.307]

● Reasonable

D. Reasonable suspicion testing should include the following considerations:

■ Focus

1. Focus on safety.

■ Verify

2. Verify reasonable suspicion if possible.

■ Observe

3. Observe the employee's appearance, behavior, speech, and performance.

■ Inform

4. Inform the employee in private of any suspicion.

■ Inquire

5. Inquire in private about any observations or suspicions.

■ Review

6. Review the findings.

■ Upon

7. Upon concluding that reasonable suspicion exists, transport the employee to a testing site.

■ Document

8. Document events.

Return-to-duty testing:

●

A. A driver who has been prohibited from performing a safety-sensitive function after engaging in

conduct regarding

conduct regarding alcohol misuse or controlled substance use prohibited by U.S. Department of

Transportation regulations

Transportation regulations, and before returning to duty, shall undergo a return-to-duty test, which must indicate

a concentration

a concentration of less

then

than 0.02 for breath alcohol and/or a negative result for controlled substances. [49 CFR 382.309 and 382.605(C)]

● When

B. When a driver has been determined to be in need of assistance in resolving problems associated with

alcohol misuse

alcohol misuse and/or controlled substance use, the driver will be subject to unannounced follow-up alcohol and/

or controlled

or controlled substance testing. The driver will be subject to a minimum of six (6) follow-up tests in the

first twelve

first twelve (12) months. The follow-up testing period shall not exceed sixty (60) months. Follow-up testing

for alcohol

for alcohol shall be administered only when the driver is performing, just before performing, or just

after performing

after performing a safety-sensitive function. [49 CFR 382.311 and 382.605(C)]

Referral:

●

Each driver who engages in conduct prohibited by 49 CFR 382.

201

201 et seq. shall be evaluated by a

substance abuse

substance abuse professional, who shall determine what assistance, if any, the employee needs in resolving

problems associated

problems associated with alcohol misuse and controlled substance use. [49 CFR 382.605]

Driver Training

A copy of materials explaining the requirements of the Omnibus Act and the District's policies and procedures with respect to meeting such requirements will be distributed to each driver prior to the start of alcohol and controlled substance testing and to each driver hired or subsequently transferred into a driving position. The District shall provide written notice to representatives of employee organizations of the availability of this information. [49 CFR 382.601]

These materials shall include detailed discussions of at least the following:

● The

A. The identity of the person designated to answer employee questions about the materials.

● The

B. The categories of employees subject to this part of the regulation.

● Sufficient

C. Sufficient information about safety-sensitive functions performed by such drivers to make clear what part

of the

of the work day a driver must be in compliance with the rule.

● Specific

D. Specific information concerning driver conduct that is prohibited by the rule.

● The

E. The circumstances under which a driver will be tested for alcohol and/or controlled substances by rule.

● The

F. The procedures that will be used to test for the presence of alcohol and controlled substances, to protect

the driver

the driver and the integrity of the testing processes, to safeguard the validity of the test results, and to ensure

that the

that the results are attributed to the correct driver.

● The

G. The requirement that the employee submit to alcohol and controlled substance tests administered in

accord with

accord with Omnibus Act regulations.

● An

H. An explanation of what constitutes a refusal to submit to an alcohol or controlled substance test and

the attendant

the attendant consequences.

●

I. The consequences for drivers found to have violated the rule, including requirements for removal from duty.

●

J. Consequences for a driver having a concentration of 0.02 but less than 0.04 in a breath alcohol test.

● Information

K. Information concerning the effects of alcohol and controlled substance use on an individual's health, work,

and personal

and personal life; signs and symptoms of an alcohol or controlled substance problem (the driver or a co-worker);

and

and available methods of intervention, including confrontation and referral. [49 CFR 382.601]

Policies, regulations, and consequences based on the District's independent authority outside of the Omnibus Act shall be presented and clearly and obviously described as being based on independent authority [49 CFR 382.601]. All such references shall be placed in bold within the document and shall contain applicable statutory citations.

Each driver must provide a signed receipt for the materials. [49 CFR 382.401(c)(5)(iii)]. Written notice of the availability of this information shall be provided to representatives of employee organizations. [49 CFR 382.601(a)(2)]

Supervisor Training

Persons designated to determine whether reasonable suspicion exists to require a driver to undergo reasonable-suspicion testing shall receive at least sixty (60) minutes of training on alcohol misuse and at least an additional sixty (60) minutes of training on controlled substance use. The training shall cover the physical, behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances. [49 CFR 382.603]

EEAEAA-E ©

EXHIBIT

DRUG AND ALCOHOL TESTING OF
TRANSPORTATION EMPLOYEES

RECORDS RETENTION

The District shall maintain records of its alcohol misuse and prevention program in a secure location with controlled access. The records are to be kept as indicated below.

How long is the employer required to

keep records? [49 CFR 382.401(c)(1)]

●

A. Five years:

■ Records

1. Records of alcohol test results showing concentrations of 0.02 or more.

■ Records

2. Records of driver-verified positive controlled substance tests.

■ Documentation

3. Documentation of refusals to take required tests.

■ Calibration

4. Calibration documentation.

■ Driver

5. Driver evaluation and referrals.

■ A

6. A copy of each annual calendar year summary.

●

B. Two years:

■

Records related to the alcohol and controlled substance collection process and training.

●

C. One year:

■

Records of negative and canceled drug test results and alcohol test results with concentrations of

less than

less than 0.02.

What types of records must be kept?

●

A. Records relating to the collection process,

as follows[49 CFR 302.401(c)(1)]:

■ Collection

1. Collection logbook, if used.

■ Documents

2. Documents relating to the random selection process.

■ Calibration

3. Calibration documents for evidential breath testing devices.

■ Documentation

4. Documentation of breath alcohol technician training.

■ Documents

5. Documents regarding decisions to administer reasonable-suspicion tests.

■ Documents

6. Documents regarding decisions of postaccident tests.

■ Documents

7. Documents verifying existence of a medical explanation of the inability of a driver to provide an

adequate breath

adequate breath or urine specimen for testing.

■ Consolidated

8. Consolidated annual calendar year summaries as required by 49 CFR 382.403.

●

B. Records relating to driver's test results [49 CFR 382.401(c)(2)]:

■ Employer

1. Employer's copy of alcohol test forms, including the results of the test.

■ Employer

2. Employer's copy of drug test chain of custody and control form.

■ Documents

3. Documents sent by the medical review officer (MRO) to the employer, including those required

by 49

by 49 CFR 382.407(a).

■ Documents

4. Documents related to refusal by any driver to submit to a drug or alcohol test required by the rules.

■ Documents

5. Documents presented by a driver to dispute the results of an alcohol or substance abuse test

required by

required by the rules.

●

C. Records related to other violations.

●

D. Records related to evaluations:

■ Records

1. Records pertaining to a determination by a substance abuse professional (SAP) concerning a driver'

s need

s need for assistance.

■ Records

2. Records concerning a driver's compliance with recommendations of the SAP.

●

E. Records relating to education and training:

■ Materials

1. Materials on alcohol misuse and drug use awareness, including a copy of the employer's policy on both.

■ Documentation

2. Documentation of compliance with the requirements of 49 CFR 382.601, including the driver's

signed receipt

signed receipt for materials.

■ Documentation

3. Documentation of training provided to supervisors for determining the need for reasonable-

suspicion testing

suspicion testing for alcohol misuse or use of controlled substances.

■ Certification

4. Certification that any training that has been conducted complies with the requirements for such training.

●

F. Records relating to drug testing:

■ Agreements

1. Agreements with the collection site facilities, laboratories, medical review officers, and consortia.

■ Names

2. Names and positions of officials and their roles in the employer's alcohol and controlled

substance testing

substance testing program.

■ Monthly

3. Monthly laboratory statistical summaries of urinalysis required by 49 CFR 40.29(g)(6).

■ The

4. The employer's drug and alcohol testing policy and procedures.

How must these records be reported?

●

All records must be kept in prescribed form and be supplied to DOT when requested. The District will

be notified

be notified whether to submit the records. [49 CFR 382.403(b)]

What happens if records are not kept properly?

●

Penalties can be severe; for example, just an error in paperwork can mean a fine of up to five

hundred dollars

hundred dollars ($500) for each violation. Other violations can be penalized as high as ten thousand

dollars

dollars ($10,000) per occurrence and loss of federal funding. [49 U.S.C. 521(b)]

Where are records to be located?

●

All records required shall be maintained as required by 49 CFR 390.31 and shall be made available

for inspection

for inspection at the employer's principal place of business within two (2) business days after a request

by an

by an authorized representative of the Federal Highway Administration. [49 CFR 382.401(d)]

What summary records are required?

● The

A. The District must prepare by March 15th of each year, and maintain, an annual calendar year summary of

the results

the results of all controlled substance and alcohol testing performed during the previous calendar year.

● Each

B. Each summary that contains verified positive controlled substance test results and alcohol screening tests

with concentrations

with concentrations of .02 or greater or any other violations or alcohol misuse must include the following elements:

■ The

1. The number of drivers subject to 49 CFR 382.

■ The

2. The number of drivers subject to testing under the alcohol misuse or drug use rules of more than one (1)

DOT

DOT Agency - identified by each Agency.

■ The

3. The number of urine specimens collected, by type of test (e.g., random, reasonable suspicion,

et cetera).

■ The

4. The number of positives verified by an MRO for type of test and type of drug.

■ The

5. The number of negative drug tests verified by an MRO, by type of test.

■ The

6. The number of persons denied a position as drivers following preemployment verified positive

drug testing

drug testing and/or alcohol testing with concentrations of 0.04 or greater.

■ The

7. The number of drivers with MRO-verified positive tests for multiple controlled substances.

■ The

8. The number of drivers who refused to submit to alcohol or drug tests required by 49 CFR 382.

■ The

9. The number of supervisors who have received required alcohol training during the reporting period.

■

10. The number of supervisors who have received required controlled substances training during

the reporting

the reporting period.

■

11. The number of screening alcohol tests, by type of test.

■

12. The number of confirmation alcohol tests, by type of test.

■

13. The number of confirmation alcohol tests with concentrations of 0.02 or greater but less than 0.04,

by type

by type of test.

■

14. The number of confirmation alcohol tests with concentrations of 0.04 or greater, by type of test.

■

15. The number of drivers returned to duty, after complying with a SAP's recommendation in this

reporting period

reporting period, who had previously had verified positive drug test results or engaged in prohibited

alcohol misuse

alcohol misuse.

■

16. The number of drivers who were administered drug and alcohol tests at the same time with both

verified positive

verified positive drug test results and alcohol test results with concentrations greater than 0.04.

■

17. The number of drivers who were found to have violated any nontesting prohibition of 49

CFR 382

CFR 382.403(b) and any action taken in response to the violation.

● Each

C. Each employer with an annual calendar year summary that contains only negative drug test results,

alcohol screening

alcohol screening test results of less than 0.02, and no other violations may prepare and submit either a

standard summary

standard summary form with information as listed above or an "EZ" report form. The abbreviated "EZ" form

requires selected

requires selected information from the list above. [49 CFR 382.403]

Who may have access to the records?

● The

A. The covered employee, to the employee's records, upon written request.

● The

B. The employer.

● The

C. The Secretary of Transportation, upon request.

● Any

D. Any DOT agency, upon request.

● Any

E. Any state or local official with regulatory authority over the employee, upon request.

● Any

F. Any person or employer, upon the employee's written request.

● National

G. National Transportation Safety Board may review postaccident test information upon request and as a part

of an

of an accident investigation. [49 CFR 382.405]

Are the records relating to the drug and

alcohol testing program confidential?

●

Yes; therefore, they are not subject to disclosure under the Inspection of Public Records, A.R.S. 39-121 et seq., with the possible exception of the Annual Calendar Year Summary once released to the DOT. [49 CFR 382.405]

EEAEB ©
BUS PURCHASING AND MAINTENANCE

The District and all contractors who provide transportation services to the District shall comply with applicable provisions of the Commercial Motor Vehicle Safety Act of 1986 and all applicable requirements of the state of Arizona that pertain to vehicle standards, periodic inspection, and maintenance of school buses.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-349
28-984

A.A.C.
R17-9-105 et seq.

EEAEC ©
STUDENT CONDUCT ON
SCHOOL BUSES

Students are required to conduct themselves in the bus, prior to boarding the bus, and subsequent to leaving the bus in a manner consistent with established standards for classroom behavior.

When a student fails to practice proper conduct, the bus driver will inform the principal of the misconduct, which may then be brought to the attention of the parents.

Students who become serious disciplinary problems related to school transportation may have their riding privileges suspended. In such cases, the parents of the students involved become responsible for seeing that their children get to and from school safely.

Students riding on special-activity buses are under the direct supervision of the bus driver in cooperation with sponsor(s). Students who do not conduct themselves properly will be denied the privilege of riding on special-activity buses.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

CROSS REF.:
EEAE - Bus Safety Program
JIC - Student Conduct
JK - Student Discipline

EEAF ©
SPECIAL USE OF BUSES

School buses may be used for the transportation of students participating in school-sponsored activities under the following conditions:

● Bus A. Bus usage for educational field trips or educationally related activities by student organizations may be considered be considered an extension of classroom activities.

● The B. The Board delegates to the administration authority concerning requests for noncurricular usage. In such cases, the the student organization or group making the trip will be required to reimburse the District for all or a portion of the of the cost of the transportation.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-1105

EEAG ©
STUDENT TRANSPORTATION
IN PRIVATE VEHICLES

During school or school-sponsored functions, students may be transported only in school-approved vehicles operated by District-authorized personnel unless specific approval by the Superintendent has been obtained.

The Board specifically forbids any employee to transport students for school purposes without prior authorization by the Superintendent.

Each District employee authorized to use a private vehicle for District purposes shall be notified in writing that the employee's automobile insurance is the primary coverage and District insurance coverage is secondary.

The Superintendent may develop regulations to govern the use of private vehicles for transporting students.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

EEAG-R ©

REGULATION

STUDENT TRANSPORTATION
IN PRIVATE VEHICLES

The use of a private vehicle for transporting students requires written permission from the Superintendent.

● This

A. This permission may be in the form of a standing permit for employees who use their own vehicles

regularly for

regularly for school purposes. The permit will state the particular purpose, and whether it includes transportation

of students

of students.

● For

B. For each special trip involving students, including field trips, a special permit must be obtained in advance

for the

for the specific trip.

● Each

C. Each employee authorized to use a private vehicle for school business purposes will be required to

present proof

present proof of insurance to the District.

● No

D. No student will be sent on school errands with the student's own vehicle, an employee's vehicle, or a District-owned vehicle.

EEB ©
BUSINESS AND PERSONNEL
TRANSPORTATION SERVICES

(District Travel Policy)

Administrative Requirements

Administrators shall be responsible for making certain that the use of school vehicles is not abused inside or outside the District, and it is the responsibility of such administrative personnel to assure that all travel has final approval from the District administration office. Use of private vehicles for school purposes must be approved by the Superintendent.

District Vehicles

The District will acquire and maintain such vehicles as the Governing Board deems necessary for the efficient operation of the District. All District vehicles are to be clearly identified as the property of the Glendale Union High School District. The identification is to be permanently attached to the vehicle and comply with Statute.

Assignment of Vehicles:

● Student transportation and utility vehicles will be assigned to District sites by the Administrator of Facilities, based on need.

● Staff vehicles will be assigned by the Director of Operations and Resources, based on need.

● All District vehicles are to be kept on District property overnight except when used on a trip which has had the prior approval of the Governing Board.

Maintenance and Repair of Vehicles:

● The repair and maintenance of District vehicles will be under the supervision of the School Safety Administrator.

Use of District Vehicles:

● All District vehicles shall be used only for District business except when loaned or leased with prior approval of the Governing Board.

● School vehicles may be used, when available, for athletic trips, field trips and activity trips.

● School vehicles may be rented from the District when available, at a charge sufficient to cover the costs involved, for non-instructional trips, such as club trips.

● When used for student trips, a responsible adult approved by the authorizing administrator must be in each vehicle.

● All driver training cars on loan from automotive manufacturers or dealers must be used exclusively in the instructional program, unless there is contractual arrangement to the contrary.

Requests for Use of Vehicles:

● A transportation request shall be completed and submitted to the appropriate administrator by anyone requesting District transportation

Use of School Vehicles

No school vehicle shall be used for personal business, unless the personal business is incidental to a school-related trip. On a space-available basis, an employee's family may be included on an out-of-town trip if approval is granted by the Superintendent. Only Governing Board members or District employees may drive the vehicle. A school vehicle shall not be taken to an employee's home at night unless the employee has permission from the Superintendent.

Use of Private Vehicle

Only when authorized by the Superintendent, a private vehicle may be used at the mileage rate set by the District, and reimbursement for mileage will be given to the owner of the private vehicle. Credit for mileage outside the District will be given for school business only. An employee using a private vehicle for a school trip shall not claim mileage for any purely personal use of the vehicle during said trip.

Accident Report

Any accident (no matter how minor) in a school vehicle or in any private vehicle while on school business is to be reported immediately to the District transportation office, or to an administrator if the accident occurs after school hours. The business office shall immediately report the accident to the District's insurance company.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
38-538

USFR: VI.I.

CROSS REF.:
DKC - Expense Authorization/Reimbursement

EEBD ©
BUSINESS TRANSPORTATION
RECORDS AND REPORTS

Records and reports will be maintained as mandated by law or rules and as may be necessary to carry out transportation goals and objectives. The records shall be available for inspection by the Superintendent and other authorized officials.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-901
15-903

A.A.C.
R17-4-612

EF ©
FOOD SERVICES

The District food service program shall strive to provide well-balanced meals that are nourishing, available at moderate prices, and served in a pleasant surrounding.

The Board shall establish prices to be paid by students for school meals and the price charged to adults who purchase meals.

The Superintendent shall develop procedures to implement this policy and shall formulate a plan to provide free or reduced price meals for all eligible students.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
11-195 et seq.

15-239

15-242

15-342
15-1151
15-1152
15-1153
15-1154
15-1155
15-1157
15-1158
15-1251
Arizona Department of Education: The Arizona Nutrition Standards

Public Law 111-296, Healthy, Hunger-Free Kids Act of 2010 Sec. 205 -

Equity in School Lunch Pricing

Richard B Russell National School Lunch Act 42 U. S. C. 1751 et seq.
Child Nutrition Act of 1966 42 U.S.C. 1771 et seq. Arizona Department of Education: The Arizona Nutrition Standards

CROSS REF.:
GDN - Supervision of Support Staff Members
JL - Student Wellness

EF-R ©

REGULATION

FOOD SERVICES

District and school administrators will work together to provide a safe, accessible and compliant food service program and shall observe the following directives in operating the food services programs.

Meals in schools. Each school shall:

● Provide A. Provide meals at a reasonable price and accordingly shall use state allocated food services funds to supplement to supplement federal funds as a means of keeping prices within reach of paying students.

● Encourage B. Encourage students to participate in each school's meal program while still allowing meals to be brought from homefrom home.

● Provide C. Provide modified meals, upon a physician's written request, for students with food allergies or other special food special food needs. (The allergies would be of a life threatening or severe reaction nature.)

Menu.

Each school that includes grades kindergarten (K) through eight (8) shall:

Ensure that nutritious foods are available as an affordable option whenever food is sold or served and that Foods of Minimal Nutritional Value (FMNV) as defined by United States Department of Agriculture (USDA) and the Arizona Department of Education (ADE) are prohibited. This includes all food and beverages sold and/or served to students at school during the normal school day exclusive of school parties.

Each school that includes grades nine (9) through twelve (12) are:

● Prohibited from the sale of Foods of Minimal Nutritional Value ( FMNV ) in the dining, serving, and kitchens areas during breakfast and lunch periodslunch periods.

Each school school, (kindergarten [K] through twelve [12]) shall inform families, upon request, about the ingredients and nutritional value of the foods served.

Competitive foods. Competitive foods mean any foods sold in competition with the National School Breakfast and Lunch Program to students during the meal periods. The principal may approve the sale of competitive foods if:

● All A. All income from the sale of such foods accrue to the benefit of:

■ The 1. The nonprofit school food service; or

■ The 2. The school or student organizations approved by the District.

● They B. They are sold in locations other than the dining, serving, and kitchen areas.

● The C. The school promotes an overall school environment that encourages students to make healthy food choices.

● The D. The competitive foods meet the state nutrition standards.

Pricing, posting, and expenses. The school meal program must be nonprofit. Pricing for student meals shall be established considering market share, creation and loss of revenue and shall be reviewed and adjusted periodically as necessary. The District in compliance with Section 205 of the Healthy, Hunger-Free Kids Act of 2010, shall provide the same level of support for lunches served to students who are not eligible for free or reduced price lunches as they are for lunches served to students eligible for free lunches. Revenue generation should not take precedence over the nutritional needs of students. Prices for adult meals and catering shall be reviewed periodically and shall reflect direct cost of operations. Revenues received are to be used only for the operation or improvement of the program.

Schools shall ensure that:

● The A. The sale price of any food items sold including a reimbursable meal shall be posted in the dining area.

● School B. School meal program facilities used by outside organizations or individuals must have approval from the school the school principal or food service supervisor.

● If C. If outside organizations or individuals use the food service facilities, a qualified staff member must be on duty.

● All D. All food items and/or consumable supplies purchased through the food service program and all labor used for a for a special meal function must be reported. The sponsoring agency must be billed for the food, labor and other costs other costs of the special function. All special meal functions must operate on a self-sustaining basis.

● Each E. Each person who eats a school meal must pay the regular price for the meal with two (2) exceptions:

■ Students 1. Students who have an approved free or reduced-price income application on file for the current school yearschool year.

■ Food 2. Food service employees who are paid from school lunch funds.

● No F. No person is permitted to take food or garbage from the food service program for personal use.

Training. The school meal program director/supervisor will develop ongoing in-service and staff development training opportunities for staff in the area of food safety, nutrition, and customer service.

Eligibility. Principals will ensure that families are aware of need-based programs for free or reduced price meals and encourage eligible families to apply. The confidentiality of students and families applying for or receiving free or reduced priced meals shall be maintained.

Dining environment. Principals shall ensure that students and staff have adequate space to eat meals in pleasant surroundings and shall have adequate time to eat, relax, and socialize. Safe drinking water and convenient access to facilities for hand washing and oral hygiene shall be available.

Student workers. Students shall be allowed to assist with meal preparation and service if mutually agreeable between the parent, teacher, and food service staff. Student workers must receive documented food safety and sanitation training.

Denial of meals as disciplinary action. School personnel shall not withhold food from students as punishment. Disciplinary action, which indirectly results in the loss of meals, is allowable (such as suspension from school). Any student attending school, who is not allowed to eat in the cafeteria for disciplinary reasons, shall have a reimbursable meal made available to them.

Feeding Senior Citizens. The District may enter into an agreement to provide meals for persons sixty (60) years of age or older and their spouses, or any group of such persons.

Student, Parent, Teacher and Community Involvement. The District shall promote activities to involve student and parents in the food/nutrition program. Activities may include menu planning, enhancement of the eating environment, program promotion and related student-community support activities. Schools are encouraged to use the school meal program to teach students about good nutrition practices. School faculties and the general community should be involved in activities to improve the overall acceptability of the food service program. Each school should welcome and encourage parents to eat with students.

Recordkeeping. The District must keep complete and accurate records of the school meal program to serve as a basis for claims for reimbursement and for audit and review purposes. All records and tickets must be kept in accordance with the National School Lunch Program and School Breakfast Program State Guidance Manual.

Safety inspections. The District is required to obtain a minimum of two (2) food safety inspections each school year.

Other food sales. Food sales by student or adult entities or organizations shall be permitted provided these sales ensure optimum student participation in the school meals program and are in compliance with state and federal regulations.

When meals or snacks are offered to students in organized after-school education or enrichment programs, they should be provided by the food services program.

EF-E ©

EXHIBIT

FOOD SERVICES

CODE OF STANDARDS

The duties of any officer, employee, or agent of the District who has occasion to handle school food or monies shall be performed in a manner consistent with good business practices. This shall include prohibition of:

● Solicitation

A. Solicitation or acceptance of gratuities, favors, or anything of monetary value from contractors,

potential contractors

potential contractors, or parties to subagreements.

● Participation

B. Participation in awards or administration of contracts to firms in which the employee, or any member of

the employee

the employee's immediate family, has a financial or other interest.

If financial interest is not substantial, or the gift is unsolicited and of nominal intrinsic value, the officer, employee, or agent of the District shall conform to the requirements of Policies BCB, DJ, or GBEAA.

Penalties or other disciplinary actions for infractions will be based on the seriousness of the violations. Disciplinary actions may include, but are not limited to:

● A. A written disciplinary report filed in the individual's personnel file.

● Suspension B. Suspension of duties.

● Termination C. Termination of employment.

● Prosecution D. Prosecution by legal authorities.

Distribution Instructions

These standards are incorporated into the general operation policy manual of the District and are reviewed regularly by the Superintendent or the Governing Board. Copies of these standards are to be distributed to all personnel who have occasion to handle school food, monies, or supplies, together with their supervisors and program directors.

CROSS REF.:
BCB - Board Member Conflict of Interest
DJ - Purchasing
GBEAA - Staff Conflict of Interest
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDQD - Discipline, Suspension, and Dismissal of Support Staff Members

EFC ©
FREE AND REDUCED - PRICE
FOOD SERVICES

Upon Board approval, the District shall enter into an agreement with the Arizona Department of Education to participate in the National School Lunch Program and School Breakfast Program and to receive commodities donated by the United States Department of Agriculture.

The Superintendent shall develop procedures with respect to determining eligibility of children for free and reduced price meals which follow federal regulations and state guidelines.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-242
15-1151

15-1152

15-1153

15-1154

15-1155

15-1157

15-1158
15-1251
Administrative Regulations, USFR, Section VI, Food Services
Richard B Russell National School Lunch Act 42 U. S. C. 1751 et seq.
Child Nutrition Act of 1966 42 U.S.C. 1771 et seq.
Arizona Department of Education: The Arizona Nutrition Standards

CROSS REF.:
GDN - Supervision of Support Staff Members
JL - Student Wellness

EFC-R R ©

REGULATION

FREE AND REDUCED - PRICE
FOOD SERVICES

Free and reduced price meals will be provided to all students who are eligible. The District shall have an approved free and reduced-price policy statement on file at the Arizona Department of Education.

The supervisor of the school meal program is designated to determine which individual children are eligible for free or reduced price meals and to ensure compliance with all policies, rules and regulations of the United States Department of Agriculture and the Arizona Department of Education.

In providing free and reduced-price meals, the District shall:

Provide for public announcements. Near the beginning of the school year, an announcement must be made to notify the public of the availability of the National School Lunch Program (NSLP), the School Breakfast Program (SBP), the School Milk Program (SMP), and the Food Commodity Program (FCP). The notice must include the eligibility criteria for reduced price meals and/or milk. The public news release will be provided to the local news media. The District shall submit a public/press release to local employment offices and major employers contemplating layoffs in the attendance area of the school. Copies of the public release shall be made available upon request to any interested party.

Send notices to households (Parent Letter). A letter or notice informing households about the availability of the school meal program is to be distributed at the beginning of each school year.

The letter must state the option of free and reduced price benefits. An application form must be distributed to all households of children in attendance at the school who were not determined eligible through Direct Certification match results or from the migrant/homeless/runaway list. The application should not be distributed earlier than July 1, or no more than thirty (30) days prior to the beginning of the school year, whichever is later. New students enrolling in school after the school year begins must be provided a letter/notice and application form when they enroll.

Applications for free or reduced price meals programs shall be available to students at all times during the regular school day.

Provide for Foreign Language Translations. In schools where a significant number or proportion of the population eligible to be served needs information in a language other than English, the District must make reasonable efforts, considering the size and concentration of such population, to send appropriate non-English language household letters/notices and application forms to such households. Schools will provide households with assistance in completing applications through the use of foreign language personnel.

Enforce Confidentiality/Disclosure of Eligibility. All procedures shall insure that names of children eligible to receive free or reduced-price meals shall not be published, posted, or announced in any manner. Information such as family size, income and social security numbers shall remain confidential and shall not be shared for any purpose. No individual indicators of participation shall be maintained in the permanent record of any pupil not otherwise allowed by law.

Disclosure may be made of aggregate information, such as the number of children eligible for free or reduced price meals, to any program or individual. Aggregate information shall not identify children.

Ensure Nondiscrimination Practice. There shall be no overt identification of any eligible children by use of special tickets, special tokens, serving lines, separate entrances, separate dining areas, or by any other means. When more than one (1) lunch, breakfast or type of milk is offered, the children shall have the same choice of meals that is available to those children who pay the full price. Children shall not work for their meal unless other children are required to do so as part of their educational training.

No child shall be discriminated against because of race, color, national origin, religion, age, sex or handicap.

Parents/guardians who appeal the challenge of decisions on applications and school officials� officials' challenges to the correctness of information contained in an application or of continued eligibility of any students for free or reduced-price meals shall have a fair hearing. During an appeal and hearing, the student will continue to receive free or reduced-price meals.

EFDA ©
COLLECTION OF MONEY /
FOOD TICKETS

Meal Charges for lunches served in the school cafeterias and snack bars will be sufficient to make the food service operations entirely self-sustaining insofar as is practicable. All receipts from cafeterias and snack bars will be deposited to the District cafeteria fund.

Adopted: December 1, 2010

The Board shall permit students to incur reasonable charges for replacement meal tickets or special meal arrangements, and parents/guardians shall be contacted for payment.

The District shall inform students and parents/guardians in writing of the District's policy regarding missing tickets and the students' responsibility for their tickets. The notice shall be provided to all households at the time they begin participating in the food services program.

A minimum of three (3) replacements, or special meal arrangements resulting from three (3) lost or stolen tickets, shall be allowed each student within the school year (includes initial ticket plus three [3] replacements).

Each school shall maintain a list of students who have reported missing tickets in the current school year and the number of occurrences for each student. This list must always be reviewed to determine if the student already has the three (3) ticket replacements or special arrangements prior to denying a meal to a student without a lunch ticket.

At least one (1) advance written warning shall be given to the student and parent/guardian prior to refusal to allow additional meals or ticket replacements. The written warning shall outline previous problems with meal tickets and explain the procedure should the student fail to have a meal ticket during the remainder of the school year.

Meals shall be provided to students in pre-kindergarten, kindergarten, and for disabled students unable to take full responsibility for a meal ticket.

The District may not charge a fee for replacement meal tickets for computerized meal counting systems when the ticket is used only for food services purposes.

The District may charge a replacement fee for each meal ticket replacement when tickets are used for additional school activities and purposes.

Reasonable charges shall not exceed $____________ per student for each school year.

No lunch charges will be allowed under any circumstances during the last ten (10) days of the school year.

Adopted: date of Manual adoption

LEGAL REF.:
The Child Nutrition Act (42 U.S.C. 1771 et seq.)

EFE ©
COMPETITIVE FOOD SALES /
VENDING MACHINES

Vending Machines

Vending machines may be located on school campuses.

Vending machines will only dispense foods that meet nutrition standard guidelines as set forth by the Arizona Department of Education Child Nutrition Programs and the U.S. Department of Agriculture requirements for foods and beverages that are sold individually. Vending machines shall not compete with the District food service program.

Competitive Food Sales

Competitive food sales and marketing will be consistent with nutrition education and health promotion. As such, schools will limit food and beverage marketing to the promotion of foods and beverages that meet nutrition standards for meals or for foods and beverages sold individually. School-based marketing of Foods of Minimal Nutritional Value (FMNV) is prohibited. The promotion of healthy foods, including fruits, vegetables, whole grains, and low-fat dairy products is encouraged.

Allowable marketing activities that promote healthful behaviors include vending machine covers promoting water; pricing structures that promote healthy options in á la carte lines or vending machines; sales of fruit for fund-raisers; and coupons for discount health and fitness memberships.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-242 Nutrition Standards
The National School Lunch Act (42 U. S. C. 1751 et seq.)

and the Child Nutrition Act

(42 U.S.C. 1771 et seq.), as amended.

CROSS REF.:
JL - Student Wellness
LC - Relations with Education Research Agencies

EG ©
OFFICE SERVICES

All offices in the District shall be open during the school year from 8:00 a.m. until 5:00 p.m., Monday through Friday, except during holidays and as otherwise stipulated by the Superintendent.

The workday for teachers will consist of teaching five (5) regular classes, supervision of extracurricular activities, and one (1) hour for conferences and preparation. The workday will be from twenty (20) minutes before the first period until 3:35 p.m. daily, except when the principal assigns staff or members thereof to be present at extracurricular activities, special events, or other school functions that occur outside the specified work hours. Teachers having a class before the regular first period may be off duty one (1) hour earlier. In case of emergency or extended session, the Governing Board shall establish the workday.

Hours for all other staff shall Hours of the working day shall be assigned by supervisors.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
Arizona Constitution, Article 18, Section 1

EGAD ©
COPYRIGHT COMPLIANCE

School equipment and personnel cannot be used for any printing work for Parent-Teacher Association (P.T.A.) or for professional, charitable, or character-building organizations. The only exception to this policy is when an individual school duplicates notices of the parent group meetings directly connected with a specific activity in the school.

The District does not condone violations of the United States copyright law. Subject to certain specific exceptions, the owner of a copyright has the exclusive rights to reproduce, distribute, perform, or display the copyrighted work, or to authorize such reproduction, distribution, performance, or display by others.

An exception to the exclusive rights enjoyed by copyright owners is the doctrine of fair use. The fair use of a copyrighted work for purposes of teaching, scholarship, or research is not an infringement of copyright. All of the following factors shall be considered in determining fair use:

● The A. The purpose and character of the use, including whether the use is of a commercial nature or for nonprofit educational nonprofit educational purposes.

● The B. The nature of the copyrighted work.

● The C. The amount and importance of the portion used in relation to the copyrighted work as a whole.

● The D. The effect of the use upon the potential market for or value of the copyrighted work.

A further exception shall be performance or display of a work by instructors or students in the course of face-to-face teaching activities in a classroom or other similar place devoted to instruction.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
17 U.S.C. 101 et seq.

EGAE ©
MAIL AND DELIVERY SERVICES

A mail service system shall be maintained within the District so that in-District communications and communications from outside sources may be delivered to the intended recipients in the most practicable way. All materials distributed in the District shall contain the date and the name of the person issuing the information.

The use of District mail facilities and personnel for the distribution of materials and communications shall be restricted to materials and communications that further the official school business and the educational purposes of the District.

The District shall not be liable for items lost or opened, nor for any damage or injury incurred by any individual as a result of the use of this mail service.

The Superintendent may establish procedures for implementation of this policy.

Adopted: December 1, 2010date of Manual adoption

EGAEA ©
ELECTRONIC MAIL

Electronic communications (including records made with other software and sent in e-mail) which are sent or received by the Board or District employees pertaining to the business of the school may be subject to public disclosure and inspection as public records and discovery in litigation as evidence in support of a claim. Use of electronic mail should conform to the same standards of judgment, propriety, and ethics as other forms of school business-related communications. Board members, officers and employees may create electronic records through the use of e-mail on their private computers or borrowed computers when communicating about school business-related issues. All business-related electronic communications

generated from outside the District e-mail system should be copied to the District IT Department

by Board members, officers and employees are to be turned over to the school records office to be sorted and have their value as a record determined. For these reasons a record keeping system for electronic communications shall be established in which those types of electronic communications:

A. shall be categorized in the same manner as is required for paper records,

B. shall be stored in a way permitting ease of record retrieval,

C. and shall contain explicit sender and receiver identification.

The following guidelines shall be adhered to in order to establish a record keeping procedure for such communications.

●

A. A repository for electronic communications shall be established at the direction of the Superintendent.

● Once the

B. All school business-related communications, including communications from private computers used by school Board members, officers and employees shall be segregated to a file folder and then to a location designated by the District so that these records may be maintained and inspected by any person upon request, unless the materials are otherwise made confidential by law.

C. The determination of record status shall be on the same basis as is used for paper records.

D. Once the communication is transferred to the records maintenance location and into the

recordkeeping system

recordkeeping system the original electronic version may be deleted. The version maintained in the proper

recordkeeping system

recordkeeping system is the official copy and must be retained for the same period as required for other forms of the

same record

same record series.

● A

E. A retrieval system for electronic mail and data transmitted with mail shall be established that will

permit reasonable

permit reasonable access to the records with a minimum of effort, identifying the recipient and the sender.

Adopted:

December 1, 2010

date of Manual adoption

LEGAL REF.:

A.R.S.

38-431.01 et seq.

39-101

39-121 et seq.

41-1343

41-1346

A.G.O

I05-004

20 U.S.C. 1232g Family Educational Rights and Privacy Act

General Retention Schedule for All State Agencies and Political Subdivisions

for Records

Received via E-mail

20 U.S.C. 1232g Family Educational Rights and Privacy Act

CROSS REF.:
BDF - Advisory Committees
BEDH - Public Participation at Board Meetings
BHC - Board Communications with Staff Members
BHD - Board Communications with the Public
CFD - School-Based Management (School Councils)
EGD - Use of Technology in Office Services
EHB - Data/Records Retention (Records Management)

EGD ©
USE OF TECHNOLOGY IN
OFFICE SERVICES

All Board members and selected staff are encouraged to participate in Open Meeting Law (OML) and Public Records Law training within the first thirty (30) days after becoming a member of the Board or the date of employment, as is applicable. In order to encourage the Board, individual Board members, staff communicating with or on behalf of the Board and members of councils/committees of the Board to comply with the requirements of the Open Meeting Law ( OML ) and Public Records Law, the following guidelines shall be followed:

Guidelines:

● E

A. E-mail or any other electronic messaging service shall not be used as a substitute for deliberations at

Board meetings

Board meetings or for other communications or business properly confined to Board meetings.

● E

B. E-mail or any other electronic messaging service may be used to disseminate factual information, such

as agenda

as agenda packet, suggestions for public agenda items and reminders regarding committee meeting times,

dates and

dates and places.

● Confidential

C. Confidential information about employees, students or other Board members shall not be included in e-

mail communications

mail communications due to the risk of improper disclosure.

● Should

D. Should electronic devices be utilized for participation or attendance at public meetings, the public

in attendance

in attendance including media representatives shall have the same access to the electronic input as

the Governing

the Governing Board members.

● The

E. The following statement shall be used on all Board member and staff electronic communications: "To ensure compliance with the Open Meeting Law, Board member recipients of this message

are required to comply with all provisions of the Open Meeting Law."● Board

should not forward it to other Board members nor should Board members reply to this message."

F. Board members shall communicate with staff members and the public by following procedures established

in policy

in policy.

Records Retention:

●

Each Board member or staff member computer user shall segregate or store electronic

communications pertaining

communications pertaining to the business of the District to or from members of the Board or staff to a file folder and

then to a location

then to a location designated by the District so that these records may be maintained and inspected by

any person

any person upon request, unless otherwise made confidential by law.

Compliance

In the event a Board member(s) fails to comply with the guidance of Board policy, the matter shall be referred to the Board President, who will meet with and/or discuss the matter and the Board policy with the Board member(s). The Board President may request that the Board's legal counsel participate in the meeting and/or discussion.

In the event an employee fails to comply with the guidance of Board policy, that employee may be subject to disciplinary action, up to and including possible termination.

The Superintendent may develop procedures to assist in compliance with the Open Meeting Law and the Public Records Law.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
38-431.01 et seq.
39-101

39-121 et seq.

41-1343
41-1346

A.G.O
I05-004
20 U.S.C. 1232g Family Educational Rights and Privacy Act

General Retention Schedule for School Districts and Charter Schools -

Electronic

Communications and Social Networking Records

20 U.S.C. 1232g Family Educational Rights and Privacy Act

CROSS REF.:
BDF - Advisory Committees
BEDH - Public Participation at Board Meetings
BHC - Board Communications with Staff Members
BHD - Board Communications with the Public
CFD - School-Based Management (School Councils)
EGAEA - Electronic Mail
EHB - Data/Records Retention (Records Management)
EHB-R - Data/Records Retention (Records Management Program)

EGE ©
OFFICE SERVICES RECORDS
AND REPORTS

Refer to Policy EHB.

EHB ©
DATA / RECORDS RETENTION

(Records Management)

All required records and any other records that are deemed necessary or helpful will be prepared in a manner consistent with law and the requirements of the Uniform System of Financial Records. An administrative records management program approved by the Governing Board shall be established and maintained, and copies of the retention schedules shall be submitted to the Arizona State Library, Archives and Public Records (ASLAPR).

Records management standards adopted by the ASLAPR for the maintenance and storage of the District's public records provides for the maintenance and storage of records either on paper or in an electronic format, or a combination of paper and electronic format.

The Governing Board is the custodian of the official copies of all records, required or optional, and the Superintendent shall be responsible for protecting such records on behalf of the Board. As a part of the records management program, the Superintendent may assign management responsibilities to other employees by naming the employee positions and a general description of the records assigned to their jurisdiction.

Adopted: November 6, 2013date of Manual adoption

LEGAL REF.:
A.R.S.
15-271
15-272
15-341

15-521
23-721
23-926
23-962
38-421
38-423
38-424
39-101
39-103
39-121
41-1346 et seq.
44-1373

A.A.C.

R7-2-803

EHB-R ©

REGULATION

DATA / RECORDS RETENTION

(Records Management Program)

Records shall be prepared and managed as outlined below.

Business and Financial Records

Management of the following records is the responsibility of the business manager:

● Annual A. Annual District budget.

● Audit B. Audit reports.

● Financial C. Financial statements.

● Capital D. Capital levy plan.● Bids

E. ● Contracts Bids.

F. Contracts (except employment).

● DeedsG. ● Leases Deeds.

H. Leases/lease purchases.

● I. Inventory (history records of general fixed assets).

● J. Records identified in the Uniform System of Financial Records.

Other District Records

The current year's records will be kept in the District administration office. When practical to do so, but no later than during the second immediate past year, all paper records will be grouped, bundled together, and labeled, with the disposal date noted on the label. Records created and/or maintained in an electronic format will be preserved in a manner approved by the Records Management Division of the Arizona State Library, Archives and Public Records (ASLAPR). Retention periods noted will refer to the number of years after the end of the fiscal year in which the records were made or superseded, as specified in the General Retention Schedules for School Districts and Charter Schools.

All records shall be managed in compliance with the requirements of the Records Management Division of the Arizona State Library, Archives, and Public Records (ASLAPR). Due to the ongoing process by the ASLAPR to revise existing and add new retention schedules for school districts and charter schools, the current point-in-time status of records retention requirements must be confirmed prior to determining disposition of the subject records by accessing the General Retention Schedule for Schools School Districts and the Standards and Guidelines for Electronic Records available on the ASLAPR website at:

http://www.lib.az.us/records/school.aspx

and
http://www.lib.az.us/records/Standards_and_Guidelines.aspx

EI ©
INSURANCE PROGRAMS /
RISK MANAGEMENT

The Board has the responsibility to maintain an adequate property, casualty, and liability insurance program to protect the property of the District against fire, vandalism, and theft; to protect the Board members and employees against general liability resulting from the discharge of their duties; and to offer protection in case of injury for employees while acting in behalf of the school. The Board may also authorize a voluntary insurance program for students and employees.

The responsibility of administering the total insurance program shall be delegated to the Superintendent, who will seek and consider input from the staff. Underlying such administrative delegation, there will first be prepared, for review and approval, specifications for insurance coverage of various types so that the insurance may be placed by competitive bid. Any recommended modification of these specifications will be brought before the Board for review and action. The District will make every effort to obtain insurance at the most economical cost, consistent with required service.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-381
15-382
15-383
15-384
15-386
15-387
15-388
15-502

A.G.O.
I80-216

FA ©
FACILITIES DEVELOPMENT GOALS /
PRIORITY OBJECTIVES

Priority in the development of facilities shall be based on identified educational needs and on programs developed to meet those needs.

The Board establishes these broad goals for development:

● To

A. To integrate facilities planning with other aspects of planning in a comprehensive educational program.

● To

B. To base educational specifications for school buildings on identifiable learner needs.

● To

C. To design for sufficient flexibility to permit program modification or the installation of new programs.

● To

D. To design school buildings as economically as feasible, providing that learner needs are effectively

and adequately

and adequately met by the design.

● To

E. To involve the community, school staff members, available experts, and the latest in related

current development

current development and research in building plans and specifications.

● To

F. To analyze life-cycle costs as they compare with capital expenditures versus a maintenance and

operations expense

operations expense projection.

● To

G. To analyze the core facility as it relates to future expansion.

● To

H. To design school buildings for community use when feasible.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-342
15-2002 et seq.
15-2031

FCB ©
RETIREMENT OF FACILITIES

(Closing a School Facility)

If it is determined the Board needs to consider closing a school facility the Board may consult with the Arizona School Facilities Board (SFB) for technical assistance and for information on the impact of closing a school. The information provided from the SFB shall not require the Board to take or not take any action.

The Board recognizes the impact closing a school has on the community, the students who attend the school being considered, the projected impact on other schools in the District, and the District. In response the Board shall discuss and consider a proposed school closing at a scheduled Board meeting. The Superintendent shall present at a Board meeting demographic data related to present and future school facility needs along with information related to a school closing.

Following a decision to sell or lease a vacant and unused building or a vacant and unused portion of a building, the District may not prohibit a charter school from negotiating to buy or lease the property in the same manner as other potential buyers or lessees. The District shall attempt to obtain the highest possible value under current market conditions for the sale or lease of the vacant and unused building or the vacant and unused portion of a building.

Community members shall be provided an opportunity to address the consideration at the Board meeting.

Adopted: October 19, 2016date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
38-431.01

CROSS REF.:
JC - School Attendance Areas

FEA ©
EDUCATIONAL SPECIFICATIONS
FOR CONSTRUCTION

In the construction of new or remodeled educational facilities, the Board requires the Superintendent to develop a set of comprehensive educational specifications. In conferences with the architect, the following specifications and statutory references shall be discussed for design inclusion:

● Information A. Information concerning the plan of school organization and estimated enrollment in the proposed building. Whenever possible schools will be planned and built to accommodate two thousand (2,000) students.● A

B. A description of the proposed curriculum and the teaching methods and techniques to be employed.

● A C. A schedule of space requirements, including an indication of relative locations of various spaces. Each school site will be approximately forty (40) acres.● A

D. A desired layout of special areas and the equipment needed for such areas.

● An E. An outline of mechanical features and special finishes desired.

● Standards F. Standards established by the School Facilities Board.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-2001 et seq.
34-461

41-1492 et seq.

41-2163
20 U.S.C. 1400 et seq., Individuals with Disabilities Education Act
29 U.S.C. 794, Rehabilitation Act, (Section 504)
42 U.S.C. 12101 et seq., The Americans with Disabilities Act

FF ©
NAMING FACILITIES

In naming facilities, the Governing Board District will consider names derived from significant geographic locations, historical events, events deemed to be important in the communities served by the District and names of individuals who have made significant or events of community significance, as well as worthy deceased individuals who:

A. Have made unique contributions to the District

The word facility refers to any building, including but not limited to the gymnasiums, athletic stadiums, athletic fields, or other areas on property owned or operated by the District.

The Governing Board encourages members of the communities served by the District to create sustainable scholarships, awards and events in memory of significant individuals rather than seeking to name a District facility after the individual.

The Governing Board will consider naming facilities or portions of any school facility after significant individuals who have

; and

B. Have been deceased for at least

five

ten (

10) years.

In the event that a person is honored by having a District facility named after him/her, a plaque shall be on permanent display, on or near the facility, to inform the public of the significant contribution or service of the individual. The plaque shall be of sufficient size to honor the individual, shall not detract from the aesthetics of the facility and shall be constructed of a material suitable for the climate and environment in which it will be located. The Governing Board shall determine whether the plaque meets the intent of this policy.

The recommendation and the rationale for naming or renaming facilities will be made by the school principal to the Superintendent. The Superintendent shall share the recommendation and the rationale with the Governing Board. Naming of District facilities requires action of the Board and will take place in accordance with Arizona open meeting law.

Adopted: December 1, 2010

this policy, the word facility refers to any school building, administration building, gymnasium, stadium, athletic field, or playground.

Adopted: date of Manual adoption

FF-R

REGULATION

NAMING FACILITIES

(The Naming of a School Facility for an Individual)

The Governing Board receives many requests to name a school facility for an individual. Because of the Board's inability to honor all such requests, the Board instead encourages the creation of sustainable scholarships, awards and events in memory of significant individuals. Occasionally, the Board will consider naming a facility for an individual who has made significant contributions to the District.

Naming a School Facility Process

School and Community Interest in
the Naming of a School Facility:

● A District employee, parent or community member interested in naming a facility i.e., gymnasium, stadium, athletic field, or other area on school property for an individual will discuss the interest with the principal of the school. The principal will explain the criteria set forth in Policy FF.

● The principal completes the Initial Naming Form and brings the request to the Superintendent and/or Cabinet for approval to move forward in the naming process.

● If approved, the principal brings the naming request to Executive Council for input.

● When approval is granted and input received, the principal forms a Special Naming Committee.

Special Naming Committee - a special committee appointed by the principal to research and recommend to the Governing Board the naming of a facility for an individual. The committee serves for one (1) naming request. A new committee is appointed for each request.

● A special naming committee is appointed and chaired by the principal. The committee must be made up of at least seven (7) members:

■ The principal;

■ The District employee, parent or community member making the request;

■ Two (2) teachers;

■ One (1) Student Council representative; and

■ Two (2) parents.

● The Special Naming Committee must research the back ground of the individual the facility is to be named for and rational including the significant contributions made by the individual for the naming of the facility.

● The Special Naming Committee must determine the appropriate level of recognition. The committee will consider the following levels of recognition in lieu of the naming of a facility: 1) creation of sustainable scholarships, 2) awards, and 3) events.

● The Special Naming Committee must create a budget and independent funding sources that fully cover the creation and installation of the plaque.

● The Special Naming Committee must conduct a faculty presentation seeking input and support. (Faculty Support Form)

● The Special Naming Committee must conduct a community presentation seeking input and support. (Community Support Form)

● The Special Naming Committee must present the research and supporting documents to the Superintendent/Cabinet that:

■ outlines the merits of the individual;

■ documents support from staff and community;

■ presents budget and funding sources;

■ shows photographs, professional drawings and diagrams; and

■ insures legal compliance.

The Superintendent decides to move the request to the Governing Board or back to the Special Naming Committee for needed revisions.

● After Superintendent approval, the Special Naming Committee provides the Governing Board with a presentation that:

■ outlines the merits of the individual;

■ documents support from staff and community;

■ presents budget and funding sources;

■ shows photographs, professional drawings and diagrams; and

■ insures legal compliance.

● The Governing Board will accept or deny the recommendation.

FF-EA

REGULATION

NAMING FACILITIES

NAMING A SCHOOL FACILITY -
INITIAL RATIONALE FORM

The Governing Board will consider naming facilities after significant individuals who have been deceased for at least five (5) years. In the event a person is honored, a plaque shall be on permanent display to inform the public of the significant contribution or service of the individual.

_________________________________ _________________________________
High School Requested School Facility

_________________________________ __________________________________
Name of Significant Individual Deceased Date

Rationale for naming facility/significant contributions (attach additional information as necessary):

________________________________________________________________________

_______________________________________ ____________________________
Principal Date

FF-EB

REGULATION

NAMING FACILITIES

NAMING A SCHOOL FACILITY -
FACULTY SUPPORT

The naming of a District facility is considered to be a high honor. As such, the name of the facility should be easily identifiable with the school. The contributions of the individual should be well known and documented within the school community. The following school faculty endorse the naming of the school facility based upon the individual's significant contributions (attach additional pages as necessary):

Name Address Phone No.

________________________ _____________________________ _____________

FF-EC

REGULATION

NAMING FACILITIES

NAMING A SCHOOL FACILITY -
COMMUNITY SUPPORT

The naming of a District facility is considered to be a high honor. As such, the name of the facility should be easily identifiable with the school. The contributions of the individual should be well known and documented within the school community. The following school community people endorse the naming of the school facility based upon the individual's significant contributions (attach additional pages as necessary):

Name Address Phone No.

________________________ _____________________________ _____________

GA ©
PERSONNEL GOALS / PRIORITY
OBJECTIVES

The Board recognizes that dynamic and efficient staff members dedicated to education are necessary to maintain a constantly improving educational program. The Board is interested in its personnel as individuals, and it recognizes its responsibility for promoting the general welfare of the staff members.

Duties of these staff members shall be outlined and assigned by the Superintendent.

Additionally, the Board establishes, as personnel service goals, the following:

● Recruiting

A. Recruiting, selecting, and employing the best-qualified personnel to staff the school system.

● An

B. An employee appraisal program that will contribute to the continuous improvement of staff performance.

● Professional

C. Professional development and in-service training programs for employees that will improve their rates

of performance

of performance and retention.

● Deployment

D. Deployment of the available personnel to ensure that they are utilized as effectively as possible

within budgetary

within budgetary constraints.

● Human

E. Human relationships necessary to obtain maximum staff performance and satisfaction.

● A

F. A staff compensation program sufficient to attract and retain qualified employees within the fiscal limitations

of the

of the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-502
15-503

GB ©
GENERAL PERSONNEL POLICIES

Personnel policies adopted by the Governing Board are to serve as guidelines for the efficient and successful functioning of the District.

The policies are framed and intended to be interpreted within the context of applicable laws and regulations. Changes in the laws and agency rules, as well as in the needs, conditions, purposes, and objectives of the District may result in revisions, deletions, and additions to the policies. Therefore, to the extent permitted or required by law, District personnel policies may be modified, amended, or repealed at any time as the Board determines to be in the best interest of the District. No person shall be deemed to have a vested right to continuing employment or benefits associated with District employment except as may be required by law and provided in the respective employee's written contract or employment agreement. The policies, regulations, exhibits, and other documents in this Policy Manual do not form any part of any employment contract or employment agreement between the School District and any individual employee.

Wherever inconsistencies of interpretation arise, the law and regulations prevail.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-342
15-546

GBA ©
EQUAL EMPLOYMENT OPPORTUNITY

Discrimination against an otherwise qualified individual with a disability or any individual by reason of race, color, religion, sex, age, or national origin is prohibited. Efforts will be made in recruitment and employment to ensure equal opportunity in employment for all qualified persons.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-904
41-1461
41-1463
41-1465

CROSS REF.:
AC - Nondiscrimination
ACA - Sexual Harassment
IHBA - Special Instructional Programs and Accommodations for Disabled Students
JB - Equal Educational Opportunities
KED - Public Concerns/Complaints about Facilities or Services

GBA-R ©

REGULATION

EQUAL EMPLOYMENT OPPORTUNITY

Compliance Officer

Complaint Procedure

If the person alleged to have violated policy is a student, the Superintendent may impose discipline in accordance with policies Policies JK, JKD and JKE.

If the Superintendent's investigation reveals no reasonable cause to believe policy has been violated, the Superintendent shall so inform the complaining party in writing.

Timelines

The complaint must be filed within thirty (30) calendar days after the complaining party knew or should have known that there were grounds for a complaint/grievance.

If the immediate supervisor or site administrator does not respond, the Superintendent will have ten (10) additional working days to respond in writing to the complaining party.

GBAC ©
INDIAN PREFERENCE IN EMPLOYMENT

A provision of the 1964 Civil Rights Act allows private and government employers on or near a federal trust Indian reservation to publicly announce and practice a policy giving preferential treatment in hiring to Indian candidates. Indian preference may supersede the equal employment opportunity laws contained in Subchapter VI, Chapter 21 (Civil Rights) of Title 42, U.S. Code.

Therefore, the following exceptions may apply, notwithstanding any other rule, regulation, or policy (e.g., GBA) of the Governing Board.

Indian means, for purposes of the District's Indian Preference in Employment policy, "any person who is presently an enrolled member of a federally recognized tribe."

As used in this policy, the term Indian preference in employment shall mean that in the selection process Native American candidates who meet or surpass qualifications for a position shall be given preference for positions established by the Governing Board. The preference standards for each position shall be outlined by the Governing Board prior to opening the position for interested applicants.

The Governing Board may waive any of the above requirements by a formal vote. Such waiver shall apply only to individual employment as determined by the Board on a case-by-case basis. In each case where a waiver of Indian preference occurs, the Board shall make a record of the occurrence, which shall be included in the official minutes of the Board.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
41-1463
25 U.S.C. 450e
42 U.S.C. 2000e-2(1)

CROSS REF.:
GBA - Equal Employment Opportunity

GBA-E ©

EXHIBIT

EQUAL EMPLOYMENT OPPORTUNITY

COMPLAINT FORM
(To be filed with the compliance officer as provided in GBA-R)

Please print:

Name _______________________________ Date __________________

Address ______________________________________________________

Telephone __________ Another phone where you can be reached ________

During the hours of _____________________________________________

E-mail address _________________________________________________

I wish to complain against:

Name of person, school (department), program, or activity _______________

______________________________________________________________

Address _______________________________________________________

______________________________________________________________

If there is anyone who could provide more information regarding this, please list name(s), address(es), and telephone number(s).

Name Address Telephone Number

______________________________________________________________

The projected solution

Indicate what you think can and should be done to solve the problem. Be as specific as possible.

______________________________________________________________

I certify that this information is correct to the best of my knowledge.

____________________________________
Signature of Complainant

The compliance officer, as designated in GBA-R, shall give one (1) copy to the complainant and shall retain one (1) copy for the file.

GBB ©
STAFF INVOLVEMENT IN
DECISION MAKING

It shall be the policy of the Board to encourage employee participation in the decision making for the District. The Superintendent is authorized to establish such committees as necessary to recommend policies and regulations that will enhance the operation of the District.

In recommending policies to the Board and in the development of regulations for the operation of the District, the Superintendent may involve at the planning stage, whenever feasible, any employees who may be affected by such provisions.

The Superintendent shall establish, with certificated and support staff employees, channels for the ready intercommunication of ideas and feelings regarding the operation of the schools. The Superintendent shall weigh with care the counsel given by employees and inform the Board of such counsel in presenting recommendations for Board action.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

GBEA ©
STAFF ETHICS

(Statement of Ethics for School Employees)

All Employees

All employees of the District are expected to maintain high standards in their school relationships. These standards must be idealistic and at the same time practical, so that they can apply reasonably to all staff members. The employees acknowledge that the schools belong to the public they serve for the purpose of providing educational opportunities to all. However, every employee assumes responsibility for providing leadership in the school and community. This responsibility requires the employee to maintain standards of exemplary conduct. It must be recognized that the employee's actions will be viewed and appraised by the community, associates, and students. To these ends, the Board adopts the following statements of standards.

The school employee:

● Makes A. Makes the well-being of students the fundamental value of all decision making and actions.

● Maintains B. Maintains just, courteous, and proper relationships with students, parents, staff members, and others.

● Strives C. Strives for the maintenance of efficiency and knowledge of developments in the employee's field of work.

● Fulfills D. Fulfills job responsibilities with honesty and integrity.

● Directs E. Directs any criticism of other staff members or of any department of the school system toward improving the District. Such constructive criticism is to be made directly to the school administrator who has the responsibility for improving the situation.

● Supports F. Supports the principle of due process and protects the civil and human rights of all individuals.

● Obeys G. Obeys local, state, and national laws and does not knowingly join or support organizations that advocate, directly or indirectly, the overthrow of the government.

● Implements H. Implements the Governing Board's policies and administrative rules and regulations.

● I. Refrains from using school contacts and privileges to promote partisan politics, sectarian religious views, or selfish propaganda of any kind.

● Pursues J. Pursues appropriate measures to correct any laws, policies, or regulations that are not consistent with sound educational goals.

● Avoids K. Avoids using position for personal gain through political, social, religious, economic, or other influence.

● Maintains L. Maintains the standards and seeks to improve the effectiveness of the profession through research and continuing and continuing professional development.

● M. Stresses the proper use and protection of all school properties, equipment, and materials.

● Honors N. Honors all contracts until fulfillment or release.

In the performance of duties, employees shall keep in confidence such information as they may secure unless disclosure serves District purposes or is required by law.

All Teachers

First Principle

The primary obligation of the teaching profession is to guide children, youth, and adults in the pursuit of knowledge and skill; to prepare them in ways of democracy; and to help them become happy, useful, self-supporting citizens. The ultimate strength of the nation lies in the social responsibility, economic competence, and moral strength of the individual.

In fulfilling the obligations of this First principle, the teacher will:

● Deal justly and impartially with students regardless of their physical, mental, emotional, political, economic, social, or religious characteristics.

● Recognize the differences among students and seek to meet their individual needs.

● Encourage students to formulate and work for high individual goals in the development of their physical, intellectual, creative, and spiritual endowments.

● Aid students to develop an understanding and appreciation not only of the opportunities and benefits of American democracy but also of their obligations to it.

● Respect the right of every student to have confidential information about himself/herself withheld except when its release is to authorized agencies or is required by law.

● Accept no remuneration for tutoring except in accordance with approved policies of the Governing Board.

Second Principle

The members of the teaching profession share with parents the task of shaping each student's purpose and acts toward socially acceptable ends. The effectiveness of many methods of teaching is dependent upon cooperative relationships with the home.

In fulfilling the obligations of the Second principle, the teacher will:

● Respect the basic responsibility of parents for their children.

● Seek to establish friendly and cooperative relationships with the home.

● Help to increase the student's confidence in his/her own home and avoid disparaging remarks which might undermine that confidence.

● Provide parents with information that will serve the best interests of their children, and be discreet with information received from the parents.

● Keep parents informed about the progress of their children as interpreted in terms of the purpose of the school.

Third Principle

The teaching profession occupies a position of public trust involving not only the individual teacher's personal conduct, but also the interaction of the school and community. Education is most effective when these many relationships operate in a friendly, cooperative, and constructive manner.

In fulfilling the obligations of this Third principle, the teacher will:

● Adhere to any reasonable pattern of behavior accepted by the community for professional persons.

● Perform the duties of citizenship, and participate in community activities with due consideration for his/her obligations to students, family and self.

● Discuss controversial issues from an objective point of view.

● Recognize that the public schools belong to the people of the community; encourage lay participation in shaping the purposes of the school; and strive to keep the public informed of the educational program which is being provided.

● Respect the community in which he/she is employed and be loyal to the school system, community, state, and nation.

● Work to improve education in the community and to strengthen the community's moral, spiritual, and intellectual life.

Fourth Principle

The members of the teaching profession have inescapable obligations with respect to employment. These obligations are nearly always shared employer-employee responsibilities based upon mutual respect and good faith.

In fulfilling the obligations of this Fourth principle, the teacher will:

● Conduct professional business through the proper channels.

● Refrain from discussing confidential and official information with unauthorized persons.

● Apply for employment on the basis of competence only, and avoid asking for a specific position known to be filled by another teacher.

● Seek employment in a professional manner, avoiding such practices as the indiscriminate distribution of applications.

● Refuse to accept a position when the vacancy has been created through unprofessional activity, or pending controversy over professional policy, or the application of unjust personnel practices and procedures.

● Adhere to the conditions of a contract until service there under has been performed, the contract has been terminated by mutual consent, or the contract has otherwise been legally terminated.

● Give and expect due notice before a change of position is to be made.

● Be fair in all recommendations that are given concerning the work of other teachers.

● Accept no compensation from producers of instructional supplies when such recommendations affect the local purchase or use of such teaching aids.

● Engage in no gainful employment outside of his/her contract where the employment affects adversely his/her professional status, or impairs his/her standing with students, associates, and the community.

● Cooperate in the development of school policies and assume his/her professional obligations thereby incurred.

● Accept his/her obligation to the employing Board for maintaining a professional level of service.

Fifth Principle

The teaching profession is distinguished from many other occupations by the uniqueness and quality of the professional relationships among all teachers. Community support and respect are influenced by the standards of teachers and their attitudes toward teaching and other teachers.

In fulfilling the obligations of the Fifth principle, the teacher will:

● Treat with other members of the profession in the same manner as he/she wishes to be treated.

● Stand by other teachers who have acted on his/her behalf and at his/her request.

● Speak constructively of other teachers, but report honestly to responsible persons in matters involving the welfare of students, the school system, and the profession.

● Maintain active membership in educational organizations; and, through participation, strive to attain the objectives that justify such organized groups.

Seek to make professional growth continuous by such procedures as study, research, travel, conferences, and attendance at professional meetings.

● Make the teaching profession so attractive in ideals and practices that sincere and able young people will want to enter it.

Adopted: December 1, 2010

Adopted: date of Manual adoption

LEGAL REF.:
A.A.C.
R7-2-205

GBEAA ©
STAFF CONFLICT OF INTEREST

Employment of Close Relatives

No person employed by the District may be directly supervised by a close relative (father, mother, son, daughter, sister, brother, or spouse). This policy will apply for summer or part-time work as well as for full-time employment.

A dependent of a Board member (a person more than half of whose support is obtained from a Board member) cannot be hired in the District except by consent of the Board. The spouse of a Board member cannot be employed by the District.

Business Relations

Any employee who has, or whose relative has, a substantial interest in any decision of the District shall make known this interest in the official records of the District, and shall refrain from participating in any manner as an employee in such a decision.

Vendor Relations

No employee of the District will accept gifts from any person, group, or entity doing, or desiring to do, business with the District. The acceptance of any business-related gratuity is specifically prohibited, except for widely distributed, advertising items of nominal value.

This policy should not be construed to deem unacceptable inexpensive novelty advertising items of general distribution. Acceptance of business meals and holiday gifts for general consumption are acceptable under this policy.

District Purchases
from Employees

The District is required to follow the school district procurement rules for all purchases must comply with competitive purchasing rules for any acquisition of goods or services from District employees regardless of the dollar amount. The District may acquire equipment, material, supplies, or services from its employees only under an award or contract let after public competitive bidding [A.R.S. 38-503; A.G.O. I06-002]. The requirement applies to any purchase using District monies, including extracurricular activities fees, tax credit contributions, and monies held in trust by the District such as student activities monies, when a District employee acts as the vendor. Oral and written quotations do not satisfy the public competitive bidding requirements.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-323
15-421
15-502
38-481
38-501 et seq.
38-503
A.G.O.
I06-002

CROSS REF.:
BCB - Board Member Conflict of Interest
DJE - Bidding/Purchasing Procedures

GBEAA-E ©

EXHIBIT

STAFF CONFLICT OF INTEREST

I, _____________________________________________________, do hereby indicate:

1. That I am presently an officer/employee of the Glendale Union High School District No. 205____________________________

_______________________________ School District;

2. That I (or my relative[s]: _______________________________________

________________________________________________________) have a substantial interest in the contract, sale, purchase, or service to or decision by the Glendale Union High School District _______________________________ Governing Board as described below.

3. That I shall refrain from participating in any manner in my capacity as an employee or officer of the Glendale Union High __________________________________

School District in such contract, sale, purchase, service to, or decision by the Governing Board unless specifically permitted to do so by law.

________________________ ___________________________________
Date Date Signature

Description of Conflict:

GBEB ©
STAFF CONDUCT

All employees of the District are expected to conduct themselves in a manner consistent with effective and orderly education and to protect students and District property. No employee shall, by action or inaction, interfere with or disrupt any District activity or encourage any such disruption. No employee, other than one who has obtained authorization from the appropriate school administrator, shall carry or possess a weapon on school grounds. All employees shall at all times attempt to maintain order, abide by the policies, rules, and regulations of the District, and carry out all applicable orders issued by the Superintendent.

Potential consequences to employees of the District who violate these rules may include, but are not limited to:

● Warning.

● Reprimand.

● Suspension.

● Dismissal.

● Removal A. Removal from school grounds.

● Both B. Both civil and criminal sanctions, which may include, but are not limited to, criminal proceedings under Title 13Title 13, Chapter 29, Arizona Revised Statutes.

● Having C. Warning.

D. Reprimand.

E. Suspension.

F. Dismissal.

G. Having consideration given to any such violations in the determination of or establishment of any pay or salary in salary in later contracts or employment, if any.

Reporting Suspected
Crimes or Incidents

Staff members are to report any suspected crime against a person or property that is a serious offense, involves a deadly weapon or dangerous instrument or that could pose a threat of death or serious injury to employees, students or others on school property. All such reports shall be communicated to the Superintendent who shall be responsible for reporting to local law enforcement.

A person who is employed by the School District or is an applicant for employment with the School District, who is arrested for or charged with any nonappealable offense listed in section 41-1758.03, subsection B and who does not immediately report the arrest or charge to the person's supervisor or potential employer is guilty of unprofessional conduct and the person shall be immediately dismissed from employment with the School District or immediately excluded from potential employment with the School District. A person dismissed from employment for failure to report being arrested for or charged with a nonappealable offense has no right to appeal under the provisions of A.R.S. 15-539, subsection GF. Prior to an action to terminate for failure to report, an employee will be given the opportunity to provide a written explanation of circumstances or events which they believe mitigate the failure to report.

Use of Physical Force by
Supervisory Personnel

Any administrator, teacher, or other school employee entrusted with the care and supervision of a minor may use reasonable and appropriate physical force upon the minor to the extent reasonably necessary and appropriate to maintain order. Similar physical force will be appropriate in self-defense, in the defense of other students and school personnel, and to prevent or terminate the commission of theft or criminal damage to the property of the District or the property of persons lawfully on the premises of the District.

The threat or use of physical force is not justified as a response to verbal provocation alone, nor when the degree of physical force used is disproportionate to the circumstances or exceeds that necessary to avoid injury to oneself or to others or to preserve property at risk.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911
13-3102
13-3111
13-3411
15-341
15-342
15-507
15-509
15-511

15-514
15-521
15-539
15-550
38-531
38-532
41-770
41-1758.03
A.A.C.
R7-2-205

CROSS REF.:
GCF - Professional Staff Hiring
GCMF - Professional Staff Duties and Responsibilities
JIC - Student Conduct
JK - Student Discipline
KFA - Public Conduct on School Property

GBEB-R ©

REGULATION

STAFF CONDUCT

No employee, while on or using school property, otherwise acting as an agent, or working in an official capacity for the District shall engage in:

● Physical A. Physical or verbal abuse of, or threat of harm to, anyone.

● Causing B. Causing damage, or threat of damage, to property of the District or property of a member of the community or a or a visitor to the school when the property is located on premises controlled by the District.

● Forceful C. Forceful or unauthorized entry to or occupation of District facilities, including buildings and grounds.

● UseD. Use, possession, distribution, or sale of alcohol or of drugs or other illegal substances.

● Use E. Use of profane or abusive language, symbols, or conduct.

● Failure F. Failure to comply with lawful direction of District officials, security officers, or any other law-enforcement officerenforcement officer, or failure to identify oneself to such officials or officers when lawfully requested to do so.

● The G. The carrying or possession of a weapon on school grounds without authorization from the appropriate school administratorschool administrator.

● A H. A violation of District policies and regulations.

● I. Any conduct violating federal, state, or applicable municipal law or regulation.

● J. Any other conduct that may obstruct, disrupt, or interfere with teaching, research, service, administrative, or disciplinary or disciplinary functions of the District, or any other activity sponsored or approved by the Board.

K. The use of District resources, as defined in A.R.S. 15-511 and District Policy GBI, Staff Participation in Political Activities, to influence the outcome of an election.

In addition to the foregoing, all staff members are expected to:

● Thoroughly A. Thoroughly acquaint themselves with the rules, regulations, and other information applicable to them contained them contained within the policies of the Board.

● Conduct B. Conduct themselves in a manner consistent with effective and orderly education and to protect the students and students and the District property.

● Maintain C. Maintain order in a manner consistent with District policies and regulations.

● Comply D. Comply promptly with all orders of the Superintendent and the administrator who is their immediate supervisorimmediate supervisor.

● Dress E. Dress and maintain a general appearance that reflects their position and does not detract from the educational program educational program of the school.

● Comply F. Comply with the requirement of A.R.S. 15-515 by immediately reporting to the Superintendent or the administrator the administrator who is their immediate supervisor:

■ A 1. A violation of A.R.S. 13-3102 [possession of a deadly weapon on school grounds].

■ A 2. A violation of A.R.S. 13-3111 [possession of a firearm by a minor without authorization (in Maricopa and Pima and Pima Counties and where otherwise adopted by local ordinance)].

■ A 3. A violation of A.R.S. 13-3411 [possession, use, or intent to sell marijuana, peyote, or dangerous or narcotic or narcotic drugs, or intent to sell prescription-only drugs in a drug-free school zone (i.e., school grounds and grounds and the area within three hundred [300] feet and public property within one thousand [1,000] feet of school of school grounds, the area at a school bus stop, and a school bus)].

Any administrator receiving a report of a violation of A.R.S. 13-3102, 13-3111, or 13-3411 shall immediately report such violation to a peace officer in compliance with A.R.S. 15-515.

Employees of the District who violate these rules are subject to disciplinary action.

GBEB-E ©

EXHIBIT

STAFF CONDUCT

NOTIFICATION CONCERNING
NONAPPEALABLE OFFENSES

Notice is herein provided, in accordance with A.R.S. 15-550, that any employee of a public school district or charter school in this state who is arrested for or charged with one (1) or more of the offenses listed below as nonappealable offenses precluding that person from receiving a fingerprint clearance card shall immediately report the arrest or charge to the person's supervisor or the person shall be immediately dismissed from employment with the public school district or charter school. A person dismissed from employment for failure to report being arrested for or charged with a nonappealable offense has no right to appeal under the provisions of A.R.S. 15-539, subsection F.

1. Sexual abuse of a vulnerable adult.

2. Incest.

3. First or second degree murder.

4. Sexual assault.

5. Sexual exploitation of a minor.

6. Sexual exploitation of a vulnerable adult.

7. Commercial sexual exploitation of a minor.

8. Commercial sexual exploitation of a vulnerable adult.

9. Child prostitution as prescribed in section 13-3212.

10. Child abuse.

11. Abuse of a vulnerable adult.

12. Sexual conduct with a minor.

13. Molestation of a child.

14. Molestation of a vulnerable adult.

15. A dangerous crime against children as defined in section 13-705.

16. Exploitation of minors involving drug offenses.

17. Taking a child for the purpose of prostitution as prescribed in
section 13-3206.

18. Neglect or abuse of a vulnerable adult.

19. Sex trafficking.

20. Sexual abuse.

21. Production, publication, sale, possession and presentation of obscene
items as prescribed in section 13-3502.

22. Furnishing harmful items to minors as prescribed in section 13-3506.

23. Furnishing harmful items to minors by internet activity as prescribed
in section 13-3506.01.

24. Obscene or indecent telephone communications to minors for commercial
purposes as prescribed in section 13-3512.

25. Luring a minor for sexual exploitation.

26. Enticement of persons for purposes of prostitution.

27. Procurement by false pretenses of person for purposes of prostitution.

28. Procuring or placing persons in a house of prostitution.

29. Receiving earnings of a prostitute.

30. Causing one's spouse to become a prostitute.

31. Detention of persons in a house of prostitution for debt.

32. Keeping or residing in a house of prostitution or employment in
prostitution.

33. Pandering.

34. Transporting persons for the purpose of prostitution, polygamy and
concubinage.

35. Portraying adult as a minor as prescribed in section 13-3555.

36. Admitting minors to public displays of sexual conduct as prescribed in
section 13-3558.

37. Unlawful sale or purchase of children.

38. Child bigamy.

Further, an employee who is convicted of one (1) or more of the above listed offenses shall immediately:

● Surrender A. Surrender any certificates issued by the department of education.

● Notify B. Notify the person's employer or potential employer of the conviction.

● Notify C. Notify the department of public safety of the conviction.

● Surrender D. Surrender the person's fingerprint clearance card.

By my signature I acknowledge receipt of a copy of this notification concerning nonappealable offenses.

___________________________________ ___ __________________________

Employee Employee signature DateDate

GBEBB ©
STAFF CONDUCT WITH STUDENTS

Employees are expected to exercise general supervision over the conduct of students, not only while in the school roomschoolroom, but also before and after school and during recess. At all times teachers and other staff members will accord students the dignity and respect that they deserve, and avoid embarrassing any student unnecessarily.

Students are expected to regard all school employees as individuals who are employed to provide direct or indirect contributions to learning. While students are to have considerable latitude in making choices for themselves, they shall be required to respect the rights of all school employees and other students, and interference with those rights will not be tolerated.

Students shall not have the right to interfere with the efforts of instructional staff members to coordinate or assist in learning, to disseminate information for purposes of learning, or to otherwise implement a learning program. Nor shall a student have the right to interfere with the motivation to learn or the learning activities and efforts of other students. No student shall have the right to interfere with or disrupt any employee's work activities.

All personnel employed by the District are expected to relate to students of the District in a manner that maintains social and moral patterns of behavior consistent with community standards and acceptable professional conduct.

Relationships between staff members and students that include "dating," "courtship," or "romantic involvement" are prohibited. These behaviors deviate from ethical or professional standards and shall be deemed unacceptable and contrary to the expectations of District governance.

Staff/student relationships shall reflect mutual respect between staff members and students and shall support the dignity of the entire profession and educational process.

Violations of the above shall be considered serious and may result in severe disciplinary action.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341
15-514

CROSS REF.:
JIC - Student Conduct

GBEBC ©
GIFTS TO AND SOLICITATIONS
BY STAFF MEMBERS

Gifts

Students, parents, and other patrons of the District shall be discouraged from the routine presentation of gifts to employees. This shall not be interpreted as intended to discourage acts of generosity in unusual situations, and simple remembrances expressive of affection or gratitude shall not be regarded as violations of this policy.

Gifts to students by staff members shall be discouraged. Simple remembrances on certain occasions to all students in a class or section shall not be regarded as a violation of this policy.

Solicitations

A school employee's position in the District shall not be used to influence parents or students to purchase books or other merchandise, except for materials approved by the Superintendent for use in the classroom.

Staff-member solicitation(s) of other employees and/or students for any profit, nonprofit, or charitable groups, institutions, or organizations must have the approval of the Superintendent in advance.

No other solicitations shall be made by or of employees during official duty time.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321

GBEC ©
DRUG - FREE WORKPLACE

No employee shall violate the law or District policy in the manufacture, distribution, dispensing, possession, or use, on or in the workplace, of alcohol or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance, as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1308.11 through 1308.15.

Workplace includes any school building or any school premises and any school-owned vehicle or any other school-approved vehicle used to transport staff members or students to and from school or school activities or on school business. Off school property, the workplace includes any school-sponsored or school-approved activity, event, or function where students or staff members are under the jurisdiction of the District. In addition, the workplace shall include all property owned, leased, or used by the District for any educational or District business purpose.

Any employee who has been convicted under any criminal drug statute for a violation occurring in the workplace, as defined above, shall notify the supervisor within five (5) days thereof that such conviction has occurred.

As a condition of employment, each employee shall abide by the terms of the District policy respecting a drug-free workplace.

Any employee who violates this policy in any manner is subject to discipline, which may include, but is not limited to, dismissal.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911
13-3401 et seq.
15-341
41 U.S.C. 702, Drug-free workplace requirements for Federal grant recipients.
21 C.F.R. 1308.11 et seq.
34 C.F.R. Part 85

CROSS REF.:
EEAEAA - Drug and Alcohol Testing of Transportation Employees

GBEC-EA ©

EXHIBIT

DRUG - FREE WORKPLACE

NOTICE TO EMPLOYEES

YOU ARE HEREBY NOTIFIED that it is a violation of Policy GBEC for any employee to violate the law or District policy in the manufacture, distribution, dispensing, possession, or use, on or in the workplace, of alcohol or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance, as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1308.11 through 1308.15.

YOU ARE FURTHER NOTIFIED that it is a condition of your employment that you will comply with Policy GBEC, and will notify your supervisor of your conviction under any criminal drug statute for a violation occurring in the workplace, not later than five (5) days after such conviction.

Any employee who violates the terms of the District's drug-free workplace policy in any manner is subject to discipline, which may include, but is not limited to, dismissal and/or referral for prosecution.-

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

- -

I have been provided with two (2) copies of

this

this Notice to

Employees

Employees for my review and signature. I understand that a signed copy will be placed in my personnel file.

_____________________________________ _____________________

___

Signature Date

Signature Date

GBEC-EB ©

EXHIBIT

DRUG - FREE WORKPLACE

In order to comply with federal funding requirements, the District shall:

● Gather

A. Gather information relative to availability of local community drug and alcohol counseling, rehabilitation,

and reentry

and reentry programs that are available to employees and make such information available to employees.

● Provide

B. Provide each employee a copy of standards of conduct and the statement of disciplinary sanctions

that apply to

that apply to alcohol and drug violations. Use Exhibit GBEC-EA to notify employees that compliance

with such

with such standards is mandatory.

The District should perform a biennial review of the programs to:

● Ensure

A. Ensure that disciplinary sanctions for employees are consistently enforced.

● Determine

B. Determine program effectiveness and implement change to the program if needed.

GBECA ©
NONMEDICAL USE OR ABUSE OF
DRUGS OR ALCOHOL

The District's posture in dealing with employees who engage in the nonmedical use of drugs and/or the abuse of alcohol is to be one of constructive confrontation in a supportive environment and supportive relationship. This approach is based on the following premises:

● Each employee is responsible for the employee's own actions.

● Each employee is a role model for students.

● Each employee who seeks help is to be given the opportunity to do so in a supportive environment.

● The District shall not ignore employee problems.

● Constructive confrontation will be utilized to make employees aware of opportunities and choices for help.

● Efforts to maintain confidentiality will be made by the District.

● Outside referrals to nonschool personnel will be provided, at employee expense, to employees who indicate an interest.

● Employees will be required to provide information on progress in dealing with problems.

● Opportunities for self-referral will be provided.

● As recommended by outside professional sources, the District will consider support to an employee during reentry into the workplace.

● The District's right to intervene is based on (1) a basic concern for the health and welfare of the persons whom it employs and (2) the right to expect quality job performance.

● School employees are human and should not be considered any less vulnerable or immune to human stress than any other person.

● In spite of the above, school employees whose nonmedical use of drugs or use of alcohol endangers the health and safety of students or other employees may of necessity be dealt with summarily.

Employee Drug Use or Abuse

Employee Drug Use, Abuse

or Possession

The nonmedical use, abuse, or possession of drugs and/or use or possession of alcohol is forbidden on District property or at District-sponsored activities. Employees determined to be in possession of, using, or abusing drugs or using alcohol shall be reported immediately to the employee's principal or supervisor. The Superintendent shall be notified immediately.

The Superintendent shall conduct an investigation in consultation with legal counsel as necessary. Employees that violate this policy may be disciplined up to and including termination. If the investigation shows sufficient evidence to suggest that the employee was involved with distribution or otherwise in violation of the law, law enforcement authorities shall be notified.

Medical Marijuana

The District recognizes Arizona's medical marijuana law and shall not discriminate against a person in hiring, termination or imposition of any term or condition of employment or otherwise penalize a person on the basis of the person's status as an eligible medical marijuana cardholder, or as a registered qualifying patient, having a positive drug test for marijuana components or metabolites, unless the person used, possessed or was impaired by marijuana on District property, at a District event, or during the hours of the persons regular or extended hours of employment, or as prescribed by law.

Adopted: April 2, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911
13-3401 et seq.
15-341
23-493
23-493.03
36-2801 et seq.
41 U.S.C. 702, Drug-free workplace requirements for Federal grant recipients.
34 C.F.R. Part 85

CROSS REF.:
EEAEAA - Drug and Alcohol Testing of Transportation Employees

GBECB ©
ALCOHOL USE BY STAFF MEMBERS

(Illegal Drugs)

The use or possession of intoxicants or illegal drugs on school property or at school events is prohibited.

Any person in violation of the provisions of the above paragraph shall be subject to removal from school property and shall be subject to prosecution in accordance with the provisions of the law.

Staff members of the District who are in violation of the provisions of this policy shall be subject to disciplinary actions in accordance with the provisions of school regulations.

A staff member who apparently has consumed alcoholic beverages or illegal drugs on or off school property and/or before a school activity will not be allowed to be on school property or to participate in school activities. Staff members who violate this policy will be subject to the same penalties as for possession and/or consumption on school property.

Adopted: December 1, 2010

An employee of the District who, pursuant to local conditions or an employment contract with the District, resides on District property or resides in District housing may possess and use alcohol at the employee's residence subject to the following restrictions:

A. The employee shall not possess (except for possession at said residence), sell, offer to sell, transfer, use, or be under the influence of alcohol while on duty.

B. Any alcohol consumption that occurs on school property when the employee is not on duty shall be done in moderation and shall occur within the employee's residence.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341

GBEF ©
STAFF USE OF DIGITAL COMMUNICATIONS
AND ELECTRONIC DEVICES

Social media is the use of web-based and mobile technologies to communicate through interactive dialogue. Social media technologies include but are not limited, to blogs, picture-sharing, vlogs, wall-postings, e-mail, instant messaging, music-sharing, crowdsourcing, voice over IP (VoIP), Facebook, LinkedIn, My Space, Twitter, You Tube, and any successor protocol to transmit information. Mobile technologies are any devices that: transmit sounds, images, texts, messages, videos, or electronic information; electronically records, plays, or stores information; or accesses the Internet, or private communication or information networks. Current examples are Smartphones such as BlackBerry, Android, iPhone, and other such mobile technologies and subsequent generations of these and related devices.

The Governing Board recognizes how web-based and mobile technologies are fundamentally changing opportunities to communicate with individuals or groups and how their use can empower the user and enhance discourse. The Board equally recognizes that the misuse of such technologies can be potentially damaging to the District, employees, students and the community. Accordingly, the Governing Board requires all employees to adhere to adopted policies and to utilize digital communications and electronic devices in a professional manner at all times.

The Board establishes the following parameters:

District employees

A. shall adhere to all Governing Board policies related to technologies including but not limited to the use of District technology, copyright laws, student rights, parent rights, the Family Educational Rights and Privacy Act (FERPA), staff ethics, and staff-student relations;

B. are responsible for the content of their posting on any form of technology through any form of communication;

C. shall only use District controlled and approved technologies when communicating with students or parents;

D. shall ensure that technologies used to communicate with students and District staff are maintained separate from personal technologies used to communicate with others;

E. shall not use District owned or provided technologies to endorse or promote a product, a cause or a political position or candidate;

F. in all instances must be aware of his/her association with the District and ensure the related content of any posting is consistent with how they wish to present themselves to colleagues, community members, parents and students;

G. shall not use District logos or District intellectual property without the written approval of the Superintendent;

H. shall use technologies to enhance and add value to communications with all recipients and be respectful of those with whom they communicate;

I. shall immediately report all misuse or suspected misuse of technology to their direct supervisor/administrator who in turn will immediately report to the Superintendent;

J. shall comply with all applicable records management parameters established by Arizona State Library, Archives and Public Records.

The Superintendent shall communicate the above to all employees of the District at the beginning of each school year and to newly hired employees as part of the hiring process.

The Superintendent shall establish which technologies are approved for use by employees to communicate with parents and students. Approved technologies shall be communicated to the Board and employees prior to the start of every school year, to newly elected Board members prior to taking office, and to newly hired employees as part of the hiring process.

The Superintendent shall determine which records retention and management guidelines as established by the Arizona State Library, Archives and Public Records are applicable to this Board policy and communicate these guidelines to the Board and employees prior to the start of every school year, to newly elected Board members prior to taking office, and newly hired employees as part of the hiring process.

Violations of this policy may result in disciplinary action up to and including termination and may constitute a violation of federal or state law in which case appropriate law enforcement shall be notified. The Superintendent shall report violations of this policy to the Board and shall make reports to the appropriate law enforcement agency when determined necessary.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-514

CROSS REF.:
GBEA - Staff Ethics
GBEB - Staff Conduct
GBEBB - Staff Conduct With Students
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDQD - Discipline, Suspension, and Dismissal of Support Staff Members
IJNDB - Use of Technology Resources in Instruction
JIC - Student Conduct

GBED ©
SMOKING BY STAFF MEMBERS

The possession or use of tobacco products, tobacco substitutes, electronic cigarettes, other chemical inhalation devices, or vapor products is products is prohibited in the following locations:

● School A. School grounds.● School

B. School buildings.

● School C. School parking lots.

● School D. School playing fields.

● School E. School buses and other District vehicles.

● OffF. Off-campus school-sponsored events.

Under the provisions of A.R.S. 36-798.03, a person who violates the prohibition is guilty of committing a petty offense.

The prohibitions do not apply to an adult when possession or use of the tobacco products are for demonstration purposes as a necessary instructional component of a tobacco prevention or cessation program that is:

● Approved A. Approved by the school.

● Established B. Established in accord with Arizona Revised Statute 15-712.

Adopted: February 4, 2015date of Manual adoption

LEGAL REF.:
A.R.S.
13-3622
15-341
15-712
36-798.03
20 U.S.C. 6083

CROSS REF.:
JICG - Tobacco Use by Students KFAA - Smoking on School Premises at Public Functions

GBGB ©
STAFF PERSONAL SECURITY
AND SAFETY

Threats

The Superintendent shall establish procedures that provide for the protection of any employee who is threatened with harm by an individual or a group while carrying out assigned duties.

Eye Protective Devices

The Superintendent shall establish procedures for every student, teacher, and visitor in public schools that shall require the wearing of appropriate eye protective ware while participating in or when observing vocational, technical, industrial arts, art, or laboratory science activities.

The Board shall equip the schools with eye protective ware.

Schools may receive and expend federal, state, and local monies to provide eye protective devices.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-1203
13-1204
13-2911
15-151
15-507

GBGB-R ©

REGULATION

STAFF PERSONAL SECURITY
AND SAFETY

Threats

Any employee who is threatened with harm by an individual or a group while carrying out assigned duties shall immediately notify the school principal or supervisor. The principal or supervisor shall then immediately notify the Superintendent's office of the threat and together they shall take immediate steps in cooperation with the employee to provide every reasonable precaution for the employee's safety. Precautionary steps, including any advisable legal action, shall be reported to the Superintendent's office at the earliest possible time.

Eye Protective Devices

Every student, teacher, and visitor in public schools shall wear appropriate eye protective ware while participating in or when observing vocational, technical, industrial arts, art, or laboratory science activities involving exposure to:

● Molten A. Molten metals or other molten materials.

● CuttingB. Cutting, shaping, and grinding of materials.

● Heat C. Heat treatment, tempering, or kiln firing of any metal or other materials.

● Welding D. Welding fabrication processes.

● Explosive E. Explosive materials.

● Caustic F. Caustic solutions.

● Radiation G. Radiation materials.

The Board shall equip the schools with eye protective ware.

Schools may receive and expend federal, state, and local monies to provide eye protective devices.

For purposes of this procedure, eye protective ware means devices meeting the standards of the U.S.A. Standard Safety Code for head, eye, and respiratory protection, Z21-1959, and subsequent revisions thereof, approved by the United States of America Standards Institute, Inc.

GBGC ©
EMPLOYEE ASSISTANCE

Physical or Emotional Examination

of Employees Employees may be required by the Superintendent, for purposes of employment or retention, to submit to such tests or examinations as a licensed physician deems appropriate.

When, in the opinion of the immediate supervisor and/or the Superintendent, the employee's physical or emotional condition warrants, the District may require a complete examination, at District expense, by a licensed physician selected by the District.

OSHA Compliance Procedures

The Superintendent shall have procedures for complying with the requirements of the Occupational Safety and Health Administration (OSHA), including an exposure-control plan, methods of compliance, work-practice controls, postexposure evaluation and follow-up, and administering vaccine to employees exposed to Hepatitis B virus.

All employees who as a result of their employment have had significant exposure to bloodborne pathogens (Hepatitis B/Human Immunodeficiency Virus) are required to report the details of the exposure in writing to the District and are required to follow postexposure evaluation and follow-up activities in accordance with Arizona and federal laws. An employee who chooses not to complete these reporting requirements will be at risk of losing any claim to rights.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-505
23-901
23-902
23-904

23-906
23-908
23-961
23-962

CROSS REF.:
EBBB - Accident Reports
GBGD - Workers' Compensation

GBGC-E ©

EXHIBIT

EMPLOYEE ASSISTANCE

BLOODBORNE PATHOGEN REQUIREMENTS

Exposure Control Plan

Employee(s) with occupational exposure to human blood, human blood components, products made from human blood, or pathogenic microorganisms, including but not limited to Hepatitis B virus or HIV, shall comply with this Exposure Control Plan designed to eliminate or minimize employee exposure.

This Exposure Control Plan contains the following elements:

A. The exposure determination outlined below.

B. The schedule and method of implementation.

C. The procedure for the evaluation of circumstances surrounding exposure.

A copy of this Exposure Control Plan shall be accessible to employees.

This Exposure Control Plan shall be reviewed and updated at least annually and whenever necessary to reflect new or modified tasks and procedures that affect occupational exposure, and to reflect new or revised employee positions with occupational exposure.

This Exposure Control Plan shall be made available to the Assistant Secretary of Labor and the Director of the Occupational Safety and Health Administration upon request for examination and copying.

Exposure Determination

The District has determined that employee positions may involve the following levels of exposure to bloodborne pathogens as a collateral function to the primary job description:

A. High risk - Coaches, physical education instructors, custodians, certain special education program personnel, playground duty personnel, health services personnel, and security personnel.

B. Moderate risk - Regular instructional program personnel, other special education program personnel, school level office personnel, maintenance personnel, food services personnel, and special assignment personnel (e.g., counselors, librarians).

C. Low risk - District level office personnel.

Methods of Compliance

General. Universal precautions shall be observed by all District employees to prevent contact with blood or other potentially infectious materials. Under circumstances in which differentiation between body fluid types is difficult or impossible, all body fluids shall be considered potentially infectious materials.

Engineering and work practice controls:

A. Engineering and work practice controls shall be used to eliminate or minimize employee exposure. If occupational exposure remains after institution of these controls, personal protective equipment shall also be used.

B. Engineering controls shall be examined and maintained or replaced on a regular schedule to ensure their effectiveness.

C. The District shall provide hand-washing facilities that are readily accessible to employees.

D. When provision of hand-washing facilities is not feasible, the District shall provide either an appropriate antiseptic hand cleanser in conjunction with clean cloth/paper towels or antiseptic towelettes. When antiseptic hand cleansers or towelettes are used, hands shall be washed with soap and running water as soon as feasible.

E. The District requires that employees wash their hands immediately or as soon as feasible after removal of gloves or other personal protective equipment. Supervisory personnel shall ensure compliance.

F. The District requires that employees wash hands and any other skin with soap and water, or flush mucous membranes with water immediately or as soon as feasible following contact of such body areas with blood or other potentially infectious materials. Supervisory personnel shall ensure compliance.

G. Contaminated needles and other contaminated sharps shall not be bent, recapped, or removed except as noted below. Shearing or breaking of contaminated needles is prohibited.

1. Contaminated needles and other contaminated sharps shall not be recapped or removed unless no other alternative is feasible or such action is required by a specific medical procedure as determined by a competent medical professional qualified to make such determination.

2. Such recapping or needle removal must be accomplished through the use of a mechanical device or a one-handed technique.

H. Immediately or as soon as possible after use, contaminated reusable sharps shall be placed in appropriate containers until properly reprocessed.

I. Eating, drinking, smoking, applying cosmetics or lip balm, and handling contact lenses are prohibited in work areas where there is a reasonable likelihood of occupational exposure.

J. Food and drink shall not be kept in refrigerators, freezers, shelves, or cabinets, or on countertops or benchtops where blood or other potentially infectious materials are present.

K. All procedures involving blood or other potentially infectious materials shall be performed in such a manner as to minimize splashing, spraying, spattering, and generation of droplets of these substances.

L. Mouth pipetting/suctioning of blood or other potentially infectious materials is prohibited.

M. Specimens of blood or other potentially infectious materials shall be placed in a container that prevents leakage during collection, handling, processing, storage, transport, or shipping.

1. The container for storage, transport, or shipping shall be labeled or color coded according to law and closed prior to being stored, transported, or shipped. When a facility utilizes "universal precautions" in the handling of all specimens, the labeling/color coding of specimens is not necessary, provided containers are recognizable as containing specimens. This exemption applies only while such specimens/containers remain with the facility. Labeling or color coding is required when such specimens/containers leave the facility.

2. If outside contamination of the primary container occurs, the primary container shall be placed within a second container that prevents leakage during handling, processing, storage, transport, or shipping and is labeled or color coded according to the requirements of this standard.

3. If the specimen could puncture the primary container, the primary container shall be placed within a secondary container that is puncture resistant in addition to the above characteristics.

N. Equipment that may become contaminated with blood or other potentially infectious materials shall be examined prior to servicing or shipping and shall be decontaminated as necessary, unless the decontamination of such equipment or portions of such equipment is not feasible as determined by a supervisory employee assigned to make such determination.

1. A readily observable label in accordance with law shall be attached to the equipment stating which portions remain contaminated.

2. This information shall be conveyed to all affected employees, the servicing representative, and/or the manufacturer, as appropriate, prior to handling, servicing, or shipping so that appropriate precautions will be taken.

Personal protective equipment:

A. Provision. When occupational exposure occurs, the District shall provide, at no cost to the employee, appropriate personal protective equipment such as, but not limited to, gloves, gowns, laboratory coats, face shields or masks and eye protection, and mouthpieces, resuscitation bags, pocket masks, or other ventilation devices. Personal protective equipment will be considered "appropriate" only if it does not permit blood or other potentially infectious materials to pass through to or reach the employee's work clothes, street clothes, undergarments, skin, eyes, mouth, or other mucous membranes under normal conditions of use and for the duration of time that the protective equipment will be used.

B. Use. The District requires that all exposed employees use appropriate personal protective equipment unless the District documents that a specific employee temporarily and briefly declined to use personal protective equipment when, under rare and extraordinary circumstances, it was such employee's professional judgment that in the specific instance its use would have prevented the delivery of health care or public safety services or would have posed an increased hazard to the safety of the worker or co-worker. When the employee makes this judgment, the circumstances shall be reported by the employee and investigated and documented by the District in order to determine whether changes can be instituted to prevent such occurrences in the future.

C. Accessibility. Appropriate personal protective equipment in the appropriate sizes must be readily accessible at the work site or issued to employees. Hypoallergenic gloves, glove liners, powderless gloves, or other similar alternatives shall be readily accessible to employees who are allergic to the gloves normally provided.

D. Cleaning, laundering, and disposal. The District shall clean, launder, and dispose of personal protective equipment required in this standard, at no cost to the employee.

E. Repair and replacement. The District shall repair or replace personal protective equipment as needed to maintain its effectiveness, at no cost to the employee.

F. Any garment(s) penetrated by blood or other potentially infectious materials shall be removed immediately or as soon as feasible.

G. All personal protective equipment shall be removed prior to leaving the work area.

H. When personal protective equipment is removed it shall be placed in an appropriately designated area or container for storage, washing, decontamination, or disposal.

I. Gloves. Gloves shall be worn when it can be reasonably anticipated that the employee may have hand contact with blood, other potentially infectious materials, mucous membranes, and nonintact skin; when performing vascular access procedures; and when handling or touching contaminated items or surfaces.

1. Disposable (single-use) gloves, such as surgical or examination gloves, shall be replaced as soon as practical when contaminated or as soon as feasible if they are torn, punctured, or their ability to function as a barrier is compromised.

2. Disposable (single-use) gloves shall not be washed or decontaminated for reuse.

3. Utility gloves may be decontaminated for reuse if the integrity of the gloves is not compromised. However, they must be discarded if they are cracked, peeling, torn, punctured, or exhibit other signs of deterioration or when their ability to function as a barrier is compromised.

Housekeeping:

A. General. The work site must be maintained in a clean and sanitary condition. The District shall establish, attach hereto, and implement an appropriate written schedule for cleaning and the method of decontamination based upon the location within the facility, type of surface to be cleaned, type of soil present, and tasks or procedures being performed in the area.

B. All school activity areas are cleaned daily.

C. In cleaning operations involving human blood, a cleaning solution consisting of ten to one (10:1) ratio of water and bleach will be used.

D. All equipment and environmental and working surfaces shall be cleaned and decontaminated after contact with blood or other potentially infectious materials.

1. Contaminated work surfaces shall be decontaminated with an appropriate disinfectant after completion of procedures, immediately or as soon as feasible when surfaces are overtly contaminated or after any spill of blood or other potentially infectious materials, and at the end of the work shift if the surface may have become contaminated since the last cleaning.

2. Protective coverings - such as plastic wrap, aluminum foil, or imperviously backed absorbent paper used to cover equipment and environmental surfaces - shall be removed and replaced as soon as feasible when they become overtly contaminated or at the end of the work shift if they may have become contaminated during the shift.

3. All bins, pails, cans, and similar receptacles intended for reuse that have a reasonable likelihood of becoming contaminated with blood or other potentially infectious materials shall be inspected and decontaminated on a regularly scheduled basis and cleaned and decontaminated immediately or as soon as feasible upon visible contamination.

4. Broken glassware that may be contaminated shall not be picked up directly with the hands. It shall be cleaned up using mechanical means such as a brush and dust pan, tongs, or forceps.

5. Reusable sharps that are contaminated with blood or other potentially infectious materials shall not be stored or processed in a manner that requires employees to reach by hand into the containers where these sharps have been placed.

E. Regulated waste:

1. Contaminated sharps discarding and containment:

a. Contaminated sharps shall be discarded immediately or as soon as feasible in containers that are:

I. Closable.

II. Puncture resistant.

III. Leakproof on sides and bottom.

IV. Labeled or color coded.

b. During use, containers for contaminated sharps shall be:

I. Easily accessible to personnel and located as close as is feasible to the immediate area where sharps are used or can be reasonably anticipated to be found (e.g., laundries).

II. Maintained upright throughout use.

III. Replaced routinely and not be allowed to overfill.

c. When moving containers of contaminated sharps from the area of use, the containers shall be:

I. Closed immediately prior to removal or replacement to prevent spillage or protrusion of contents during handling, storage, transport, or shipping.

II. Placed in a secondary container if leakage is possible. The second container shall be:

i. Closable.

  ii. Constructed to contain all contents and prevent
     leakage during handling, storage, transport, or
     shipping.

iii. Labeled or color coded.

d. Reusable containers shall not be opened, emptied, or cleaned manually or in any other manner that would expose employees to the risk of percutaneous injury.

2. Other regulated waste containment:

a. Regulated waste shall be placed in containers that are:

I. Closable.

II. Constructed to contain all contents and prevent leakage of fluids during handling, storage, transport, or shipping.

III. Labeled or color coded.

IV. Closed prior to removal to prevent spillage or protrusion of contents during handling, storage, transport, or shipping.

b. If outside contamination of the regulated waste container occurs, it shall be placed in a second container. The second container shall be:

I. Closable.

II. Constructed to contain all contents and prevent leakage of fluids during handling, storage, transport, or shipping.

III. Labeled or color coded.

IV. Closed prior to removal to prevent spillage or protrusion of contents during handling, storage, transport, or shipping.

3. Disposal of all regulated waste shall be in accordance with applicable regulations of the United States, states, territories, and political subdivisions of states and territories.

F. Laundry:

1. Contaminated laundry shall be handled as little as possible, with a minimum of agitation.

a. Contaminated laundry shall be bagged or containerized at the location where it was used and shall not be sorted or rinsed in the location of use.

b. Contaminated laundry shall be placed and transported in bags or containers labeled or color coded. When a facility utilizes universal precautions in the handling of all soiled laundry, alternative labeling or color coding is sufficient if it permits all employees to recognize the containers as requiring compliance with universal precautions.

c. Whenever contaminated laundry is wet and presents a reasonable likelihood of soak-through of or leakage from the bag or container, the laundry shall be placed and transported in bags or containers that prevent soaking-through and/or leakage of fluids to the exterior.

2. Employees who have contact with contaminated laundry must wear protective gloves and other appropriate personal protective equipment.

3. When a facility ships contaminated laundry off-site to a second facility, which does not utilize universal precautions in the handling of all laundry, the facility generating the contaminated laundry must place such laundry in bags or containers that are labeled or color-coded.

Hepatitis B Vaccination and Postexposure
Evaluation and Follow-up

General:

A. The District shall make available the hepatitis B vaccine and vaccination series to all employees who have occupational exposure, and postexposure evaluation and follow-up to all employees who have had an exposure incident.

B. The District requires that all medical evaluations and procedures, including the hepatitis B vaccine, and vaccination series and postexposure evaluation and follow-up, including prophylaxis, are:

1. Made available at no cost to the employee.

2. Made available to the employee at a reasonable time and place.

3. Performed by or under the supervision of a licensed physician or by or under the supervision of another licensed health care professional.

4. Provided according to recommendations of the U.S. Public Health Service current at the time these evaluations and procedures take place, except as specified in this section on hepatitis B vaccination and postexposure evaluation and follow-up.

C. The District requires that all laboratory tests be conducted by an accredited laboratory at no cost to the employee.

Hepatitis B vaccination:

A. Hepatitis B vaccination shall be made available after the employee has received the training required and within ten (10) working days of initial assignment to all employees who have occupational exposure unless the employee has previously received the complete hepatitis B vaccination series, antibody testing has revealed that the employee is immune, or the vaccine is contraindicated for medical reasons.

B. The District shall not make participation in a prescreening program a prerequisite for receiving hepatitis B vaccination.

C. If the employee initially declines hepatitis B vaccination but at a later date while still covered under the standard decides to accept the vaccination, the District shall make available hepatitis B vaccination at that time.

D. The District requires all employees who decline to accept hepatitis B vaccination that is offered to sign the following statement:

I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring hepatitis B virus (HBV) infection. I have been given the opportunity to be vaccinated with hepatitis B vaccine, at no charge to myself. However, I decline hepatitis B vaccination at this time. I understand that by declining this vaccine, I continue to be at risk of acquiring hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with hepatitis B vaccine, I can receive the vaccination series at no charge to me.

A. If a routine booster dose(s) of hepatitis B vaccine is recommended by the U.S. Public Health Service at a future date, such booster dose(s) shall be made available.

Postexposure evaluation and follow-up. Following a report of an exposure incident, the District shall make immediately available to the exposed employee a confidential medical evaluation and follow-up, including at least the following elements:

A. Documentation of the route(s) of exposure, and the circumstances under which the exposure incident occurred.

B. Identification and documentation of the source individual, unless the District can establish that identification is infeasible or prohibited by state or local law.

1. The source individual's blood shall be tested as soon as feasible, and after consent is obtained, in order to determine HBV and HIV infectivity. If consent is not obtained, the District shall establish that legally required consent cannot be obtained. When the source individual's consent is not required by law, the source individual's blood, if available, shall be tested and the result documented.

2. When the source individual is already known to be infected with HBV or HIV, testing for the source individual's known HBV or HIV status need not be repeated.

3. Results of the source individual's testing shall be made available to the exposed employee, and the employee shall be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual.

C. Collection and testing of blood for HBV and HIV serological status:

1. The exposed employee's blood shall be collected as soon as feasible and tested after consent is obtained.

2. If the employee consents to base-line blood collection, but does not give consent at that time for HIV serologic testing, the sample shall be preserved for at least ninety (90) days. If within ninety (90) days of the exposure incident the employee elects to have the base-line sample tested, such testing shall be done as soon as feasible.

D. Postexposure prophylaxis, when medically indicated, as recommended by the U.S. Public Health Service.

E. Counseling.

F. Evaluation of reported illnesses.

Information provided to the health care professional:

A. The health care professional responsible for the employee's hepatitis B vaccination shall be provided a copy of this document.

B. The health care professional evaluating an employee after an exposure incident shall be provided the following information:

1. A copy of this document.

2. A description of the exposed employee's duties as they relate to the exposure incident.

3. Documentation of the route(s) of exposure and circumstances under which exposure occurred.

4. Results of the source individual's blood testing, if available.

5. All medical records relevant to the appropriate treatment of the employee, including vaccination status, that are the District's responsibility to maintain.

Health care professional's written opinion. The District shall obtain and provide the employee with a copy of the evaluating health care professional's written opinion within fifteen (15) days of the completion of the evaluation.

A. The health care professional's written opinion for hepatitis B vaccination shall be limited to whether hepatitis B vaccination is indicated for an employee and whether the employee has received such vaccination.

B. The health care professional's written opinion for postexposure evaluation and follow-up shall be limited to the following information:

1. That the employee has been informed of the results of the evaluation.

2. That the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials that require further evaluation or treatment.

C. All other findings or diagnoses shall remain confidential and shall not be included in the written report.

Medical record keeping. Medical records required by this standard shall be maintained.

Communication of Hazards
to Employees

Labels:

A. Warning labels shall be affixed to containers of regulated waste, refrigerators and freezers containing blood or other potentially infectious material, and other containers used to store, transport, or ship blood or other potentially infectious materials, except as provided in law.

B. These labels shall contain the "biohazard" label.

C. These labels shall be fluorescent orange or orange-red or predominantly so, with lettering or symbols in a contrasting color.

D. Labels are required to be affixed as close as feasible to the container by string, wire, adhesive, or other method that prevents their loss or unintentional removal.

E. Red bags or red containers may be substituted for labels.

F. Containers of blood, blood components, or blood products that are labeled as to their contents and have been released for transfusion or other clinical use are exempted from the labeling requirements of this section on communication of hazards to employees.

G. Individual containers of blood or other potentially infectious materials that are placed in a labeled container during storage, transport, shipment, or disposal are exempted from the labeling requirements.

H. Labels required for contaminated equipment shall be in accordance with this section and shall also state which portions of the equipment remain contaminated.

I. Regulated waste that has been decontaminated need not be labeled or color coded.

Information and training:

A. All employees with occupational exposure shall participate in a training program, which must be provided at no cost to the employees and during working hours.

B. Training shall be provided as follows:

1. At the time of initial assignment to tasks where occupational exposure may take place.

2. Within ninety (90) days after the effective date of the standard.

3. At least annually thereafter.

C. For employees who have received training on bloodborne pathogens in the year preceding the effective date of the standard, only training with respect to the provisions of the standard that were not included need be provided.

D. Annual training for all employees shall be provided within one (1) year of their previous training.

E. The District shall provide additional training when changes such as modification of tasks or procedures or institution of new tasks or procedures affects the employee's occupational exposure. The additional training may be limited to addressing the new exposures created.

F. Material appropriate in content and vocabulary to educational level, literacy, and language of employees shall be used.

G. The training program shall contain at a minimum the following elements:

1. An accessible copy of the regulatory text of this standard and an explanation of its contents.

2. A general explanation of the epidemiology and symptoms of bloodborne diseases.

3. An explanation of the modes of transmission of bloodborne pathogens.

4. An explanation of the District's Exposure Control Plan and the means by which the employee can obtain a copy of the written plan.

5. An explanation of the appropriate methods for recognizing tasks and other activities that may involve exposure to blood and other potentially infectious materials.

6. An explanation of the use and limitations of methods that will prevent or reduce exposure, including appropriate engineering controls, work practices, and personal protective equipment.

7. Information on the types, proper use, location, removal, handling, decontamination, and disposal of personal protective equipment.

8. An explanation of the basis for selection of personal protective equipment.

9. Information on the hepatitis B vaccine, including information on its efficacy, safety, method of administration, the benefits of being vaccinated, and that the vaccine and vaccination will be offered free of charge.

10. Information on the appropriate actions to take and persons to contact in an emergency involving blood or other potentially infectious materials.

11. An explanation of the procedure to follow if an exposure incident occurs, including the method of reporting the incident and the medical follow-up that will be made available.

12. Information on the postexposure evaluation and follow-up that the District is required to provide for the employee following an exposure incident.

13. An explanation of the labels and/or color coding required.

14. An opportunity for interactive questions and answers with the person conducting the training session.

H. The person conducting the training shall be knowledgeable in the subject matter covered by the elements contained in the training program as it relates to the workplace that the training will address.

Record Keeping

Medical records:

A. The District shall establish and maintain an accurate record for each employee with occupational exposure as defined herein.

B. This record shall include:

1. The name and Social Security number of the employee.

2. A copy of the employee's hepatitis B vaccination status, including the dates of all hepatitis B vaccinations and any medical records relative to the employee's ability to receive vaccination.

3. A copy of all results of examinations, medical testing, and follow-up procedures.

4. The District's copy of the health care professional's written opinion.

5. A copy of the information provided to the health care professional.

C. Confidentiality. The District shall ensure that employee medical records required by law are:

1. Kept confidential.

2. Not disclosed or reported, without the employee's express written consent, to any person within or outside the workplace, except as required by law.

D. The District shall maintain the records required by law for at least the duration of employment plus thirty (30) years.

Training records:

A. Training records shall include the following information:

1. The dates of the training sessions.

2. The contents or a summary of the training sessions.

3. The names and qualifications of persons conducting the training.

4. The names and job titles of all persons attending the training sessions.

B. Training records shall be maintained for three (3) years from the date on which the training occurred.

Availability:

A. The District shall ensure that all records required to be maintained shall be made available, upon request, to the Assistant Secretary of Labor and the Director of the Occupational Safety and Health Administration for examination and copying.

B. Employee training records required by law shall be provided upon request for examination and copying to employees, to employee representatives, to the Director of the Occupational Safety and Health Administration, and to the Assistant Secretary of Labor.

C. Employee medical records required by law shall be provided upon request, for examination and copying, to the subject employee, to anyone having written consent of the subject employee, to the Director of the Occupational Safety and Health Administration, and to the Assistant Secretary of Labor.

Transfer of records:

A. The District shall comply with the legal requirements involving transfer of records.

B. If the District ceases to do business and there is no successor district to receive and retain the records for the prescribed period, the District shall notify the Director of the Occupational Safety and Health Administration, at least three (3) months prior to their disposal, and transmit them to the Director of the Occupational Safety and Health Administration, if required by the Director of the Occupational Safety and Health Administration to do so, within that three (3) month period.

GBGCA ©
WELLNESS PROGRAMS

Measles (Rubeola)

It shall be a condition of employment that, unless exempted, all employees, including substitutes, shall present proof of immunity to rubeola (measles) prior to reporting for work.

Evidence of immunity to measles shall consist of:

● A. A record of immunization against measles with a live virus vaccine given on or after the first birthday; or

● A B. A statement, signed by a licensed physician or a state or local health officer, that affirms serologic evidence of evidence of having had measles.

● Anyone C. Anyone born prior to January 1, 1957 shall be considered to be immune to measles. (Rubeola)

German Measles (Rubella)

Similarly, unless exempted, all employees, including substitutes, shall present proof of immunity to rubella (German measles) prior to reporting for work.

Evidence of immunity to rubella shall consist of:

● A. A record of immunization against rubella given on or after the first birthday; or

● A B. A statement, signed by a licensed physician or a state or local health officer, that affirms serologic evidence of evidence of having had rubella.

General Information

Exempted employees include those with medical contraindications for receiving vaccines and those who refuse immunization for religious reasons.

Nonimmune employees, including those who utilize the exemption, shall, in the event of an outbreak of either disease, be put on leave without pay, or they may use accumulated sick leave during the period they are excluded from work due to the outbreak. If a staff member does not have any earned sick leave, a salary deduction of one (1) contract day will be made for each day of authorized leave used.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
36-624
A.A.C.
R9-6-347

R9-6-360

R9-6-704
A.G.O.
I88-037

GBGCA-R ©

REGULATION

WELLNESS PROGRAMS

Unless legally exempted, all staff members must show proof of immunity to measles and rubella [see GBGCA].

Measles (Rubeola)

Acceptable proof of immunity to measles shall consist of:

● A. A record of immunization against measles with a live virus vaccine given on or after the first birthday; or

● A B. A statement, signed by a licensed physician or a state or local health officer, that affirms serologic evidence of evidence of having had measles.

● Anyone C. Anyone born prior to January 1, 1957 shall be considered to be immune to measles. (Rubeola)

German Measles (Rubella)

Evidence of immunity to rubella shall consist of:

● A. A record of immunization against rubella given on or after the first birthday; or

● A B. A statement, signed by a licensed physician or a state or local health officer, that affirms serologic evidence of evidence of having had rubella.

General Information

In the event of an outbreak of either disease, memory of immunization date is not acceptable; medical documentation of immunity is required.

Staff members who are not in compliance shall be put on leave without pay until they are in compliance.

In the event of an outbreak of measles or rubella, nonimmune staff members, including those who utilize the exemption, must be excluded from school.

Implementing Policy

The District shall generate a list of all employees to identify those who need proof of immunity to measles.

The Superintendent shall distribute information about the District's policy on measles and rubella.

The Superintendent shall collect proof of immunity from staff members and compile a list denoting immunity or nonimmunity of staff members.

Nonimmune staff members shall be referred for vaccine to a physician or the County Health Department. Their records will be updated as they receive vaccine.

Maintaining Policy

Throughout each school year, new staff members shall be required to show proof of immunity before employment.

A list of nonimmune employees shall be maintained and updated throughout the year.

GBGCB ©
STAFF HEALTH AND SAFETY

(Communicable Diseases)

It is the policy of the School District to take reasonable and lawful measures to protect students and staff members from the transmission of communicable diseases. The Superintendent is authorized to adopt such procedures as are necessary to implement this policy in a manner consistent with state and federal laws.

Exclusion from School

A staff member who has a communicable disease shall be excluded from school only if the staff member presents a direct threat to the health or safety of others in the school workplace. The outbreak control measures and other directives of the Department of Health Services (DHS) and local health agencies shall be acted upon as the best medical knowledge and judgments with regard to the exclusion of a staff member who has a communicable disease that is addressed by DHS regulations. The communicable diseases specifically addressed by DHS regulations are listed at A.A.C. R9-6-203 et seq.

A staff member who has a chronic communicable disease, such as tuberculosis or HIV/AIDS, shall not be excluded unless a significant risk is presented, to the health and safety of others, which cannot be eliminated by reasonable accommodation. The Superintendent shall consult with legal counsel and health professionals, as necessary, to ensure that exclusion of a staff member with a chronic communicable disease will not violate the staff member's rights under the Americans with Disabilities Act or Section 504 of the Rehabilitation Act.

The school nurse or other person designated by the Superintendent must reassess a staff member who is excluded from school because of a communicable disease before the staff member returns to work. The District may require a physician's written medical release as a condition for the staff member's return to work.

Reporting and Notification

The District shall report by telephone to its local health agency each diagnosed and suspected case of a communicable disease as set out in regulation Regulation JLCB-R.

If an outbreak of a communicable disease occurs in a school setting, the Superintendent or the school nurse shall promptly inform staff members who are known to have special vulnerability to infection. The District does not assume any duty to notify an employee of health risks caused by the presence of a communicable disease in the school setting unless the at-risk employee has notified the District of the conditions when notification is needed.

Confidentiality

The District shall make reasonable efforts to maintain the confidentiality of staff members' medical conditions. All medical information relating to employees is confidential. The identity of a staff member who has a communicable disease and/or the nature of the communicable disease may be disclosed only to:

● Staff A. Staff members who must have such information to carry out their duties under this policy; or

● Staff B. Staff members or students (or their parents/guardians) who must have such information to protect themselves from themselves from direct threat to their health or safety.

Inquiries or concerns by staff members or others regarding communicable diseases or a staff member who is known or believed to have a communicable disease shall be directed to the Superintendent or the school nurse.

Universal Precautions

The District shall follow the "Universal Precautions Standard" set forth in the attached Exhibit GBGCB-E to protect employees who are at risk of being exposed to blood and body fluids in the course of their work.

Food Service Workers

The District shall follow the guidance of the U.S. Department of Health and Human Services concerning infectious and communicable diseases transmitted through the handling of food, and special precautions required for food services workers.

HIV/AIDS

Current medical information indicates that HIV can be transmitted by sexual intercourse with an infected partner, by injection of infected blood products, and by transmission from an infected mother to her child in utero or during the birth process. None of the identified cases of HIV infection in the United States are known to have been transmitted in a school setting or through any other casual person-to-person contact. There is no evidence that HIV is spread by sneezing, coughing, shaking hands, hugging, or sharing toilets, food, water, or utensils. According to best medical knowledge and judgments, the use of the "universal precautions" and other procedures that implement this policy are sufficient to protect staff members and students from transmission of HIV at school.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
36-621
36-624
A.A.C.
R9-6-203 et seq.

R9-6-355
29 U.S.C. 794 et seq. Rehabilitation Act, (Section 504)
42 U.S.C. 12101 et seq. (Americans with Disabilities Act)
29 C.F.R. 1630.1 et seq. (ADA guidelines)
29 C.F.R. 1910.10 et seq. (OSHA Universal Precautions Standard)

CROSS REF.:
GBGC - Employee Assistance
GBGCA - Wellness Programs
JLCB-R - Immunizations of Students

GBGCB-E ©

EXHIBIT

STAFF HEALTH AND SAFETY

COMMUNICABLE DISEASES

Handling Body Fluids in School

The following guidelines are meant to provide simple and effective precautions against transmission of disease for all people potentially exposed to the blood or body fluids of any person (student and/or school employee). No distinction is made between body fluids from persons with a known disease or those from persons without symptoms or with an undiagnosed disease.

The body fluids of all people should be considered to contain potentially infectious agents. The

term

term body

fluids

fluids includes blood, semen, drainage from scrapes and cuts, feces, urine, vomit, respiratory secretions (such as nasal discharge), and saliva.

● Whenever

A. Whenever possible, avoid direct skin contact with body fluids. Disposable gloves are recommended

when direct

when direct hand contact with body fluids is anticipated. If extensive contact is made with body fluids, hands

must be

must be washed afterwards. Gloves used for this purpose should be put in a plastic bag, secured, and

disposed of daily

disposed of daily.

● If

B. If direct skin contact does occur, hands and other affected skin areas of all exposed people shall be

routinely washed

routinely washed with soap and water.

● Proper

C. Proper handwashing requires the use of soap and water and vigorous washing under a stream of

running water

running water for approximately ten (10) seconds.

● Clothing

D. Clothing and other nondisposable items that are soaked through with body fluids should be rinsed

and placed

and placed in plastic bags. If presoaking is required to remove stains, rinse or soak the item in cold

water prior to bagging

water prior to bagging. Clothing should be sent home with the student for washing, with appropriate

directions to

directions to parents and teachers (

see

see laundry instructions below). Always wear gloves when handling items

that have

that have come in contact with body fluids.

● Contaminated

E. Contaminated disposable items shall be handled with disposable gloves, put in a plastic bag, secured,

and disposed

and disposed of daily.

● Body

F. Body fluid spills on hard surfaces (i.e., floors, countertops, books, et cetera) shall be disinfected with

bleach

bleach (diluted to ten [10] parts water and one [1] part bleach). Gloves shall always be worn during cleanup.

● Cleaning

G. Cleaning equipment:

■ Nondisposable

1. Nondisposable cleaning equipment (such as dust pans, brooms, and buckets) shall be

disinfected by thoroughly

disinfected by thoroughly rinsing in diluted bleach (ten [10] parts water and one [1] part bleach). Mops shall

be soaked

be soaked in the disinfectant after use and then rinsed with hot water. The disinfectant solution

shall be

shall be promptly disposed of down a drain pipe.

■ Disposable

2. Disposable cleaning equipment (such as paper towels, the vacuum bag, or sweepings) shall be

placed in

placed in plastic bags, secured, and disposed of daily. No special handling is required for vacuuming equipment. Gloves shall always be used during cleanup.

● Laundry

H. Laundry instructions:

■

Clothing soaked with body fluids shall be washed separately from other items. Presoaking may

be required

be required for heavily soiled clothing. Otherwise, wash and dry as usual. If the material can be bleached,

add

add one-half (1/2) cup of household bleach to the wash cycle. If the material is not colorfast, add one-half (1/2) cup of all-fabric bleach to the wash cycle.

LEGAL REF.:
A.R.S.
36-621 et seq.
A.A.C.
R9-6-101 et seq.

GBGD ©
WORKERS' COMPENSATION

All employees shall be covered by workers' compensation insurance for any accident while on assignment, including an accident on school property or while on official business off school property. An employee must report any such accident to the supervisor's office immediately, since a report on the time of the accident, persons involved, and how it happened is required.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-505
23-901
23-902
23-904

23-906
23-908
23-961
23-962

CROSS REF.:
EBBB - Accident Reports
GBGC - Employee Assistance

GBGD-R ©

REGULATION

WORKERS' COMPENSATION

Any employee who has an accident, no matter how slight, while on duty shall notify the supervisor immediately. Failure to follow this procedure could result in the loss of workers' compensation benefits.

After being notified by an employee, the supervisor shall complete and submit the Report of Industrial Injury to the District office.

The Superintendent, upon receiving the supervisor's report, shall, within ten (10) days after notification, submit the Report of Industrial Injury to the insurance carrier.

Compensation Claims

When a job-related injury/accident requires medical attention and absence from the workplace, the following conditions shall apply:

A. The physician will be responsible for reporting the circumstances of the injury to the District, the Industrial Commission, and the District's insurance carrier.

B. During the first seven (7) days of absence due to a job-related injury/accident, the employee will be placed on sick leave, provided the employee has accumulated sufficient sick leave.

C. If a job-related injury/accident results in more than seven (7) days absence, the insurance carrier will be responsible for handling the claim for lost pay. During such period the employee may be directed to:

1. Endorse over to the District the payments received from the insurance carrier, continue to receive a regular salary, and be charged sick leave. When the amount of the insurance payment is determined and received by the District, the employee's sick leave record will be adjusted for that fraction of the time paid by the insurance carrier (e.g., the insurance carrier pays one-half [1/2] of the normal salary of the employee, the sick leave will be adjusted on a pro rata basis); or

2. Draw compensation from the insurance carrier, provide the District with a record of such payment, and receive payment for sick leave pay for the uncompensated portion of missed time, up to the limit of accumulated sick leave.

D. In no event will an employee receive a combined salary and worker's compensation in excess of the employee's regular salary.

E. An employee who has used all accumulated sick leave will be removed from the payroll and will receive only such amounts as are paid by the District's insurance carrier.

GBGD-RA

REGULATION

WORKERS' COMPENSATION

District employees who are injured while performing their duties are protected under Arizona Workers' Compensation laws. Injuries must be reported as instructed in the Teacher Guide and the Support Staff Guide. The District may direct an injured worker's first office visit to a physician or clinic of the District's choice. Afterwards, the employee may go to any qualified physician for treatment.

In all cases where an employee is injured on the job, the Governing Board is obligated for pay only to the extent of accumulated sick leave. An employee absent from work due to valid workers' compensation injuries will receive regular pay during the period of absence for a maximum period equal to the employee's accumulated sick leave as of the date of injury. Discretionary days are used first. This benefit only covers the initial absence from date of injury to return to work, unless extended by the Governing Board. This benefit does not apply to physician visits or an absence after the employee returns to work, unless extended by the Governing Board. All indemnity payments received by the employee from the insurance carrier during this period must be transferred to the District.

Upon the employee's return to his/her assigned job, the number of days charged against the employee's accumulated sick leave will be restored but not to exceed the number of accumulated days as of the date of injury. Days may only be restored once unless extended by the Governing Board. An employee does not earn sick leave during the period of absence.

Any employee injured while performing his/her duties will be subject to drug and alcohol testing. Any employee who refuses to take, or who tests positive on a confirmatory test on any drug and alcohol test required by the District, and who does not timely and successfully refute the test results by explanation or retesting may be discharged.

GBGD-RB

REGULATION

WORKERS' COMPENSATION

Purpose

The purpose of this administrative regulation is to provide guidance to District employees injured while performing their normal work duties. In accordance with Governing Board Policy and Arizona Revised Statute 23-908(F) the District may direct injured workers to a physician or clinic chosen by the District, who shall make one examination of the injured employee in order to ascertain the character and extent of the injury. Workers are free to choose their own doctor after this examination.

Procedures Following an Injury

If the injury is life threatening obtain the quickest medical treatment, then as soon as possible continue the following procedures.

Employee shall:

● Notify supervisor as soon as possible.

● Within twenty-four (24) hours of injury, report to the school nurse/District facilities secretary. The nurse may provide initial first aid and will obtain information for filing the injury report.

● The initial visit for medical treatment must be made to a provider from the District insurance carrier's provider network.

● Following each treatment, report and provide copies documenting medical treatment to supervisor/school administration. This would include all medical directives as to days off from work, work restrictions and future appointments. (The school should forward copies to District Medicaid Specialist for review and filing with Personnel Department).

● Provide supervisor/school administration with copies of all return to work authorizations prior to returning to work.

● Contact the District payroll department if any payments are received from the insurance carrier.

● Upon returning to work, notify District payroll department to verify leave reinstatement and reactivate payroll status.

School Nurse shall:

● Provide needed first aid.

● File injury report with District Medicaid Specialist and Industrial Commission of Arizona (ICA).

Medicaid Specialist shall:

● File claim with District insurance carrier.

Benefits

Once a claim has been accepted for benefits, the insurance carrier will pay one hundred percent (100%) of all reasonable medical expenses related to the work injury.

If the employee is off work eight (8) or more calendar days as a result of the injury, the employee can receive compensation benefits for lost wages until the physician says the employee is able to work.

Compensation payments are based on two-thirds percent (66 2/3%) of the employees' average monthly wage (which cannot exceed the statutory maximum of two thousand four hundred dollars [$2,400] per month).

Light Duty/Modified Duty

The District recognizes that it is beneficial to the District and the employee to return to work as soon as possible. In some cases the worker may be able to only perform part of their job duties. In these cases an employee is encouraged to return to work under the following conditions:

● The employee supervisor/school administration must determine the duties performed are meaningful and beneficial to the District.

● Employee provides written medical directions outlining any restrictions.

● The duties performed are not expected to re-injure or adversely affect the employees' recovery.

Accumulated Sick Leave Benefit:

● An employee absent from work due to valid workers' compensation injuries will receive regular pay during the period of absence for a maximum period equal to the employees' accumulated sick leave as of the date of injury.

● Discretionary days are used first.

● This benefit only covers the initial absence from date of injury to return to work, unless extended by the Governing Board.

● This benefit does not apply to physician visits or an absence after the employee returns to work, unless extended by the Governing Board.

● All compensation benefit payments received by the employee from the insurance carrier during this period must be transferred to the District payroll department.

● Upon the employee's return to his/her assigned job, the number of days charged against the employee's accumulated sick leave will be restored but not to exceed the number of accumulated days as of the date of injury.

● Days may only be restored once unless extended by the Governing Board. An employee does not earn sick leave during the period of absence.

Industrial Commission of
Arizona and Appeals

If an employee disagrees with the insurance carrier regarding the claim or benefits, the employee may contact the ICA. The employee may request a hearing regarding the disagreement.

● The ICA is primarily responsible for monitoring the activities of insurance carriers and for deciding disputes that arise between claimants, employers and insurance carriers. It receives claims from attending physicians and injured workers. It notifies the appropriate insurance carrier and employer so that the claim can be processed.

● The Claims Division ensures that workers' compensation claims are processed in accordance with existing state laws and rules.

● The Hearing Division resolves legal disputes that arise in workers' compensation cases. A wide variety of issues may be referred to the Hearing Division, ranging from compensability, continuing benefits, supportive care, reopening of claims, and loss of earning capacity.

GBGD-E ©

EXHIBIT

WORKERS' COMPENSATION

EARLY RETURN TO WORK

Determining if a Job Offer can be
Made for Early Return from an
Illness or Injury

The District need only consider an early return when a job that can be performed by the early return employee is available. Creation of a position is not required.

When considering an early return assignment the District should:

● Analyze A. Analyze the job and determine its purpose and essential functions.

● Consult B. Consult with the employee to determine the precise job limitations imposed by the attending physician.

● Determine C. Determine if the employee can perform the duties of the job.

● Analyze D. Analyze the risk of reinjury or deterioration of the employee's condition.

Adjustments in the job description for personal accommodations such as an amenity or convenience that is not job related shall not be the responsibility of the District. The District shall require that all aspects of the job description be performed adequately.

GBI ©
STAFF PARTICIPATION IN
POLITICAL ACTIVITIES

The Board recognizes the right of its employees, as citizens, to engage in political activity. However, school time, personnel, equipment, supplies, materials, buildings, or other resources may not be used to influence the outcomes of elections.

A staff member, a person acting on behalf of the District or a person who aids another person acting on behalf of the District shall be guided by the following:

A. No employee shall engage in political activities upon property under the jurisdiction of the Board. Employees in their individual capacities may exercise their political liberties on property leased from the school for that purpose.

B. The prohibition on the use of public resources to influence the outcome of bond, budget override and other tax-related elections includes the use of School District-focused promotional expenditures that occur after an election is called and through election day. This prohibition does not include routine School District communications which are messages or advertisements that are germane to the functions of the School District and that maintain frequency, scope and distribution consistent with past practices or are necessary for public safety.

C. Campaigning and other election activities must be done in off-duty hours, when not working in an official capacity or representing the District, and without the participation of District employees or students acting in the capacity of District or school representatives.

D. Invitations to participate in election activities on a given campus, except when extended by groups leasing or using school facilities, shall be permitted only when such invitations are to all candidates for the office. The rental use of District property by a private person or entity that may lawfully attempt to influence the outcome of an election is permitted if it does not occur at the same time and place as a related District-sponsored forum or debate.

E. Political circulars or petitions may not be posted or distributed in school.

F. The collection of campaign funds and/or the solicitation of campaign workers is prohibited on school property.

G. Students may not be given written materials to influence the outcome of an election or to advocate support for or opposition to pending or proposed legislation.

H. Students may not be involved in writing, addressing or distribution of material intended to influence the outcome of an election or to advocate support for or opposition to pending or proposed legislation.

Employees of the District may not use the authority of their position to influence the vote or political activities of any subordinate employee.

District employees who hold elective or appointive office are not entitled to time off from their school duties for reasons incident to such offices, except as such time may qualify under the leave policies of the Board.

The discussion and study of politics and political issues, when such discussion and study are appropriate to classroom studies, are not precluded under the provisions of this policy.

District employees shall be permitted time as provided in statute, if required, to vote in the primary or general election.

The District may distribute informational reports on a proposed budget override election as provided in A.R.S. 15-481 and on a proposed bond election as provided in A.R.S. 15-491 if those informational reports present factual information in a neutral manner, except for those arguments allowed under A.R.S. 15-481.

Nothing in this policy shall preclude the District from producing and distributing impartial information on elections other than District budget override elections or reporting on official actions of the Governing Board.

The District shall not make expenditures for literature associated with a campaign conducted by or for a District official.

Adopted: May 4, 2016date of Manual adoption

LEGAL REF.:
A.R.S.
15-481
15-511
15-903
16-402
A.G.O.
I15-002

GBJ ©
PERSONNEL RECORDS AND FILES

Professional employees are required to supply the District office with current and complete official transcripts of all college credits.

It is the duty and responsibility of each certificated employee to keep such certification current.

The District will maintain a complete and current official personnel file for each District employee. Employees will be advised of, and will be permitted to review and comment on, all information of a derogatory nature to be placed in their respective personnel files. The employee may prepare a written reply to such information, and such reply, if any, will be appended to the information in the file.

Records reasonably necessary or appropriate to maintain an accurate knowledge of disciplinary actions regarding staff members and the staff members' responses will be maintained. Disciplinary action records shall be open to inspection and copying unless such inspection and disclosure of records or information in the records is contrary to law.

The District may create such subfiles within a personnel file as are appropriate to ensure confidentiality of those files made confidential by law and efficient use of the file. Access to personnel files will be limited to authorized District officials and employees authorized to handle personnel files. Individual Board members may only inspect confidential staff files when specifically authorized by the Board, as evidenced by action of a quorum of the Board in a legal meeting properly noticed. Employees may review their own files by making written requests to the Superintendent. Materials obtained prior to an employee's employment, such as confidential recommendations or interview notes, will not be available for review by the employee.

Unless otherwise specifically provided by law, a school district shall not:

● Use A. Use an individual's social security number on forms of identification.

● Transmit B. Transmit to another individual material that contains both the individual's social security number and the individualthe individual's financial institution account number. This does not preclude the transmission of documents of documents of enrollment, amendment, termination, or contracting for financial services nor does it preclude transmitting documents confirming the accuracy of the numbers previously submitted.

The Superintendent shall prepare procedures to implement this policy and A.R.S. 44-1373 which restricts use of personal identifying information.

Documents within a personnel file may be reviewed by the public only to the extent that disclosure is compelled as a public record.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-302
15-502
15-537
23-926
23-1361
23-1362
38-233
39-121 et seq.
41-1346 et seq.

41-1482

CROSS REF.:
DKA - Payroll Procedures/Schedules
KDB - Public's Right to Know/Freedom of Information

GBJ-E ©

EXHIBIT

PERSONNEL RECORDS AND FILES

A person or entity shall not, unless specifically provided by law:

● Intentionally

A. Intentionally communicate or make an individual's social security number available to the general public.

● Print

B. Print an individual's social security number on any card required for the individual to receive services.

● Require

C. Require the transmission of an individual's social security number over the internet unless providing a

secure connection

secure connection or the social security number is encrypted.

● Require

D. Require the use of an individual's social security number to access a web site unless a password or

unique personal

unique personal identification number or other authentication device is also required to access the site.

● Print

E. Print a number that the person or entity knows to be an individual's social security number on any

materials that

materials that are mailed to the individual unless required by law to place these numbers on the material.

■ This

1. This does not preclude the transmission of documents of enrollment, amendment, termination, or contracting for financial services nor does it preclude transmitting documents confirming the accuracy of the numbers previously submitted.

■ No

2. No requirement is made to check third party submitted numbers and unless the recipient of the number has actual knowledge that the number is or includes the individual's social security number, the person or entity may print the number on materials that are mailed to the individual.

■ No

3. No prohibition on mailing the individual any copy or reproduction of a document that includes a social security number is made if the social security number was included on the original document before January 1, 2005.

■ The

4. The exception is that if a social security number has been used inconsistent with the use described above after January 1, 2005, so long as the usage is continuous, the person or entity may continue to use the number subject to the conditions below:

⇒ If

a. If the use stops for any reason then the social security number cannot be used and the use

reverts to

reverts to the conditions bulleted above.

⇒ Each

b. Each year the entity must provide the individual with an annual written disclosure of the individual'

s right

s right to stop the use of the social security number as prohibited above.

⇒ If

c. If an individual requests in writing, the person or entity must stop using the number in any

manner conflicting

manner conflicting with the law. No fee or charge is allowed, and the entity shall not deny services to

the individual

the individual because of the request.

The law does not prohibit the collection, use or release of a social security number required by the laws of this state or the United States or for internal verification or administrative purposes.

Unless otherwise provided by law, after January 1, 2005 documents or records recorded and made available on the recording entity's web site shall not contain more than five (5) numbers reasonably identifiable as part of a social security number and shall not contain financial account numbers. A penalty of five hundred dollars ($500) for each act of recording is possible.

GBK ©
STAFF GRIEVANCES

Effective communication between District employees, the administrative staff, and the Board is essential for proper operation of the schools. The Governing Board, therefore, authorizes the Superintendent to establish a grievance procedure for employees as the prescribed means of resolving grievances at the earliest date and the lowest possible administrative level.

Such procedure shall provide for Board review of any grievance that cannot be resolved at the administrative level. In such instances, the affected individual may request that the Governing Board review the situation. Such request shall be in writing and shall contain the basis for the appeal, including the act or acts out of which the grievance arose, identification of the Board policies and/or administrative regulations involved, and the remedy sought. Within five (5) working days following notification of the Superintendent's decision, any written request for appeal shall be submitted to the Superintendent for transmittal to the Board. The Governing Board, at a time of its choosing, shall review the grievance and issue a response within fifteen (15) working days , or its next meeting following such review.

The decision of the Governing Board is final.

Adopted: August 3, 2016date of Manual adoption

LEGAL REF.:
A.R.S.
38-532

GBJA
CONFIDENTIAL INFORMATION AND
DISCLOSURE OF INFORMATION

(Health Insurance Portability and
Accountability Act of 1996 [HIPAA] Privacy Policy)

This policy is pursuant to prescribed regulations under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The District recognizes its obligations to comply with the regulations, which call for the rights of privacy regarding protected health and medical information. The Administrator of Operational Support, the HIPAA privacy officer, along with designated staff are responsible for assuring that the regulations provided for under HIPAA are administered and communicated pursuant to HIPAA regulations.

Protected Health Information (PHI) is information that relates to a health or medical condition or care of an individual or to the payment for care, which information permits the identification of the individual. This could be an employee, an employee's spouse or family member. Examples of PHI include reports of diagnosis and treatment submitted with a benefit claim form, records related to an eligibility determination by a claims administrator, or a statement generated by a health insurance company reflecting payment for specific medical care.

The HIPAA Privacy Rule confers rights upon employees with respect to their protected health information (PHI). Each employee has the right to receive a notice explaining how the District will use PHI and how the employees will exercise other rights under the HIPAA Privacy Rule.

From time to time, the District obtains and/or is the recipient of medical information, records or documents regarding employees. Except as set forth below, the information, records and documents may not be disclosed without proper authorization or permission unless it is 1) subject to subpoena and/or 2) excluded from coverage of the privacy rule.

The privacy rights of employees include the right to review and copy PHI; to amend PHI which is erroneous, inaccurate or outdated; to receive an accounting of certain disclosures of PHI; and to lodge complaints with the privacy officer and/or with the federal Department of Health and Human Services.

Retaliation for having filed a complaint is prohibited.

Exclusions. Certain medical information is not within the coverage of the Privacy Rule and, as such, is not subject to this policy. These include, among other, medical certification or information submitted regarding a request for Family and Medical Leave Act; medical leaves of absence; Pregnancy Disability Act leave; a sick pay claim form; information concerning questions of accommodation or hardship under the Americans with Disabilities Act (ADA) or other similar laws; information obtained regarding an industrial injury or accident (worker's compensation); and information obtained pursuant to the drug testing policy.

Authorizations. In certain circumstances, health/medical information may have to be made available, whether it is made to the employee, the District, the health care provider, or the insurance carrier. In these circumstances a signed authorization may be utilized. Generally, the authorization will contain the following elements:

● A description of the information to be disclosed and purpose for the use of the information.

● Specific identification of the person authorized to make the disclosure.

● Notice that the information may be re-disclosed without further protection after it is disclosed pursuant to the authorization.

Authorizations should be applicable only to specific information to be disclosed. However, depending upon circumstances, an employee may execute an authorization for the general release of health/medical information.

Adopted: December 1, 2010

GBK-R R ©

REGULATION

STAFF GRIEVANCES

Definitions

A grievance is a complaint by a District employee alleging a violation or misinterpretation, as to the employee, of any District policy or regulation that directly and specifically governs the employee's terms and conditions of employment. The term grievance shall not apply to any matter for which the method of review is prescribed by law, or the Governing Board is without authority to act. The suspension or dismissal of employees is covered by statute and, therefore, is not a grievable matter. Assignment, reassignment, or transfer of an employee to another position or duties is not grievable beyond the Superintendent unless there is a reduction in compensation or the Superintendent requests that it go to the Board.

A grievant shall be any employee of the District filing a grievance.

Terms and conditions of employment means the hours of employment, the compensation thereforetherefor, including fringe benefits, and the employer's personnel policies directly affecting the employee. In the case of professional employees, the term does not include educational policies of the District. A day is any day during which the District conducts business. The immediate supervisor is the lowest-level administrator having line supervisory authority over the grievant. At any level in the grievance process, an association representative may be requested by the grievant if the employee is an association member.

Informal Level

Before filing a formal written grievance, the grievant must attempt to resolve the matter by one (1) or more informal conferences with the immediate supervisor and, if requested by the girevant, a Glendale Union Education Association (G.U.E.A.) representative. The first of these informal conferences must be conducted within ten (10) days after the employee knew, or should have known through documentation, of the act or omission giving rise to the grievance. A second or any subsequent conference must occur within five (5) days after the initial informal conference, or any subsequent conference.

Formal Level

Level I. Within fifteen (15) days after the employee knew, or should have known through documentation, of the act or omission giving rise to the grievance, the grievant must present the grievance in writing to the immediate supervisor.

The grievance shall be a clear, concise statement of the circumstances giving rise to the grievance, a citation of the specific article, section, and paragraph of the policy or regulation that directly and specifically governs the employee's terms and conditions of employment that are alleged to have been violated, the decision rendered at the informal conference, and the specific remedy sought.

The immediate supervisor shall communicate a decision to the employee in writing within five (5) days after receiving the grievance.

Within the above time limits either party may request a personal conference to attempt to resolve the matter.

Level II. In the event the grievant is not satisfied with the decision at Level I, the decision may be appealed to the Superintendent within five (5) days after receipt of the decision.

The appeal shall include a copy of the original grievance, the decision rendered, and a clear, concise statement of the reasons for the appeal. The Superintendent shall communicate a decision within five (5) days after receiving the appeal. Either the grievant or the Superintendent may request a personal conference within the above time limits.

Level III. If the grievant is not satisfied with the decision at Level II, the grievant may, within five (5) days, submit an appeal in writing to the Superintendent for consideration by the Governing Board.

The Governing Board or Grievant may request in writing that the grievance be submitted to advisory arbitration by so notifying the clerk of the Board within ten (10) days after receipt of the Level II decision or the failure of the Superintendent to render a decision after the Level II hearing.

The Governing Board and the Grievant shall jointly select an advisory arbitrator. The advisory arbitrator’s recommendations shall be submitted in writing to the Governing Board and the Grievant. The advisory arbitrator’s recommendations shall be consistent with existing statutes.

The Governing Board shall take official action on the report of the advisory arbitrator within fifteen (15) days, or its next meeting, and shall render its decision in writing to all parties concerned.

All costs and expenses for the services of the advisory arbitration shall be borne by the party that requests the hearing. As an exception to this provision, costs may be shared equally by both parties when mutually agreed to do so.

General Provisions

Section 1. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed an acceptance of the decision rendered at that step, and there shall be no further right of appeal. Failure to file a grievance within the timelines specified after within fifteen (15) days after the employee knew, or should have known through documentation, of the circumstances upon which the grievance is based shall constitute a waiver of that grievance.

Section 2. The filing or pendency of any grievance under the provisions of this policy shall in no way operate to impede, delay, or interfere with the jurisdiction of the Governing Board or the Superintendent.

Section 3. Reprisals shall not be taken against the employee, any party in interest, any G.U.E.A. representative, or any other participant in the grievance procedure by reason of such participation.

GBK-EA ©

EXHIBIT

STAFF GRIEVANCES

LEVEL I GRIEVANCE FORM A

FORMAL GRIEVANCE PRESENTATION

To be completed by grievant within five (5) days after the last informal conference but no later than fifteen (15) days after the employee knew or should have known of the act or omission giving rise to the grievance.

Date of last informal
Grievant __________________ presentation _________________________

Immediate
School ___________________ supervisor ___________________________

Assignment ______________________________________________________

Policy or regulation alleged to have been violated ________________________

Statement of grievance:

Action requested:

____________________________________
Signature of grievant

GBK-EB ©

EXHIBIT

STAFF GRIEVANCES

LEVEL I GRIEVANCE FORM B

DECISION OF IMMEDIATE SUPERVISOR

To be completed by immediate supervisor within five (5) days after formal filing.

Grievant _______________________________________________________

Date of formal grievance presentation ________________________________

School ________________________________________________________

Immediate supervisor _____________________________________________

Decision of immediate supervisor
and reasons therefor:

Date of decision _____________ _________________________________
(Signature of immediate supervisor)

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Grievant's response [to be completed by the grievant within five (5) days after the decision]:

&EmptySmallSquare;o I accept the above decision of the immediate supervisor.

&EmptySmallSquare;o I hereby refer the above decision to the Superintendent, with reasons

detailing with reasons detailing nonacceptance at Level I and any any

relief sought (Level II).

Date of response ____________ _________________________________
(Signature of grievant)

GBK-EC ©

EXHIBIT

STAFF GRIEVANCES

LEVEL II GRIEVANCE FORM C

REFERRAL TO SUPERINTENDENT

To be completed by grievant within five (5) days of immediate supervisor's response.

Grievant _______________________________________________________

Date of formal presentation ________________________________________

Detail reasons for nonacceptance of grievance
decisions and any relief sought:

&EmptySmallSquare; o The attached grievance is hereby referred to the Superintendent.

Date of referral _____________ _________________________________
(Signature of grievant)

GBK-ED ©

EXHIBIT

STAFF GRIEVANCES

LEVEL II GRIEVANCE FORM D

DECISION OF SUPERINTENDENT

To be completed by the Superintendent within five (5) days.

Grievant _______________________________________________________

Date of formal grievance presentation ________________________________

Date appeal received by Superintendent ______________________________

Date hearing held by Superintendent (optional) _________________________

Decision of Superintendent
and reasons therefore:

Date of decision ____________ __________________________________
(Signature of of Superintendent)

______________________________________________________________

Grievant's response [to be completed by grievant within five (5) days after the decision]:

&EmptySmallSquare;o I accept the above decision of the Superintendent.

&EmptySmallSquare;o I hereby appeal to the Governing Board for a review
of this grievance (Level III).

Date of response ___________ _________________________________
(Signature of grievant)

GBK-EE ©

EXHIBIT

STAFF GRIEVANCES

LEVEL III (Final Action) GRIEVANCE FORM E

REVIEW BY GOVERNING BOARD

Grievant _______________________________________________________

Date of formal grievance receipt ____________________________________

&EmptySmallSquare;o The attached grievance is hereby appealed to the Governing

Board for the

Governing Board for a review.

Detail reasons for nonacceptance of grievance
decision at Level II and any relief sought:

Date appeal received by Governing Board ____________________________

BOARD RESPONSE:

&EmptySmallSquare; o The Board affirms the Superintendent's response.

&EmptySmallSquare;o Board rejects the Superintendent's response.

&EmptySmallSquare;o Board modifies the Superintendent's response as follows:

[TO BE COMPLETED WITHIN FIFTEEN (15) DAYS OF REVIEW]

GBP ©
PROHIBITED PERSONNEL PRACTICES

Disclosure Protected

It is a prohibited personnel practice for any District employee, who has control over personnel actions, to take reprisals against another employee for a disclosure of a matter of public concern, by that other employee, to a public body when the employee believes there has been:

● A. A violation of law.

● MismanagementB. Mismanagement, a gross waste of monies, or an abuse of authority.

An employee, or former employee, who believes that an adverse personnel action taken is the result of such person's disclosure of information under A.R.S. 38-532 shall make a complaint to the Board. The Board shall make a determination pursuant to the rules under A.R.S. 41-785.

Reporting Protected

A governing board or school district employee who has control over personnel decisions shall not take unlawful reprisal against an employee for good-faith reports about certificated personnel engaged in conduct involving minors that is reportable under A.R.S. 13-3620 (Reporting Child Abuse). Unlawful reprisal means an action taken by a governing board that results in:

● Disciplinary A. Disciplinary action.

● Transfer B. Transfer or reassignment.

● SuspensionC. Suspension, demotion, or dismissal.

● An D. An unfavorable performance evaluation.

● Other E. Other significant changes in duties or responsibility that are inconsistent with the employee's salary or salary or employment classification.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-514
23-425
38-532
41-785

GCA ©
PROFESSIONAL STAFF POSITIONS

Professional staff positions are created only with the approval of the Board. The District will attempt to activate a sufficient number of positions to accomplish the District's goals and objectives.

Before recommending the establishment of any new position, the Superintendent will present a job description for the position that specifies the qualifications, the performance responsibilities, and the method by which the performance of such responsibilities will be evaluated. The establishment of any new position will require Governing Board approval.

The Superintendent will maintain a comprehensive and up-to-date set of job descriptions of all positions in the school system.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-501
15-502
15-503

CROSS REF.:
CCB - Line and Staff Relations

GCB ©
PROFESSIONAL STAFF
CONTRACTS AND COMPENSATION

Salaries in the District will be differentiated in relationship to duties and responsibilities.

The Superintendent will provide recommendations on salaries and fringe benefits to the Board.

The Board at any time may establish, within the budgetary constraints of the District, the salaries and benefits for all employees necessary for the succeeding year.

Subject to the terms of employment contracts, the Governing Board at any time may reduce salaries or eliminate certificated teachers in the District in order to effectuate economies in the operation of the District or to improve the efficient conduct and administration of the District's schools. Notice of a general salary reduction shall be given each certificated teacher affected. These provisions do not apply to salary reductions from classroom site fund money.

Supplemental Services Contract

Staff members who meet specific qualifications may contract for supplemental services by working beyond their contractual duties. Participation in this program is encouraged for employees who are within one to three (1-3) years of retirement.

The Program

A participant in this program may earn a maximum lifetime amount of three thousand dollars ($3,000) for a project which is mutually agreed upon by the employee and the Administrator for Personnel after consultation with, and recommendations by, the principal and/or supervisor of the employee.

The program participant may be assigned a special project(s) designed to provide assistance to the District and/or other employees. Special projects might include, but are not limited to, activities such as curriculum development, research projects, updating reference bases, an additional work project at the local school or working with new and inexperienced employees.

Qualifications for Participation

In order to qualify, the employee must have been employed full-time by the District for a minimum of fifteen (15) years. An employee shall be considered full-time when the employee has met the conditions for full-time employment as prescribed in state law or Governing Board policy including salary schedules.

A combination of age and service which qualifies the employee for benefits from the Arizona State Retirement System within a period of three (3) years.

Adopted: December 1, 2010Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-502

15-503

15-544
15-952
15-977

CROSS REF.:
GCF - Professional Staff Hiring

GCO - Evaluation of Professional Staff Members

GCBA ©
PROFESSIONAL STAFF
SALARY SCHEDULES

Administrators

The Board will enter into an individual contract with each member of the administrative staff commensurate with the requirements of the position. This contract shall describe the general services to be rendered by the employee in return for financial and other considerations. Additionally, the employee's job description, detailing the more specific performance responsibilities of the contracted position and the mode of evaluating performance, shall be incorporated into the contract by reference. All terms and conditions of contracts with administrative staff members are to conform with the requirements of the Arizona Revised Statutes.

Other Certificated Personnel

The salary schedule pertains to personnel holding provisional, basic, or standard certificates at the elementary or secondary levels.

Initial Placement on Salary Schedule. New teachers entering the system with prior teaching service, who have met academic and professional qualifications for Arizona State Department of Education certification, will be given a maximum credit of five (5) _____ years for substantiated experience, i.e., placed on the sixth (6th) _____ step of the salary schedule.

Verified previous experience recognized for the purpose of placement on the salary schedule is defined as any previous full-time certificated teaching in any public school. For a teacher to receive credit for previous teaching experience, the teacher must furnish the office of the Superintendent full information concerning the previous teaching records. When the experience has been verified, credit will be given by the District.

Days intended for participation in professional association activities are not to be compensated under an employee's contract or other employment agreements. For the purpose of this policy, professional association activities for which compensation is not available do not include in-service training in the certificated employee's assigned area of employment.

Substitutes

Pay for substitute teaching will be established by the Board.

The Superintendent may recommend to the Governing Board an adjustment in pay for substitute teaching when a substitute is to serve in one capacity or position for an extended length of time.

Advancement on Salary Schedule

Vertical and horizontal advancement on the salary schedule will be in accordance with the salary schedule currently in effect. Vertical advancement is limited to one (1) step per year.

Reasons for denial of vertical advancement on the salary schedule include but are not limited to:

A. Lack of adequate disciplinary control.

B. Insufficient effort and time given to assigned duties or failure to engage in a reasonable amount of extracurricular activity.

C. Lack of cooperation with the administration in carrying out adopted policies of the school.

D. Unprofessional conduct.

Other Contract Provisions

Any person who does not work the full term as set up by salary schedule shall be paid on a prorated basis for the number of days to be worked for the remainder of the school year; this shall include school days taught plus the number of days required for orientation.

For newly hired, critical, and difficult-to-fill certificated personnel positions placed on the teachers' salary schedule, differentials above the stated schedule may be paid.

A teacher who is or has been employed by or teaching at a charter school, and was previously employed by the School District, shall receive the benefits, protections, and preferences granted under A.R.S. 15-187.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
15-504
15-941

CROSS REF.:
GCCE - Professional/Support Staff Conferences/Visitations/Workshops

GCO-RB - Evaluation of Professional Staff Members

GCB-E

EXHIBIT

PROFESSIONAL STAFF
CONTRACTS AND COMPENSATION

SUPPLEMENTAL SERVICES CONTRACT

Employee Name __________________________ Work Location _____________

Social Security No. ________________________

Qualifications for Participation

1. The employee must have been employed full-time by the District for a minimum of fifteen (15) years. An employee shall be considered full-time when the employee has met the conditions for full-time employment as prescribed in state law or Governing Board policy including salary schedules.

2. A combination of age and service which qualifies the employee for benefits from Arizona State Retirement System within a period of three (3) years.

My project will take from ______________________ to ______________________

Description of Project
(Please use the other side of form or attach a copy of your project)

This is how I would like my three thousand dollar ($3000) supplement to be paid:
(Supplement will be paid upon the completion of the project)

◻ Lump sum payment To be paid on _____________________

◻ To my 403b/457b account ◻ AIG Valic

◻ MetLife

◻ Security Benefit

◻ Vanguard

Employee Signature _______________________________ Date ___________

Administrative Signature ____________________________ Date ___________

Return form to District Human Resources Department.

GCBC ©
PROFESSIONAL STAFF
SUPPLEMENTARY PAY PLANS

(Extra-Duty Pay)

The Superintendent will recommend to the Board an extra-duty pay schedule each year for its review and action.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502

GCBD ©
PROFESSIONAL STAFF
FRINGE BENEFITS

The Governing Board will review professional staff fringe benefits each year during the budget process and may modify the benefits to meet the best interest of the District.

Minimum standards of eligibility for fringe benefits will be determined by the Board annually.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-187
15-502

CROSS REF.:
DKB - Salary Deductions
GCBA - Professional Staff Salary Schedules

GCC ©
PROFESSIONAL / SUPPORT STAFF
LEAVES AND ABSENCES

(Absent Without Leave)

An employee shall be deemed "absent without leave" when absent from work because of:

● A. A reason that conforms to a policy currently in effect but the maximum days provided for in that policy will that policy will be exceeded; or

● A B. A reason that does not conform to any policy currently in effect; or

● Failure C. Failure to report to work without prior notification to the Superintendent.

In no case shall an employee be compensated for time lost due to being absent without leave.

An employee who is absent from work without prior approval is subject to disciplinary action, as is one who was unable to obtain prior approval due to unusual circumstances and such approval is denied upon the employee's return.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

GCCB ©
PROFESSIONAL / SUPPORT STAFF
PERSONAL / EMERGENCY /
RELIGIOUS LEAVE

Each staff member will be granted personal leave not to exceed two (2) days per year. No more than ten percent (10%) of the staff or other groupings of employees may take personal leave at any one time. Requests for personal leave must be received at least four (4) working days prior to the first day of leave, and must be approved by the principal.

Requests shall be acted upon in order of receipt, and the availability of substitutes, if necessary, may limit the number of requests granted at any one (1) time.

Personal leave will not be granted during the following periods:

A. On the day immediately preceding or following a holiday or vacation.

B. During the first two (2) weeks of school or the last two (2) weeks of school.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-510

GCCA ©
PROFESSIONAL / SUPPORT STAFF
SICK LEAVE

Sick leave for District personnel is a designated amount of compensated leave that is to be granted to a staff member who, through personal or family illness, injury, or quarantine, is unable to perform the duties assigned. Family, for purposes of sick leave, shall include:

          Spouse               Grandparents

          Children              Grandchildren

          Parents               Like relations created by marriage

          Siblings                  (e.g., stepchild, father-in-law, et cetera)

Family illness, for purposes of sick leave, shall not exceed a period of three (3) days, unless an approval is granted by the Superintendent.

Sick leave is only for the purpose of recuperative activities, e.g., obtaining medical care or treatment, procuring medications or other prescribed materials, convalescing at home or at a medical facility, or other therapy or activity prescribed by the employee's physician or health practitioner, with verification required if requested by the Superintendent. The District may, at District expense, require the employee to submit to medical or psychiatric examination by a physician or psychiatrist selected by the District to determine 1) whether or not the continued use of sick leave is appropriate or 2) whether return to duty is appropriate.

Sick leave may include other excused absences, such as medical, dental, or optical examination or treatment impossible to schedule on nonduty days.

Each staff member shall be credited with a sick leave allowance at the rate of one (1_____ (__) days per month up to ten (10) or twelve (12) days, determined by the number of months employed:

Twelve (12) month

employment twelve

employment twelve (12) days

Ten (10) month

employment ten

employment ten (10) days

The unused portion of such allowance shall accumulate without limitation.to a maximum of _____ (__) days, at which time no more sick leave can be accumulated. As accumulated sick leave days are used and drop below _____ (__) days, an eligible employee may again accumulate sick leave up to the maximum limit.

When a staff member exhausts all days of accumulated sick leave, an unpaid leave of absence must be requested, pursuant to District policy.

Sick leave of any staff member who does not serve a full school year shall be prorated at the rate of one (1) day per month.

Sick leave may be used for childbirth during the time the physician verifies that the employee is physically unable to perform her normal duties. If the If an employee does not wish to return to her duties following childbirth, an extended leave of absence must be requested, consistent with existing District policy.

Upon request, the staff member shall inform the Superintendent of the following:

A. Purpose for which sick leave is being taken.

B. Expected date of return from sick leave.

C. Where the staff member

who is or will be the father or the grandparent of a newborn child will be allowed one (1) days of sick leave for the birth. In the event of medical complications, more than one (1) day of sick leave may be allowed.

Upon request, the staff member shall inform the Superintendent of the following:

● Purpose for which sick leave is being taken.

● Expected date of return from sick leave.

● Where the staff member may be contacted during the leave.

Any employee who can be shown to have willfully violated or misused the District's sick leave policy or misrepresented any statement or condition will be subject to discipline, which may include reprimand, suspension, and/or dismissal.

Adopted: December 1, 2010

may be contacted during the leave.

Use of Earned Paid

Sick Time

Earned paid sick time shall be provided to an employee by an employer for:

A. An employee's mental or physical illness, injury or health condition; an employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury or health condition; an employee's need for preventive medical care;

B. Care of a family member with a mental or physical illness, injury or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury or health condition; care of a family member who needs preventive medical care;

C. Reasons related to child care, domestic violence, sexual violence, abuse or stalking, and legal services as described in A.R.S. 23-373.

Earned paid sick time shall be provided upon the request of an employee. Such request may be made orally, in writing, by electronic means or by any other means acceptable to the employer. When possible, the request shall include the expected duration of the absence.

When the use of earned paid sick time is foreseeable, the employee shall make a good faith effort to provide notice of the need for such time to the employer in advance of the use of the earned paid sick time and shall make a reasonable effort to schedule the use of earned paid sick time in a manner that does not unduly disrupt the operations of the employer.

An employer that requires notice of the need to use earned paid sick time where the need is not foreseeable shall provide a written policy that contains procedures for the employee to provide notice. An employer that has not provided to the employee a copy of its written policy for providing such notice shall not deny earned paid sick time to the employee based on non-compliance with such a policy.

An employer may not require, as a condition of an employee's taking earned paid sick time, that the employee search for or find a replacement worker to cover the hours during which the employee is using earned paid sick time.

Earned paid sick time may be used in the smaller of hourly increments or the smallest increment that the employer's payroll system uses to account for absences or use of other time.

For earned paid sick time of three (3) or more consecutive work days, an employer may require reasonable documentation that the earned paid sick time has been used for a purpose covered by A, B, or C, above. Documentation signed by a heath care professional indicating that earned paid sick time is necessary shall be considered reasonable documentation for purposes of this section

As defined in statute (A.R.S. 23-371), "family member" means:

A. Regardless of age, a biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, a child to whom the employee stands in loco parentis, or an individual to whom the employee stood in loco parentis when the individual was a minor;

B. A biological, foster, stepparent or adoptive parent or legal guardian of an employee or an employee's spouse or domestic partner or a person who stood in loco parentis when the employee or employee's spouse or domestic partner was a minor child;

C. A person to whom the employee is legally married under the laws of any state, or a domestic partner of an employee as registered under the laws of any state or political subdivision;

D. A grandparent, grandchild or sibling (whether of a biological, foster, adoptive or step relationship) of the employee or the employee's spouse or domestic partner; or

E. Any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

Notice:

A. Employers shall give employees written notice of the following at the commencement of employment or by July 1, 2017, whichever is later: employees are entitled to earned paid sick time and the amount of earned paid sick time, the terms of its use guaranteed in statute, that retaliation against employees who request or use earned paid sick time is prohibited, that each employee has the right to file a complaint if earned paid sick time as required by statute is denied by the employer or the employee is subjected to retaliation for requesting or taking earned paid sick time, and the contact information for the commission where questions about rights and responsibilities under can be answered.

B. The required notice required shall be in English, Spanish, and any language that is deemed appropriate by the Industrial Commission of Arizona.

C. The amount of earned paid sick time available to the employee, the amount of earned paid sick time taken by the employee to date in the year and the amount of pay the employee has received as earned paid sick time shall be recorded in, or on an attachment to, the employee's regular paycheck.

D. The Industrial Commission of Arizona shall create and make available to employers, in English, Spanish, and any language deemed appropriate by the commission, model notices that contain the information for employers' use in complying with the statute.

E. Employer violation of the notice requirements shall be subject to a civil penalty as prescribed in A.R.S. 23-364.

Accrual:

A. Employees of an employer with fifteen (15) or more employees shall accrue a minimum of one (1) hour of earned paid sick time for every thirty (30) hours worked, but employees shall not be entitled to accrue or use more than forty (40) hours of earned paid sick time per year, unless the employer selects a higher limit.

B. Employees of an employer with fewer than fifteen (15) employees shall accrue a minimum of one hour of earned paid sick time for every thirty (30) hours worked, but employees shall not be entitled to accrue or use more than twenty-four (24) hours of earned paid sick time per year, unless the employer selects a higher limit.

C. Earned paid sick time shall begin to accrue at the commencement of employment or on July 1, 2017, whichever is later. An employer may provide all earned paid sick time that an employee is expected to accrue in a year at the beginning of the year.

D. An employee may use earned paid sick time as it is accrued, except that an employer may require an employee hired after July 1, 2017, to wait until the ninetieth calendar day after commencing employment before using accrued earned paid sick time, unless otherwise permitted by the employer.

E. Employees who are exempt from overtime requirements under the Fair Labor Standards Act of 1938 (29 United States Code section 213(A)(1)) will be assumed to work forty (40) hours in each work week for purposes of earned paid sick time accrual unless their normal work week is less than forty (40) hours, in which case earned paid sick time accrues based upon that normal work week.

F. Earned paid sick time shall be carried over to the following year, subject to the limitations on usage indicated above for employees of employers with fifteen (15) or more employees and employees of employers with fewer than fifteen (15) employees. Alternatively, in lieu of carryover of unused earned paid sick time from one (1) year to the next, an employer may pay an employee for unused earned paid sick time at the end of a year and provide the employee with an amount of earned paid sick time that meets or exceeds the requirements in statute that is available for the employee's immediate use at the beginning of the subsequent year.

G. If an employee is transferred, but remains employed by the same employer, the employee is entitled to all earned paid sick time accrued and is entitled to use all earned paid sick time as provided in this section.

H. When there is a separation from employment and the employee is rehired within nine (9) months of separation by the same employer, previously accrued earned paid time that had not been used shall be reinstated. Further, the employee shall be entitled to use accrued earned paid sick time and accrue additional earned paid sick time at the re-commencement of employment.

I. When a different employer succeeds or takes the place of an existing employer, all employees of the original employer who remain employed by the successor employer are entitled to all earned paid sick time they accrued when employed by the original employer, and are entitled to use earned paid sick time previously accrued.

J. At its discretion, an employer may loan earned paid sick time to an employee in advance of accrual by such employee.

Any employer with a paid leave policy, such as a paid time off policy, who makes available an amount of paid leave sufficient to meet the accrual requirements of this section that may be used for the same purposes and under the same conditions as earned paid sick time under this article is not required to provide additional paid sick time.

Nothing in statute shall be construed as requiring financial or other reimbursement to an employee from an employer upon the employee's termination, resignation, retirement or other separation from employment for accrued earned paid sick time that has not been used.

Retaliation Prohibited

It shall be unlawful for an employer or any other person to interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right protected in statute.

An employer shall not engage in retaliation or discriminate against an employee or former employee because the person has exercised protected rights. Such rights include but are not limited to the right to request or use earned paid sick time pursuant to the statute; the right to file a complaint with the commission or courts or inform any person about any employer's alleged violation; the right to participate in an investigation, hearing or proceeding or cooperate with or assist the commission in its investigations of alleged violations and the right to inform any person of his or her potential rights.

It shall be unlawful for an employer's absence control policy to count earned paid sick time taken as an absence that may lead to or result in discipline, discharge, demotion, suspension, or any other adverse action.

Protections of this section shall apply to any person who mistakenly but in good faith alleges violations of this policy based on the supporting statutes.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-187
15-502

23-363

23-364

23-371

23-372

23-373

23-374

23-375

CROSS REF.:
GCBA - Professional Staff Salary Schedules

GCCC-EA ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

CERTIFICATION OF HEALTH CARE PROVIDER
(Family and Medical Leave Act of 1993)
When completed, this form goes to the employee.

1. Employee's Name _____________________________________________

2. Patient's Name (If different from employee) __________________________

3. A definition of "serious health condition" under the Family and Medical Leave Act is provided near the end of this form. Does the patient's condition¹ qualify under any of the categories described? If so, please check the applicable category.

(1) ___ (2) ___ (3) ___ (4) ___ (5) ___ (6) ___, or None of the above ___

___________________________________________

4. Describe the medical facts which support the patient's certification, including a brief statement as to how the medical facts meet the criteria of the category checked above:

5. a. State the approximate date the condition commenced, and the probable
duration of the condition (and also the probable duration of the patient's
present incapacity² if different):

     b. Will it be necessary for the employee to take work only intermittently or
          to work on a less than full schedule as a result of the condition
          (including for treatment described in Item 6 below)?

If yes, give the probable duration:

     c. If the condition is a chronic condition (condition 4) or pregnancy, state
          whether the patient is presently incapacitated² and the likely duration and
          frequency of episodes of incapacity²:

___________________________________________

¹ Here and elsewhere on this form, the information sought relates only to
the condition for which the employee is taking FMLA leave.

² "Incapacity," for purposes of FMLA, is defined to mean inability to work,
attend school or perform other regular daily activities due to the serious
health condition, treatment therefore, or recovery therefrom.

6. a. If additional treatments will be required for the condition, provide an
estimate of the probable number of such treatments.

          If the patient will be absent from work or other daily activities because of
          treatment on an intermittent or part-time basis, also provide an
          estimate of the probable number of and interval between such treatments,
          actual or estimated dates of treatment if known, and period required
          for recovery if any:

     b. If any of these treatments will be provided by another provider of health
          services (e.g., physical therapist), please state the nature of the
          treatments:

     c.  If a regimen of continuing treatment by the patient is required under
          your supervision, provide a general description of such regimen
          (e.g., prescription drugs, physical therapy requiring special equipment):

___________________________________________

7. a. If medical leave is required for the employee's absence from work
          because of the employee's own condition (including absences due
          to pregnancy or a chronic condition), is the employee unable to perform
          work of any kind?

     b. If able to perform some work, is the employee unable to perform any
          one (1) or one (1) or more of the essential functions of the
          employee's job (the employee or the employer should supply you with
          information about the essential job functions)? If yes, please list the
          essential functions the employee is unable to perform:

c. If neither a. nor b. above applies, is it necessary for the employee to be
absent from work for treatment?

___________________________________________

8. a. If leave is required to care for a family member of the employee with a
serious health condition, does the patient require assistance for basic
medical or personal needs or safety, or for transportation?

b. If no, would the employee's presence to provide psychological comfort
be beneficial to the patient or assist in the patient's recovery?

c. If the patient will need care only intermittently or on a part-time basis,
please indicate the probable duration of this need:

___________________________________________

_________________________________ _________________________
Signature of Health Care Provider Type of Practice

_________________________________ _________________________
Address Telephone Number

_________________________________ _________________________
Date

_________________________________ _________________________

To be completed by the employee needing family leave to care for a family member:

State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:

_________________________________ _________________________
Employee Signature Date

Definitions

A "Serious Health Condition" means an illness, injury impairment, or physical or mental condition that involves one (1) of the following:

1. Hospital Care

Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity² or subsequent treatment in connection with or consequent to such inpatient care.

2. Absence Plus Treatment

(a) A period of incapacity² of more than three (3) consecutive calendar days (including any subsequent
treatment or period of incapacity² relating to the same condition), that also involves:

          (1)  Treatment³ two (2) or more times by a health care provider, by a
   nurse or physician's assistant under direct supervision of a health
  care provider, or by a provider of health care services (e.g., physical
  therapist) under orders of, or on referral by, a health care provider; or

          (2)  Treatment by a health care provider on at least one (1) occasion
   which results in a regimen of continuing treatment⁴ under the
   supervision of the health care provider.

3. Pregnancy

Any period of incapacity due to pregnancy, or for prenatal care.

4. Chronic Conditions Requiring Treatments

A chronic condition which:

(1) Requires periodic visits for treatment by a health care provider, or by a
nurse or physician's assistant under direct supervision of a health care
provider;

(2) Continues over an extended period of time (including recurring
episodes of a single underlying condition); and

(3) May cause episodic rather than a continuing period of incapacity²
(e.g., asthma, diabetes, epilepsy, etc.).

5. Permanent/Long-term Conditions Requiring Supervision

A period of Incapacity² which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider. Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.

6. Multiple Treatments (Non-Chronic Conditions)

Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of Incapacity² of more than three (3) consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), and kidney disease (dialysis).

This optional form may be used by employees to satisfy a mandatory requirement to furnish a medical certification (when requested) from a health care provider, including second or third opinions and recertification (29 C.F.R. 825.306).

___________________________________________

³³ Treatment includes examinations to determine if a serious health condition exists and evaluations of the condition. Treatment does not include routine physical examinations, eye examinations, or dental examinations.

⁴A regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition. A regimen of treatment does not include the taking of over-the-counter medications such as aspirin, antihistamines, or salves: or bed-rest, drinking fluids, exercise, and other similar activities that can be initiated without a visit to a health care provider.

GCCC-EB ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

EMPLOYER RESPONSE TO EMPLOYEE REQUEST
FOR FAMILY OR MEDICAL LEAVE
(Family and Medical Leave Act of 1993
Optional Use Form - See 29 C.F.R. § 825.300)

Date: ___________________________

To: _________________________________________________________
(Employee's Name)

From: _________________________________________________________
(Name of Appropriate Employer Representative)

Subject: REQUEST FOR FAMILY/MEDICAL LEAVE

On ________________________, you notified us of your need to take
(Date)
family/medical leave due to:

&EmptySmallSquare; The birth of a child, or the placement of a child with you for adoption
or foster care; or

&EmptySmallSquare;A serious health condition that makes you unable to perform the
essential functions for your job; or

&EmptySmallSquare;A serious health condition affecting your &EmptySmallSquare; spouse, &EmptySmallSquare; child,
&EmptySmallSquare; parent, for which you are needed to provide care; or

&EmptySmallSquare;A qualifying exigency (as the Secretary shall, by regulation, determine)
arising out of the fact that the spouse, or a son, daughter, or parent of the
employee is on active duty (or has been notified of an impending call or
order to active duty) in the Armed Forces in support of a contingency
operation.

You notified us that you need this leave beginning on ____________________. (Date)

and that you expect leave to continue until on or about ___________________.
(Date)

Except as explained below, you have a right under the FMLA for up to twelve (12) weeks of unpaid leave in a twelve (12) month period for the reasons listed above. Also, your health benefits must be maintained during any period of unpaid leave under the same conditions as if you continued to work, and you must be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return from leave. If you do not return to work following FMLA leave for a reason other than: 1) the continuation, recurrence, or onset of a serious health condition which would entitle you to FMLA leave; or 2) other circumstances beyond your control, you may be required to reimburse us for our share of health insurance premiums paid on your behalf during your FMLA leave.

This is to inform you that: (check appropriate boxes: explain where indicated)

1. You are &EmptySmallSquare; eligible &EmptySmallSquare; not eligible for leave under the FMLA.

2. The requested leave &EmptySmallSquare; will &EmptySmallSquare; will not be counted against your annual
FMLA leave entitlement.

3. You &EmptySmallSquare; will &EmptySmallSquare; will not be required to furnish medical certification of a
     serious health condition. If required, you must furnish certification by
     ________________ (insert date; must be at least fifteen [15] days after
     you are notified of this requirement), or we may delay the commencement
     of your leave until the certification is submitted.

4. You may elect to substitute accrued paid leave for unpaid FMLA leave. We
     &EmptySmallSquare; will &EmptySmallSquare; will not not not require that you substitute accrued paid leave for
     unpaid FMLA leave. If paid leave will be used, the following conditions will
     apply: (Explain)

5. (a) If you normally pay a portion of the premiums for your health insurance,
           these payments will continue during the period of FMLA leave.
           Arrangements for payment have been discussed with you, and it is
           agreed that you will make premium payments as follows: (Set forth dates,
           e.g., the tenth [10th] of each month, or pay periods, etc., that specifically
           cover the agreement with the employee.)

     (b) You have a minimum thirty (30)-day (or, indicate longer period, if
           applicable) gace period in which to make premium payments. If payment
           is not made timely, your group health insurance may be cancelled,
           provided we notify you in writing at least fifteen (15) days before the date
           that your health coverage will lapse, or, at our option, we may pay your
           share of the the premiums during FMLA leave, and recover these pay-
           ments from you upon your return to work. We  &EmptySmallSquare; will &EmptySmallSquare; will not pay
           your share of health insurance premiums while you are on leave.

     (c) We &EmptySmallSquare; will &EmptySmallSquare; will not do the same with other benefits (e.g., life insurance,
           life insurance, disability insurance, etc.) while you are on FMLA leave. If
           we do pay your premiums for other benefits, when you return from leave
           you &EmptySmallSquare; will &EmptySmallSquare; will not be expected to reimburse us for the payments
           made on your behalf.

6. You  &EmptySmallSquare; will &EmptySmallSquare; will not be required to present a fitness-for-duty certificate
     prior to being restored to employment. If such certification is required but not
     received, your return to work may be delayed until certification is provided.

7. (a) You &EmptySmallSquare; are &EmptySmallSquare; are not a "key employee" as described in § 825.217 of the
           FMLA regulations. If you are a "key employee:" restoration to employ-
           ment may be denied following FMLA leave on the grounds that such
           restoration will cause substantial and grievous economic injury to the
           District as discussed in § 825.218.

     (b) We o have o have not determined that restoring you to employment at
           the conclusion of FMLA leave will cause substantial and grievous
           economic harm to us. ([a] and/or [b] may be explained if requested. See
           §825.219 of the FMLA regulations.)

8. While on leave, you &EmptySmallSquare; will &EmptySmallSquare; will not be required to furnish us with periodic
     reports every __________________________ (indicate interval of periodic
     reports, as appropriate for the particular leave situation) of your status and
     intent to return to work (see § 825.309 of the FMLA regulations). If the
     circumstances of your leave change and you are able to return to work
     earlier than the date indicated on the reverse side of this form, you &EmptySmallSquare; will
     &EmptySmallSquare; will not be required to notify us at least two (2) work days prior to the date
     you intend to report to work.

9 You  &EmptySmallSquare; will &EmptySmallSquare; will not be required to furnish recertification relating to a
    serious health condition. (Explain below, if necessary, including the interval
    between certifications as prescribed in §825.308 of the FMLA regulations.)

This optional use form may be used to satisfy mandatory employer requirements to provide employees taking FMLA leave with written notice detailing specific expectations and obligations of the employee and explaining any consequences of a failure to meet these obligations. (29 C.F.R. 825.300(b).)

GCCC-EC ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

YOUR RIGHTS UNDER THE FAMILY AND
MEDICAL LEAVE ACT OF 1993

The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide up to twelve (12) weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one (1) year, and for one thousand two hundred fifty (1,250) hours over the previous twelve (12) months, and if there are at least fifty (50) employees within seventy-five (75) miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

Reasons for Taking Leave

Unpaid leave must be granted for any of the following reasons:

● To A. To care for the employee's child after birth, or placement for adoption or foster care;

● To B. To care for the employee's spouse, son or daughter, or parent who has a serious health condition; or

● For C. For a serious health condition that makes the employee unable to perform the employee's job.

At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.

Advance Notice and Medical Certification

The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.

● The A. The employee ordinarily must provide thirty (30) days advance notice when the leave is "foreseeable."

● An B. An employer may require medical certification to support a request for leave because of a serious health conditionhealth condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to report to return to work.

Job Benefits and Protection:

● For A. For the duration of FMLA leave, the employer must maintain the employee's health coverage under any any "group health plan."

● Upon B. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent positions with equivalent pay, benefits, and other employment terms.

● The C. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employeestart of an employee's leave.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:

● interfere A. interfere with, restrain, or deny the exercise of any right provided under FMLA.

● discharge B. discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement for involvement in any proceeding under or relating to FMLA.

Enforcement:

● The A. The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.

● An B. An eligible employee may bring a civil action against an employer for violations.

FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights.

For Additional Information

If you have access to the Internet visit the FMLA website: http://www.dol.gov/ esa/whd/fmla. To locate your nearest Wage-Hour Office, telephone the Wage-Hour toll-free information and help line at 1-866-4USWAGE (1-866-487-9243): a customer service representative is available to assist you with referral information from 8am to 5pm in your time zone; or log onto the following at http://www.wagehour.dol.gov.

A Spanish translation of this form may be downloaded
at http://www.dol.gov/whd/fmla/index.htm

GCCC GCCC
PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

[FMLA POLICY WHEN FEWER THAN 50 EMPLOYEES]

The District recognizes that on occasion extenuating circumstances arise that may necessitate absence from duty that is not covered by other specific leave provisions of the District. To address such situations, a leave of absence, without pay, may be granted a member of the certificated or support staff for not longer than one (1) year.

Leave of absence may be requested for, but not limited to, the following purposes:

● For a A. For additional education that relates to the employee's primary assignment. A plan of contemplated course work must be presented.

B. To provide for an unpaid leave in a situation where the employee will be absent from work because of 1) a reason that conforms to a policy currently in effect but the maximum number of days provided for in that policy will be exceeded, or 2) failure to report to work without prior notification to the Superintendent.

C. For a leave of absence that benefits or is in the best interest of the District, as determined by the Board upon review upon review of the application.

● For leave under the Family and Medical Leave Act.

A leave of absence requested pursuant to this policy may be:

● Approved A. Approved by the Superintendent if the leave period does not exceed twelve (12) weeks; or

● Recommended B. Recommended by the Superintendent and approved by the Governing Board if the leave period exceeds twelve exceeds twelve (12) weeks.

A request for leave of absence shall not be denied by the District if the employee is entitled to the leave under the Family and Medical Leave Act. All other applications for leave of absence may be granted or denied by the District, in its sole discretion.

Each request for such a leave of absence shall be in a written application stating the purpose, starting date, and duration of the leave of absence, the reasons for its necessity or desirability, and any other information the applicant deems relevant to the request.

The leave of absence shall be only for the purpose and duration approved and may not be extended without written approval by the District.

All rights of continuing status (certificated teachers only), retirement, salary increments, and other benefits shall be restored at the level earned when the leave was granted. All accrued sick, vacation, personal, and other paid leave shall be applied to the leave period unless otherwise agreed to by the District or prohibited by the Family and Medical Leave Act.

Family and Medical

Leave Act (FMLA)

The District shall fully comply with the Family and Medical Leave Act and all interim and final regulations interpreting the FMLA issued by the U.S. Department of Labor. Accordingly, all portions of this policy that pertain to the FMLA shall be interpreted in a manner consistent with the FMLA and its regulations. Subject to the conditions set forth herein, any eligible employee of the District may take up to twelve (12) weeks of leave (FMLA leave) measured backward for each employee from the first time such employee uses leave under FMLA without pay, for any one (1) or more of the following reasons:

● Because of the birth of a child of the employee and in order to care for such child.

● Because of the placement of a child with the employee for adoption or foster care.

● In order to care for the spouse or a son, daughter, or parent of the employee, if such person has a serious health condition.

● Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.

● Because of any qualifying exigency (as the Secretary shall, by regulation, determine) arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation.

An eligible employee is one who has been employed by the District at least twelve (12) months and who has completed at least one thousand two hundred fifty (1,250) hours of service immediately prior to the time the FMLA leave is to commence.

Serious health condition means an illness, injury, impairment, or physical condition that involves inpatient care in a hospital, hospice, or residential medical facility, or outpatient care with continuing medical treatment by a licensed physician. Any employee who has been employed by the District at least twelve (12) months and who has completed at least one thousand two hundred fifty (1,250) hours of service immediately prior to the time the leave is to commence shall be eligible for FMLA leave.

Special conditions applicable to FMLA. Entitlement to leave for the birth of a child or the placement of a child for adoption or foster care ends at the expiration of a twelve (12)-month period, beginning on the date of the event. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember shall be entitled to a total of twenty-six (26) workweeks of leave during a twelve (12)-month period to care for the servicemember. The leave described to care for a covered servicemember shall only be available during one (1) single twelve (12)-month period.

A husband and wife working for the District may be limited to a total of twelve (12) weeks of leave during each applicable twelve (12)-month period for leave for the birth of a child or the placement of a child for adoption or foster care and to care for an employee's parent with a serious health condition. The aggregate number of workweeks of leave to which both the husband and wife may be entitled under covered servicemember family leave combined with leave as described in the previous sentence shall be limited to twenty-six (26) workweeks during one (1) single twelve (12)-month period.

The District shall not require an employee to substitute accrued sick leave for FMLA leave used by reason of a birth, adoption, or foster placement. An employee shall substitute accrued vacation or other paid leave for FMLA leave used by reason of a birth, adoption, or foster placement, to the extent available by policy, unless otherwise agreed to by the District. In any other circumstance, an employee's accrued sick, vacation, or other paid leave shall be substituted for FMLA leave, to the extent available by policy, unless otherwise agreed to by the District.

Notice. An employee must provide at least thirty (30) days notice before the FMLA leave is to begin if the need for the leave is foreseeable based on an expected birth, placement for adoption, or foster care, planned medical treatment for a serious health condition, or military service leave of the employee or family member. If thirty (30) days notice is not practicable, notice must be given as soon as practicable. The notice shall be in the form of a request for leave of absence as specified in this policy. The District may deny FMLA leave to any eligible employee until such time as the employee has provided the required notice.

Certification. All FMLA leave shall be supported by medical certificate provided by the employee's health provider in the form of the exhibit accompanying this policy. In any instance where the FMLA leave must be preceded by thirty (30) days notice, the medical certificate should accompany the request for leave of absence. In any other instance, the medical certificate should be provided within fifteen (15) days after the FMLA leave commences.

Certification of active military duty or call to active duty in support of a contingency operation for purpose of receiving family leave shall be required under the same conditions as FMLA certification for leave indicated above.

The employee may be requested (at the District's expense) to provide recertification of medical conditions in support of leave if the District feels that the circumstances so warrant and notice is given. Recertification shall not be required for intervals shorter than thirty (30) days.

Whenever a medical certification or recertification is required of an employee, notice describing such requirement and providing the form of such certification shall be provided to the employee. An employee shall not be denied FMLA leave or other rights under the FMLA unless a notice required by FMLA in such situation has first been provided to the employee.

In the case of continuation, recurrence, or onset of a serious health condition to the employee, covered family of the employee (including a servicemember being cared for by an employee) and the employee is unable to return to work, certification issued by the health care provider of the entity with the serious health condition shall be required to support the inability of the employee to return to work.

Intermittent or reduced time (IRT) leave. FMLA leave may be taken intermittently or on a reduced leave schedule under the following circumstances:

● If medically necessary to care for a family member or for the employee's own serious health condition;

● Because of any qualifying exigency the spouse, or a son, daughter, or parent, of the employee is on active duty, or notified of an impending call or order to active duty in support of a contingency operation; or

● If approved by the District.

The District may, for the term of the leave, transfer the employee to an alternative position with equivalent pay and benefits.

If the IRT leave is for an instructional employee (one whose principal function is to instruct students in a class, small group, or as individuals), the District can require the employee either to take leave for a period or periods of a particular duration not greater than the duration of the planned treatment or to transfer temporarily to an available alternative position with equivalent pay and benefits that provides better accommodation of recurring periods of leave, provided the leave is:

● Requested to care for a qualifying family member or as a result of the employee's serious health condition preventing job performance;

● Foreseeable, based upon planned medical treatment; and

● For more than twenty percent (20%) of the working days in the leave period.

The employee may be granted leave under these circumstances, subject to reasonable efforts to schedule treatment so as not to unduly disrupt the educational program.

Special end-of-semester circumstances for instructional employees. Under each of the following conditions, leave for an instructional employee may be required to continue to the end of the academic semester:

● Leave begins more than five (5) weeks before the end of the semester, leave is for at least three (3) weeks, and return to employment would occur during the last three (3) weeks of the semester.

● Leave other than for the employee's serious health condition begins within the last five (5) weeks of the semester, leave is for greater than two (2) weeks duration, and return to employment would occur during the last two (2) weeks of the semester.

● Leave other than for the employee's serious health condition begins within the last three (3) weeks of the semester and leave exceeds five (5) working days.

Employee notification. With each request for FMLA leave, the employee shall be notified:

● About FMLA by provision of the FMLA fact sheet (Exhibit EE).

● As appropriate concerning the expectations, obligations, and consequences of taking FMLA leave per 29 C.F.R. 825.301 of FMLA.

● That FMLA leave may be withheld until a requested notice is provided or the time frame is met.

● That if leave is granted to an employee who is unable to perform the work required, restoration may be denied until the employee has complied with the request to provide medical certification of ability to return to work.

The District will post notices in conspicuous places on the District premises that provide a summary of FMLA and information on how to file a charge for an FMLA violation.

Health care continuation. An employee taking FMLA leave shall be entitled to have the health care plan in which the employee is participating continue under the same terms and conditions applicable to actively working employees. The District shall require the repayment of any health care premiums paid by the District for continuing coverage during the period of the FMLA leave if the employee fails to return to work after the FMLA leave expires and the failure to return is not due to circumstances beyond the employee's control.

Position restoration. Upon return from FMLA leave, an employee shall be restored to the same position held before the FMLA leave commenced or to an equivalent position with equivalent pay, benefits, and working conditions. The District requires an employee to provide a medical certificate from a health care provider that the employee is able to resume work before returning from FMLA leave for a serious personal health condition. The District may delay the return of an instructional employee from FMLA leave at the end of a semester, in accordance with Section 825.602 of FMLA rules. The District may deny restoration of position to any key employee (i.e., one who is among the highest-paid ten percent [10%] of all employees of the District), in accordance with Section 825.218 of FMLA rules.

Adopted: December 1, 2010

As the District has fewer than fifty (50) employees within a seventy-five (75) mile radius, District personnel are not eligible for provisions of the Family and Medical Leave Act (FMLA).

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-510Family and Medical Leave Act of 1993
29 C.F.R. Part 825

Family and Medical Leave Act of 1993

GCCC-ED ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

MILITARY FAMILY LEAVE

On January 28, 2008, President Bush signed into law the The National Defense Authorization Act for FY 2008 (NDAA), Public Law 110-181. , Section 585(a) of the NDAA , amended the Family and Medical Leave Act of 1993 (FMLA) to provide eligible employees working for covered employers two (2) important new leave rights related to military service:

(1) New Qualifying Reason for Leave. Eligible employees are entitled to up to twelve (12) weeks of leave because of "any qualifying exigency" arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining "any qualifying exigency." In the interim, employers are encouraged to provide this type of leave to qualifying employees.

(2) New Leave Entitlement. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to twenty-six (26) weeks of leave in a single twelve (12)-month period to care for the servicemember. This provision became effective immediately upon enactment. This military caregiver leave is available during "a single twelve (12)-month period" during which an eligible employee is entitled to a combined total of twenty-six (26) weeks of all types of FMLA leave.

Additional information on the amendments and a version of Title I of the FMLA with the new statutory language incorporated are available on the FMLA amendments Web site at http://www.dol.gov/esa/whd/fmla/ NDAA_fmla.htm.

A Spanish translation of this form may be downloaded
at http://www.dol.gov/whd/fmla/index.htm

GCCC-EE ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
LEAVES OF ABSENCE WITHOUT PAY

FACT SHEET NO. 28:
THE FAMILY AND MEDICAL LEAVE ACT OF 1993

The U.S. Department of Labor's Employment Standards Administration, Wage and Hour Division, administers and enforces the Family and Medical Leave Act (FMLA) for all private, state and local government employees, and some federal employees. Most federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management or the Congress.

The FMLA became effective on August 5, 1993 for most employers and entitles eligible employees to take up to twelve (12) weeks of unpaid, job-protected leave in a twelve (12)-month period for specified family and medical reasons. Amendments to the FMLA by the National Defense Authorization Act for FY 2008 (NDAA). Public Law 110-181, expanded the FMLA to allow eligible employees to take up to twelve (12) weeks of job-protected leave in the applicable twelve (12)-month period for any "qualifying exigency" arising out of the fact that a covered military member is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. The NDAA also amended the FMLA to allow eligible employees to take up to twenty-six (26) weeks of job-protected leave in a "single twelve (12)-month period" to care for a covered servicemember with a serious injury or illness.

Employer Coverage

FMLA applies to all public agencies, including state, local and federal employers, local education agencies (schools), and private-sector employers who employed fifty (50) or more employees in twenty (20) or more workweeks in the current or preceding calendar year, including joint employers and successors of covered employers.

Employee Eligibility

To be eligible for FMLA benefits, an employee must:

● work

A. work for a covered employer;

● have

B. have worked for the employer for a total of twelve (12) months;

● have

C. have worked at least one thousand two hundred fifty (1,250) hours over the previous twelve (12) months; and

● work

D. work at a location in the United States or in any territory or possession of the United States where at least

fifty

fifty (50) employees are employed by the employer within seventy-five (75) miles.

While the twelve (12) months of employment need not be consecutive, employment periods prior to a break in service of seven (7) years or more need not be counted unless the break is occasioned by the employee's fulfillment of his or her National Guard or Reserve military obligation (as protected under the Uniformed Services Employment and Reemployment Rights Act (USERRA)), or a written agreement, including a collective bargaining agreement, exists concerning the employer's intention to rehire the employee after the break in service. See, special

rules

rules for returning reservists under USERRA.

Leave Entitlement

A covered employer must grant an eligible employee up to a total of twelve (12) workweeks of unpaid leave during any twelve (12)-month period for one (1) or more of the following reasons:

● For

A. For the birth and care of a newborn child of the employee;

● For

B. For placement with the employee of a son or daughter for adoption or foster care;

● To

C. To care for a spouse, son, daughter, or parent with a serious health condition;

● To

D. To take medical leave when the employee is unable to work because of a serious health condition; or

● For

E. For qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is

on active

on active duty or call to active duty status as a member of the National Guard or Reserves in support of

a contingency

a contingency operation.

A covered employer also must grant an eligible employee who is a spouse, son, daughter, parent, or next of kin of a current member of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness up to a total of twenty-six (26) workweeks of unpaid leave during a "single twelve (12)-month period" to care for the servicemember.

Spouses employed by the same employer are limited in the amount of family leave they may take for the birth and care of a newborn child, placement of a child for adoption or foster care, or to care for a parent who has a serious health condition to a combined total of twelve (12) weeks (or twenty-six [26] weeks if leave to care for a covered servicemember with a serious injury or illness is also used). Leave for birth and care, or placement for adoption or foster care, must conclude within twelve (12) months of the birth or placement.

Under some circumstances, employees may take FMLA leave intermittently - taking leave in separate blocks of time for a single qualifying reason - or on a reduced leave schedule - reducing the employee's usual weekly or daily work schedule. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer's operation. If FMLA leave is for birth and care, or placement for adoption or foster care, use of intermittent leave is subject to the employer's approval.

Under certain conditions, employees or employers may choose to "substitute" (run concurrently) accrued paid leave (such as sick or vacation leave) to cover some or all of the FMLA leave. An employee's ability to substitute accrued paid leave is determined by the terms and conditions of the employer's normal leave policy.

"Serious health condition" means an illness, injury, impairment, or physical or mental condition that involves either:

● Inpatient

A. Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical-care facility,

including any period

including any period of incapacity (i.e., inability to work, attend school, or perform other regular daily activities)

or subsequent

or subsequent treatment in connection with such inpatient care; or

● Continuing

B. Continuing treatment by a health care provider, which includes:

■ A

1. A period of incapacity lasting more than three (3) consecutive, full calendar days, and any

subsequent treatment

subsequent treatment or period of incapacity relating to the same condition, that also includes:

⇒ treatment

a. treatment two (2) or more times by or under the supervision of a health care provider (i.e.,

in-person visits, the first within seven

(

)

] days and both within thirty

(

[30

)

] days of the

first day

first day of incapacity); or

⇒ one

b. one (1) treatment by a health care provider (i.e., an in-person visit within seven

(

)

] days of

the first

the first day of incapacity) with a continuing regimen of treatment (e.g., prescription medication,

physical

physical therapy); or

■ Any

2. Any period of incapacity related to pregnancy or for prenatal care. A visit to the health care provider

is not

is not necessary for each absence; or

■ Any

3. Any period of incapacity or treatment for a chronic serious health condition which continues over

an extended

an extended period of time, requires periodic visits (at least twice a year) to a health care provider,

and may

and may involve occasional episodes of incapacity. A visit to a health care provider is not necessary

for each

for each absence; or

■ A

4. A period of incapacity that is permanent or long-term due to a condition for which treatment may not

be effective

be effective. Only supervision by a health care provider is required, rather than active treatment; or

■ Any

5. Any absences to receive multiple treatments for restorative surgery or for a condition that would

likely result

likely result in a period of incapacity of more than three (3) days if not treated.

Maintenance of Health Benefits

A covered employer is required to maintain group health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. In some instances, the employer may recover premiums it paid to maintain health coverage for an employee who fails to return to work from FMLA leave.

Job Restoration

Upon return from FMLA leave, an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. An employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a "no fault" attendance policy. If a bonus or other payment, however, is based on the achievement of a specified goal such as hours worked, products sold, or perfect attendance, and the employee has not met the goal due to FMLA leave, payment may be denied unless it is paid to an employee on equivalent leave status for a reason that does not qualify as FMLA leave.

An employee has no greater right to restoration or to other benefits and conditions of employment than if the employee had been continuously employed.

Notice and Certification

Employee Notice

Employees seeking to use FMLA leave are required to provide thirty (30)-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable. If leave is foreseeable less than thirty (30) days in advance, the employee must provide notice as soon as practicable - generally, either the same or next business day. When the need for leave is not foreseeable, the employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. Absent unusual circumstances, employees must comply with the employer's usual and customary notice and procedural requirements for requesting leave.

Employees must provide sufficient information for an employer reasonably to determine whether the FMLA may apply to the leave request. Depending on the situation, such information may include that the employee is incapacitated due to pregnancy, has been hospitalized overnight, is unable to perform the functions of the job, and/or that the employee or employee's qualifying family member is under the continuing care of a health care provider.

When an employee seeks leave for a FMLA-qualifying reason for the first time, the employee need not expressly assert FMLA rights or even mention the FMLA. When an employee seeks leave, however, due to a FMLA-qualifying reason for which the employer has previously provided the employee FMLA-protected leave, the employee must specifically reference either the qualifying reason for leave or the need for FMLA leave.

Employer Notice

Covered employers must post a notice approved by the Secretary of Labor explaining rights and responsibilities under FMLA. An employer that willfully violates this posting requirement may be subject to a fine of up to one hundred ten dollars ($110) for each separate offense. Additionally, employers must either include this general notice in employee handbooks or other written guidance to employees concerning benefits, or must distribute a copy of the notice to each new employee upon hiring.

When an employee requests FMLA leave or the employer acquires knowledge that leave may be for a FMLA purpose, the employer must notify the employee of his or her eligibility to take leave, and inform the employee of his/her rights and responsibilities under FMLA. When the employer has enough information to determine that leave is being taken for a FMLA-qualifying reason, the employer must notify the employee that the leave is designated and will be counted as FMLA leave.

Certification

Employers may require that an employee's request for leave due to a serious health condition affecting the employee or a covered family member be supported by a certification from a health care provider. An employer may require second or third medical opinions (at the employer's expense) and periodic recertification of a serious health condition. An employer may use a health care provider, a human resource professional, a leave administrator, or a management official - but not the employee's direct supervisor - to authenticate or clarify a medical certification of a serious health condition. An employer may have a uniformly-applied policy requiring employees returning from leave for their own serious health condition to submit a certification that they are able to resume work. If reasonable safety concerns exist, an employer may, under certain circumstances, require such a certification for employees returning from intermittent FMLA leave.

Unlawful Acts

It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceeding, related to FMLA.

Enforcement

The Wage and Hour Division investigates complaints. If violations cannot be satisfactorily resolved, the U.S. Department of Labor may bring action in court to compel compliance. Individuals may also be able to bring a private civil action against an employer for violations.

Other Provisions

Special rules apply to employees of local education agencies. Generally, these rules apply to intermittent leave or when leave is required near the end of a school term.

Salaried executive, administrative, and professional employees of covered employers who meet the Fair Labor Standards Act (FLSA) criteria for exemption from minimum wage and overtime under Regulations, 29 C.F.R. Part 541, do not lose their FLSA-exempt status by using any unpaid FMLA leave. This special exception to the "salary basis" requirements for FLSA's exemption extends only to an "eligible" employee's use of leave required by FMLA.

For additional information, visit the Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call the toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866- 4USWAGE (1-866-487-9243).

GCCD ©
PROFESSIONAL / SUPPORT STAFF
MILITARY / LEGAL LEAVE

The Board recognizes the fact that its employees have citizenship responsibilities, and, in order to make it possible for said employees to carry out their responsibilities to the city, county, state, or nation, the Board will grant leaves, in addition to jury duty, when an employee is called to attend field training services for the Military Reserve or National Guard and when an employee is a victim of a juvenile or adult crime exercising a right to be present at a proceeding as defined in statute.

When an employee receives notice that requires leave as delineated above, it is the responsibility of the employee to notify the Superintendent or principal.

Jury Duty

It is recognized by the Board that no employee is exempt from jury duty and that leaves of absence for such duty must be granted.

● Only A. Only the regular salary may be received by an employee on jury duty.

■ It 1. It is the responsibility of the employee to reimburse the District for jury duty pay when such payment is made payment is made directly to the employee. Failure to reimburse the District at the completion of the jury duty service duty service will result in a full deduction equal to the number of contract days missed.

■ An 2. An employee excused from jury duty after being summoned shall report for regular duty as soon as possibleas possible. Failure to report for duty will result in a deduction equal to that portion of a contract day missed day missed [A.R.S. 21-236].

Victim Leave

Statute provides that an employer who has fifty (50) or more employees shall permit an employee leave if the employee is the victim of juvenile or adult crime and is exercising a right to be present at a proceeding as defined in A.R.S. 8-420 or 13-4439. Compensation may be provided if the employee has available vacation or to the extent other leave may be available by policy.

● An A. An employee's accrued vacation, personal, sick or other applicable leave shall be used to the extent available by available by policy.

● If B. If paid leave is unavailable, the employee must request an unpaid leave of absence in accord with policy.

● Before C. Before an employee may leave work for this purpose, the employee shall provide the employer with a copy of copy of the form provided by law enforcement and if applicable a copy of the information the law enforcement agency enforcement agency provides the employee pursuant to either A.R.S. 8-386 or 13-4405.

● Leave D. Leave for this purpose may be limited if the leave creates an undue hardship to the employer's business.

Military Leave

● An A. An employee who is a member of the Military Reserve or National Guard shall be entitled to leave of absence without absence without loss of pay, time, or efficiency rating when engaged in field training [A.R.S. 26-168 and 38-610].

● An B. An employee who is a member of the uniformed service may use any vacation leave or other accumulated paid accumulated paid time off during their service, or may take unpaid leave of absence.

● The C. The District must reemploy uniformed service members, as defined in 38 U.S.C. 4303, returning from a period of period of service, if the service member:

■ Was 1. Was employed by the District.

■ Gave 2. Gave the District notice that he or she was leaving the job for service in the uniformed services, unless giving unless giving notice was precluded by military necessity or otherwise impossible or unreasonable.

■ Has 3. Has a cumulative period of service in the uniformed services not exceeding five (5) years.

■ Was 4. Was not released from service under dishonorable or other punitive conditions.

■ Has 5. Has reported back to the District in a timely manner or has submitted a timely application for reemployment in accordance with the Uniformed Services Employment and Reemployment Rights Act.

Adopted: April 2, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
8-386
8-420
13-4405
15-502
16-402
21-236
26-168
38-610

A.G.O.
I80-177
38 U.S.C. 4301 et seq., Uniformed Services Employment and Reemployment

Rights Act

GCCD-E ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
MILITARY / LEGAL LEAVE

Part 200 - Regulations Under the Uniformed Services
Employment and Reemployment Rights Act of 1994

(Appendix to Part 1002 -

Your

Your Rights

Under

Under USERRA)

The Uniformed Services Employment

and Reemployment Rights Act

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System.

USERRA also prohibits employers from discriminating against past and present

members

members of the uniformed services, and applicants to the uniformed services.

Reemployment Rights

Reemployment Rights

You

Your have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and

;

● you

A. you ensure that your employer receives advance written or verbal notice of your service;

● you

B. you have five years or less of cumulative service in the uniformed services while with that particular employer;

● you

C. you return to work or apply for reemployment in a timely manner after conclusion of service; and

● you

D. you have not been separated from service with a disqualifying discharge or under other than

honorable conditions

honorable conditions.

If you are eligible to be reemployed, you must be restored to

the

the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.

Right to be Free from Discrimination and

Right to be Free from Discrimination

and Retaliation

If you:

● are

A. are a past or present member of the uniformed service;

● have

B. have applied for membership in the uniformed service; or

● are

C. are obligated to serve in the uniformed service;

then an employer may not deny you:

● initial

A. initial employment;

● reemployment

B. reemployment;

● retention

C. retention in employment;

● promotion

D. promotion; or

● any benefit of employment

E. any benefit of employment;

Because

because of this status.

In addition, an employer may not retaliate against anyone

assisting

assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.

Health Insurance

Health Insurance Protection:

● If

A. If you leave your job to perform military service, you have the right to elect to continue your

existing employer

existing employer-based health plan coverage for you and your dependents for up to

24 months while

twenty-four (24) months while in the military.

● Even

B. Even if you don't elect to continue coverage during your military service, you have the right to be

reinstated in

reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or

exclusions

exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

Enforcement:

● The

A. The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized

to investigate

to investigate and resolve complaints of USERRA violations.

● For

B. For assistance in filing a complaint, or for any other information on USERRA, contact VETS

at 1-866-4-USA-DOL or visit its website

at http://www.dol.gov/vets.

An interactive online

USERRA Advisor

USERRA Advisor can be viewed

at http://www.dol.gov/elaws/ userra.htm.

● If

C. If you file a complaint with VETS and VETS is unable to resolve it, you may request that your

case

be referred to the Department

case be referred to the Department of Justice for representation.

● You

D. You may also bypass the VETS process and bring a civil action against an employer for violations

of USERRA

of USERRA.

The rights listed here may vary depending on the circumstances.

This

This notice was prepared by VETS, and may be viewed on the

internet

Internet at this address:

http

http://www.dol.gov/vets/programs/userra/ poster.htm

Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying this notice where they customarily place notices for employees.

U.S. Department of Labor, Veterans

Employment and Training Service

Washington, DC 20210

1

Employment and Training Service

Washington, DC 20210

1-866-487-2365

GCCE ©
PROFESSIONAL / SUPPORT STAFF
CONFERENCES / VISITATIONS / WORKSHOPS

To attend meetings or conferences, employees must obtain approval from the administration as follows:

● Professional visit in-state of one (1) day or less:

■ Request must be received and approved by the principal and forwarded to the Superintendent's office according to the travel approval guidelines.

● Professional visit in-state and out-of-state for more than one (1) day:

■ Request must be received and approved by the principal and sent to the Superintendent's office at according to the travel approval guidelines. Requires Governing Board approval.

at least twenty (20) days prior to the meeting or conference dates (whenever such prior request is possible).

The following guides will be used in granting released time and/or travel expense:

● Value A. Value of the meeting or conference.

● Funds B. Funds available in the appropriate budgets.

● Availability C. Availability of a substitute, if one is necessary.

With prior approval, expenses associated with authorized employee attendance at meetings and conferences may be eligible for compensation in accordance with District Policy DKC. Staff member travel and expense for participation in student field trips and excursions shall be in accordance with District Policy IJOA.

Employee absences for attendance at or participation in professional association activities are not eligible for compensation under the employee's contract or work agreement. The District may authorize an employee to take other eligible unused accumulated compensated leave for a personal, professional, or other lawful purpose.

For the purpose of this policy, professional association activities for which compensation is not available do not include in-service training in the certificated employee's assigned area of employment.

Adopted: September 7, 2016date of Manual adoption

LEGAL REF.:
A.R.S.
15-504
38-621

CROSS REF.:
GCB - Professional Staff Contracts and Compensation
GCC - Professional/Support Staff Leaves of Absence
GDB - Support Staff Contracts and Compensation
IJOA - Field Trips

GCCF ©
SABBATICAL LEAVE

Sabbatical leave may be granted to certificated teaching and administrative personnel for a maximum of one (1) year when conforming to Arizona Revised Statute, 15-510.

Application for sabbatical leave must be received by March 15. It will be considered within the framework of all applicable law, on the basis of improvement of professional preparation and/or the educational program of the District, current assignment of the individual, value of the leave to the District, and funds that are available.

An employee's sabbatical leave will be governed by applicable Arizona Revised Statutes.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-510
A.G.O.
I81-053

GCCE-R

REGULATION

PROFESSIONAL / SUPPORT STAFF
CONFERENCES / VISITATIONS / WORKSHOPS

(Travel Reimbursement/Claims)

Travel should be fair and reasonable, but planned for the convenience of the District, using the most economical means. District travel claims will be administered in accordance with the State of Arizona Travel Policy available on-line at http://www.gao.az.gov/publications/SAAM/SAAM-2d-022008.pdf. Non-compliance with State Travel Policy or the improper claim of expenses may result in the appropriate disciplinary action.

● All travel must have the prior approval of the Superintendent and, if two (2) or more school days are involved, the Governing Board's approval. This is accomplished through the "Professional Visit Request" form (Exhibit GCCE-E). This form is required for summer travel also. Forms are to be submitted originally to the Superintendent's office for approval.

● The professional visit form is the guideline for reimbursement when the travel reimbursement form is submitted to accounting. Consequently, it is important that the traveler list all costs which will be incurred, including those paid for by purchase orders when filing out the professional visit request. Please include any necessary purchase requisitions required for the specific trip when submitting the professional visit request form to the Superintendent's office.

● Employees are urged to complete the Professional Visit Requests as completely as possible. Because the form requires Board approval as to permission to travel and anticipated expenditures, any dollar amount claimed exceeding the dollar amount approved by the Board on the Professional Visit Request may not be reimbursed.

● Travel reimbursement forms must be signed by both the traveler and principal. If travel is for more than one (1) day, expenditures must be listed by day, rather than in one (1) lump sum. Claims must include the purpose of travel (written out rather than abbreviated).

● If travel is by plane, the passenger copy of the ticket must be attached to the travel claim. Invoices for air fare purchased by District purchase order must be submitted to the accounting department as soon as possible for payment.

● Actual lodging receipts must be submitted for reimbursement. Lodging reimbursement will only be made for travel outside a fifty (50)-mile radius from the employee's personal residence and duty post. Rates are based on the state-approved per diem rates. Conference lodging reimbursement may not exceed the higher of the state-approved per diem rates or the least expensive single establishment. Documentation listing the hotel as a conference hotel must be submitted with the reimbursement request if state-approved per diem rates are exceeded.

● Meal receipts are generally not required under state guidelines for reimbursement; however, reimbursement is for actual expenses. Actual costs should be reported if lower than the maximum rate.

Meal costs within the valley area are not eligible for reimbursement. Meal rates vary by location and time of year. The District will not reimburse meals without an overnight stay and only for travel outside a fifty (50)-mile radius from the employee's personal residence and duty post.

Meal reimbursement should be prorated for partial travel days in accordance with the following cost index which provides for five (5) different meal reimbursement rates:

Breakfast $ 9.00 $ 9.00 $10.00 $11.00 $12.00 $13.00
Lunch 11.00 11.00 13.00 14.00 15.00 16.00
Dinner 21.00 24.00 26.00 29.00 32.00 35.00
Maximum $41.00 $44.00 $49.00 $54.00 $59.00 $64.00

● A copy of the program and any registration receipts must be submitted to verify type of conference or meeting attended.

● Reimbursement claims need to be submitted to accounting within thirty (30) days of travel. This will allow Finance to monitor budgets accurately.

Remember, travel claims receive thorough audit; therefore, please make sure all required substantiating documents accompany your claim and it is accurately filled out and signed, both by the traveling employee and school administrator.

Key Travel Information:

● Maximum transportation, lodging and meal reimbursement rates are available on-line at http://www.gao.az.gov/publications/SAAM/Supp_I_trvrates-012308.pdf.

● Original receipts for the following expenses are required to be submitted with all travel claims:

■ All airline expenses.

■ All lodging expenses (itemized).

■ All rental car expenses (itemized).

■ All common carrier or train expenses.

■ All chartered aircraft and aircraft rental and fuel expenses (itemized).

■ All aircraft landing and aircraft parking fees.

■ All airport motor vehicle parking expenses.

■ All bridge and toll road expense.

■ All transportation including taxi cabs.

■ All communication expenses (itemized).

■ All other individual expenses (including tax) of seventy-five dollars ($75) or more.

● Travel - For purposes of determining travel status, the traveler must be on official District business. Travel begins when the traveler leaves the personal residence or duty post, whichever occurs last, and ends when the traveler returns to the personal residence or duty post, whichever occurs first. To be eligible for lodging, and meal expenses, the traveler must travel outside a radius of fifty (50) miles from the traveler's personal residence and duty post. A traveler may be eligible for a partial day meal reimbursement (less than eighteen [18] hours in travel status) even if lodging is not required.

Lodging:

● Conference Designated Lodging - The hotel at which the conference is being held or the hotel(s) specified in the conference brochure. Accommodations at alternate hotels in the immediate vicinity of the conference may be considered as conference designated lodging when no vacancies exist at the recommended hotel(s). In other words, if all of the hotels listed in the conference brochure are full, then the traveler may use a nearby hotel whose cost is no greater than the lowest single room rate listed on the conference brochure or the allowable rate for that city.

● Lodging expense - The actual cost of the room charge, mandatory service charges, and taxes. The actual daily room charge reimbursed is limited to the maximum lodging reimbursement rate. The daily room charge includes all mandatory service charges (parking, resort fees. etc.), that are charged at the discretion of the facility and not required by law. Service charges that are incurred at the discretion of the traveler are not reimbursed. Energy surcharges are to be fully reimbursed as a separate charge and are not to be considered part of the daily room charge.

Automobile Costs:

● Mileage reimbursement - For travel by personal vehicle is currently forty-four and one-half cents (44.5¢) per mile.

● Business mileage - The traveler must use only the business miles for the most direct route to and from each destination. An amount must be calculated and excluded from the daily business miles for normal commuting miles when traveling between the traveler's personal residence and a temporary duty post.

● Privately-owned or Rental vehicle - A traveler may use a privately-owned motor vehicle or a rental vehicle for official District business if it is the most cost effective mode of travel or if it is determined to be more convenient for the District (saves travel time.) The expense should normally be less expensive than a taxi, airfare or using another alternative method of transportation.

● Taxi, commuter bus, and airport limousine expense - The actual reasonable cost of fares for these and other types of transportation taken by the traveler between: 1) The traveler's home and airport or station; 2) The airport or station and the traveler's temporary lodging, 3) The traveler's temporary lodging and the location of a business meeting, conference, or temporary duty post, and 4) The lodging or temporary post, to a location for meals, if meals are not available within a reasonable distance of the lodging facility or duty post.

Meals:

● Meal expense - The actual cost spent for food, beverages (excluding alcohol), taxes, and related tips. Also includes the actual cost spent for transportation between places of lodging or business and places where meals are taken, if suitable meals can be obtained within a reasonable distance of the lodging or duty post. When comparing the actual daily or specific meal cost to the maximum meal reimbursement rate, beverages, taxes and tips are included.

● Full day meal allowance - A travel day of eighteen (18) or more hours shall be considered a full day and entitle the traveler to reimbursement for up to three (3) meal reimbursements equal to the lesser of the amount actually spent for the meals or the maximum reimbursement rate daily total for the location. If the traveler does not purchase a substantial meal, or is provided a meal in the cost for other travel related expenses such as a conference fee or airfare, the traveler is not eligible for reimbursement for that meal.

● Partial day meal allowance - When the travel day is less than a full day, the following guidelines will be applied to the reimbursement of amounts spent for meals:

■ Six (6) hours in travel status - qualifies for one (1) meal reimbursement up to the lesser of the amount actually spent for the meal or the maximum reimbursement rate.

■ Twelve (12) hours in travel status - qualifies for two (2) meal reimbursements up to the lesser of the amount actually spent for the meal or the maximum reimbursement rate.

Meal cut off hours are as follows:

Travel Status Hours	Meal Consume Time	Breakfast	Lunch	Dinner
at least 6	12:00 am - 10:00 am	Yes	No	No
at least 6	10:01 am - 4:00 pm	No	Yes	No
at least 6	4:01 pm - 11:59 pm	No	No	Yes
at least 12	12:00 am - 4:00 pm	Yes	Yes	No
at least 12	10:01 am - 11:59 pm	No	Yes	Yes
at least 12	4:01 pm - 7:00 am	Yes	No	Yes
at least 16	12:00 am - 11:59 pm	Yes	Yes	Yes

● Cost of meals included with other charges - The traveler is not entitled to a meal allowance for substantial meals provided free at a state institution, on an airplane, included in conference registration fees or provided on a complimentary basis by the facility at which one is lodged. A substantial meal is one that normally contains a serving of protein in the form of meat, poultry, fish, seafood or eggs.

● Meal reimbursement rate - The rate includes the cost of the meal, tax, tip and the cost spent for transportation between places of lodging or business and places where meals are taken, if suitable meals can be obtained within a reasonable distance of the lodging or duty post.

Air Travel:

● Air travel coach or economy class - Coach, economy or other discounted class of fare should be used for commercial airline travel. Travelers should check for the lowest fare and consider connecting flights when practical.

● Airport parking and transportation:

■ The most reasonable and customary means of transportation should be used when traveling to and from airports or other transportation terminals.

■ Airport parking in an economy lot (West Economy and East Economy Uncovered Lots currently charge nine dollars ($9)/day), and mileage expense for a privately-owned motor vehicle is allowed only if less than round-trip taxi/shuttle fare between the traveler's residence and the airport, or duty post and airport, whichever is applicable. Airport parking will be reimbursed at a maximum of nine dollars ($9)/day, comparable to the cost of an economy lot.

■ If a traveler is dropped off or picked up at the airport terminal using a privately-owned vehicle, no parking is reimbursable.

Other:

● Late Claims - Claims submitted more than thirty (30) days after a fiscal/grant year will not be reimbursed.

● Cancellation or late charges - No reimbursement will be made for cancellation or late charges when incurred for personal reasons that are considered avoidable.

● Recreation and social activities - No reimbursement will be made for recreational or social activities that may be offered in connection with a conference.

● Employee owned property - (including vehicles) is generally not covered by District insurance.

● Personal expenses - The following are a list of activities and expenses that may be incurred prior to or during travel that are considered personal in nature, and are not reimbursed by the District. This list is not all inclusive and should be used as guide only.

■ Passport and visa expense including the actual cost of obtaining a passport, visa, tourist card, and necessary photographs; cost of certificates of birth, health, identity, and related affidavits.

■ Airline clubs.

■ Entertainment including sporting events, cultural events, movies and other activities.

■ Liquor, wine, or other alcoholic beverages.

■ Illegal substances.

■ Gifts provided to co-workers, family members or others.

■ Flight or travel insurance.

■ Traffic citations.

■ Currency conversion and check cashing fees.

■ Traveler's checks.

■ Magazines and guides.

● Incidental expense - These expenses are considered part of the reimbursement for meals and are not reimbursed separately. Incidental expenses include:

■ Fees and tips given to porters, bellhops, hotel maids, stewards, or stewardesses and others on ships or in hotels; and

■ Transportation between places of lodging or business and places where meals are taken, if suitable meals can be obtained at the temporary duty site.

GCCG-RA ©

REGULATION

PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

(Application)

The application must be in writing.

The application must be supported by a physician's letter confirming the conditions required for receipt of sick-leave bank assistance.

Data in the application shall include the nature of the illness, diagnosis, and prognosis for return to duty.

The application shall be received by the District office within ten (10) days following the applicant beginning unpaid leave status.

GCCG ©
PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

(Medical Leave Assistance Program)

Employees who have depleted their accrued sick and vacation leave as a result of their serious illness or injury, or that of a family member, may request access to the Medical Leave Assistance Program by submitting the request form to the Human Resources Department, asking to receive donations of sick leave from other employees so they may receive income during their period of serious illness or injury.

The donor employee may donate sick leave only if the donor employee has thirty (30) days or more of accumulated leave and the donor employee may donate no more than five (5) days of sick leave in any contract year for no more than three (3) years. Members of the same family employed by the District, may donate additional days of sick leave to a family member employed by the District, as long as the giving party retains a minimum of thirty (30) days of sick leave.

All donated leave becomes the permanent property of the receiving employee(s). All unused leave will be retained by that employee and will not be returned or reimbursed to the donor employee. Days of leave, not the actual wage of the donor employee, will be donated. Donations to the employee's immediate supervisor will not be allowed.

When an employee donates days to the Medical Leave Assistance Program, the days will be taken from the days accrued prior to June 30, 1996, first.

No employee shall be eligible for the Medical Leave Assistance Plan after the employee qualifies for long-term disability coverage.

Adopted: December 1, 2010

The District recognizes the existence of circumstances under which non-job-related, seriously incapacitating, and extended illnesses and injury may exhaust accrued leave of certificated employees. To provide some measure of relief in such situations, a limited mechanism, based upon voluntary transfer of accrued leave, is established. The mechanism will be termed banked sick leave, or a sick leave bank. It is considered of benefit to the District to establish this mechanism because it will reduce the annual accrued sick leave and promote efficiency by ensuring constant service.

Limits:

A. The value of banked sick leave will be limited to the equivalent of the number of contract days multiplied by the daily base salary of a teacher with a baccalaureate degree and no experience, or less, depending on contributions.

B. No employee shall be entitled to receive banked sick leave by reason of contribution or employment.

C. Each approved applicant is limited to the one-time use of no more than one hundred (100) consecutive days of the available limited sick leave from the sick leave bank in any school year.

D. Additional leave will not be earned/accrued during use of banked sick leave.

E. All unused banked sick leave will expire at the end of each contract year.

Voluntary contributions:

A. Certificated staff members may voluntarily contribute a maximum of ___ days of earned/accrued sick leave to the sick leave bank annually. Such contribution must be from the current year's sick leave earned/accrued, the value of which will be determined by the number of days multiplied by the daily base teacher salary.

B. Each certificated staff member contributing leave to the sick leave bank must acknowledge an uncoerced, voluntary release of the leave, the value it represents, and that it will not be returned but will expire at the end of the contract year in which it is contributed.

C. In case of contributions exceeding the value of the sick leave bank limit, each contribution will be accepted on a first-come, first-served basis by date of signature.

Eligibility (for use of sick leave bank). The approved applicant shall:

A. Be a full-time teaching employee.

B. Have a non-job-related, seriously incapacitating, and extended illness or injury.

C. Have exhausted all earned/accrued leave of any nature or kind.

D. Be presently on unpaid leave status with the District.

E. Not be eligible for disability benefits, including but not limited to Social Security, provided at District expense.

F. Be one whose return to duty is projected to occur within a period no longer than six (6) months.

Determining eligibility:

The Superintendent shall receive the applications and shall screen for and determine eligibility.

No continuing rights are established by this policy. In compliance with established procedure, the Governing Board reserves the right to modify or rescind any policy in accord with its own guidelines.

Adopted: date of Manual adoption

LEGAL REF.:
A.G.O.
I91-027

GCCE-E

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
CONFERENCES / VISITATIONS / WORKSHOPS

PROFESSIONAL VISIT REQUEST
(One [1] form required for each individual involved)

Person Involved _______________________________ School _______________

Name of Conference __________________________________________________

Location __________________ Date(s) __________ Day(s) of Week __________

Purpose (Attach brochure and indicate rationale) ____________________________

___________________________________________________________________

Expenses:

◻ District Vehicle - Type/number needed ______________________________
(Transportation Request must be submitted to principal two [2] weeks prior
to the trip.)

◻ Personal Vehicle Cost - Call Accounting at DO for current $_________
rate/mile. (File expense claim for mileage reimbursement.)

◻ Rental Vehicle Cost - Call Finance office at DO for assistance. $_________

◻ Air Travel - (attach a requisition) $_________

◻ Meals - Follow meal guidelines/receipts not required. $_________
(File expense claim for reimbursement.)

◻ Lodging - May not exceed rate established by law, call $_________
Accounting at DO. (File expense claim for reimbursement.)

◻ Registration Fee - Attach a requisition and complete $_________
registration form. Req No. ______________________

Total $_________

Total approved by Principal $_________

Total approved by Supt/Governing Board $_________

Substitute Teacher Needed:

No. of Days _______________ or periods _______________

Last Conference Attended _____________________________________________

When _____________ Where _____________ Support Received $ __________

Signature of Applicant _______________________________ Date ___________

____________________________ ____________ ◻ Approval ◻ Not Approved
Principal's Signature Date

____________________________ ____________ ◻ Approval ◻ Not Approved
Superintendent's Signature Date

Approval of Governing Board:

Note: Complete all items. Submit to school principal at least three (3) weeks prior to the Board meeting. (A timeline for Board approval of trip requests is on file in the principal's office.) The goldenrod copy is to be kept by the local administrator. All other copies should go to the Superintendent's office for approval.

5 copies: White kept in Superintendent's office
Green to Sub Caller
Yellow returned to the Local Administrator with approval
Pink to Accounting with approval
Goldenrod to be kept by the Local Administrator

GCCG-RB ©

REGULATION

PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

(Application Screening Committee)

A committee consisting of one (1) staff member from each building and one (1) from the central staff selected by the staff and an administrator appointed by the Superintendent shall review each application and submit a recommendation to the Superintendent. The applications are to be reviewed in accord with the guidelines found in policy and as presented below:

A. The application must be in writing.

B. The application must be supported by a physician's letter confirming the conditions required for receipt of sick leave bank assistance.

C. Data in the application shall include the nature of the illness, diagnosis, and prognosis for return to duty.

D. The application shall be received by the District office within ten (10) days following the beginning of the applicant's unpaid-leave status.

For approval, the applicant shall:

A. Be a full-time employee.

B. Have a non-job-related, seriously incapacitating, and extended illness or injury.

C. Be presently on unpaid-leave status with the District.

D. Not be eligible for disability benefits, including but not limited to Social Security, provided at District expense.

E. Be one whose return to duty is projected to occur within a period no longer than six (6) months.

F. Submit an application, which shall be received by the District office within ten (10) days following the beginning of the applicant's unpaid-leave status.

GCCG-EA

EXHIBIT

PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

MEDICAL LEAVE ASSISTANCE PLAN REQUEST

Please read carefully the requirements for participation in the Medical Leave Assistance Plan listed below. Sign and submit the request to the Assistant Superintendent of Human Resources, along with the verification of serious illness or injury form signed by your licensed health care practitioner.

Employee Name ___________________________ Date ___________________

School/Department _________________________ Soc. Sec. No. _____________

I request to participate in the Medical Leave Assistance Plan and verify the following:

1. I have depleted my discretionary, accrued, personal and/or vacation leave as a result of a serious illness or injury.

2. I understand that "serious illness or injury" is defined as a "non-work related illness that is anticipated to last for the continuous period of time of four (4) weeks or more as verified by my licensed health practitioner." (Ordinarily, childbirth is not considered a serious illness.)

3. I understand that any donated leave will become my permanent property and will not be returned if unused.

4. I understand I do not qualify for this plan once I qualify for long-term disability.

5. I give my permission, if necessary, for the Assistant Superintendent of Human Resources to verify or request additional information and/or documentation from the office of my attending health practitioner.

6. Based on the latest medical prognosis, I anticipate I will need ____ days.

7. I understand that it is possible for my need for sick leave to be posted so that other employees may be made aware of my need.

-----------------------------------------------------------------------------------------------------------------

Check one (1) of the following:

_____ I request that my need for sick leave be posted in schools/departments.

_____ I do not wish that my need for sick leave be posted in schools/departments. I understand that people wishing to donate must do so within ten (10) working days of the approval of the request.

__________________________________________ _______________________
Employee Signature Date

__________________________________________ _______________________
Asst. Superintendent of Human Resources Date

Approved ___________ Disapproved ___________

GCCG-EB

EXHIBIT

PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

VERIFICATION OF SERIOUS ILLNESS OR INJURY

In order for an employee: _________________________________________________
(Name) (Soc. Sec. No.)
to qualify for the Medical Leave Assistance Plan, the Glendale Union High School District requires written verification by a licensed health care practitioner of serious illness or injury requiring an employee to be confined to bed or to his/her home.

Please furnish the information requested below:

1. Nature of the illness/injury.

_____________________________________________________________________

2. Beginning date of serious illness or injury _________________________________

3. Expected date employee may return to work ______________________________

__________________________________________ ________________________
Signature of Health Practitioner Date

Typed or Printed Name _________________________________________________

Telephone No. ____________________ Federal Tax ID No. _________________

GCCH ©
PROFESSIONAL / SUPPORT STAFF
BEREAVEMENT LEAVE

An employee may be granted, upon request to the Superintendent, up to five (5) days of leave for any one (1) deathper year, with pay, to be used in the event of death in the employee's family as defined in Policy GCCA.

Extensions of bereavement leave may be granted upon personal request to the Superintendent. If approved, all such extensions of bereavement leave shall be deducted from the employee's accrued sick leave.

In the absence of any accumulated sick leave, and upon request, the Superintendent may approve an unpaid leave of absence for each day of extended bereavement leave used.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502

GCCG-EC

EXHIBIT

PROFESSIONAL STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

SICK LEAVE DONATION FORM

Please read the information below carefully, sign and submit to the Assistant Superintendent of Human Resources.

Employee Name ___________________________ Date ___________________

School/Department _________________________ Soc. Sec. No. _____________

-----------------------------------------------------------------------------------------------------------------

I desire to make donation of sick leave and verify the following:

1. I have currently accrued thirty (30) days or more of sick leave.

2. I understand that I may donate no more than five (5) days of sick leave in any contract year for more than three (3) years.

3. I understand that my donated leave becomes the permanent property of the receiving employee and will not be returned to me if unused.

4. I understand that days of leave, not my actual wage/salary, will be donated.

5. I am not donating leave to my immediate supervisor.

6. Information relative to this donation will remain confidential.

7. I make this donation voluntarily.

Number of days to be donated __________________________________________

Employee to receive donated days _______________________________________

Number of accumulated sick leave days before donation ______________________

Number of accumulated sick leave days remaining ___________________________

__________________________________________ _______________________
Employee Signature Date

__________________________________________ _______________________
Asst. Superintendent of Human Resources Date

Approved ___________ Disapproved ___________

GCD ©
PROFESSIONAL STAFF
VACATIONS AND HOLIDAYS

Vacations

Members of the school administrative staff who are employed on a twelve Twelve (12)-month basis will be entitled to twenty-two (22) vacation days with pay each year. Administrators may accumulate vacation to a total of forty (40) days.

Administrators may transfer a maximum of seven (7) vacation days annually to their accumulated sick leave days that remain unused after the eighteen (18) days are carried forward as outlined above.

Holidays

Holidays will be established by the school calendar. The school calendar shall provide for the following holidays and recesses each year:

● Labor Day

● Fall Recess

● Veterans Day

● Thanksgiving Recess

● Winter Recess - to include Christmas Day and New Year's Day

● Spring Recess

● Memorial Day

Additional holidays may be established at the discretion of the Governing Board.

Adopted: December 1, 2010

administrators earn four (4) weeks of vacation, which shall be taken when school is not in session. Vacation may accumulate to a maximum of _____ days, at which time no more vacation can be earned. As accumulated vacation days are used and drop below _____ days, an eligible employee may again accumulate vacation up to the maximum limit. If workloads disallow vacations as established, the Superintendent may approve vacation days during the school year.

Holidays

When July 4, Veterans Day, December 25, or Thanksgiving Day occurs within the school week, the schools shall be closed and the compensation of the teachers shall not be diminished on that account. The Governing Board may declare a recess during the Christmas holiday season not to exceed two (2) school weeks, and teachers shall receive compensation during the recess.

Other holidays will be established by the Board and noted on each year's school calendar.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
15-801
38-608

GCF ©
PROFESSIONAL STAFF HIRING

It shall be the policy of the District to employ and retain the best qualified personnel. This will be accomplished by giving careful consideration to qualifications and by providing competitive salary schedules within the financial capability of the District, adequate facilities, and good working conditions.

The Board has the legal responsibility of approving the employment of all employees. While this responsibility cannot be waived, the Board assigns to the Superintendent the process of recruiting staff members. In carrying out this responsibility, the Superintendent may involve other staff members as needed. All personnel selected for employment must be recommended by the Superintendent and approved by the Board. The Board adopts the following general criteria, which shall be utilized in the selection process for initial employment:

● There A. There will be no discrimination in the hiring process due to race, color, religion, sex, age, national origin, or disability or disability of an otherwise qualified individual.

● Candidates B. Candidates for professional positions shall be qualified for and have the training necessary to perform the instructional the instructional duties or functions for which they have applied.

● Each C. Each candidate shall provide evidence of meeting state requirements for certification.

● Each D. Each candidate shall be requested to complete a consent-and-release form regarding conduct of a background a background investigation.

● A E. A "background investigation" - consisting of communication with the applicant's (or employee's) former employer former employer that concerns education, training, experience, qualifications, and job performance for the purpose of purpose of evaluation for employment - shall be conducted on each individual to be considered for a recommendation of recommendation of employment. Forms developed for this purpose are to be used.

Any employee's misstatement of fact that is material to qualifications for employment or the determination of salary shall be considered by the Board to constitute grounds for dismissal.

Before employment, schools or school districts shall verify the certification and fingerprint status of applicants who apply for school or school district positions that require certification.

Should the need arise to employ a teacher who meets the requirements for a conditional certificate before an applicant has obtained the appropriate valid fingerprint clearance card, the District may assist in obtaining the conditional certificate, and employ the teacher, by meeting all of the following conditions:

● The A. The District verifies in writing on a form provided by the Arizona Department of Education (ADE) the the necessity for for hiring and placing the applicant into service before a fingerprinting check is completed.

● The B. The District obtains from the Department of Public Safety a state-wide criminal records check on the applicantthe applicant. Subsequent criminal records checks must be completed every one hundred twenty (120) days days until a permanent certificate is received.

● The C. The District searches the criminal records of all local jurisdictions outside Arizona where the applicant has lived applicant has lived in the previous five (5) years.

● The D. The District obtains references from the applicant's current employer and two (2) most recent previous employersprevious employers, except that for applicants who have been employed for at least five (5) years by the most recent most recent employer, only references from that employer are required.

● The E. The District provides general supervision of the applicant until permanent certification is issued by ADE.

Upon recommendation for employment the District shall confirm employment authorization and employment eligibility verification by participating in the E-Verify program of the Department of Homeland Security's (DHS) U.S. Citizenship and Immigration Services Bureau (USCIS) and the Social Security Administration (SSA). The District will then complete the Form I-9 as required and maintain the form with copies of the necessary documents and documentation of the authorization and verification pending any inquiry.

The Superintendent of Public Instruction may also impose any additional conditions or restrictions deemed necessary.

Any person who permits unauthorized access to criminal history record information, releases criminal history record information, or procures the release or uses criminal history record information other than in accord with A.R.S. 41-1750 is guilty of a class 6 felony.

A professional candidate's acceptance of a Letter of Intent to employ contract offer must be signed within seven (7indicated within ________________ (_____) days from the date of the Letter of Intent to employ written contract or the offer is revoked. Written notice of the deadline date for acceptance shall be included in the Letter of Intentcontract offer or an attachment to the contract offer. The candidate accepts the Letter of Intent contract by signing the Letter of Intent contract and returning it to the Assistant Superintendent of Human Resources.

The following records must be filed with the District for employment:

● Application form.

● Payroll information form. This form must be completed by each employee upon entry into employment.

● Retirement system application form. This form must be completed by each employee of the District.

● Loyalty Oath form. This form must be completed by each employee in order to be eligible for compensation.

● Letter of Intent. A Letter of Intent for each certificated employee must be on file in the District office. Certificated personnel must sign the Letter of Intent for services. Once signed, the employee should withdraw all applications with other schools. Once all required documents are received, a contract will be issued.

● Official transcripts of all credits. These must be filed with the Assistant Superintendent of Human Resources upon employment; the information is used to determine placement on the salary schedule. All claims for advancement on the salary schedule for reasons of additional preparation must be accompanied by an official transcript of work taken. To make the salary advance effective for any given school year, the official transcript must be submitted to Human Resources in accordance with the dates established on the salary schedule.

In accordance with North Central Association accreditation requirements, the official transcripts will be forwarded to the teacher's assigned school and kept on file in the principal's office. Transcripts for teachers with a change in school assignment will be forwarded to the new school for filing.

● Teaching certificates. All certificated employees must file valid certificates with Human Resources before they may enter the classroom. Such certificates will be returned to them at the termination of employment. From time to time, the Assistant Superintendent of Human Resources will require each certificated employee to furnish additional transcripts or essential information for renewal of certificates. The fee for such renewal will also be required. Certificates will then be renewed and recorded.

Adopted: December 1, 2010

Governing Board or by making a written instrument which accepts the terms of the contract and delivering it to the Governing Board. If the written instrument includes terms in addition to the terms of the contract offered by the Board, the candidate fails to accept the contract.

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
13-3716
15-502
15-503
15-536
15-538.01
15-539
15-550
23-211
23-212
23-1361

38-201
38-231
38-232
38-766.01
41-1756

CROSS REF.:
GCB - Professional Staff Contracts and Compensation
GCFC - Professional Staff Certification and Credentialing Requirements

(fingerprinting requirements)

GCO - Evaluation of Professional Staff Members

GCF-R ©

REGULATION

PROFESSIONAL STAFF HIRING

Definition

A background

investigation

investigation is defined as any communication with an applicant's (or employee's) former employer that concerns the education, training, experience, qualifications, and job performance of the individual and that is used for the purpose of evaluation for employment. Background investigation does not include the results of any state or federal criminal history records check.

Background Investigation Requirements

Only persons designated by the Superintendent shall perform background investigations. Prior to contacting former employers or other persons, the background investigator shall:

● Ascertain

A. Ascertain that the standard employment application for the type of position has been completed in full.

● Obtain

B. Obtain from the individual a consent to background investigation and release as determined by the District.

● Make

C. Make certain that the individual has identified at least two (2) persons from each past employer who

can verify

can verify basic job information and discuss the individual's work performance and reason for leaving.

● Examine

D. Examine the application for a complete work history, accounting for any gaps in employment.

Two (2) persons should be contacted at each past employer if possible (any exceptions should be documented). Upon making contact, the contacts or the former employer or employer's agent should be provided the following information:

● The

A. The name and identifying information of the District.

● The

B. The name of the District representative making the inquiry and how the representative can be contacted.

● The

C. The name of the former employee and period of employment as indicated by the individual whose

background is

background is being investigated.

● The

D. The position for which the individual has applied, with descriptive information as to the duties, if requested

or necessary

or necessary to understanding of the inquiry.

The background investigator shall:

● Ask

A. Ask the questions, and complete the background check form(s) as provided by the District.

● Make

B. Make impression notes as necessary based upon the questions and responses, and determine if there

may be

may be cause to contact others or make further inquiries based upon the responses.

● Provide

C. Provide the information to the Superintendent.

GCD-E

EXHIBIT

PROFESSIONAL STAFF
VACATIONS AND HOLIDAYS

Professional Holidays

Twelve (12)-Month Administrative
Paid Holidays:

Independence Day (1), Labor Day (1), Veteran's Day (1), Thanksgiving (2), Winter Break (10), Martin Luther King Day (1), President's Day (1), Spring Break (5), and Memorial Day (1) for a total of twenty-three (23) days.

Psychologist Paid Holidays:

Labor (1), Veteran's Day (1), Thanksgiving (2), Winter Break (10), Martin Luther King Day (1), President's Day (1), and Spring Break (5) for a total of twenty-one (21) days. Memorial Day is paid when it occurs during the contracted period.

Social Worker Paid Holidays:

Labor Day (1), Veteran's Day (1), Thanksgiving (2), Winter Break (10), Martin Luther King Day (1), President's Day (1), Spring Break (5), and Memorial Day (1) for a total of twenty-two (22) days.

Nurse Paid Holidays:

Athletic Trainer Paid Holidays:

Labor (1), Veteran's Day (1), Thanksgiving (2), Winter Break (4), Martin Luther King Day (1), President's Day (1), and Spring Break (1) for a total of eleven (11) days.

GCF-EA ©

EXHIBIT

PROFESSIONAL STAFF HIRING

CONSENT TO CONDUCT BACKGROUND
INVESTIGATION AND RELEASE

I, ______________________________________ [applicant's name], have applied for employment with the Glendale Union High ______________________________ School District to work as a ______________________________ [job title]. I understand that in order for the School District to determine my eligibility, qualifications, and suitability for employment, the School District will conduct a background investigation to determine if I am to be considered for an offer of employment. This investigation may include asking my current employer, any former employer, and any educational institution I have attended about my education, training, experience, qualifications, job performance, professional conduct, and evaluations, as well as confirming my dates of employment or enrollment, position(s) held, reason(s) for leaving employment, whether I could be rehired, reasons for not rehiring (if applicable), and similar information.

I hereby give my consent for any employer or educational institution to release any information requested in connection with this background investigation.

According to the Family Educational Rights and Privacy Act, I understand that I have a right to see most education records that are maintained by any educational institution.

In light of the preceding paragraph, I waive ________/do not waive ________ (initial only one [1]) my right to see any written reference or other information provided to the School District by any educational institution.

According to Arizona Revised Statutes Section 23-1361, any employer that provides a written communication to the School District regarding my current or past employment must send me a copy at my last known address. I acknowledge that some employers are unwilling to provide factual written references concerning a current or past employee unless they may do so confidentially, without revealing the references to the employee, and that the School District will not further consider my application if it cannot complete its background investigation.

In light of the preceding paragraph, I waive ________/do not waive ________ (initial only one [1]) my right to receive a copy of any written communication furnished to the School District by any employer.

Whether or not I have waived my right to see or to receive copies of written references furnished to the School District by employers or educational institutions, I release, hold harmless, and agree not to sue or file any claim of any kind against any current or former employer or educational institution, and any officer or employee of either, that in good faith furnishes written or oral references requested by this School District to complete its background investigation.

A photocopy or facsimile ("fax") copy of this form that shows my signature shall be as valid as an original.

DATED this ____________ day of __________________________, 20___.

____________________________ ____________________________
Witness Applicant

GCF-EB ©

EXHIBIT

PROFESSIONAL STAFF HIRING

BACKGROUND CHECK FORM

Applicant ________________________________ Date _______________

Person contacted _________________________ Telephone Telephone ___________

Address Address _______________________________________________________

E-mail address _________________________________________________

Relationship to applicant:

&EmptySmallSquare;o Former employer - position ___________________________________

District, business, or other entity _______________________________

&EmptySmallSquare;o Personal reference

Method of contact: &EmptySmallSquare; Telephone &EmptySmallSquare; Letter &EmptySmallSquare;o Telephone o Letter o Other ____________________

QUESTIONS FOR EMPLOYERS

Dates of employment ____________________________________________

Position held ___________________________________________________

Final rate of pay ________________________________________________

Was the person reliable? _____ If no, explain ________________________

Was the person satisfactory? _____ If no, explain _____________________

Any concern about the person being
late to work without authorization? __________________________________

If yes, explain __________________________________________________

Any concern with abuse of leave policies
(such as sick leave or personal leave)? ______________________________

If yes, explain __________________________________________________

Any difficulty establishing commu-
nication and rapport with children? __________________________________

If yes, explain __________________________________________________

Any difficulties in establishing communication and rap-
port with supervisors, parents, or community members? _________________

If yes, explain __________________________________________________

Did the person ever receive a written counseling
statement, letter of direction, or reprimand? ___________________________

If yes, describe _________________________________________________

Did the District ever consider taking action or take action
to suspend, decline to renew, or dismiss the employee? _________________

If yes, describe _________________________________________________

Was there ever an allegation or complaint about:

Abusive language? ______________________________________________

Insulting or derogatory comments? _________________________________

Inappropriate contact with a child? __________________________________

Verbal or physical contact of a sexual nature? _________________________

Dishonesty? ___________________________________________________

Substance abuse? ______________________________________________

Failure to provide adequate supervision? _____________________________

Failure to follow reasonable directions or instructions? __________________

If yes on any of the above, get explanation ___________________________

______________________________________________________________

Was the person ever involved in an incident
that resulted in injury to an adult or child? ____________________________

If yes, explain __________________________________________________

Would you rehire this person? _____________________________________

______________________________________________________________

Can you identify anyone else who could provide relevant infor-
mation regarding the applicant's fitness for employment? ________________

______________________________________________________________

Is there any other information I have not asked about that
would help us determine this person's eligibility, qualifi-
cations, and suitability for employment with our District? _________________

______________________________________________________________

QUESTIONS FOR PERSONAL REFERENCE

How long have you known the applicant? _____________________________

What is the nature of your relationship? ______________________________

Why do you think the applicant would be a good choice for this position?

______________________________________________________________

Do you know of any reasons that could prevent the ap-
plicant from fulfilling the functions of the position? ______________________

______________________________________________________________

Background check form completed by _______________________________

Date completed _________________________________________________

GCF-EC © ©

EXHIBIT

PROFESSIONAL STAFF HIRING

AFFIRMATION OF A RETIRED EMPLOYEE
UPON RETURN TO EMPLOYMENT

To satisfy the requirements of A.R.S. 38-766.01, and to retain my eligibility to receive retirement benefits from the Arizona State Retirement System (ASRS) following my return to employment following a qualified retirement, by my signature below I affirm my awareness and acceptance of the following provisions:

● I

A. I have attained a normal retirement age as defined by the ASRS.

● I

B. I am returning to greater than half (1/2) time employment not sooner than twelve (12) months following

my termination

my termination of full time employment for the purpose of retirement.

● If

C. If I return to work as a certificated teacher, my employment is not subject to the requirements prescribed

in A

in A.R.S. 15-

536, 15-

538, 15-538.01,

and

and 15-539

through

through 15-543.

● I

D. I understand that:

■ pursuant

1. pursuant to A.R.S. 38-766.01

my election to return to work is irrevocable for the remainder of

the employment

the employment for which I have made this election, and

■ I

2. I must make this acknowledgement in writing and file it with my employer within thirty (30) days

of returning

of returning to work.

__________________________________ ___ ______________________

Signature Date_

Signature Date

GCF-ED ED ©

EXHIBIT

PROFESSIONAL STAFF HIRING

PROCEDURES AND PRACTICES FOR EMPLOYMENT AUTHORIZATION
AND EMPLOYMENT ELIGIBILITY VERIFICATION

Anti-Discrimination Notice. It is illegal to discriminate against any individual (other than an alien not authorized to work in the U.S.) in hiring, discharging, or recruiting or referring for a fee because of that individual's national origin or citizenship status. It It is illegal to discriminate against work eligible individuals. Employers Employers cannot specify which document(s) they will accept from an employee. The The refusal to hire an individual because of a future expiration date may also constitute illegal discrimination.

Employment Authorization
Procedure

Effective January 1, 2008, Arizona schools must use the federal government's Basic Pilot Program to verify the employment authorization of all newly hired employees.

The Department of Homeland Security's (DHS) U.S. Citizenship and Immigration Services Bureau (USCIS) and the Social Security Administration (SSA) are jointly conducting E-Verify. E, formerly known as the Basic Pilot. E-Verify involves verification checks of the SSA and DHS databases, using an automated system to verify the employment authorization of all newly hired employees.

There are four (4) types of access to E-Verify: As an employer, as a designated agent for employers, as a multi-location corporate administrator, or through a web service.

Users can access the web-based access methods using any Internet-capable Windows based personal computer and a web browser of Internet Explorer 5.5 or Netscape 4.7 or higher (with the exception of Netscape 7.0).

To participate, an employer must register online and accept the electronic Memorandum of Understanding (MOU) that sets forth the responsibilities of the SSA, USCIS and the employer.

The following e-mail address will allow navigation to both instructions and forms for the I-9 for verifying the identity and employment authorization of individuals hired for employment in the United States:

https://www.uscis.gov/i-9

Form I-9 may be completed as soon as the employer has offered the individual a job and the individual has accepted the offer. Each newly hired employee must complete and sign Section 1 of Form I-9 no later than his or her first day of employment.

If you need assistance in completing the registration process or need additional information relating to E-Verify, please call the Office of Verification toll free at 1-888-464-4218.

I-9 Form Completion

The Immigration Reform and Control Act of 1986 (IRCA) requires that all new employees, both regular and casual, establish their eligibility for employment in the United States. This This federal law applies to U.S. citizens as well as to foreign nationals. An

The Employment Eligibility Verification (Form I-9) must be completed as follows:

Section 1. Employee Information and Attestation

Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.)

Section 2. Employer or Authorized Representative Review

and Verification

Employers or their authorized representative must complete and sign Section 2 within three (3) business days of the employee's hire date. Employees who do not provide the necessary documentation within three (3) business days must be discharged.first day of employment.

GCFC ©
PROFESSIONAL STAFF CERTIFICATION
AND CREDENTIALING REQUIREMENTS

(Fingerprinting Requirements)

New Hires

All certificated personnel to be hired by the District shall be fingerprinted as a condition of employment, except for personnel who, as a condition of certification are required to have a valid fingerprint clearance card.

The candidate's fingerprints shall be submitted, along with the form presented as an exhibit to this policy, immediately upon being notified of possible employment. The form shall be considered a part of the application for employment.

An expired fingerprint clearance card may be used to satisfy the fingerprint requirements of section 15-183, 15-503, 15-512, 15-534, 15-782.02, 15-1330 or 15-1881 if the person signs an affidavit stating both of the following:

A. The person submitted a completed application to the Finger Printing Division of the Department of Public Safety for a new fingerprint clearance card within ninety (90) days before the expiration date on the person's current fingerprint clearance card.

B. The person is not awaiting trial on and has not been convicted of a criminal offense that would make the person ineligible for a fingerprint clearance card.

This does not apply to a fingerprint clearance card that has been denied, suspended or revoked or to a person who has requested a good cause exception hearing.

Candidates shall certify on the prescribed notarized forms whether they are awaiting trial on or have ever been convicted of or admitted in open court or pursuant to a plea agreement committing any of the following criminal offenses in Arizona or similar offenses in any other jurisdiction:

● Sexual A. Sexual abuse of a minor.● Incest

B. ● First Incest.

C. First- or second-degree murder.

● KidnappingD. Kidnapping.● Arson

E. ● Sexual Arson.

F. Sexual assault.

● Sexual G. Sexual exploitation of a minor.

● Felony H. Felony offenses involving contributing to the delinquency of a minor.

● I. Commercial sexual exploitation of a minor.

● J. Felony offenses involving sale, distribution, or transportation of, offer to sell, transport, or distribute, or conspiracy or conspiracy to sell, transport, or distribute marijuana or dangerous or narcotic drugs.

● Felony K. Felony offenses involving the possession or use of marijuana, dangerous drugs, or narcotic drugs.

● Misdemeanor L. Misdemeanor offenses involving the possession or use of marijuana or dangerous drugs.

● M. Burglary in the first degree.

● Burglary N. Burglary in the second or third degree.

● Aggravated O. Aggravated or armed robbery.● Robbery

P. ● A Robbery.

Q. A dangerous crime against children as defined in A.R.S. 13-705.

● Child R. Child abuse.

● Sexual S. Sexual conduct with a minor.

● Molestation T. Molestation of a child.● Manslaughter

U. ● Aggravated Manslaughter.

V. Aggravated assault.

● W. Assault.

● Exploitation X. Exploitation of minors involving drug offenses.

A person who makes a false statement, representation, or certification in any application for employment with the School District is guilty of a class 3 misdemeanor.

The District may refuse to hire or may review or terminate personnel who have been convicted of or admitted committing any of the criminal offenses above or a similar offense in another jurisdiction. In conducting a review, the Governing Board shall utilize the guidelines, including the list of offenses that are not subject to review, as prescribed by the State Board of Education pursuant to A.R.S. 15-534. In considering whether to hire or terminate the employment of a person, the Governing Board shall take into account the factors listed in A.R.S. 15-512.

When considering termination of an employee pursuant to A.R.S. 15-512, a hearing shall be held to determine whether a person already employed shall be terminated.

The Superintendent shall develop and implement procedures that include the following in the employment process:

● Provide A. Provide for fingerprinting of employees covered under this policy and A.R.S. 15-512.

● Provide B. Provide for fingerprint checks pursuant to A.R.S. 41-1750.

Adopted: December 1, 2010 date of Manual adoption

LEGAL REF.:
A.R.S.
15-512
15-534
23-1361

41-1750

41-1758.07

CROSS REF.:
GCF - Professional Staff Hiring
GCG - Part-Time and Substitute Professional Staff Employment
IJOC - School Volunteers

GCFC-E ©

EXHIBIT

PROFESSIONAL STAFF CERTIFICATION
AND CREDENTIALING REQUIREMENTS

________________________________ ___________________________
Name (typed or printed) Position

I, ___________________________________, being duly sworn, do hereby certify that I have never been convicted of or admitted in open court or pursuant to a plea agreement committing, and am not now awaiting trial for committing, any of the following criminal offenses in the state of Arizona or similar offenses in any other jurisdiction:

Sexual abuse of a minor

Incest

First- or second-degree murder

Kidnapping

Arson

Sexual assault

Sexual exploitation of a minor

Felony offenses involving contributing to the delinquency of a minor

Commercial sexual exploitation of a minor

Felony offenses involving sale, distri- bution, or transportation of, offer to sell, transport, or distribute marijuana or dangerous or narcotic drugs

Felony offenses involving the posses- sion or use of marijuana, dangerous drugs or narcotic drugs

Misdemeanor offenses involving the possession or use of marijuana or dangerous drugs

Burglary in the first degree

Burglary in the second or third degree

Aggravated or armed robbery

Robbery

A dangerous crime against children as defined in A.R.S. 13-705

Child abuse

Sexual conduct with a minor

Molestation of a child

Manslaughter

Assault or Aggravated assault

Exploitation of minors involving drug offenses

_______________________________ _________________________________
Employee signature Date signed

Subscribed, sworn to, and acknowledged before me by _______________________

______________________________, this ______ day of ____________, 20____,

in _____________________________ County, Arizona.

My Commission Expires

__________________________ ______________________________________
Notary Public

GCFE ©
PROFESSIONAL / SUPPORT STAFF
HIRING - OATH OF OFFICE

Every school employee shall take and subscribe to the oath prescribed for public officers pursuant to A.R.S. 38-231. The person taking the oath shall file a copy of the acknowledged oath in the District office. The District office shall keep such copy on file as long as the employee remains employed by the District and for a period of five (5) years after termination of employment with the District.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
38-231

GCFE-E ©

EXHIBIT

PROFESSIONAL / SUPPORT STAFF
HIRING - OATH OF OFFICE

In addition to any other form of oath or affirmation specifically provided by law for an officer or employee, before entering upon the duties of office or employment, any officer or employee shall take and subscribe to the following oath or affirmation:

State of Arizona, County of _____________________________________________, I, _____________________________________ [type or print name], do solemnly swear (or affirm) that I will support the Constitution of the United States and the Constitution and laws of the State of Arizona; that I will bear true faith and allegiance to the same, and defend them against all enemies, foreign and domestic, and that I will faithfully and impartially discharge the duties of the office of ________________________________________________ [name of office] according to the best of my ability, so help me God (or so I do affirm).

__________________________________
(Signature of officer or employee)

LEGAL REF.:
A.R.S.
38-231

GCG ©
PART - TIME AND SUBSTITUTE
PROFESSIONAL STAFF EMPLOYMENT

Substitute Teachers

The Board will establish the daily pay rate for substitute teachers.

The Superintendent will screen all applicants for substitute positions and recommend substitute teachers to the Board for approval. The Superintendent will establish regulations to ensure that all substitutes used in the schools are on the Board-approved substitute list.

Substitute Professional
Staff Members

The Superintendent may employ, when conditions warrant, temporary or part-time personnel on a per diem or time card basis. This authority is subject to the following conditions:

● Continued A. Continued employment of any such person shall be subject to confirmation and approval by the Board at its next its next official meeting.

● The B. The employee shall be hired on a per diem basis and shall be compensated in accordance with the requirements the requirements and limitations of existing contracts that cover similar positions or employees.

● In C. In addition to the conditions set forth above, the temporary assignment of a person to a supervisory or administrative or administrative position shall be preceded by notification to the Board. The Superintendent will detail the detail the circumstances that created the need for the part-time employment.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
15-503
A.A.C.
R7-2-603

GCGB ©
ARRANGEMENTS FOR SUBSTITUTE
STAFF MEMBERS

The Superintendent will establish procedures for reporting the need for and arranging for professional staff substitutes.

Adopted: date of Manual adoption

LEGAL REF.:
A.A.C.
R7-2-612

GCGB-R R ©

REGULATION

ARRANGEMENTS FOR SUBSTITUTE
STAFF MEMBERS

Employees who, because of illness or other valid reason, cannot report for duty must either, a) enter the absence online using the automated substitute-fulfillment system, b) notify their school secretary, or c) notify the substitute coordinator at the central Administrative Center, in accordance with established procedures. The substitute coordinator will be on duty at 6:00 a.m., the cutoff time for entering same-day absences onlineWhen utilizing the leave policies of the District, it shall be the responsibility of the teacher to notify the supervising principal, as soon as possible, of the need for a substitute teacher. In the event the principal is not available, the __________________________ may be notified.

If the teacher knows in advance that a return to duty will be assured on a certain day, the principal should be so notified in order that the substitute may be informed.

GCH ©
PROFESSIONAL / SUPPORT STAFF
ORIENTATION AND TRAINING

The Superintendent will provide training and information establish a program to provide orientation for all new District employees. At a minimum, this program will cover the following items:

● GoalsA. Goals, objectives, and programs of the District.

● Personnel B. Personnel policies.

● Sexual C. Sexual harassment.

● Terms D. Terms of employment.

● General E. General disciplinary rules and procedures.

● Salary F. Salary and fringe-benefit plans.

● SelfG. Self-improvement opportunities.

● The H. The evaluation program and name(s) of evaluator(s).

● I. Handling of body fluids.

● J. Child abuse reporting responsibilities.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

CROSS REF.:

GDH - Support Staff Orientation and Training

GCI ©
PROFESSIONAL STAFF DEVELOPMENT

The Board recognizes its particular responsibility to provide opportunity for the continual professional growth of its certificated staff. Such opportunities include, within budgetary limitation, special in-service training courses, workshops, school or District visitations, conferences, professional library, and assistance from supervisors and consultants.

In line with such opportunities, the Board encourages educational research by staff members when the conduct of the project does not conflict with the major functions of the schools.

In-Service Training ProgramsCourses

The Superintendent may establish local in-service training programs courses for teachers and other certificated employees in the schools, credit for which may be granted beyond the bachelor's degree .

Regardless of whether the employee chooses salary schedule credit or workshop pay, all of the following activities apply to certificate renewal.

Fifteen (15) contract hours will be considered the equivalent of one (1) semester credit hour. (Trimesters/quarter hours will be computed proportionately.)

in the manner that graduate courses in institutions of higher learning are taken into account.

This credit may be granted in cases where the scope, level, quality, and content of the local course is equal to college graduate work and the instructor is qualified to teach on the college level. The Superintendent may establish reasonable rules by which to select such courses and designate them for credit. The maximum number of credits earned in such courses that may be counted toward the salary differentials is one-half (1/2) the credits required for each column of the salary schedule. The number of credits to be granted for each course shall be determined by the Superintendent.

The attendance of teachers in these courses shall be recorded, and no credit shall be allowed unless the teacher has completed the assigned work of the course.

If the District compensates the staff member for attending in-service training courses, no credit shall be allowed for advancement on the salary schedule.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-342

GCJ ©
PROFESSIONAL STAFF PROBATIONARY
NONCONTINUING AND CONTINUING

CONTINUING STATUS

Probationary teacher means a certificated teacher who is not a continuing teacher.

Continuing teacher means:

● a A. a certificated teacher who has been and is currently employed by the District for the major portion of three (3) consecutive consecutive school years, and;

● who B. who has not been designated in the lowest performance classification for the previous school year or who has not has not regained continuing status after being designated as a probationary teacher.

A continuing teacher becomes a probationary teacher in the school year following having been designated in the lowest performance classification and shall remain a probationary teacher until that teacher's performance classification is designated in either of the two (2) highest performance classifications.

Administrators are not covered under the terms of the teacher appointment and evaluation statutes and do not gain credit toward continuing status.

Adopted: April 2, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
15-501

15-502

15-536

15-538.01

15-539

15-544

15-546

15-547

A.G.O.
I78-150
I78-286
I80-113
I83-131
I84-048

CROSS REF.:
GCO - Evaluation of Professional Staff Members

GCK ©
PROFESSIONAL STAFF ASSIGNMENTS
AND TRANSFERS

The Superintendent shall have the responsibility for the assignment of all personnel throughout the District. The procedure for assignment and transfer of professional staff members will be based on the needs of the instructional program. In addition, no right to school, grade, or subject assignment shall be inferred from the standard teacher's contract.

A teacher who has been employed by the District for the major portion of three (3) or more consecutive school years and who is currently designated in the lowest performance classification for two (2) consecutive school years shall not be transferred as a teacher to another school in the District unless the District has issued a preliminary notice of inadequacy of classroom performance and approved a performance improvement plan for the teacher and the Governing Board has approved the new placement as in the best interests of the pupils in the school. Following a transfer under this provision, a teacher who continues to be designated in one (1) of the two (2) lowest performance classifications shall not be permitted to transfer to another school. A teacher shall not be transferred more than once under the provisions of this paragraph.

The transfer of teachers from one school to another school within the District shall take into consideration the needs of the pupils in the District and the current distribution of teachers across all of the four (4) performance classifications as adopted by the State Board of Education.

Professional staff members may apply for transfer or reassignment, whether or not a vacancy exists. Transfers will not be approved during the school year unless the needs of the District dictate such approval.

In the case of vacancies in new or existing positions, first consideration will be given to qualified applicants among current employees.

The resolution of any conflicts over the need for a transfer shall be based on what is best for the instructional program, the needs of the students, and the overall needs of the District as defined by the Superintendent.

Adopted: April 2, 2014date of Manual adoption

LEGAL REF.:

A.R.S.

15-537

GCL ©
PROFESSIONAL STAFF
SCHEDULES AND CALENDARS

All professional staff members shall report to their duty stations on time each workday and shall, as scheduled, be available there until the designated time(s) they are scheduled to leave. The Superintendent may alter or extend the school day for meetings, special events, and activities.

Professional staff members are expected to be in their respective rooms or work areas as the schedule prescribes so that they may see students, parents, and/or attend to other duties as assigned. Family members are not allowed in teacher work areas during scheduled duty hours.

In order to ensure the safety of students and the security of school campuses, teachers may be assigned supervisory duty during the teaching day. These duty assignments shall be considered a regular part of a teacher's duties and shall be fulfilled accordingly.

Teachers will perform duties other than classroom teaching. Extra duty assignments will be made by the Superintendent.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-521

CROSS REF.:
GCMF - Professional Staff Duties and Responsibilities
JLIA - Supervision of Students

GCMC ©
PROFESSIONAL STAFF MEETINGS

The Superintendent will arrange for and hold staff meetings as the need may arise. This authority may be delegated to the school principals, who may hold such building meetings on a regularly scheduled basis or as they may arise.

All teachers are required to attend any such meetings unless officially excused by the principal or the Superintendent prior to the meeting. Absence from pre-school or post-school faculty meetings will be treated the same as a day absent from school.

The Board and the administration recognize the value of and encourage grade-level staff meetings or departmental staff meetings. A minimum number of such meetings will be allowed during the regular school day, as long as the minimum number of classroom minutes for the grade level has been met. Arrangements for such meetings shall be made with the Superintendent through the school principals.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

CROSS REF.:
IKACA - Parent Conferences

GCMF ©
PROFESSIONAL STAFF DUTIES
AND RESPONSIBILITIES

(Duties of Teachers; Failure to Comply
is Unprofessional Conduct; Penalty)

Every teacher shall:

● Make A. Make student learning the primary focus of the teacher's professional time.

● Hold B. Hold students to strict account for disorderly conduct.● Take and

C. Exercise supervision over students on the playgrounds and during recess if assigned to such duty.

D. Take and maintain daily classroom attendance.

● Make E. Make the decision to promote or retain a student in grade in a common school or to pass or fail a student in a course a course in high school. Such decisions may be overturned only as provided in A.R.S. 15-342.

● Comply F. Comply with all rules, regulations, and policies of the Governing Board that relate to the duties as prescribed.

A teacher shall not use sectarian or denominational books or teach any sectarian doctrines or conduct religious exercises.

A teacher who instructs a course offered under Policy IHAL, Teaching About Religion, in its appropriate historical context and in good faith shall be immune from civil liability and disciplinary action pursuant to section A.R.S. 15-535.

A teacher who fails to comply with the above is guilty of unprofessional conduct and may be subject to disciplinary action by the Governing Board and by the State Board of Education.

A teacher who is arrested for or charged with any nonappealable offense listed in section 41-1758.03, subsection B and who does not immediately report the arrest or charge to the teacher's supervisor is guilty of unprofessional conduct and shall be immediately dismissed from employment with the School District.

Adopted: April 2, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
15-203

15-341

15-521

15-535

15-539

15-550

41-1758.03

CROSS REF.:
GBEB - Staff Conduct
GCO - Evaluation of Professional Staff Members

GCO ©
EVALUATION OF PROFESSIONAL
STAFF MEMBERS

The process and purpose of evaluation for certificated professional staff members is to result in improvement of the quality of instruction and the strengthening of the abilities of the professional staff.

Definition of Terms

In this policy:

●

A. Certificated teacher

means

means a person who holds a certificate from the State Board of Education to work

in the schools

in the schools of this state and who is employed under contract in a position that requires certification,

except a psychologist

except a psychologist or an administrator devoting less than fifty percent (50%) of his time to classroom teaching.

●

B. Inadequacy of classroom performance

means

means the definition of inadequacy of classroom

performance adopted

performance adopted by the Governing Board.

●

C. Performance classifications

for teachers and principals include

means the four (4) performance classifications

under

for teachers and principals under the law and defined by the State Board of Education.

●

D. Qualified evaluator

means

means a school principal or other person who is trained to evaluate teachers and who

is designated

is designated by the Governing Board to evaluate certificated teachers.

Evaluation of Classroom Teachers

and Other Certificated Non-

administrative Staff Members

The District evaluation instrument will:

● Utilize

A. Utilize the required elements of the model framework for a teacher and principal evaluation

instrument adopted

instrument adopted by the State Board of Education;

● Include

B. Include quantitative data on student academic progress that accounts for between thirty-three

percent

percent (33%) and fifty percent (50%) of the evaluation outcomes;

● Include

C. Include four (4) performance classifications, designated as highly effective, effective, developing,

and ineffective

and ineffective;

● Meet

D. Meet the data requirements established by the State Board of Education to annually evaluate

individual teachers

individual teachers and principals.

Performance classifications for teachers shall be the same four (4) performance classifications adopted by the State Board of Education. The performance classifications are to be applied to the evaluation instruments in a manner designed to improve principal and teacher performance. At least annually, the Governing Board will discuss at a public meeting its aggregate performance classifications of principals and teachers.

The District will involve its certificated teachers in the development and periodic evaluation of the teacher performance evaluation system. The following elements will be a part of the evaluation system:

● It

A. It will meet the requirements prescribed in statute and provide at least one (1) evaluation of each

certificated teacher

certificated teacher by a qualified evaluator each school year.

● A

B. A copy of the evaluation system shall be given to each teacher in the District.

● Specific

C. Specific training requirements for qualified evaluators, approved by the Board, will be included which

may involve

may involve local or national educator training resources recommended by the Superintendent.

● The

D. The Superintendent will recommend qualified evaluators to the Board prior to naming evaluators.

● The

E. The Board will designate qualified evaluators.

● Best

F. Best practices for professional development and evaluator training adopted by the State Board of

Education will

Education will be considered.

● The

G. The system will include incentives for teachers in the highest performance classification.

● The

H. The system will include a plan for the appropriate use of quantitative data of student academic progress

in evaluations

in evaluations of all certificated teachers. The plan may make distinctions between certificated teachers

who provide

who provide direct instruction to students and certificated teachers who do not provide direct

instruction to students

instruction to students. The plan may include data for multiple school years and may limit the use of data

for certificated teachers

for certificated teachers who have taught for less than two (2) complete school years.

The Governing Board may waive the requirement of a second classroom observation for a continuing teacher whose teaching performance based on the first classroom observation places the teacher in one (1) of the two (2) highest performance classifications for the current school year, unless the teacher requests a second observation.

Either the qualified evaluator or another Board designee shall confer with the teacher to make specific recommendations as to the areas of improvement in the teacher's performance and to provide professional development opportunities for the certificated teacher to improve performance and follow up with the teacher after a reasonable period of time for the purpose of ascertaining that the teacher is demonstrating adequate performance.

Inadequacy of Classroom Performance

A teacher's classroom performance is inadequate if any one (1) of the following criteria are met:

● During the current school year, the certificated teacher receives:

■ a performance rating of "ineffective" with respect to the performance component of the District's evaluation instrument; or

■ a performance rating of "ineffective" with respect to the District's evaluation as a whole; or

● During the current school year, within Standards I, II, and III the certificated teacher receives:

■ performance ratings of "developing" or "ineffective" in at least eighty percent (80%) of the indicators; or

■ performance ratings of "ineffective" in two (2) or more indicators within one (1) standard; or

● During each year of two (2) consecutive school years, the certificated teacher receives either:

■ a performance rating of "ineffective" or "developing" with respect to the performance component of the District's evaluation instrument; or

■ a performance rating of "ineffective" or "developing" rating with respect to the evaluation instrument as a whole; or

● During the current school year, two (2) or more observations identify significant inadequacies, meaning a persistent deviation from expected practice, that relate to planning and preparation, creating a positive classroom environment, or instructional skills.

■ One (1) of the observations must be conducted by an evaluator other than the initial evaluator.

■ One (1) of the observations must be a full class period.

■ Administrator must identify the inadequacy in writing within five (5) school days following the second observation and provide specific areas of improvement.

■ A teacher is then identified as inadequate if the deviation persists up to or beyond an additional observation at least fifteen (15) school days after the written feedback following the second observation

================================================================

By school year 2015-2016, the District teacher evaluation will address the following items to be inserted in this location after adoption by the Board.

Item 1

The Board shall describe performance improvement plans for teachers designated in the lowest performance classification and dismissal or nonrenewal procedures pursuant to section 15-536 or 15-539 for teachers who continue to be designated in the lowest performance classification.

Item 2

The Board's dismissal or nonrenewal procedures shall require that the District issue the preliminary notice of inadequacy of classroom performance no later than the second consecutive year that the teacher is designated in one (1) of the two (2) lowest performance classifications unless the teacher is in the first or second year of employment with the District or has been reassigned to teach a new subject or grade level for the preceding or current school year.

================================================================

Inadequacy of Classroom Performance

A teacher's classroom performance is inadequate if:

INSERT DISTRICT LANGUAGE HERE.

The Superintendent is authorized to issue preliminary notices of inadequacy of classroom performance prior to Governing Board approval. The Superintendent, in consultation with the principal or supervisor of the classroom teacher, will consider any mitigating circumstances before issuing such notices to a classroom teacher who is new to the profession or who was recently reassigned to a new grade level or content area. The Board will be notified within ten (10) school days of such issuance.

A teacher whose evaluation is used as a criterion for establishing compensation and who disagrees with the evaluation may make a written appeal. The teacher shall have the burden of proof in the appeal. The appeal shall go to the Superintendent.

Evaluation of Principals,

other Administrators

and Psychologists

The Board authorizes the Superintendent to establish a system for the evaluation of principals, other administrators, and certificated school psychologists. Advice will be sought from those to be evaluated in the development of the performance evaluation system for each of these employee classifications.

Evaluation of Principals

The evaluation system for the evaluation of the performance of principals may include the over-all instructional program, student progress, personnel, curriculum, and facilities. Principals will be given a review of evaluation procedures prior to beginning the process.

The evaluation system for principals may include the following:

● Alignment

A. Alignment of professional development opportunities to the principal evaluations.

● Incentives

B. Incentives for principals in one (1) of the two (2) highest performance classifications, which may

include multiyear

include multiyear contracts and incentives to work at schools assigned a letter grade of "D" or "F."

● Transfer

C. Transfer and contract processes for principals designated in the lowest performance classification.

Subject to statutory limitations, the Board shall make available the evaluation and performance classification pursuant to A.R.S. 15-203

of each principal in the District to school districts and charter schools that are inquiring about the performance of the principal for hiring purposes.

Evaluation of Other Administrators

The format for the evaluation system for other administrators (other than the Superintendent) will be developed

under

under the leadership of the Superintendent, focusing on the responsibilities and outcomes which support the over-all instructional program and needs of the District. Evaluation procedures, timelines, and methods to be used for the communication of evaluation results will be reviewed with each employee prior to beginning the process.

Evaluation of Certificated

School Psychologists

The evaluation system for certificated school psychologists shall include the following:

● Recommendations

A. Recommendations as to areas of improvement in the performance of the certificated school psychologist if

the performance

the performance warrants improvement.

● After

B. After transmittal of an assessment, a Board designee shall confer with the certificated school psychologist

to make

to make specific recommendations as to areas of improvement in performance.

● The

C. The Board designee shall provide assistance and opportunities for the certificated school psychologist

to improve

to improve his performance and shall follow up after a reasonable period of time for the purpose of

ascertaining that

ascertaining that adequate performance is being demonstrated.

● Appeal

D. Appeal procedures for certificated school psychologists who disagree with the evaluation of their performance,

if the evaluation is for use as criteria for establishing compensation or dismissal.

Contracts of Certificated Employees

The Governing Board may transmit and receive contracts of certificated employees in an electronic format and may accept electronic signatures on those contracts. The Superintendent will develop procedures for the implementation of this discretionary process.

The Governing Board may adopt requirements that require electronic signatures to be followed by original signatures within a specified time period.

Adopted: October 1, 2014date of Manual adoption

LEGAL REF.:
A.R.S.
15-203

15-502

15-503

15-536

15-537

15-537.01

15-538

15-538.01

15-539 et seq.

15-544

15-549

15-918.02

15-977

A.A.C.

R7-2-605

CROSS REF:
GCB - Professional Staff Contracts and Compensation
GCF - Professional Staff Hiring
GCJ - Professional Staff Noncontinuing and Continuing Status
GCK - Professional Staff Assignments and Transfers
GCMF - Professional Staff Duties and Responsibilities
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDO - Evaluation of Support Staff Members

GCO-RA RA ©

REGULATION

EVALUATION OF PROFESSIONAL
STAFF MEMBERS

Evaluators

The Superintendent will compile an updated listing of those who have successfully completed the District required evaluator training and submit this list of newly trained evaluators prior to the first scheduled staff observation by an evaluator to the Governing Board for designation as qualified evaluators. The evaluator shall be responsible for the final written and official statement of evaluation, which shall be in writing, and a copy shall be transmitted to the certificated teacher within five (5) days after completion of the evaluation. [A.R.S. 15-537]

The Superintendent shall implement the specific training requirements for qualified evaluators prescribed by the Governing Board.

Best practices for professional development and evaluator training adopted by the State Board of Education should be referenced by the Superintendent periodically as the State Board has the authority to periodically make adjustments to align with the model framework for teacher and principal evaluations with assessment data changes at the state level.

Classroom Observations by Evaluator:

● The A. The teacher performance evaluation system shall include at least two (2) actual classroom observations of the of the certificated teacher demonstrating teaching skills in a complete and uninterrupted lesson by the qualified evaluatorqualified evaluator. However, the Governing Board may waive the requirement of a second classroom observation for a for a continuing teacher whose teaching performance based on the first classroom observation places the teacher the teacher in one (1) of the three two (32) highest performance classifications for the current school year, unless the teacher the teacher requests a second observation.

● There B. There shall be at least sixty (60) calendar days between the first and last observations.

● Preliminary C. Preliminary notice of inadequacy may follow the first observation.

● The D. The last observation may follow the issuance of a preliminary notice of inadequacy of classroom performance, the the completion of any performance improvement plan and be used to determine whether the teacher has corrected has corrected inadequacies and has demonstrated adequate classroom performance.

● An E. An observation shall not be conducted within two (2) instructional days of any scheduled period in which school which school is not in session for one (1) week or more.

● Informal F. Informal or additional formal observations may be made at the discretion of the administrator, a minimum of three (3) informal observations will be completed for each teacher throughout the school year. Within . Observations that do not constitute a complete and uninterrupted lesson shall not be considered in determining performance ratings and may only be used to provide feedback to improve instructional performance.

Procedural Steps in the Process of Evaluation:

A. The evaluation procedures shall be reviewed at each school. At the beginning of the school year, the principal shall meet with the school's faculty for the purpose of orienting the teachers to the total evaluation plan. Any teacher that is hired after the school year begins must also be given a review of evaluation procedures prior to the teacher's evaluation.

B. Within ten (10) business days after each informal observation, the qualified evaluator observing the teacher shall provide shall provide written feedback to the teacher and a copy shall be retained for the principal's file. A third copy shall be copy shall be placed in the teacher's personnel file and made available to authorized District officers and employees and employees and as otherwise provided by law. Observations that do not constitute a complete and uninterrupted lesson shall not be considered in determining performance ratings and may only be used to provide feedback to improve instructional performance.

Procedural Steps in the Process of Evaluation:

Formal Evaluation No. 1:

● Before September 1 of each year:

■ Teachers receive copy of Evaluation Rubric and Evaluation Instrument.

■ Principal reviews evaluation process and procedures in a faculty meeting.

⇒ Teachers hired after faculty meeting confer individually with an administrator to review evaluation process.

■ Self-assessment form distributed (teacher completes prior to pre-conference).

■ General Information sheet distributed to teacher.

● Pre-Conference:

■ Discussion about the specific lesson to be observed.

⇒ Lesson Plan of lesson to be observed may be brought to the conference.

■ Review Self-Assessment and General Information sheet.

⇒ Fill out General Information sheet if teacher did not bring it completed.

● Formal Observation - Full classroom observation (one [1] uninterrupted class period).

● Administration collaborates to complete Standard 4 on all teachers.

■ Standard 4 completed prior to post-conference.

● Post-Conference - completed prior to February 1:

■ Review of classroom observations to date.

■ Evaluation Instrument is completed in collaboration with teacher using the teacher self-analysis.

■ Evaluator makes specific recommendations for improvement or professional development as needed.

⇒ The

C. The results of an annual evaluation shall be

provided

in writing, or provided in electronic format to the

certificated teacher within

certificated teacher and a copy shall be transmitted or provided in an electronic format to the certificated teacher within five (5) business days after completion of the evaluation.

● Teacher signs evaluation with evaluator:

■ Teacher is given opportunity to review evaluation instrument.

■ Teacher may ask for clarification.

■ The certificated teacher may initiate a written reaction or response to the evaluation. The official evaluation shall be reduced to writing and signed by both the teacher and the evaluator. The teacher's signature shall not mean concurrence. The teacher shall be allowed ten (10) calendar days to write and submit any comments, which shall be attached to the evaluation.

At Least Sixty (60) Calendar Days after First Formal Evaluation. If teacher is identified as a probationary teacher, is rated as developing or ineffective during the fall semester, or has requested a second formal observation.

● Pre-Conference:

■ Discussion about the specific lesson to be observed.

⇒ Lesson Plan of lesson to be observed.

● Formal Observation - Full classroom observation (one [1] uninterrupted class period).

● Administration collaborates to complete Standard 4 on all teachers who require a second evaluation.

■ Standard 4 completed prior to post-conference.

● Post-Conference:

■ Review of classroom observations to date.

■ Evaluation Instrument is completed in collaboration with teacher using the teacher self-analysis.

■ Evaluator makes specific recommendations for improvement or professional development as needed.

⇒ The results of an annual evaluation shall be provided in writing or in electronic format to the certificated teacher within five (5) business days after completion of the evaluation.

● Teacher signs second evaluation with evaluator.

■ Teacher is given opportunity to review evaluation instrument.

■ Teacher may ask for clarification.

■ The

D. Either the qualified evaluator or another Board designee shall confer with the teacher to make specific recommendations as to the areas of improvement in the teacher's performance and to provide professional development opportunities for the certificated teacher to improve performance and follow up with the teacher after a reasonable period of time for the purpose of ascertaining that the teacher is demonstrating adequate performance.

E. The certificated teacher may initiate a written reaction or response to the evaluation. The official

evaluation shall

evaluation shall be reduced to writing and signed by both the teacher and the evaluator. The teacher's signature

shall not

shall not mean concurrence. The teacher shall be allowed ten (10) calendar days to write and submit any comments, which shall be attached to the evaluation.

● Copies F. Copies of the evaluation report and performance classification of a certificated teacher retained by the Governing the Governing Board and the Department of Education are confidential, do not constitute a public record and shall and shall not be released to any person except to those stipulated in A.R.S. 15-537 which allows release to certain to certain prescribed parties, including school districts and charter schools that inquire about the performance of performance of the teacher for prospective employment purposes.

● A G. A school district or charter school that receives information about a certificated teacher from the evaluation report evaluation report and performance classification shall use this information solely for employment purposes and shall employment purposes and shall not release to or allow access to this information by any other person, entity, school district or charter school for employment for employment purposes.

Preliminary Notice of Inadequacy

of Classroom Performance:

● A. A teacher whose classroom performance has been evaluated as being inadequate shall be given a preliminary a preliminary notice of inadequacy of classroom performance if the teacher may be dismissed or non-renewed because of this notice. The notice will provide the teacher at least forty-five (45) instructional days instructional days in which to overcome the inadequacies and shall specify the nature of the inadequacy with such particularity such particularity as to furnish the teacher an opportunity to correct the inadequacies and maintain adequate classroom adequate classroom performance as defined by the Governing Board.

● The B. The Superintendent is authorized to issue preliminary notice of inadequacy of classroom performance without prior without prior Board approval. The Superintendent will notify the Board of such issuance within ten (10) days of such issuancesuch issuance.

● The C. The preliminary notice of inadequacy of classroom performance shall be accompanied by a performance improvement performance improvement plan designed to help the teacher correct inadequacies and demonstrate adequate classroom performance.

Nonrenewal/Dismissal of

Certificated Employees:

● The A. The Board shall authorize, as necessary, and send notice to teachers who will not be reemployed for the ensuing the ensuing school year.

● The B. The written notice of intention to dismiss or not to reemploy shall include a copy of any valid evaluation pertinent evaluation pertinent to the charges made.

● Notice C. Notice of the Board's intention not to reemploy the teacher shall be made by delivering it personally to the teacher the teacher or by sending it by registered or certified mail to the teacher at the teacher's place of residence, as recorded as recorded in the District's records. The notice shall incorporate a statement of reasons for not reemploying the teacherreemploying the teacher.

● If D. If a teacher does not correct inadequacies and demonstrate adequate classroom performance following the preliminary the preliminary notice of inadequacy of classroom performance accompanied by a performance plan and the statutory the statutory time allocated for such improvement has elapsed, a written notice of intention to dismiss or not to reemploy to reemploy may be issued.

● The E. The Governing Board shall give any certificated teacher notice of intention to dismiss or not to reemploy if such if such intention is based on charges of inadequacy of classroom performance. The Governing Board or its authorized its authorized representative at least forty-five (45) instructional days before such notice, shall give the teacher written teacher written preliminary notice of inadequacy of classroom performance, specifying the nature thereof with such particularity such particularity as to furnish the teacher an opportunity to correct inadequacies and maintain adequate classroom performance. A notice of the Governing Board's intention to dismiss or not to reemploy for inadequacy of inadequacy of classroom performance shall not be issued until the District has completed an observation at the conclusion of conclusion of a performance improvement plan.

● In F. In the case of a continuing teacher, if the teacher does not demonstrate adequate classroom performance within performance within the allotted time the Board shall dismiss the teacher as provided by statute.

Contracts of Certificated EmployeesContracts of Certificated Employees

The Governing Board shall offer a teaching contract for the next ensuing school year to each certificated probationary teacher who is under a contract of employment with the District for the current school year, unless the Governing Board, a member of the Board acting on behalf of the Board or the Superintendent gives notice to the teacher of the Board's intention not to offer a teaching contract or unless such teacher has been dismissed.

The Governing Board shall offer to each certificated continuing teacher who has been employed more than the major portion of three (3) consecutive years and who is under contract of employment with the District for the current year a contract renewal for the next ensuing school year unless the teacher has been given notice of the Board's intent not to offer a contract and to dismiss the teacher as provided by statute.

The Governing Board shall offer a contract to each certificated teacher who is not designated in the lowest performance classification and was offered a contract in the prior year unless the teacher has been given notice of the Board's intent not to offer a contract and to dismiss the teacher.

The teacher's acceptance of the contract must be indicated within fifteen (15) business days from the date of the teacher's receipt of the written contract or the offer of a contract is revoked.

Receipt is considered to have occurred when the written contract is:

● personally A. personally delivered,

● placed B. placed in the teacher's school-provided mailbox, including electronic mail, or

● two C. two (2) days after being placed in a United States Postal Service mail box.

The teacher accepts the contract by signing the contract and returning it to the Governing Board or by making a written instrument which accepts the terms of the contract and delivering it to the Governing Board. If the written instrument includes terms in addition to the terms of the contract offered by the Board, the teacher fails to accept the contract.

The Governing Board may transmit and receive contracts of certificated employees in an electronic format and may accept electronic signatures on those contracts. Additional provisions are as follows:

● If A. If a contract has not been transmitted to the certificated employee by the end of the current school year, an electronic an electronic contract to that certificated employee, if provided in that format by the District, shall be transmitted prior transmitted prior to the start of the next school year and shall be submitted to both the certificated employee's District e-mail as well as the certificated employee's personal e-mail in order to notify the certificated employee of the offer the offer of contract.

● Each B. Each certificated employee shall be responsible for submitting his or her personal e-mail to human resources personnel resources personnel at the District for this purpose.

● Documents C. Documents transmitted in an electronic format pursuant to this subsection shall be considered written documents written documents for the purposes of sections 15-536 and 15-538.01.

● If D. If the Governing Board has so adopted, electronic signatures are to be followed by original signatures within a specified a specified time period.

● The E. The Governing Board that accepts an electronic signature for a certificated employee's contract shall provide validation provide validation to the certificated employee that the contract has been transmitted.

Principals, Other Administrators and
Certificated School Psychologists:

● Evaluation A. Evaluation will be a cooperative procedure, with the evaluator and the evaluatee having full knowledge of the criteria the criteria and process.

● The B. The results of an annual evaluation shall be in writing, or be provided in electronic format, to the evaluatee and a and a copy shall be transmitted or provided in in an electronic format within five (5) business days after completion of the of the evaluation.

● Evaluation C. Evaluation documents and procedures shall be developed based on the unique responsibilities and expectations and expectations inherent in the assignment.

The

D. The evaluation and performance classification of each principal in the District will be made available to

school districts

school districts and charter schools that are inquiring about the performance of the principal for hiring purposes.

Principal, Other Administrator, and
Certificated School Psychologist
Contract Renewal

If the administrator's contract with the District is for more than one (1) year, but not exceeding three (3) years, on or before May 15 of the last year of the contract, the Board shall offer a contract for the next school year to the administrator unless on or before April 15 the Board gives notice to the administrator of the Board's intention not to offer a new administrative contract.

If the administrator's or psychologist's contract with the District is for a single year, on or before May 15 of each year the Board shall offer a contract for the next school year to the administrator or psychologist unless on or before April 15 the Board gives notice to the administrator or psychologist of the Board's intention not to offer a new administrative contract or psychologist's contract.

GCO-RB ©

REGULATION

EVALUATION OF PROFESSIONAL
STAFF MEMBERS

(Procedures for Appeal of Evaluation)

When an evaluation is used as the criterion for establishing a teacher's compensation, the teacher will be so informed at the conference where the evaluation is discussed.

A teacher whose evaluation is used as a criterion for establishing compensation and who disagrees with the evaluation may make a written appeal to the Superintendent no later than ten (10) days after the conference where the disputed evaluation is discussed.

The appeal to the Superintendent shall be limited to the sole issue of how the evaluation procedure used is at variance from the Board-adopted procedure. The burden of proof is on the teacher and the appeal may consist of a paper review. The decision of the Superintendent shall be final and not subject to further appeal or review.

GCP ©
PROFESSIONAL STAFF PROMOTIONS

The Superintendent will fill positions of increased responsibility with the best available candidates. Candidates will be considered both from within and from outside the District.

Adopted: December 1, 2010date of Manual adoption

GCQA ©
PROFESSIONAL STAFF
REDUCTION IN FORCE

The number and type of certificated staff positions required to implement the District's educational program will be determined by the Board after recommendation from the Superintendent. In the event the Board decides to release certificated staff members, the following guidelines will be in effect:

● The A. The Superintendent shall submit to the Board recommendations for the termination of specific staff members. The The criteria used in formulating these recommendations shall include, but shall not be limited to:

■ Qualifications 1. Qualifications and certification of staff members to accomplish the District's educational program, including including certification requirements for specialty categories and designation as a highly qualified teacherqualified teacher.

■ Overall 2. Overall teaching experience, academic training, and ability.

■ Past 3. Past contributions to the educational program of the District.

Teacher tenure and seniority shall not be considerations in retention determinations.

Personnel to be released shall be notified as soon as practical.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
15-503

15-544

A.G.O.
I78-286

CROSS REF.:
GCB - Professional Staff Contracts and Compensation

GCQC ©
RESIGNATION OF PROFESSIONAL
STAFF MEMBERS

All resignations or requests to be released from contract shall be presented in writing to the Board for approval. A release from an uncompleted contract may be granted contingent upon the availability of a well-qualified, certificated teacher as a replacement.

A teacher who resigns contrary to this policy shall be deemed to have committed an unprofessional act and shall be subject to the penalty as provided under Arizona statutes and State Board of Education regulations.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-545
23-353
A.A.C.
R7-2-205

GCQ ©
PROFESSIONAL STAFF
TERMINATION OF EMPLOYMENT

Refer to Policy DKA.

GCQE ©
RETIREMENT OF PROFESSIONAL PROFESSIONAL /
SUPPORT STAFF MEMBERS

Recognition

It shall be the policy of the Governing Board of the Glendale Union High School District (GUHSD) to honor its employees for long and faithful service.

Regular Retirement

It shall be the policy of the District to support options which lead to retirement under the provisions of the Arizona Revised Statutes.

All District personnel who are employed for twenty (20) or more hours per week for twenty (20) or more weeks during a fiscal year are covered by the Arizona State Retirement System. Old Age and Survivors Insurance (OASI) coverage is provided in accordance with federal law.

Under the provisions of existing retirement law, the Governing Board encourages personnel to consider options leading to retirement on or before the age of sixty-five (65).

Early Retirement Program for

Retirees on or after 7/1/2013

It shall be the policy of the District to provide an Early Retirement Program as an earned benefit for full-time employees. Employees with fifteen (15) consecutive years of full-time District employment and who meet the criteria listed below under "Qualifications" may apply for acceptance into the Early Retirement Program. An employee shall be considered full-time when the employee has met the conditions for full-time employment as prescribed by Board policy including salary schedules. In order to participate in the early retirement program, an employee must apply for and receive benefits under the Arizona State Retirement System (ASRS).

Qualifications

The employee must:

● Have the most recent hire date with the District before July 1, 2009; retire on or after July 1, 2013 and apply for and receive benefits under the Arizona State Retirement System. Any employee that has not previously received the early retirement benefit and is re-employed on or after July 1, 2009 is not eligible for this benefit.

● When the employee reaches the age of sixty-five (65), the employee shall no longer be eligible for benefits under the Early Retirement Program.

● Any interruption in District employment of one (1) year or more eliminates all accumulated credit towards the fifteen (15) consecutive years of full time employment used to calculate eligibility for this program. Upon re-employment prior to July 1, 2009 an employee may be eligible to start accumulating new years of service towards the fifteen (15) consecutive year requirement.

● The following conditions will not count toward the number of years of employment but will not be considered as an interruption of employment:

■ A leave of absence, reduction in force (RIF), or sabbatical of one (1) year or less.

■ Part time employment.

■ An interruption in District employment of less than one (1) year.

Benefits and Conditions

The retiree who is a participant in this program:

● Shall receive basic term life and accidental death and dismemberment insurance coverage that is provided to full-time employees.

● May obtain medical and/or dental coverage for themselves through ASRS.

● May enroll their dependents in the ASRS insurance benefits program. The premium for this shall be the responsibility of the retiree.

● Shall receive District reimbursement for their ASRS retiree premiums not to exceed the highest District contribution for active employees.

● In the event the retiree and/or dependents are denied coverage by ASRS, then they will return to the District insurance plan within the limits outlined.

● Maximum years participation in the program shall be limited as follows:

■ Thirty plus (30+) years of service in GUHSD - no limit, until reaching the age of sixty-five (65).

■ Twenty-five through twenty-nine (25-29) years of service in GUHSD - ten (10) years, until reaching the age of sixty-five (65).

■ Twenty through twenty-four (20-24) years of service in GUHSD - nine (9) years, until reaching the age of sixty-five (65).

■ Fifteen through nineteen (15-19) years of service in GUHSD - eight (8) years, until reaching the age of sixty-five (65).

● A formal agreement will be signed by the retiree and the Governing Board consistent with the eligibility requirements set forth under "Qualifications."

● The retiree may withdraw from a specific portion(s) of the benefit program (medical, dental, life) when the retiree so requests. When the retiree withdraws from a specific benefit, the retiree may not re-enter those benefits withdrawn. Accepting a subsequent offer of active employee insurance benefits from an employer and for that term stopping District reimbursement is not considered withdrawing from the program. When the active benefits are no longer provided, the early retirement benefit may be resumed consistent with all original early retirement conditions provided in this policy.

● Under this Early Retirement Program, the retiree may be employed part-time or full- time in the District and may earn up to the maximum amount as established by the Social Security Administration and/or the Arizona State Retirement System.

Adopted: August 3, 2016

Retirement Incentive Program

The retirement incentive program is intended to provide a school employee with the opportunity to receive an incremental increase in salary during the final year of employment in exchange for the voluntary release, by the employee, of tenure rights or employee benefit rights accrued during such employment. Such payment must be offered and accepted in the employment contract prior to the beginning of the particular school year in which the retirement incentive pay is to be received.

The employee must apply to the Governing Board, in writing, for the retirement incentive during or before the year prior to the year in which retirement will occur. This application for the retirement incentive may be withdrawn on or before February 1 of the year of retirement.

An employee choosing the retirement incentive shall receive an increase over the regular contractual or scheduled salary in the year before retirement. All legally required deductions, including the employee's contribution to the state retirement fund, will be withheld. The payment shall be calculated as set forth below.

The payment will be based upon the number of years of service to the District.

          Number of years          Percent          Number of years          Percent

          of service to the          of annual         of service to the          of annual

           School District              salary            School District              salary

10 2% 16 8%

11                          3% 17 9%

12                          4% 18 10%

13                          5% 19 11%

14                          6% 20 and above                12%

15                          7%

Sick Leave Payment upon Retirement

Upon proper and timely application for the retirement incentive program, the District will pay for accumulated sick leave on a graduated scale up to the maximum accumulated amount indicated by the District. Certificated employees will be paid based upon a daily rate established for payment of a day-to-day substitute teacher in the District, and support staff members will be paid based upon a daily rate calculated by multiplying the minimum wage times eight (8) hours. The payment will be made on the following scale:

                   10 0% 16 30%

                   11 5% 17 35%

                   12 10% 18 40%

                   13 15% 19 45%

                   14 20% 20 and above                50%

                   15 25%

Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
38-711 et seq.

38-741 et seq.

GCQA-R

REGULATION

PROFESSIONAL STAFF
REDUCTION IN FORCE

(Criteria for Staffing 2012-2013 School Year)

The order of teachers to be placed on a reduction-in-force list will be determined by the following one hundred (100) point rubric. The rubric that follows is not intended to supersede other steps in the staffing process, but the rubric shall be used to determine teacher placement should a reduction-in-force situation occur. In a reduction-in-force situation, affected teachers and principals will complete the rubric. Teachers with the lowest point total on the rubric will be subjected to reduction-in-force first.

Educational Program (25 points possible):

● Teachers in good standing 25 points

● Teacher on an Instructional Remediation Plan 0 points

Professional Conduct (10 points possible):

● No documented offenses/clean record 10 points

● Points will be deducted in a manner reflecting disciplinary action for violations of professional conduct.

■ Deduct three (3) points for every Letter of Reprimand beyond one (1) during the school year.

■ Deduct five (5) points for any suspension less than nine (9) days.

■ Deduct ten (10) points for any extended suspensions (nine [9] days or more).

Educational Level/Professional Development (20 points maximum):

● Education Level (as recognized on current contract):

■ BA 1 point

■ BA +15 2 points

■ BA + 30 3 points

■ MA 4 points

■ MA +12 5 points

■ MA + 24 6 points

■ MA + 36 7 points

■ MA + 48 8 points

■ MA + 60 9 points

■ MA + 72/Doctorate 10 points

● Certificated Teaching Experience (in relevant grade levels and subjects taught within the District):

Years:

■ 3 or fewer 2 points

■ 4 - 6 4 points

■ 7 - 9 6 points

■ 10 - 12 8 points

■ 13 + 10 points

Certifications and Endorsements (5 points maximum):

● Highly Qualified: The teacher will receive one (1) point for each position in which the teacher is highly qualified.

● Appropriately Certificated: The teacher will receive one (1) point for each position in which the teacher is appropriately certificated.

● Dual Enrollment Certificated: The teacher will receive one (1) point for each position in which the teacher is dual enrollment certificated.

Special Academic Assignments (20 points maximum):

● Teachers will be awarded two (2) points for each of the following special assignments in which they are staffed during the current year:

■ Title I Coordinator

■ Ascend teacher

■ Read 180 teacher

■ Math Intervention Specialist

■ Literacy Coach

■ Special Education teacher

■ Co-teacher (for Special Education teacher and content teacher)

■ ELL teacher

■ Transitions teacher

■ Honors Program teacher

■ Mentor-on-Assignment

■ Split assignment (different subject areas or more than two [2] preps)

■ Trailer course teacher

■ Advanced Placement teacher

School Involvement (20 points maximum):

● Ten (10) points will be awarded for one (1) paid extra duty assignment (as stipulated in Article V of the PN Agreement: "Pay for Extra Services and Activities," pages 33-35 in the 2010-2011 Teacher Guide).

● Two (2) points will be awarded for each additional paid and unpaid assignment.

● Two (2) points will be awarded to Head Coaches overseeing a Varsity level program.

● Two (2) points will be awarded for each school leadership position and committee participation which may include the following:

■ District committees

■ Department chair

■ Content Team leader (Note: to earn a point on the rubric, the content team must consist of more than one [1] member)

■ State/local committees

■ Professional Association leadership (GUEA Officers, GUEA Sr. Reps.)

■ Supervisor for a student teacher

Tie Breakers (to be determined at District office):

● If teachers have the same number of points on the rubric, the following elements will be used, in the following order to make the determination:

■ Assignment as a Head Coach of multiple sports.

■ Program needs.

■ Number of students served in activities sponsored by individual teacher in the current year.

■ Paid extra duty positions (as stipulated in Article V of the PN Agreement: "Special Assignments" page 37 of the 2010-2011 Teacher Guide).

■ Employee attendance (a three [3] year average of discretionary days utilized. Days protected by the Family and Medical Leave Act (FMLA) will not be included in this calculation.)

GCQF ©
DISCIPLINE, SUSPENSION, AND
DISMISSAL OF
PROFESSIONAL STAFF MEMBERS

Categories of Misconduct

Certificated staff members may be disciplined for infractions that include, but are not limited to, the following categories:

● Engaging A. Engaging in unprofessional conduct.

● Committing B. Committing fraud in securing appointment.

● Exhibiting C. Exhibiting incompetency in their work.● Exhibiting

D. Exhibiting inefficiency in their work.

● Exhibiting E. Exhibiting improper attitudes.

● Neglecting F. Neglecting their duties.

● Engaging G. Engaging in acts of insubordination.

● Engaging H. Engaging in acts of child abuse or child molestation.

● I. Engaging in acts of dishonesty.

● J. Being under the influence of alcohol while on duty.

● Engaging K. Engaging in the illicit use of narcotics or habit-forming drugs.

● Being L. Being absent without authorized leave.

● M. Engaging in discourteous treatment of the public.

● Engaging N. Engaging in improper political activity.

● Engaging O. Engaging in willful disobedience.

● Being P. Being involved in misuse or unauthorized use of school property.

● Being Q. Being involved in excessive absenteeism.

● Carrying R. Carrying or possessing a weapon on school grounds unless they are peace officers or have obtained specific authorization specific authorization from the appropriate school administrator.

Statutory Requirements

Certificated staff members disciplined under A.R.S. 15-341, A.R.S. 15-539, or other applicable statutes:

● May A. May not be suspended with or without pay for a period exceeding ten (10) school days under A.R.S. 15-341.

● May B. May be suspended without pay for a period of time greater than ten (10) school days or dismissed under Aunder A.R.S. 15-539.

● Shall C. Shall be disciplined under procedures that provide for notice, hearing, and appeal, subject to the requirements of requirements of A.R.S. 15-341 or A.R.S. 15-539, whichever is appropriate.

● ShallD. Shall, if disciplined under A.R.S. 15-539 or other applicable statutes, excluding A.R.S. 15-341, receive notice in notice in writing served upon the certificated staff member personally or by United States registered or certified mail addressed mail addressed to the employee's last-known address. A copy of charges specifying instances of behavior and the acts the acts of omissions constituting the charge(s), together with a copy of all applicable statutes, shall be attached to attached to the notice.

● Shall E. Shall have the right to a hearing in accordance with the following:

■ 1. Suspension under A.R.S. 15-341. The supervising administrator will schedule a meeting not less than two than two (2) days nor more than ten (10) days after the date the certificated staff member receives the notice.

■ 2. Dismissal or dismissal with suspension included under A.R.S. 15-539. A certificated staff member's written s written request for a hearing shall be filed with the Board within ten (10) days after service of notice. The The filing of a timely request shall suspend the imposition of a suspension without pay or a dismissal pending dismissal pending completion of the hearing.

General Provisions for Discipline
Under A.R.S. 15-341

General provisions for discipline are as follows:

● A. Informal consultation. Nothing contained herein will limit a supervising administrator's prerogative to engage in engage in informal consultation with a certificated employee to discuss matters of concern related to the employee's performances performance, conduct, et cetera; however, when it is apparent that disciplinary action toward a certificated employee certificated employee is likely to become a part of the certificated staff member's personnel record as permitted by A.R.S. 15-341, the procedures outlined herein shall be followed.

● B. Persons authorized to impose discipline. Any supervising administrator who is the immediate or primary supervisor primary supervisor of a certificated staff member is authorized to impose a penalty or penalties, short of dismissal. Only Only the Board may dismiss a certificated staff member.

● C. Notice. Any person who is required by this policy to give written notice to any other person affected by this policy this policy may do so by any means reasonably calculated to give the recipient actual knowledge of the notice within notice within a reasonable amount of time. When time is calculated from the date a notice is received, the notice is notice is deemed to be received on the date it is hand delivered or three (3) calendar days after it is placed in the mailthe mail.

● D. Administrative discretion. In adopting these policies and procedures, it is the intention of the District that they be they be interpreted and applied in a reasonable fashion. The policies and regulations are not intended to restrict or eliminate or eliminate the discretion traditionally afforded to supervising administrators to determine whether discipline is appropriateis appropriate. Supervising administrators are therefore directed to continue to use reasonable discretion in determining in determining whether a particular alleged violation merits discipline.

● E. Right not to impose discipline. The District reserves the right not to discipline a certificated staff member for conduct for conduct that violates this policy.

● F. Definition of work days. For the purposes of this policy, a work day is any day that the District's central administrative central administrative office is open for business.

● G. Additional reasons for discipline. A certificated staff member may be disciplined for conduct that has occurred has occurred but that, at or near the time of misconduct, was not the subject of or identified as a reason for reason for a specific proceeding specific proceeding under this policy.

Procedure for Discipline
Under A.R.S. 15-341

The following procedures will be used to impose any discipline that 1) shall become a part of the certificated staff member's personnel record and 2) is permitted under A.R.S. 15-341:

Step 1 - Notice:

● Upon A. Upon the supervising administrator's determination of the existence of cause to impose discipline, the supervising the supervising administrator shall notify the certificated staff member of intent to impose discipline. The notice shall The notice shall be in writing and shall be delivered in person or by first-class mail. The notice shall include the include the following:

■ The 1. The conduct or omission on the part of the certificated staff member that constitutes the reason for disciplinefor discipline.

■ A 2. A scheduled meeting time between the supervising administrator and the certificated staff member. Such Such meeting shall be scheduled not more than ten (10) working days after the date the certificated staff certificated staff member receives the notice.

■ A 3. A statement of the disciplinary action the supervising administrator intends to impose, including, if applicableif applicable, the number of days of suspension with or without pay.

■ Copies 4. Copies of any available relevant documentation, at the discretion of the supervising administrator.

■ Glendale Union Education Association (GUEA) Process - The employee may select a witness from the local pool of GUEA representatives to be present at any time during a conference with an administrator involving:

■~ an investigation,

■~ discipline,

■~ evaluation, or

■~ any matter in which the principal will be bringing another administrator.

Step 2 - Discipline Hearing:

● At the meetingA. At the hearing, the supervising administrator shall discuss with the certificated staff member the conduct that warrants that warrants disciplinary action and shall provide the certificated staff member with any appropriate evidence and a and a copy of relevant documentation if not previously provided.

● The B. The supervising administrator shall conduct the meeting hearing in an informal manner, without adherence to the rules of rules of evidence and procedure required in judicial proceedings.

Step 3 - Decision (in writing):

● At the hearing, or within ten (10) working days following the hearing, the supervising administrator shall, in writingin writing, inform the certificated staff member of the decision. If the decision is to impose discipline, written notice written notice of the discipline shall be enclosed. The written notice of the decision shall state that a copy of the noticethe notice, decision, and a record of the disciplinary action shall be placed in the certificated staff member's personnel s personnel file and shall specify the date the discipline shall be imposed unless the certificated staff member files member files a written request for appeal within five (5) working days after the decision is delivered to the certificated staff certificated staff member. If the certificated staff member requests an appeal of the decision, the imposition of any discipline any discipline shall be suspended pending the outcome of the appeal.

Step 4 - Appeal:

● Discipline imposed may be appealed at the next organizational level, in writing, to the appropriate assistant superintendent assistant superintendent or the Superintendent. Only when the discipline is determined by the Superintendent shall the shall the appeal be to the Board, which, at its discretion, may appoint a hearing officer. The appeal shall contain a contain a brief statement of the reasons why the certificated staff member believes the administrator's decision is incorrectis incorrect. Appeal is limited to one (1) organizational level above the level of the supervising administrator who administrator who imposed the discipline.

The appeal shall specifically describe the part of the determination with which the certificated staff member disagrees:

● Determination A. Determination was founded upon error of construction or application of any pertinent regulations or policies.

● Determination B. Determination was unsupported by any evidence as disclosed by the entire record.

● Determination C. Determination was materially affected by unlawful procedure.

● Determination D. Determination was based on violation of any statutory or constitutional right.

● Determination E. Determination was arbitrary and capricious.

● The F. The penalty was excessive.

The supervising administrator, the Superintendent, or, when appropriate, the Board or the Board-appointed hearing officer may, at the conclusion of the appeal, uphold the discipline, modify the decision, or refer the matter back to the level from which it was appealed for rehearing and additional information. Such decision, along with specific direction as to the effective date of any discipline, shall be communicated to the certificated staff member within a reasonable amount of time following the appeal, not to exceed seven (7) working days.

The assigned hearing officer shall, by use of a mechanical device, make a record of the appeal hearing.

This policy, under A.R.S. 15-341, does not apply to dismissal of a certificated staff member except to the extent that the Board may find, subsequent to dismissal proceedings, that a lesser form of discipline as set forth in this policy should be imposed.

Not all administrative actions regarding a certificated staff member are considered "discipline," even though they may involve alleged or possible violations by the certificated staff member. This policy addresses only discipline and has no application to any of the following:

● The A. The certificated staff member evaluation procedure or the resulting evaluations as they pertain to the adequacy the adequacy of the certificated staff member's classroom performance.

● Letters B. Letters or memorandums directed to a certificated staff member containing directives or instructions for future for future conduct.

● Counseling C. Counseling of a certificated staff member concerning expectations of future conduct.

● Nonrenewal D. Nonrenewal of a contract of a certificated staff member employed by the District for less than the major portion of major portion of three (3) consecutive school years (noncontinuing certificated staff member).

General Provisions for Suspension
Without Pay or Dismissal Under
A.R.S. 15-539

Step 1 - Notice:

● The A. The Governing Board, except as otherwise provided by A.R.S. 15-539, shall upon receipt of a written statement written statement of charges from the Superintendent that cause exists for the suspension of a certificated teacher without pay for a period longer than ten (10) school days or dismissal, shall give notice to the teacher of the Boardthe Board's intention s intention to suspend without pay or dismiss the teacher at the expiration of ten (10) days from the date the date of service of the notice.

■ If 1. If charges presented to the Board for dismissal of a certificated person allege immoral conduct, the charge the charge or a resignation involving such charges shall be reported to the Department of Education.

■ Whenever 2. Whenever the statement of charges by the Superintendent allege immoral or unprofessional conduct as the as the cause for dismissal, the Board may adopt a resolution to file a complaint with the State Department of Department of Education. Pending disciplinary action by the State Board, the certificated teacher may be reassigned by reassigned by the Superintendent or the Governing Board may place the teacher on administrative leave and give notice give notice to the teacher of the administrative leave of absence pursuant to A.R.S. 15-540.

■ As 3. As used in this policy, immoral conduct means any conduct that is contrary to the moral standards of the community the community and that reflects an unfitness to perform the duties assigned to the certificated staff member.

● The B. The Governing Board, upon adoption of a written statement charging a certificated teacher with cause for suspension for suspension without pay or dismissal, may immediately place the teacher on administrative leave of absence and absence and give the teacher notice of the administrative leave of absence.

● Written C. Written notice of the administrative leave of absence shall be served on the teacher personally or by United States United States registered mail addressed to the teacher at the teacher's last known address.

Step 2 � – Hearing for Suspension Without
Pay or Dismissal:

● The A. The Governing Board shall decide whether to hold a hearing on the dismissal or suspension of a certificated teacher certificated teacher without pay for a period of time longer than ten (10) days as provided in A.R.S. 15-541.

■ OPTIONS - The Governing Board may provide, (A) by policy or (B) vote at its annual organizational meetingorganizational meeting, that all hearings conducted pursuant to this section shall be conducted before a hearing officer.

● If B. If the Governing Board decides not to hold a hearing, the Board shall designate a hearing officer to:

■ hold 1. hold the hearing,

■ hear 2. hear the evidence,

■ prepare 3. prepare a record of the hearing, and

■ issue 4. issue a recommendation to the Board for action.

● If C. If the parties cannot mutually agree on a hearing officer, a hearing officer shall be selected by the Governing Board Governing Board from a list provided by the State Department of Education or the American Arbitration Association.

● A D. A hearing held pursuant to A.R.S. 15-541 may not be conducted by any hearing officer having a personal interest personal interest which would conflict with the hearing officer's objectivity in the hearing.

● The E. The hearing shall be held:

■ not 1. not less than fifteen (15) days, nor

■ not 2. not more than thirty (30) days.

■ after 3. after the request is filed, unless all parties to the hearing mutually agree to a different hearing date.

● Notice F. Notice of the time and place of the hearing shall be given to the teacher not less than three (3) days before the date the date of the hearing.

● The G. The teacher may request that the hearing be conducted in public or private.●

H. The Governing Board shall provide any officer, appointee, or employee to be considered or discussed at a meeting with written notice of the executive session as is appropriate but not less than twenty-four (24) hours for the officer, appointee, or employee to determine whether the discussion or consideration should occur at a public meeting.

I. At the hearing the teacher may appear in person and by counsel, if desired, and may present any testimony, evidence evidence or statements, either oral or in writing, in the teacher's behalf.

● An J. An official record of the hearing, including all testimony recorded manually or by mechanical device, and exhibits .and exhibits shall be prepared by the Governing Board or the hearing officer.

● The K. The teacher who is the subject of the hearing may not request that the testimony be transcribed unless the teacher the teacher agrees in writing to pay the actual cost of the transcription.

● Within L. Within ten (10) days after a hearing conducted by the Governing Board the Board shall:

■ determine 1. determine whether there existed good and just cause for the notice of dismissal or suspension, and

■ affirm 2. affirm or withdraw the notice of dismissal or suspension.

● Within M. Within ten (10) days after a hearing conducted by a hearing officer, the hearing officer shall:

■ deliver a written recommendation to the Governing Board that includes findings of fact and conclusions.

● Parties N. Parties to the hearing have the right to object to the findings of the hearing officer and present oral and written arguments written arguments to the Governing Board.

● The O. The Governing Board has an additional ten (10) days to determine whether good and just cause existed for the for the notice of dismissal or suspension and shall render its decision accordingly, either affirming or withdrawing the withdrawing the notice of suspension or dismissal.

■ Good and just cause does not include religious or political beliefs or affiliations unless they are in violation in violation of the oath of the teacher.

Additional Provisions
and Conditions

During the pendency of a hearing, neither the certificated staff member nor the supervising administrator shall contact the Superintendent or a Board member to discuss the merits of the supervising administrator's recommendation or charges and proposed discipline except as provided by this policy. No attempt shall be made during such period to discuss the merits of the charges with the person designated to act as hearing officer.

The Governing Board shall keep confidential the name of a student involved in a hearing for dismissal, discipline, or action on a teacher's certificate, with exceptions as noted in A.R.S. 15-551.

Amendments. The District reserves the right to amend this policy in any way at any time. Any amendment shall have prospective application only.

Severability. If any provision of this policy is held to be invalid for any reason, such action shall not invalidate the remainder of this policy. If any provision of this policy conflicts with any provisions in any other policies adopted by the District, the provisions of this policy shall prevail.

Adopted: September 21, 2011date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911
15-203
15-341
15-342
15-350
15-503
15-507
15-508
15-514
15-536
15-538
15-538.01
15-539
15-540

15-541
15-542
15-543
15-549
15-551
41-770

CROSS REF.:
DKA - Payroll Procedures/Schedules
GCJ - Professional Staff Noncontinuing and Continuing Status
GCO - Evaluation of Professional Staff Members

GCR ©
NONSCHOOL EMPLOYMENT BY
PROFESSIONAL STAFF MEMBERS

A regular, full-time employee's position in the District shall be given precedence over any type of outside work or self-employment. Employees are free to carry on individual work or self-employment projects as long as no District facilities, equipment, or school(s) are used, except as provided by policy, and the outside work or self-employment does not interfere with the employees' performance of District-assigned duties.

The outside work or self-employment by a staff member is of concern to the Board insofar as it may:

● Prevent A. Prevent the employee from performing assigned responsibilities in an effective manner.

● Be B. Be prejudicial to proper effectiveness in the position or compromise the District.

● Raise C. Raise a question of conflict of interest - for example, where the employee's position in the District permits access permits access to information or other advantage useful to the outside employer.

Therefore, an employee may not perform any duties related to outside work or self-employment during regular District working hours or during the additional time that is needed to fulfill the responsibilities of the District position. Employees who violate this policy are subject to reprimand, suspension, or termination.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-321
15-341

CROSS REF.:
EDB - Maintenance and Control of Materials and Equipment
KF - Community Use of School Facilities

GCRD ©
TUTORING FOR PAY

Except by prior written authorization from the Superintendent:

● School A. School buildings are not to be used for private tutoring or classes for which students pay a fee to a staff member staff member unless a rental contract has been entered into with the District.

● A B. A staff member is not permitted to provide tutoring for pay to any student who attends or is registered in any of the of the staff member's own classes.

Any person contracted by the state or District to provide tutoring services directly to pupils shall be required to obtain a fingerprint clearance card prior to such services being provided.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-534
A.G.O.
R97-023

CROSS REF:
GCF - Professional Staff Hiring
KF - Community Use of School Facilities
LDA - Student Teaching and Internships

GCQE-R

REGULATION

RETIREMENT OF PROFESSIONAL /
SUPPORT STAFF MEMBERS

(Recognition of Professional/Support Staff Members)

The Board will grant public recognition to all continuing employees on their twenty-fifth (25th) anniversary of service. This recognition will include the presentation of an appropriate symbol by the Governing Board at a regular meeting, and proper notation of the long and faithful service will be reflected in the official Board minutes.

GCS ©
PROFESSIONAL RESEARCH
AND PUBLISHING

The Board has proprietary rights to publications, instructional materials, and devices prepared by employees unless prepared by such employees on their own time and without use of school facilities and/or equipment.

● The A. The Board authorizes the Superintendent to review material prepared by staff members prior to copyright or patent copyright or patent for subsequent publication or distribution, and to recommend waiving all or part of the Board's proprietary s proprietary rights in favor of the employees preparing such materials.

● Any B. Any staff member who submits professional materials for publication in which the District is mentioned will submit will submit all such material to the Superintendent prior to release for publication, including materials developed on developed on the employee's own time.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341

17 U.S.C. 201

GCQE-E

EXHIBIT

RETIREMENT OF PROFESSIONAL /
SUPPORT STAFF MEMBERS

REQUEST FOR EARLY RETIREMENT

Name ______________________________ Soc. Security No. _______________

Address ____________________________________________________________
Street

___________________________________________________________________
City State Zip

Date of Birth _________________________________________________________

Years of continuous full-time employment with the District _____________________

I wish to resign from my regular employment position at the end of the current contract year and apply for early retirement under the Glendale Union High School District Early Retirement Program. The resignation is to be considered only upon authorization for early retirement.

I request the early retirement to be effective ________________________________
Date
and understand it will expire _________________________.
Date

I (do) (do not) wish to enroll dependents in the group insurance plan of the District's insurance carrier and understand that I am to pay the premiums for dependent coverage according to the terms of the policy.

I (do) (do not) wish to enroll dependents in the group dental insurance plan to the District's insurance carrier and understand that I am to pay the premiums for dependent coverage according to the terms of the policy.

● I have read District Policy GCQE, related to the Early Retirement Program and agree to meet all the requirements of the policy.

● I understand that I must inform the Payroll Department (435-6037 or 435-6038) whether my retirement is to be based upon thirty-six (36) months or sixty (60) months in order to be properly paid for my sick leave.

Signature _____________________________________ Date _______________

**Submit this application to the District Human Resources
Office by 2nd Friday in February**

GDA ©
SUPPORT STAFF POSITIONS

Support staff positions are created only with the approval of the Board. The District will attempt to activate a sufficient number of positions to accomplish the District's goals and objectives.

The Superintendent will maintain a comprehensive and up-to-date set of job descriptions of all positions in the school system.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-341
15-502

GDB ©
SUPPORT STAFF CONTRACTS
AND COMPENSATION

Support staff members are all employees of the District who are not required by state law or by a District policy, regulation, or job description to possess teaching certificates from the Arizona Department of Education for the purpose of performing their jobs, unless they are expressly designated as professional staff members in notices of employment or contracts executed by the Governing Board.

Employment Status

All support personnel are either term employees or at-will employees of the District.

Term employee. A term employee is a support staff member who is employed by the District pursuant to a written contract that specifies the duration of the employment contract, which shall not exceed one (1) year. All support staff members who are not term employees are at-will employees.

At-will employee. An at-will employee is a support staff member who is employed by the District for no specific term and who has no right of continued employment. The employment of an at-will employee may be terminated by action of the Governing Board without advance notice. No employee or Governing Board member shall have the authority to make any agreement or contract to the contrary or any agreement with an at-will employee for any specified period of time. No District policy or regulation or item within the District's handbook is intended to - and shall not operate to - create any property or contract rights inconsistent with the at-will employment status of support staff members.

Compensation

The Board will determine salaries and benefits of support staff employees, differentiated on the basis of duties and responsibilities.

Substitutes for support staff will be paid an hourly rate.

The Superintendent may recommend to the Governing Board an adjustment in salary when a substitute is to serve in one capacity or position for an extended length of time.

Supplemental Services Contract

Staff members who meet specific qualifications may contract for supplemental services by working beyond their contractual duties.

The Program

A participant in this program may earn a maximum lifetime amount of three thousand dollars ($3,000) for a project which is mutually agreed upon by the employee and the Assistant Superintendent of Human Resources after consultation with, and recommendations by, the principal and/or supervisor of the employee.

Qualifications for Participation

Adopted: December 1, 2010Adopted: date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
A.A.C.
R7-2-601 et seq.

CROSS REF.:
GDQB - Resignation of Support Staff Members

GDBA ©
SUPPORT STAFF SALARY

(Wages)

Initial Placement

Wages for all new support staff personnel and for all currently employed personnel selected for another position in the District will be recommended by the Superintendent and approved by the Board at the time of employment. The Superintendent's recommendation will be based on consideration of the candidate's qualifications, relevant job experience, and years of District employment, if applicable.

Advancement

Advancements for regular twelve (12) month employees are granted only at the beginning of each fiscal year. Annual increases may be withheld if it is determined the employee does not perform at the expected level or does not meet standards for the job.

An employee must work one (1) day more than one-half (1/2) of the year to receive an advancement in wages.

Adopted: December 1, 2010date of Manual adoption

GDCG-R ©

REGULATION

SUPPORT STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

Application Screening Committee

A committee consisting of one (1) staff member from each building and one (1) from the central staff selected by the support staff and an administrator appointed by the Superintendent shall review each application and submit a recommendation to the Superintendent. The applications are to be reviewed in accord with the guidelines found in policy and as presented below:

A. The application must be in writing.

B. The application must be supported by a physician's letter confirming the conditions required for receipt of sick leave bank assistance.

C. Data in the application shall include the nature of the illness, diagnosis, and prognosis for return to duty.

D. The application shall be received by the District office within ten (10) days following the beginning of the applicant's unpaid-leave status.

For approval, the applicant shall:

A. Be a full-time employee.

B. Have a non-job-related, seriously incapacitating, and extended illness or injury.

C. Be presently on unpaid-leave status with the District.

D. Not be eligible for disability benefits, including but not limited to Social Security, provided at District expense.

E. Be one whose return to duty is projected to occur within a period no longer than six (6) months.

F. Submit an application, which shall be received by the District office within ten (10) days following the beginning of the applicant's unpaid-leave status.

GDBC ©
SUPPORT STAFF SUPPLEMENTARY
PAY / OVERTIME

The Superintendent will recommend extra-duty pay each year for the Board's review and action.

Whenever applicable, pay for extra duty must be coordinated with regular pay in accord with the requirements of the Fair Labor Standards Act.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502
29 U.S.C. 207, Fair Labor Standards Act

CROSS REF.:
GDL - Support Staff Workload

GCU
PROFESSIONAL STAFF MEMBERSHIP
IN PROFESSIONAL ORGANIZATIONS

The Board and administration feel that by combining into a unified professional front, teachers can help students, education and the profession. It is recommended that teachers be members of local and national education organizations.

Adopted: December 1, 2010

GDBD ©
SUPPORT STAFF FRINGE BENEFITS

The Governing Board will review support staff fringe benefits each year during the budget process and may modify the benefits to meet the best interest of the District.

Minimum standards of eligibility for fringe benefits will be determined by the Board annually.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
15-502

GDF-EA ©

EXHIBIT

SUPPORT STAFF HIRING

NOTICE OF EMPLOYMENT

You are hereby notified that, pursuant to action taken at a meeting of the _______________ Governing Board held on (1) , you have been employed for the position of (2) , beginning (3) , at the rate of (4) per hour. A work schedule for the position is enclosed, which includes information on holidays and nonwork days.

Your employment may be terminated by the District without advance notice. No legitimate expectation of continued employment is created by this employment, understandings with the Board or its agents, or interpretations of Board policies. You are expected to comply with the requirements of the job description and Board policies while employed by the District.

__________________________________ _____________________
Employee Signature Date

__________________________________ _____________________
Superintendent Signature Date

Key to numbers in blanks:
(1) Date of meeting
(2) Title of position
(3) Date that duties begin
(4) Hourly rate of pay

GDC ©
SUPPORT STAFF
LEAVES AND ABSENCES

Refer to GCC through GCCE and GCCH; the terms and conditions of these policies apply to support staff personnel unless a written policy stating a contrary intent is included.

GDF-EB ©

EXHIBIT

SUPPORT STAFF HIRING

WAGE NOTICE

You are hereby notified that, pursuant to action taken at a meeting of the Governing Board held on (1) , your wages have been set at the rate of (2) per hour, effective on (3) .

__________________________________ _____________________
Employee Signature Date

__________________________________ _____________________
Superintendent Signature Date

Key to numbers in blanks:
(1) Date of meeting
(2) Hourly rate of pay
(3) Effective date of hourly pay

GDCG ©
SUPPORT STAFF VOLUNTARY
TRANSFER OF ACCRUED SICK LEAVE

(Medical Leave Assistance Program)

When an employee donates days to the Medical Leave Assistance Program, the days will be taken from the days accrued prior to June 30, 1996, first.

No employee shall be eligible for the Medical Leave Assistance Plan after the employee qualifies for long term disability coverage.

Adopted: December 1, 2010

The District recognizes the existence of circumstances under which non-job-related, seriously incapacitating, and extended illnesses and injury may exhaust accrued leave of support staff employees. To provide some measure of relief in such situations, a limited mechanism, based upon voluntary transfer of accrued leave, is established. The mechanism will be termed banked sick leave, or a sick leave bank. It is considered of benefit to the District to establish this mechanism because it will reduce the annual accrued sick leave and promote efficiency by ensuring constant service.

Limits:

A. The value of banked sick leave will be limited to the equivalent of one hundred (100) days multiplied by the federal minimum wage rate times eight (8) hours, or less, depending on contributions.

B. No employee shall be entitled to receive banked sick leave by reason of contribution or employment.

C. Each approved applicant is limited to the one-time use of no more than one hundred (100) consecutive days of the available limited sick leave from the sick leave bank in any school year.

D. Additional leave will not be earned/accrued during use of banked sick leave.

E. All unused banked sick leave will expire at the end of each contract year.

Voluntary contributions:

A. Support staff members may voluntarily contribute a maximum of one (1) day of earned/accrued sick leave to the sick leave bank annually. Such contribution must be from the current year's sick leave earned/accrued, the value of which will be determined by the number of days multiplied by the federal minimum wage rate times eight (8) hours.

B. Each staff member contributing leave to the sick leave bank acknowledges an uncoerced, voluntary release of the leave, the value it represents, and that it will not be returned but will expire at the end of the fiscal year in which it is contributed.

C. In case of contributions exceeding the value of the sick leave bank limit, each contribution will be accepted on a first-come, first-served basis by date of signature.

Eligibility (for use of sick leave bank). The approved applicant shall:

A. Be a full-time employee.

B. Have a non-job-related, seriously incapacitating, and extended illness or injury.

C. Have exhausted all earned/accrued leave of any nature or kind.

D. Be presently on unpaid leave status with the District.

E. Not be eligible for disability benefits, including but not limited to Social Security, provided at District expense.

F. Be one whose return to duty is projected to occur within a period no longer than six (6) months.

G. Submit an application, which shall be received by the District office within ten (10) days following the applicant's beginning unpaid leave status.

Application:

A. The application must be in writing.

B. The application must be supported by a physician's statement confirming the conditions required for receipt of sick leave bank assistance.

C. Data in the application shall include the nature of the illness, the diagnosis, and the prognosis for return to duty.

Determining eligibility:

The Superintendent shall receive the applications and shall screen for and determine eligibility.

Adopted: date of Manual adoption

LEGAL REF.:
A.G.O.
I91-027

GDBC-RA

REGULATION

SUPPORT STAFF SUPPLEMENTARY
PAY / OVERTIME

Overtime and/or Compensatory Time

Overtime and/or compensatory time will be compensated only for time worked over forty (40) hours. Overtime will be paid to employees at a rate of time and one-half. Preapproved compensatory time may accumulate at a rate of time and one-half and may be used for time off or payment upon resignation/retirement

Under District guidelines, employees may accumulate a maximum of up to forty (40) hours of compensatory time. Hours beyond forty (40) should be used at the earliest convenience of both the District and employee. Department of Labor guidelines allows for a maximum of two hundred forty (240) hours of accumulated compensatory time.

Activity Pay

Based upon the Department of Labor ruling, special events (activity work) is not subject to overtime as long as the activity is voluntary, sporadic and not like the employee's normal work assignment. Non-exempt employees will be paid the "Ticket Sellers, Workers at Games and Activities" rate identified in the salary schedule for certificated personnel.

Other Assignments

All other assignments (lunch duty, detention, et cetera) are subject to overtime rules. Non-exempt employees should only be assigned these duties when no certificated staff is available. Non-exempt employees working less than forty (40) hours per week are paid the rates identified in the salary schedule for certificated personnel. Non-exempt employees working forty (40) hours per week will be paid the greater of time and one-half or the rate identified in the salary schedule for certificated personnel.

GDBC-RB

REGULATION

SUPPORT STAFF SUPPLEMENTARY
PAY / OVERTIME

Support Staff Coaching

In order to align District practices with the Department of Labor and to promote opportunities for District support staff employees to coach multiple sports/activities, the District requires the following process to calculate compensation for support staff coaches.

The blended-rate concept will be used to determine the number of weeks available for coaching in a season for support staff who wish to coach. Minimum wage will be used as the rate of pay for support staff coaching. The blended rate, which is a weighted average between minimum wage and the employee's regular wage, will be used to determine the maximum number of weeks in which the support staff employee can coach and stay within the proposed coaching stipend and Department of Labor requirements.

A Microsoft Excel spreadsheet has been programmed for Assistant Principal for Operations and Resources to determine the number of weeks available to coach.

The program will ask the following:

● Employee's regular hours per week.

● Employee's regular hourly rate (call the payroll department).

● The total amount of the coaching stipend.

● Employee maximum hours coaching per week.

Once the data is entered, the program will display the number of weeks available for coaching.

The number of weeks displayed must be at least the number of weeks of the coaching assignment, including any extra weeks for possible playoffs.

The goal of this procedure is to verify that the District is not liable for any wages over the coaching stipend amount under Department of Labor requirements. If the employee works fewer hours per week or fewer weeks (no playoffs), the support staff employee will still receive the full coaching stipend amount.

A special multi-week timesheet will be used so that time coaching can be tracked more efficiently. The signed timesheet is to be submitted to payroll at the end of the season.

The Assistant Principal for Operations and Resources will be responsible for pre-season communication with the payroll department. The payroll department will indicate the hourly wage and answer any other questions needed in calculating the number of weeks for coaching. This is to be done in advance of the extra-duty reporting deadlines.

The Assistant Principal for Operations and Resources is also responsible for ensuring that the number of hours worked and weeks worked does not exceed the maximums. The assistant principal will be responsible for collecting and submitting the multi-week timesheet(s) for the support staff coaches after each season.

GDD ©
SUPPORT STAFF
VACATIONS AND HOLIDAYS

All regular twelve (12) - month support staff employees shall be entitled to two (2) weeks vacation between the first (1st) and fifth (5th) years of service (two [2] weeks shall be construed as ten [10] work days). After the fifth (5th) year of service (beginning with the sixth [6th] year), the employee shall be entitled to three (3) weeks vacation (three [3] weeks shall be construed as fifteen [15] work days). Commencing with the tenth (10th) year of service, the employee will be entitled to four (4) weeks vacation (twenty [20] working days).

Vacations for personnel with less than one (1) year of service shall be prorated.

A maximum of ten (10) vacation days may be carried over to a new year from the previous years. Vacations will be taken at the convenience of the Districtaccumulate vacation with pay at the rate of one (1) working day per month during the first year of employment. Thereafter, vacation shall be accumulated at the rate of one and one-fourth (1-1/4) working days per month, with the accumulated maximum of fifteen (15) days, at which time no more vacation can be earned. As accumulated vacation days are used and drop below fifteen (15) days, an eligible employee may again accumulate vacation up to the maximum limit. Vacations shall be taken as approved by the Superintendent.

Employees shall be entitled to all legal holidays during the school year as announced by the Superintendent and in conformance with Arizona Revised Statutes. Uncompensated days off will be established by the Board and noted on each year's school calendar.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
1-301
15-502
15-801
38-608

GDBC-E

EXHIBIT

SUPPORT STAFF SUPPLEMENTARY
PAY / OVERTIME

Support Staff Coaching Time Sheet Minimum Wage - $7.25
Emp Reg. Hrs. _________
Emp Name _______________ School ________ Emp Reg Wage _________
Coaching Stipend _________
Coaching Assignment _____________________ Max. Hrs/Week _________
Max. Wks Coaching _________

Date Hours Date Hours Date Hours

Sun. ______ ______ Sun. ______ ______ Sun. ______ ______
Mon. ______ ______ Mon. ______ ______ Mon. ______ ______
Tues. ______ ______ Tues. ______ ______ Tues. ______ ______
Wed. ______ ______ Wed. ______ ______ Wed. ______ ______
Thur. ______ ______ Thur. ______ ______ Thur. ______ ______
Fri. ______ ______ Fri. ______ ______ Fri. ______ ______
Sat. ______ ______ Sat. ______ ______ Sat. ______ ______

Total ______ Total ______ Total ______

___________________________________________________________________

Date Hours Date Hours Date Hours

Sun.   ______ ______ Sun.   ______   ______ Sun. ______ ______
Mon. ______ ______ Mon. ______   ______ Mon. ______ ______
Tues. ______ ______ Tues. ______   ______   Tues. ______ ______
Wed. ______ ______ Wed. ______   ______ Wed. ______ ______
Thur. ______ ______ Thur. ______   ______ Thur. ______ ______
Fri. ______ ______ Fri. ______   ______ Fri. ______ ______
Sat. ______ ______ Sat.   ______ ______ Sat.   ______ ______

Total ______ Total ______ Total ______

___________________________________________________________________

Date Hours Date Hours Date Hours

Sun.   ______ ______ Sun.   ______   ______ Sun. ______ ______
Mon. ______ ______ Mon. ______   ______ Mon. ______ ______
Tues. ______ ______ Tues. ______   ______   Tues. ______ ______
Wed. ______ ______ Wed. ______   ______ Wed. ______ ______
Thur. ______ ______ Thur. ______   ______ Thur. ______ ______
Fri. ______ ______ Fri. ______   ______ Fri. ______ ______
Sat. ______ ______ Sat.   ______ ______ Sat.   ______ ______

Total ______ Total ______ Total ______

___________________________________________________________________

Report actual hours worked coaching on a weekly basis. At the end of the season, employee and administrator are to sign and date the timesheet. Submit completed timesheet(s) to the payroll department.

Employee Signature: _______________________________ Date ____________

Administrator signature _____________________________ Date ____________

GDF ©
SUPPORT STAFF HIRING

It shall be the policy of the District to employ and retain the best qualified personnel. This will be accomplished by giving careful consideration to qualifications and by providing competitive wages within the financial capabilities of the District, adequate facilities, and good working conditions.

Recruitment of support staff personnel is the responsibility of the Superintendent. Other members of the administration and supervisory staff will assist as responsibilities are delegated by the Superintendent.

The Board adopts the following general criteria and procedures, which shall be utilized in the selection process for initial employment:

● There A. There will be no discrimination in the hiring process due to race, color, religion, sex, age, national origin, or disability of an otherwise qualified individual.

● Candidates B. Candidates for all positions shall be physically and mentally able to perform the duties of the position job descriptions for which they have applied.

● Each C. Each candidate shall be requested to complete a consent-and-release form regarding conduct of a background investigation.

● A D. A "background investigation" - consisting of communication with the applicant's (or employee's) former employer that concerns education, training, experience, qualifications, and job performance for the purpose of evaluation for employment - shall be conducted on each individual to be considered for a recommendation of employment. Forms developed for this purpose are to be used.

Any employee's misstatement of fact that is material to qualifications for employment or the determination of salary shall be considered by the Board to constitute grounds for dismissal.

A district may hire and place a noncertificated employee into service before receiving the results of the mandatory fingerprint check or a fingerprint clearance card has been issued or denied. However, until fingerprint clearance has been received, an applicant who is required or allowed to have unsupervised contact with pupils cannot be hired and placed into service until:

● The A. The District documents in the applicant's file the necessity for hiring and placing the applicant into service before service before a fingerprint check can be completed or a fingerprint clearance card is issued or denied.

● The B. The District obtains from the Department of Public Safety a statewide criminal records information check on on the applicant. Subsequent criminal records checks are also required every one hundred twenty (120) days days until the date that the fingerprint check is completed or the fingerprint clearance card is issued or denied.

● The C. The District obtains references from the applicant's current employer and two (2) most recent previous previous employers, except that for applicants who have been employed for at least five (5) years by the most most recent employer, only references from that employer are required.

● The D. The District provides general supervision of the applicant until the date the fingerprint check is completed or the fingerprint clearance card is issued or denied.

The District reports to the Superintendent of Public Instruction on June 30 and December 31 the number of applicants hired prior to the completion of a fingerprint check or the issuance of a fingerprint clearance card and the number of applicants for whom fingerprint checks or fingerprint clearance cards have not been received after one hundred twenty (120) days and after one hundred seventy-five (175) days of hire.

The District may provide information received as a result of a fingerprint check required by section 15-512 to any other school district if requested to do so by the person who was the subject of the fingerprint check or communicate to any school district if requested to do so by the person who applied for a fingerprint clearance card whether the person has been issued or denied a fingerprint clearance card. A copy of any written communication regarding employment must be sent by the employer providing the information to the former employee's last known address.

Adopted: December 1, 2010date of Manual adoption

LEGAL REF.:
A.R.S.
13-3716
15-502
15-512
23-211
23-212
23-1361

38-201
38-481
41-1756

CROSS REF.:

GDFA - Support Staff Qualifications and Requirements

(fingerprinting requirements)

GDF-R ©

REGULATION

SUPPORT STAFF HIRING

Definition

A background

investigation

Background Investigation Requirements

Only persons designated by the Superintendent shall perform background investigations. Prior to contacting former employers or other persons, the background investigator shall:

● Ascertain

A. Ascertain that the standard employment application for the type of position has been completed in full.

● Obtain

B. Obtain from the individual a consent to background investigation and release as determined by the District.

● Make

C. Make certain that the individual has identified at least two (2) persons from each past employer who can

verify basic

verify basic job information and discuss the individual's work performance and reason for leaving.

● Examine

D. Examine the application for a complete work history, accounting for any gaps in employment.

● The

A. The name and identifying information of the District.

● The

B. The name of the District representative making the inquiry and how the representative can be contacted.

● The

C. The name of the former employee and period of employment as indicated by the individual whose

background is

background is being investigated.

● The

D. The position for which the individual has applied, with descriptive information as to the duties, if requested

or necessary

or necessary to understanding of the inquiry.

The background investigator shall:

● Ask

A. Ask the questions, and complete the background check form(s) as provided by the District.

● Make

B. Make impression notes as necessary based upon the questions and responses, and determine if there

may be

may be cause to contact others or make further inquiries based upon the responses.

● Provide

C. Provide the information to the Superintendent.

GDCG-EA