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2013-2014 Policy Awareness Orientation

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2013-2014 Policy Awareness Orientation Millie L. Williams Interim Executive Director Office of Human Resources Policy Awareness Orientation Policy GBRA ... – PowerPoint PPT presentation

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Title: 2013-2014 Policy Awareness Orientation


1
2013-2014Policy Awareness Orientation
  • Millie L. Williams
  • Interim Executive Director
  • Office of Human Resources

2
Policy Awareness Orientation
  • OBJECTIVES
  • ? Identify the purpose of Policy Awareness
    Orientation
  • ? Identify and introduce employees to major
    EBRPSS policies
  • ? Introduce the EBRPSS website as the most
    up-to-date source for personnel policies

3
Policy Awareness Orientation
  • Purpose for Policy Awareness Orientation
  • As members of the East Baton Rouge Parish School
    System, we share responsibility to create an
    inclusive and respectful environment for all.
  • This training session should provide you basic
    information regarding EBRPSS policies and
    procedures. If you have any further questions
    regarding these or other policies related to
    personnel, please contact the Office of Human
    Resources or check our website.

4
Policy Awareness Orientation
  • Policies to be presented
  • Sexual Harassment
  • Individuals with Disabilities
  • Complaints and Grievances
  • Employee Conduct
  • Employee Assistance Program
  • Drug Free Workplace
  • Family Medical Leave Act
  • Sick Leave Bank
  • Other Leaves

5
Policy Awareness Orientation
  • Policy GAMDA
  • Employee Assistance
  • Program

6
Employee Assistance Program
  • The East Baton Rouge Parish School Board
    maintains an Employee Assistance Program that is
    offered to all employees and their families who
    may be adversely affected by alcoholism/drug
    dependence or any other personal and/or family
    related issues.

7
Policy Awareness Orientation
  • Policy GAEAA
  • SEXUAL HARASSMENT

8
Policy Awareness Orientation
  • Why have a sexual harassment policy?
  • To provide a uniform statement of expectations
  • To protect employee rights
  • - Foster respect
  • - Prohibit retaliation
  • To promote compliance and prevention

9
Policy Awareness Orientation
  • What is sexual harassment?
  • Unwelcome sexual advances, requests for sexual
    favors and other verbal or physical conduct of a
    sexual nature constitutes sexual harassment when
    submission to or rejection of this conduct
    explicitly or implicitly affects an individuals
    employment, unreasonably interferes with an
    individuals work performance or creates an
    intimidating, hostile or offensive work
    environment.
  • United States Equal Employment Opportunity
    Commission

10
Policy Awareness Orientation
  • The definition has been further elaborated
  • The victim as well as the harasser may be a woman
    or a man. The victim does not have to be of the
    opposite sex.
  • The harasser can be the victims supervisor, an
    agent of the employer, a supervisor in another
    area, a co-worker, a subordinate or a
    non-employee.
  • The victim does not have to be the person
    harassed but could be anyone affected by the
    offensive conduct.

11
Policy Awareness Orientation
  • Examples of sexual conduct that may constitute
    sexual harassment
  • Touching or gesturing, blocking, following
    (physical acts)
  • Requests for sexual favors, repeated requests for
    dates, lewd remarks, or sexual innuendo (verbal
    acts)
  • Visual displays of sexual photos, cartoons,
    posters, calendars, and drawings (visual acts)

12
Policy Awareness Orientation
  • Who can experience sexual harassment?
  • Direct targets of harassment
  • A student or employee that is subjected to
    unwelcome sexual advances is a direct target
  • Bystanders or witnesses to harassment
  • A student or employee who witnesses sexual
    harassment that is directed towards another
    individual

13
Policy Awareness Orientation
  • Unlawful sexual harassment may occur without
    economic injury to or discharge of the victim
  • The harassers conduct must be unwelcome

14
Policy Awareness Orientation
  • There are two legally recognized types of sexual
    harassment
  • Quid pro quo
  • Hostile environment

15
Policy Awareness Orientation
  • QUID PRO QUO
  • This form of sexual harassment is sometimes
    thought of in terms of something for something
    or this for that.

16
Policy Awareness Orientation
  • HOSTILE WORK ENVIRONMENT
  • May include
  • Severe or pervasive conduct
  • Unreasonable interference with an individuals
    job performance
  • Offensive, intimidating, or abusive atmosphere

17
Policy Awareness Orientation
  • REPORTING PROCEDURES
  • Any employee who believes he or she has been the
    victim of sexual harassment by a student, an
    employee or non employee volunteer of the East
    Baton Rouge Parish School Board, or any third
    person with knowledge or belief of conduct which
    may constitute sexual harassment should report
    the alleged acts immediately to an appropriate
    School Board employee. If criminal activity is
    involved, a victim should also report the
    incident to the police.

18
Policy Awareness Orientation
  • Each principal or other person in charge of a
    building or site owned or operated by the East
    Baton Rouge Parish School Board shall
    conspicuously post in each building or site the
    names of the persons designated to receive
    complaints and the name of the Executive Director
    for Human Resources, including a mailing address
    and telephone number, together with a copy of
    this policy.

19
Reporting Procedures
  • As a general rule, all complaints should be
    investigated, even when the complainant requests
    that nothing be done or when the complaint is
    anonymous.

20
Policy Awareness Orientation
  • Policy GAAB
  • INDIVIDUALS WITH DISABILITIES

21
Policy Awareness Orientation
  • The School Board will make every effort to
    provide reasonable accommodations for the known
    disabilities of its employees and/or applicants.
    A reasonable accommodation is defined as a
    modification to the job or work environment that
    will enable a qualified individual with a
    disability to enjoy equal employment opportunity.

22
Policy Awareness Orientation
  • In general, it is the responsibility of the
    applicant and/or employee with a disability to
    inform the School Board that an accommodation is
    necessary. This request need not specifically use
    the term reasonable accommodation, but need
    only let the School Board know that, because of a
    medical reason, some adjustment of change is
    needed in order for the employee to perform
    his/her job. If an employee requests an
    accommodation and the need for such is not
    obvious or if the School Board does not believe
    that the accommodation is needed, the School
    Board may request that the employee provide
    documentation from his/her physician regarding
    the employees functional limitations in order to
    support the request.

23
Policy Awareness Orientation
  • Policy GAE
  • COMPLAINTS AND GRIEVANCES

24
Policy Awareness Orientation
  • Any employee of the East Baton Rouge Parish
    School Board shall have the right to grieve the
    violation of a policy and/or procedure affecting
    him/her. Complaints or grievances about any job
    action taken against an employee are excluded
    from this policy.

25
Policy Awareness Orientation
  • The primary purpose of this procedure is to
    secure, at the most immediate level possible, an
    equitable solution to the claim of the aggrieved
    employee(s).
  • If at any step of this procedure, the
    administration fails to comply with the timelines
    set forth therein, the complaint and/or grievance
    will immediately move to the next higher step in
    the process for review and decision.

26
Policy Awareness Orientation
  • Step One
  • An employee shall submit a written complaint to
    the principal or for personnel not based at a
    school site to the immediate supervisor within
    ten (10) working days of the date of the alleged
    complaint. If the complaint is not submitted
    within the time prescribed, the employee has no
    further right with respect to the claim or
    grievance.

27
Policy Awareness Orientation
  • B. Within five (5) working days of the receipt
    of a complaint, the principal and/or the
    immediate supervisor and the employee(s) shall
    meet to attempt to resolve the complaint. The
    principal or the immediate supervisor shall
    receive, investigate and consider information
    from all affected parties he/she feels necessary
    to resolve the complaint and to make a decision.

28
Policy Awareness Orientation
  • C. Within five (5) working days following the
    meeting between the principal or the immediate
    supervisor and the employee(s), the principal or
    the immediate supervisor shall mail or deliver
    his/her decision in writing to the employee(s).
    The principal or immediate supervisor is required
    to document the date the employee receives the
    written decision.

29
Policy Awareness Orientation
  • Step Two
  • A. If the employee (or group of employees) is
    not satisfied with the disposition of the
    grievance by the principal or the immediate
    supervisor, then within five (5) working days of
    receipt of the decision from the principal or the
    immediate supervisor, the employee(s) or the
    employees representative may submit to the
    Superintendent or designee a written request for
    a Step 2 review together with a copy of the
    written decision rendered in Step One. If the
    employee fails to request the review within the
    time limit set out above, the employee shall have
    no further right to proceed through the
    complaint/grievance process.

30
Policy Awareness Orientation
  • The Superintendent or designee shall within five
    (5)
  • working days provide a written notice to the
  • employee(s) of the disposition of the grievance
    based
  • upon the file presented to the Superintendent or
  • designee. The date of receipt by the employee of
    the
  • written notice of the disposition shall be
    documented
  • in the file.

31
Policy Awareness Orientation
  • Step Three
  • A. If the employee is not satisfied with the
    written notice of disposition of the grievance by
    the Superintendent or designee, the employee(s)
    may, within five (5) working days of the date of
    receipt of the Superintendent's notice of
    disposition, request a full hearing, of the claim
    or grievance before the Superintendent or
    designee. If the employee fails to request a
    hearing within the time limit set out above, the
    employee shall have no further right to proceed
    through the complaint/grievance process.

32
Policy Awareness Orientation
  • B. The Superintendent or designee shall schedule
    the full hearing with the employee(s) within
    twenty (20) working days of the request for a
    hearing. The Superintendent or designee may
    receive at the hearing written statements of
    witnesses, other written materials and/or
    interview witnesses, if relevant to the claim or
    complaint. The hearing is an informal meeting or
    hearing controlled by the Superintendent or
    designee. The purpose of any such fair hearing is
    to resolve the complaint. The Superintendent or
    designee shall provide for the recording of the
    hearing and will maintain a transcript of the
    proceedings. Following the hearing, the
    Superintendent or designee shall make a written
    recommendation regarding the disposition of the
    grievance. The recommendation of the
    Superintendent or the designee will be provided
    to the employee not more than thirty (30) working
    days following the hearing. The Superintendent or
    designees recommendation, together with a copy
    of the transcript of the hearing as well as the
    previous decisions, shall also be provided to the
    School Board within the same time frame set out
    above for disposition of the grievance.

33
Policy Awareness Orientation
  • Step Four
  • A. On the basis of the written recommendation and
    the transcript of the hearing before the
    Superintendent or designee provided to the School
    Board, the School Board shall dispose of the
    grievance. There shall be no hearing involving
    testimony, the receipt of evidence or additional
    matters before the School Board. An employee or
    their representative may comment on the School
    Board's proposed disposition of the grievance.
    The School Board may vote to affirm, reverse or
    modify the recommendation. Absent a motion and
    second to modify or reverse the recommendation,
    the Superintendents recommendation stands.
    Notice of the School Board's decision will be
    given to the employee(s) and to the individuals
    who rendered the Step One and Step Two decisions.
    The School Board's action is final.

34
Policy Awareness Orientation
  • Policy GBRA
  • EMPLOYEE
  • CONDUCT

35
Policy Awareness Orientation
  • All employees have the responsibility to be
    familiar with and abide by the laws of the state,
    the policies and decisions of the East Baton
    Rouge Parish School Board, and the administrative
    regulations and procedures designed to implement
    Board policies. Employees shall also comply with
    the standards of conduct set out in this policy
    and with any other policies, regulations,
    procedures, or guidelines that impose duties,
    requirements, or standards of conduct attendant
    to their status as School Board employees.

36
Policy Awareness Orientation
  • Employees are cautioned that the appropriateness
    of
  • certain action or behavior must necessarily be
  • dictated by the nature of the position held by
    the
  • employee and standards of common sense. By virtue
  • of one's education and experience, an employee
  • knows and understands that certain actions or
  • conducts are unacceptable even in the absence of
  • formal Board policy.

37
Policy Awareness Orientation
  • NOTICE OF CRIMINAL PROCEEDINGS INVOLVING
    EMPLOYEES
  • When an employee is arrested for committing a
    criminal offense (other than a minor traffic
    violation), that employee shall be required to
    notify the Executive Director of Human Resources
    of the arrest, in writing, within three (3)
    calendar days of the arrest.

38
Policy Awareness Orientation
  • When a criminal prosecution is initiated in court
    against any employee by way of indictment, bill
    of information, or affidavit for committing any
    offense (other than a minor traffic violation),
    that employee shall provide the Executive
    Director of Human Resources with a copy of the
    indictment, bill of information, or affidavit
    within five (5) calendar days of his or her
    arrest or service of summons.

39
Policy Awareness Orientation
  • Within five (5) calendar days of the scheduling
    of any
  • court hearing or trial in connection with the
    criminal
  • prosecution, the affected employee shall give
    written
  • notice to the Executive Director of Human
    Resources
  • of the nature or purpose of hearing or trial and
    the
  • date and time the hearing or trial has been
  • scheduled.

40
Policy Awareness Orientation
  • Policy GAMD
  • DRUG-FREE
  • WORKPLACE

41
Policy Awareness Orientation
  • The East Baton Rouge Parish School Board, in
  • compliance with the Drug-Free Workplace Act of
  • 1988, recognizes its obligation to provide and
  • maintain a drug-free workplace in order to remain
  • eligible to receive federal grants and in support
    of
  • local, state and national efforts to achieve
    drug-free
  • schools and communities.

42
Policy Awareness Orientation
  • Policy GBRIBA
  • FAMILY MEDICAL LEAVE ACT

43
Policy GBRIBA
  • Family and Medical Leave Act of 1993 (FMLA) was
    amended January 2008 to permit a spouse, son,
    daughter, parent or next of kin to take up to 26
    workweeks of leave to care for a member of the
    Armed Forces, including a member of the National
    Guard or Reserves, who is undergoing medical
    treatment, recuperation, or therapy is otherwise
    in outpatient status, or is otherwise on the
    temporary disability retired list, for a serious
    injury or illness.

44
Policy Awareness Orientation
  • The East Baton Rouge Parish School Board shall
  • permit qualified employees to take up to twelve
    (12)
  • work weeks of unpaid leave in a twelve (12) month
  • period for family and medical reasons. Employees
  • qualifying for family and temporary medical leave
  • shall have been employed by the Board for the
  • previous twelve (12) months prior to the date of
    the
  • leave to be taken. For the purposes of this
    policy, the
  • 12 month period shall be the same as the fiscal
    year,
  • July 1 to June 30.

45
Policy Awareness Orientation
  • FMLA will run concurrently with any leave granted
  • an employee under extended sick leave, sabbatical
  • medical leave or maternity leave.

46
Policy Awareness Orientation
  • Military Caregiver Leave
  • If you are the spouse, parent, son, daughter, or
    next- of-kin of a covered service member and you
    are employed with the EBRPSS, you may be entitled
    to military caregiver leave. An employee is
    allowed to take up to 26 workweeks of unpaid
    leave during a single 12-month period to take
    care of your military relative if he or she has a
    qualifying serious injury or illness.

47
Policy Awareness Orientation
  • OTHER LEAVES AVAILABLE TO EMPLOYEES
  • Extended Sick Leave
  • Medical Sabbatical
  • Sabbatical for Professional Education
  • Maternity Leave
  • Leave Without Pay
  • Military Leave
  • Professional Leave
  • Personal Leave
  • Annual Leave

48
Sick Leave Bank
  • Prior to application of SLB, an employee must
    have exhausted all leave available i.e.,
    sick/annual leave
  • Three separate accounts established teachers,
    bus drivers and school employees
  • Donations will be made to the Sick Leave Bank
    not to individual employees
  • The employee and the donor of sick leave must be
    employed with the district a minimum of 36
    consecutive months before permission can be
    granted to donate to the bank
  • Employee(s) donating sick leave must have more
    than 50 days prior to making application for
    donation
  • Donations are irrevocably

49
Policy Awareness Orientation
  • To review these or other policies as these relate
    to personnel, please review the EBRPSS website
  • www.ebrpss.k12.la.us
  • Click on Human Resources
  • Select Policy Directory
  • This PowerPoint presentation is available through
    our website as well.

50
Policy Awareness Orientation
  • QUESTIONS?
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