Slide 1 - Logan County Schools

Logan County Schools



2010



Welcome Back!!!!

We Believe

1. We believe all students can learn at high levels but

in different ways and at different times when

provided equal opportunities.

2. We believe students must have direction,

discipline, and a means to succeed. Their successes

should be celebrated and recognized.

3. We believe teachers have the desire, ability and

responsibility to motivate and inspire each

individual student to achieve to his/her highest

potential using Standards Based Instruction and 21st

Century Skills.

4. We believe that classrooms should be organized,

structured, safe, disciplined, welcoming and student-

focused to provide the proper environment for

learning.

5. We believe curriculum should be prioritized,

mapped, sequential, multi-cultural and diverse to

provide students a high quality learning

environment through current rigorous and relevant

standards.



6. We believe education is a shared responsibility

among the student, school, parent, family and

community.



7. We believe the 21st Century Learner is the one

who should be able to learn, unlearn and relearn

Logan County’s Mission

• The mission of Logan County Schools is to

provide a high-quality education that ensures

success for every student through excellence in

teaching and prepares them for competition in a

global society.





• Logan County Schools:

Creating 21st Century Learners

Policies that impact our cultures---

• LOGAN COUNTY SCHOOLS CODE OF CONDUCT

• §126-162-4. Employee Code of Conduct.

• 4.1 "Employee" shall include all school personnel employed by a

county board of education whether employed on a regular full-time

basis or otherwise, and shall include other personnel such as

employees of the West Virginia Schools for the Deaf and the Blind,

and all employees of West Virginia Department of Education

Institutional Programs.



4.2 All West Virginia school employees shall:.

exhibit p

4.2.1. exhibit professional behavior by showing positive

examples of preparedness, communication, fairness, punctuality,

attendance, language, and appearance.

• behavior by showing punctuality, attendance, language, and

appearance.

• 4.2.2. contribute, cooperate, and participate in creating an

environment in which all employees/students are accepted and are

provided the opportunity to achieve at the highest levels in all areas

of development.

• 4.2.3. maintain a safe and healthy

environment, free from harassment,

intimidation, bullying, substance abuse,

and/or violence, and free from bias and

discrimination.

• 4.2.4. create a culture of caring through

understanding and support.

• 4.2.5. immediately intervene in any code of

conduct violation, that has a negative impact

on students, in a manner that preserves

confidentiality and the dignity of each person.

• 4.2.6. demonstrate responsible citizenship by

maintaining a high standard of conduct, self-

control, and moral/ethical behavior.

• 4.2.7. comply with all Federal and West

Virginia laws, policies, regulations and

procedures.

VI.2.10 Dress Code Policy for Logan County

Schools Personnel



• The Logan County Board of Education believes that in order to provide every

child with an appropriate environment for a thorough and efficient education

all Logan County school personnel shall adhere to a high standard of dress. All

professional and service personnel staff, including substitutes, who work

directly with the students, parents, and the general public are representatives

of the school system, their personal appearance helps determine public

perception of the school system.

• The manner of dress of the employees can make a strong statement to the

parents and students about how important they consider their work. All

professional and service personnel staff, including substitutes, must dress in

a manner that reflects the maturity and authority of their position.

• Logan County school employees shall always be neat and clean in their

dress and appearance: It is expected that each employee maintain a proper

mode of dress both during the school day and at all school activities.

• The administration has the final authority on all matters relating to the dress

code for Logan County school employees.

• The dress and grooming of the professional and service personnel staff will be

in good taste and appropriate for the occasion.

• The professional and service personnel dress code will be

held to a higher standard than that of the students.

• Male professional and service personnel staff members

will dress in a professional manner at all times; (i.e.) shirts

and ties, turtle neck shirts, sweaters, shirts with collars,

dress pants, or slacks, or attire that is appropriate for the

educational activity or employment position.

• Female professional staff and service personnel staff

members will dress in a professional manner. They will

wear dresses, skirts, pant suits, shirts and blouses or

sweaters. Walking shorts may be worn with blazers. Hem

lines for dresses, skirts, and walking shorts should be no

higher than two (2) inches above the knee.

• If blue jeans are worn, they must be worn in a

professional manner, (i.e.) They must be worn with shirt

and tie or turtle neck with blazer or sports coat.

• Overly tight clothing will not be worn.

• Decorative sweat shirts may be worn on festive occasions.

(Adopted August 26, 1999)

II.3.8.A. Acceptable Use Policy For

Personnel (Administration,

Professional & Service)

Duties, Responsibilities and Rights of

Employees



PURPOSE: To establish a policy to

ensure efficient and legal use of

Internet resources.

Introduction

• The Internet introduces powerful educational

resources, which gives global access to

information. You can connect to businesses,

universities, libraries, schools and even students

around the world.



• . The Internet is an electronic community. From

your computer you can travel all over the globe to

gather information. As more people visit this

community, maps to find information and rules to

keep traveling safe becomes vital to successfully

completing the journey. These are important rules

you must follow that govern acceptable behavior

when using the Internet resources. In using these

rules, you will make your journey across

cyberspace both safe and successful.

• The smooth operation of the network

depends upon the proper conduct of

its users. In general this requires

efficient, ethical, and legal use of the

network resources. We are providing

the following information, guidelines,

and policies that ALL users must

observe as the proper way to use the

tools. If you violate any of these

guidelines, your use of the Internet

will be suspended or terminated and

future access may be denied.

Information Networks

• Information networks are created for the

purpose of sharing information between co-

workers, researchers, educators and

businesspeople. These networks are inter-

networked to enable people across the world

to have access to the stored information. The

Internet is a worldwide collection of

information networks. Through this "network

of networks" you can review, study, and print

out useful articles, documents, and graphics.

You can access current facts about news,

weather, sports, research, and entire

encyclopedias.

Logan County Schools provides networks for student achievement

and for the utilization of the staff and administration to further

the achievement of the students in its custody. The unauthorized

access to these networks should be of concern to all individuals

using the network. Unauthorized can be anything form a device

that has gained access without the permission of the proper

personnel to the introduction of software into the network from

the inside or outside of the network. Wireless networks provided by

Logan County Schools are secured by an algorithm that prevents

unauthorized access to the network and these “keys” are to be kept

private as the introduction of any device via the wireless network also

places the device upon the network of not only the school but also that

of the state. Logan County Schools data networks are partially

funded by an initiative known as ERATE. This funding provides

for many of the upgrades you see in your schools today however

it also enforces the policies of student and personnel privacy as

well as that of unauthorized access.

Connections for your Computer

• It is important to understand the many consequences

of misusing the network. Since the Internet is a

worldwide network, some of the material on the

Internet may not be appropriate in the educational or

administrative support setting. The West Virginia

Department of Education will be taking precautions to

restrict access to inappropriate materials. However,

since we cannot control the content of the Internet,

users are advised that some parts of the Internet

contain material that is defamatory, inaccurate,

obscene, profane, sexually oriented, threatening,

racially offensive or illegal. The Logan County School

System does not condone the use of these materials

or permit their use in the school or support

environment. The intent of the Logan County School

system is to use connections on the Internet for

purposes consistent with approved curriculum and

informational resources.

Who’s On the Internet?

• The Internet networks are public

places. You should remember that you

are sharing this space with many other

users. Thousands or even millions of

individuals will be interacting across the

networks at the same time. Others can

see your actions on the network. If you

use a particular service on the network,

someone knows the connections that

you are making, what computer

software you are using and what you

looked at while you were in the system.

Your Behavior

• You are expected to use the network

to pursue intellectual activities, seek

information resources, access

libraries and other types of

educational, learning, or school

business activities. We want you to

explore and discover what is

available for teaching, learning, and

for conducting school business.

When you are using the computer

network and communicating with other

users, remember the following:

• You cannot see other users.

• You cannot tell how old they are or

even what sex they are.

• Others can tell you anything, and you

cannot always be sure what they are

telling you are true.

• Absolute privacy cannot be guaranteed

in a network environment. So, you need

to think carefully about what you write

and how you write it.

• For your own safety, and for the safety of

others, remember to exercise caution when

you are communicating with people

anywhere. Chat rooms and messaging

services are NOT to be used except for valid

educational purposes that require prior

authorization from the building level

administrator. Accessing pornography

(writings or pictures about sexual activities)

is not allowed. If accidental access occurs it

must be reported immediately to the

administrator. Student sites containing

obscenity and profanity are prohibited.

Email may only be used for educational

purposes and or communicating concerning

education

• Do not give out your home phone number or

your address to anyone. If you feel there is a

problem or if you feel uncomfortable with the

information someone is giving you, tell your

administrator immediately. Similarly, you may

not harass other users. You do not want to run

the risk of breaking the law by bothering other

people. If another network user asks that you

not longer send them e-mail or in any other way

contact them, you must stop all contact

immediately. You may feel you have the right to

freedom of expression, but others have the right

to be free from harassment. The rules applying

to harassing others include using abusive or

obscene language on the network. You many

not use the network to annoy, harass, or

otherwise offend other people.

Sites containing obscenity and profanity are

prohibited.

• These rules also apply to vandalism of

computer equipment, unauthorized access to

information, computer piracy, hacking, or any

tampering with hardware or software. This

policy applies to ALL damage or information

loss on the networks that might be caused by

destructive devices such as viruses. If you are

responsible for causing a computer to

become infected with viruses, worms, or any

other type of destructive device, you may be

held accountable.

• A teacher’s most important job related to the

use of the Internet is to MONITOR where and

what the students’ are accessing.

• While the Logan County Board of Education

wants you to use this valuable educational

and information tool, the Logan County

Board of Education does not condone the

use of inappropriate information on the

Internet. You must clearly understand that

access to questionable material in any form

is strictly forbidden. You should avoid any

information that does not support the Logan

County Board of Education educational

mission.

• Although the actual percentage of

unacceptable materials is small, it can cause

concern for users and administrators if these

materials are accessed.

• Teachers must report any access to sites

containing pornography.

" Parental permission must be obtained for

student web pages published within the

West Virginia public K-12 Intranet and from a

public K-12 site to the Internet." (Quoted

from the policy developed by the WVDE.)

"Student pictures and names can be

published on the school/county web site at

the discretion of the school/county. Parental

permission should be obtained. Internet

guidelines stress the importance of not

publishing the last names of students.

Nicknames may be used in place of the given

name.

 Personal information, such as home

address, home telephone, credit card

information, mother’s maiden name, and

other personal information should not be

published." (Quoted from the policy

developed by the WVDE)

Notes on Using Resources

• Do not tie up the network with idle

activities.

• Do not play games with others on the

network or on the Internet. Networks are

not designed for computer games

• Do not download huge information files

unless necessary or directed to do so by

your administrator. Download only the

information you need.

• Use your access time efficiently.

Remember there are many other users

who are also using the network.

• Do not give out your password to anyone.

• Do not repost material that was sent to

you privately without permission of the

person who sent the message.

• Do not use the system for anything other

than educational and career development

activities.

• Do not plagiarize works that you find on

the Internet.

• Do not violate copyright laws.

 The use of telecommunications and/or

access to the Internet is an extension of the

educator’s responsibility in his/her

classroom. Therefore, it is the educators’

responsibility to ensure classroom activities

that utilize Internet related technologies

that focus on appropriate and specific

learning goals and objectives. The educator

must authorize ALL students’ use of

Internet-related applications and devices.

(Specific examples of UNAUTHORIZED use

includes, but are not limited to:)



1. Executing non-educational gaming.

2. Creating, storing, sending or viewing

pornographic material.

3. Downloading, uploading and/or

executing viruses, malware, scripts.

4. Using e-mail user IDs other than one’s

own ID.

 and objectives. The educator must

authorize ALL students’ use of Internet-

related applications and devices.

5. Misrepresenting any individual’s identity

or source of communication or data.



6. Illegally accessing another person’s data

or private system files.



7. Corrupting destroying, deleting, or

manipulating system data with malicious

intent.



8. Requesting that inappropriate material

be transferred.

9. Violating safety and/or security

measures when using e-mail, chat

rooms and other forms of direct

electronic communications.



10. "Hacking" or any other unlawful

online activities.



11. Describing, using, and disseminating

personal information regarding

minors.

12. Allowing the attachment of unauthorized

devices to the networks or devices.



13. Providing unauthorized persons with

passwords and access to computers and

or networks.



14. Transmitting ANY information concerning

students without property authorization

and/or clearance.

The Logan County Board of Education will

not be responsible for financial obligations

arising through the unauthorized use of the

system. The Logan County Board of

Education reserves The Logan County

Board of Education makes no guarantee

that the functions or the services provided

through our network will be error-free or

without defect.

The Logan County Board Of Education will

not be responsible for any damage you

may suffer, including but not limited to,

loss of data or interruptions of service, or

loss of identity.

The Logan County Board of Education is not

responsible for the accuracy or quality of

information obtained. the rights to discipline

personnel and pursue legal recourse for

activities conducted upon the devices and

networks utilized in the education setting in

which it deems inappropriate or illegal.

The State Department of Education is

providing a Filtering System to all schools.

The filters will be at the 2 Points of

Presence – North and South. Logan County

Schools reserves the right to block the

access to any material it deems not

necessary for the education of students or

not in alignment with curriculum standards.



To Be Revised August 27, 2009

VI.2.1. Professional leave.

Authorization for professional improvement

may be granted by the Superintendent or his

designee. In all instances the leave must be

granted in advance. Leave for professional

improvement may be granted for such

activities as college classes, state department

advisory committee, local board advisory

groups, professional organization meetings,

etc. Professional leave will be denied if fifteen

(l5) personal leave days (excluding three days,

no cause) have been used. Professional leave is

not deducted from the employee's

accumulated personal leave days. (Adopted

June 28, l984; Amended August 20, l987)

VI.2.2. Personal leave.

At the beginning of the employment term each regular

employee's accumulated personal days shall be increased by one

and one-half days times the number of months in the

employment term. If the employee does not fulfill the contracted

employment term, the employee will receive credit only for

service rendered. Unused personal leave will accumulate without

limitation and shall be transferable to and from other West

Virginia public school systems.

The Board may establish regulations for reporting and verification

of absences for cause. If any error in reporting absences should

occur, the Board shall have authority to make necessary salary

adjustments in the next pay after the employee has returned to

work or in the final pay if the absence should occur during the last

month of the employment term. The total amount of leave

received shall not exceed the number of days the employee is

entitled to based on time worked.

A regular, full-time employee who is absent due to illness,

accident, maternity, legal, bereavement, emergency, personal,

jury duty or military reserve shall be paid full salary, provided they

have accrued personal leave. The Board has the right to require

verification of reason(s) for absence. (Amended August 27, l992)

Reasons for

Personal Leave

1. Death in the immediate family.

Three days are allowed for each occurrence of death in

the immediate family. This limit may be extended by

the superintendent for excessive travel requirements

or other reasonable cause. However, the request for

extended time must be in writing and must include the

reason. The immediate family includes spouse,

parents, children, brother, sister, grandparents,

grandchildren, parents-in-law, and anyone living in the

same household for such a period of time as to have

established a family relationship with the employee.

Employees should give notice of the intention to be

absent from duties to the principal or supervisor at

least twenty-four hours in advance. In the case of

sudden or unexpected circumstances, employees must

give the same notice as soon as reasonably practical;

employees should give at least three hours notice prior

to the beginning of the shift. This practice will enable

principal or supervisor to find a substitute. (Amended

August 27, l992)

2. Illness in the immediate family.

Three days are allowed for each occurrence of illness in the

immediate family. This limit may be extended by the

Superintendent for good reason. However, the request for

extended time must be in writing and must explain the

circumstances which necessitate the request. The

immediate family includes spouse, children, parents, and

anyone living in the same household as the employee and

dependent upon the employee for their welfare and well

being. Other persons may be included at the discretion of

the Superintendent. Absences in excess of two days must be

verified by the attending physician. Employees should give

notice of the intention to be absent from duties to the

principal or supervisor at least twenty- four hours in

advance. In the case of sudden or unexpected

circumstances, employees must give the same notice as

soon as reasonably practical; employees should give at least

three hours notice prior to the beginning of the shift. This

practice will enable principal or supervisor to find a

substitute. (Amended August 20, l987) (Amended August

27, l992)

3. Illness.

An employee may use as much of his/her accumulated

leave as is necessary for personal illness or accident;

however, a personal leave claim in excess of two days

must be signed by the attending physician. Employees

should give notice of the intention to be absent from

duties to the principal or supervisor at least twenty-

four hours in advance. In the case of sudden or

unexpected circumstances, employees must give the

same notice as soon as reasonably practical;

employees should give at least three hours notice prior

to the beginning of the shift. This practice will enable

principal or supervisor to find a substitute. (Amended

August 27, l992)

4. Personal-no cause.

Personal leave without cause is provided at the rate of

three days per year per employee by Section l8-4-l0 of

the West Virginia Code. Employees must give notice of

the intention to use personal leave day to the principal

or supervisor at least twenty-four hours in advance. In

the case of sudden or unexpected circumstances,

employees must give the same notice as soon as

reasonably practical; employees should give at least

three hours notice prior to the beginning of the shift.

This practice will enable principal or supervisor to find a

substitute. (Amended August 27, l992)

Exhaustion of personal leave days. A regular, full-time

employee who is absent due to illness, accident, maternity,

legal, bereavement, emergency or personal leave must use

personal leave days for every day the employee is absent

from work. An employee cannot freeze personal leave

days.

An employee with a Board approved leave of absence does

not accrue personal leave.

An employee who is on Worker's Compensation will be

paid the difference between Worker's Compensation

benefits and the employee's regular daily rate of pay for

every working day as long as personal leave days remain to

compensate the difference. Personal leave days will be

prorated. An employee cannot freeze personal leave days

while on Worker's Compensation.

Documentation.

Regardless of the cause, each employee must submit a

claim for personal leave taken. The claim must be

signed by the employee and his/her supervisor. Unless

such claim is submitted, an absent employee shall be

counted as absent without leave, and shall not be paid

for the days in question. (In effect July l, l979)

LOGAN COUNTY SCHOOLS

LEAVE DONATION PROGRAM

Board Policy VI.2.6

Adopted December 13, 2007, Revised January 22, 2009

18A-4-10F Leave Donation Program

Sick Leave Policy

TVI.2.4. Absences.

5th day of absence for personal or family

illness.



All employees of the Logan County Board

of Education will, after their 5th day of

absence due to personal or family illness,

for which no doctor's excuse was

presented, have a meeting with the

immediate supervisor in order to discuss

these absences.

Sick Leave Policy cont.

At this meeting the employee will be

informed that beginning with the 8th day of

absence (l/2 days accumulate to full days) a

doctor’s excuse will be required for each

absence regardless of the length of the

absence. The supervisor will also make the

employee aware of all facts of the Logan

County Personal and Professional Leave

Policy.

Sick Leave Policy cont.



8th day of absence for personal or family

illness. Beginning with the 8th day of total

absences for personal or family illness, a

doctor’s excuse will be required for each

day or partial day’s absence from work.

Sick Leave Policy cont.



15th day of absence for personal or family

illness. Beginning with the 15th day of

absence, the employee will have another

meeting dealing with personal absences

from work. This meeting will be with the

immediate supervisor and the next

supervisor in the chain of command or the

Board of Education.

Sick Leave Policy

At this meeting the employee will be asked

to demonstrate sufficient reason for this

excessive amount of work days missed. If

the employee cannot demonstrate

sufficient reason for this amount of work

being missed, an improvement plan would

be written and placed in the employees

personnel file.

Sick Leave Policy cont.

Work days missed due to using three days of

personal leave as provided for state law,

professional leave, hospital confinement and

any subsequent convalescence time, death in

the immediate family, will not be used in

determining the total days of work missed

because of personal or family illness.

REMEMBER SICK LEAVE MEANS YOU ARE

SICK__DO NOT FALSIFY RECORDS

Sick Leave Policy cont.

Realizing that individuals consider illness to

be of a personal and confidential nature,

the supervisor conducting any meeting will

not discuss with anyone (other than the

individual concerned) the details of the

meeting. Supervisors of personnel will

treat meetings with l00% confidentiality.

(Adopted August 20, l987; Amended

January l4, l988)

Sick Leave Policy cont.

Meetings will be scheduled as follows:

Employees 5th day meeting 15th day

meeting



School employees- Principal and Asst.

Supt.



(cooks, custodians, aides, secretaries,

teachers)

Sick Leave Policy cont.

Principals, Asst. Supt. Superintendent

supervisors, or independent work area



Asst. Supt. Superintendent Board of

Education



Superintendent Board of Education Board of

Education

1. DEFINITIONS

1.1 Days requested for a medical or physical condition that:

a. Incapacitates an employee or an immediate family member for

whom the employee will provide care.

b. Is likely to require the prolonged absence of the employee from

duty: and

c. Will result in a substantial loss of income to the employee

because the employee has exhausted all accrued personal leave;



1.2 Employee means a professional educator or school service

person who is employed by Logan County Schools and entitled to

accrue personal leave as a benefit of employment.



1.3 Donor employee means a professional educator or school

service person who is employed by Logan County Schools who

voluntarily contributes personal leave to another designated

employee.

1.4 Receiving employee means a professional educator or school

service person employed by Logan County Schools who receives

donated personal leave from another employee.

2. LEAVE DONATION PROGRAM

2.1 Logan County Board of Education shall establish a leave

donation program pursuant to which a donor employee may transfer

accrued personal leave to the personal leave account of another

designated employee.

2.2 Logan County Board of Education:

a. May not limit the number of personal leave days a donor

employee may transfer to a receiving employee who is his/her

spouse.

b. May not limit the total number of personal leave days a

receiving employee receives.

c. May limit the number of days a donor employee transfers to a

receiving employee who is not his/her spouse. A donor

employee may voluntarily transfer a maximum of 5 days, per

request, to a receiving employee.

3. RULES

3.1 Employee must write a request to the Superintendent of Schools

for days needed and why.

3.2 The request will include the donor employee form(s) that show

the days they are donating to the requesting employee.

3.3. The Superintendent will then act upon request, and if approved,

turn in to the Payroll Department for processing.

3.4 The donated leave may not be used to:

a. Qualify for or add to service for any retirement system administered

by the State of West Virginia.

b. Extend insurance coverage pursuant to section thirteen, article

sixteen, chapter five of the WV Code.

3.5 Each personal leave day contributed:

a. Shall be deducted from the number of personal leave days to which

the donor employee is entitled by section ten of the Code 18A-4-10.

b. Shall not be deducted from the number of personal leave days

without cause to which the donor employee is entitled if sufficient

general personal leave days are otherwise available to the donor

employee.

c. Shall be credited to the receiving employee as one full personal

leave day.

d. May be used only for an absence due to the purpose for which the

leave was transferred. Any transferred days remaining when the

catastrophic medical emergency ends revert back to the donor

employee(s).

e. An employee may not be coerced or compelled to contribute to a

leave donation program.

VI.2.8 LOGAN COUNTY SCHOOLS DRUG-FREE

WORKPLACE AND SUBSTANCE ABUSE POLICY



VI.2.8.1 LOGAN COUNTY SCHOOLS - DRUG AND

SUBSTANCE ABUSE AND TESTING POLICY

Section 1. General

1. EFFECTIVE DATES: Drug Testing - January 1, 1995

2. Alcohol Testing - January 1, 1995.

1.2 AUTHORITY:

The U. S. Department of Transportation, through the federal

Highway Administration, has issued rules for drug and

alcohol testing of employees in the transportation industry.

The rules include an express Prohibition of alcohol misuse

and/or non-medical use of controlled substances by

transportation employees in safety-sensitive Positions and

who carry a Commercial Drivers License (CDL). In addition,

alcohol use is prohibited during, and four hours Prior to, the

Performance of covered duties, or for reporting to work with

a blood alcohol concentration higher than 0.04 or greater.

This Policy has been established by, and is a mandatory

requirement of, the Federal Highway Administration.

Covered employees are required to Participate in the various

Programs described in this Policy as a condition of

employment.

2.1 TESTS:

The Logan County Board of Education will conduct drug/alcohol screenings

on all bus drivers, mechanics, all Persons required to maintain a CDL, and

any other Person who transports students or Personnel as a part of their

employment duties with the Logan County Board of Education and as

required by the drug and alcohol testing rules. The testing will be

accomplished either through the collection of a urine sample, blood

sample, or alcohol breath concentration. Employees in safety sensitive

positions, as defined by the Federal Highway Administration, are required

to be tested in the following categories:

a. Pre-Employment

b. Random

c. Reasonable cause

d. Post-Accident

e. Return-to-Duty/Follow-up

All employees to which this Policy is applicable will be tested at the

initiation of this Policy. Regulations concerning Pre-employment testing will

be followed.

Procedures outlined in 49 CFR Part-219, as established by the U. S.

Department of Transportation, are in Place to assure the integrity of the

samples collected for analysis.

2.2 SUBSTANCES:

The drug screening will be used to detect the following

substances:

a. Marijuana (THC Metabolite)

b. Cocaine

c. Amphetamines

d. Opiates

e. Phencyclidine (PCP)

Alcohol tests will be conducted using U. S. Department of

Transportation specified equipment and Procedures.

2.3 RESULTS:

For the purpose of this policy, a positive test result is one in

which an illegal controlled substance is detected as a result of

drug screening.

Any alcohol test showing a reading of 0.02 or less will be

considered as negative. Alcohol reading of 0.02 or greater, but

less than 0.04, requires a second confirmation test at least

fifteen (15) minutes after the initial test.

Alcohol concentration at this level, and the Logan County

Board of Education’s responsive action, are covered in this

Policy. An alcohol concentration of 0.04 or greater requires

certain responsive action outlined in these Procedures. An

alcohol concentration at this level requires the removal of the

employee from duty for 24 hours or until another breath test

is administered and the result is less than 0.02.

Any employee identified by the collector or approved

laboratory as providing a sample that has been tampered with

will have his/her test result issued as Positive, and a

Disciplinary Action, up to and including dismissal, will be

initiated.

Alcohol and drug use is Prohibited and will result in

disciplinary Action, up to and including dismissal, for any

covered employee Performing safety-sensitive service. The

following rule Prohibitions apply to all employees.

Performing covered service:

a. No employee may use or Possess alcohol

while assigned by the Logan County Board of

Education to Perform covered service;

b. No employee may use or Possess any illegal

controlled substance at any time, whether on

duty or off duty;

c. No employee may report for covered service,

or go or remain on duty in covered service

while:

1. Under the influence or impaired by alcohol;

2. Having an alcohol concentration of 0.02 or

greater; or

3. Under the influence or impaired by any

controlled substance.

2.4 DISCIPLINARY ACTION:

Disciplinary actions shall be governed by the

Logan County Schools Drug Free Workplace and

Substance Abuse Policy, as contained in Section

4.5 of that policy.

3.1 TESTING:

Once an employee of the Logan County Board of Education has been

informed he/she is to provide a urine/blood/breath sample for drug; and or

alcohol testing analysis, under any of the established criteria for the various

drug/alcohol testing scenarios stated in this policy, he/she is to proceed

directly to the collection site designated by the Logan County Board of

Education. Employees are to identify themselves to the collector through the

use of picture identification. The collection site can be either in a fixed

location or a mobile on-site collection unit.

Urine/Blood/Breath samples are to be collected under the guidelines

established by the U. S. Department of Transportation in 49 CFR part 219.

Drug analysis is to be conducted by a U. S. Department of Health and Human

Services approved laboratory. Alcohol testing will be conducted with devices

approved by the U. S. Department of Transportation.

The Logan County Board of Education’s Personnel Office or Transportation

Department will receive individual drug test results and only those identified

as positive by the designated Medical Review Officer are to be reported to

the Logan County Board of Education. Alcohol results will be available on site

immediately. Rules of confidentiality, established by the U. S. Department of

Transportation, will apply to any records retained as a result of employee

drug testing.

Employees are to provide a specific urine/blood sample to the collector. The

"split sample" method of collection will be utilized. Positive results are to be

a discussed with the employee by the Medical Review Officer before he/she

certifies a sample as being positive. This is necessary in order to determine if

there could possibly be a medical reason for the positive result. Any

employee certified as positive by the Medical Review Officer will have 72

hours from the time of result notification to request analysis of the second

sample. Employees requesting the second sample be analyzed are to be

suspended with pay pending second sample results.

Breath/Blood alcohol tests can be given prior to, during, or just after

performing covered service. Tests are to be conducted under guidelines,

procedures, and equipment established by the U. S. Department of

Transportation.

Employees are to provide a specific amount of urine/blood/breath to the

collector. If the specified amount cannot be produced, the collector will

instruct the employee as to how to proceed. Regardless, the collector will not

wait more than two hours to collect the sample.

3.2 REFUSAL TO PARTICIPATE IN DRUG AND ALCOHOL TESTING PROGRAMS:

Any covered employee who refuses to participate in the Drug and Alcohol

Testing Program is to be suspended immediately, indefinitely, without pay

from duty. A hearing is to be held before the Superintendent of Schools (or

his/her designee) within ten (10) days to establish just cause for the refusal. If

just cause cannot be established through this procedure, a Disciplinary

Action, up to and including dismissal, will be initiated.

As established by Federal Highway Administration, participation in the Drug

and Alcohol Testing Program is mandatory for all covered employees as a

condition of employment. Employee refusal shall be excused only in the case

of a documented medical or family emergency. Employees refusing to

participate in the Drug and Alcohol Testing Program, if still employed, are to

be removed from covered service for a period of no less than nine (9)

months.

3.3 POSITIVE TEST RESULTS:

When an employee is determined, by the Drug Testing Program’s designated

Medical Review Officer, as producing a positive test for the presence of the

established illegal controlled substances, he/she is to be removed from their

covered duties immediately. Any employee testing positive for the presence of

illegal drugs must be referred to a substance abuse professional. A Disciplinary

Action, up to and including dismissal, will be initiated. Any employee testing

positive for the presence of illegal substance, as defined by this policy who is

still employed, can return to a covered, safety sensitive duty no less that nine

(9) months after his/her removal from their covered position.

Any employee found with a breath/blood alcohol concentration of 0.04 or

greater is to be removed from covered service immediately. He/she is to be

referred to a substance abuse professional. A Disciplinary Action, up to and

including dismissal, is to take place. Any employee, if still employed, with a

breath/blood alcohol content of 0.04 or greater can return to a covered,

safety-sensitive duty no less than nine (9) months after removal from his/her

covered position.

Upon expiration of the nine (9) month period, if the employee is still

employed, he/she is required to meet the conditions set forth in the Follow-

up Testing provisions of this policy.

No employee covered by this policy whose alcohol test result indicates

an alcohol concentration of 0.02 or greater, but less than 0.04, shall

perform or continue to perform covered service functions, nor shall

the Logan County Board of Education permit the employee to perform

or continue covered service, until the start of the next regularly

scheduled duty period, but not less than eight (8) hours following

administration of the test. A disciplinary action, up to and including

dismissal, will be initiated.

3.4 VOLUNTARY REFERRAL PROGRAM:

An employee covered by the Drug Testing Policy and, of their own accord,

seeks treatment through a substance abuse professional, may maintain an

employment relationship with the Logan County Board of Education prior

to being charged with conduct that is in violation of theses drug and alcohol

testing rules.

The Logan County Board of Education will, to the extent necessary as

defined by a substance abuse professional, grant any employee seeking self

help for an alcohol misuse or drug abuse problem, a Leave Status as

established in Section 4.4 of the Logan County Schools Drug-Free

Workplace and Substance Abuse Policy in order to meet initial

rehabilitation demands. The employee can be returned to duty on the

recommendation of a substance abuse professional and approval will not

be unreasonably withheld by the administration of the Logan County Board

of Education. However, before the employee can be returned to duty under

this program, a full return-to-service medical examination, initiated by the

employee at his/her own expense, must be completed as a condition of

reinstatement to covered service. Any costs associated with follow

up/return to duty testing will be the responsibility of the employee.

In order to invoke the benefits of this Voluntary Referral Policy, the

employee must report to the Superintendent (or his/her designee),

(1) during non-duty hours (i.e., at a time when the employee is off

duty) or

(2) while unimpaired and otherwise in compliance with the Logan

County Board of Education’s Drug and Alcohol Policy.

3.5 CO-WORKER REPORTING PROGRAM

This aspect of the Logan County Board of Education’s Drug and Alcohol

Policy provides that a covered employee may maintain in employment

relationship is he/she is reported by a fellow employee as showing signs

and symptoms commonly associated with drug abuse and/or alcohol

misuse during the working hours, subject to the following terms and

conditions:

a. The alleged violation must come to the attention of the Logan

County Board of Education administration as a result of co-

worker reporting that an employee was apparently unsafe to

work with or appeared to be in violation of the established

workplace drug and alcohol rules. The employee is to be

removed from covered service pending the results of a drug

screening and/or alcohol test. No disciplinary action will be

taken on a first offense of this nature (reported by a co-

worker), will be taken in regard to any subsequent violation. If

County Board of Education will recommend a substance abuse

professional be consulted for evaluation. The employee will be

placed in a Leave Status immediately upon receipt of positive

test results. The employee must initiate a substance abuse

evaluation within five (5) days of notification regarding a

positive drug and/or alcohol test result.

b. The substance abuse professional must schedule necessary

consultations with the employee and complete an evaluation within

ten (10) days of the request for evaluation. If Further evaluation is

necessary, all must be completed within twenty (20) days of the initial

contact for substance abuse problems.

c. If the substance abuse professional determines that the employee is

affected by psychological or chemical dependence regarding illegal

use of drugs or alcohol misuse, or by another identifiable and

treatable mental or physical disorder involving drug abuse or alcohol

misuse as a primary manifestation, the following procedures are

applicable:

1. The Logan County Board of Education will, to the extent necessary for

treatment and/or rehabilitation, grant the employee a Leave Status for the

period necessary to complete primary treatment and establish control over

the employee’s drug abuse/alcohol misuse problem. This policy will allow

for the necessary treatment as established by a substance abuse

professional and as established in Section 4.4 of the Logan County Schools

Drug-free Workplace and Substance Abuse Policy.

2. The Logan County Board of Education will return to duty, based upon

recommendation of the substance abuse professional, the employee

affected by this section of policy. The employee must successfully complete

a return-to-service medical examination at his/her own expense. Approval

to return to duty will not be unreasonable withheld.

3. Following return to service, the employee, as a condition of the Logan

County Board of Education not initiating a disciplinary action, may be

required to participate in a follow-up testing program for a period not to

exceed two years from the date of original removal from service. Any costs

associated with follow up/return to duty testing will be the responsibility of

the employee.

3.6 PRE-EMPLOYMENT TESTING PROGRAM:

Before a potential employee, whose duties will be considered as those of a

safety-sensitive function, can report for duty in with the Logan County Board

of Education, a pre-employment urine/blood/breath drug and alcohol

screening must take place. This rule also applies to individuals wishing to

transfer into a covered position. The employee is to be notified, in writing,

prior to testing that the intent of the test is to detect the presence of illegal

controlled substances and/or an alcohol concentration of 0.04 or greater.

Potential employees with an alcohol concentration of 0.02 or greater, but

less that 0.04, can be considered for employment in covered service when

the applicant’s alcohol concentration measures less that 0.02 In the case of

applicants who decline testing and withdraws his/her application for

employment, no permanent record is to be maintained regarding the

employment declination.

Once an application for employment has been approved by appropriate

Department of Transportation officials, an employee will be notified as to

the time and place for his/her pre-employment drug and alcohol screening.

No covered employee will report for duty prior to the Logan County Board

Education’s Personnel Office’s receipt of drug/alcohol testing results and

notification of appropriate Logan County Board of Education officials. If the

results are negative for illegal controlled substances and show an alcohol

concentration of 0.02 or less, the employee is free to report for work.

Positive results will disqualify the employee, his/her offer of employment is

to be rescinded.

3.7 RANDOM TESTING PROGRAM:

Covered employees with the Logan County Board of Education are to be

selected for drug and alcohol testing on a random basis. A number equaling

at least 50% of the total number of employees eligible for testing will be

randomly selected for drug screening.

A number equaling at least 25% of the total number employees eligible for

testing will be randomly selected for alcohol testing. The Personnel Office

will provide a designated Board of Education employee, not subject to

testing, with a computer generated listing of each individual to be tested on

a particular date. A confidential chain of custody has been established that

allows for this information exchange.

Selection of employees for testing will be accomplished through the use of a

random number generator established solely for use in the Logan County

Board of Education. The number of employees selected for a given time

frame depends on the time frame itself, taking into account that, at

minimum, a number equaling no less than 50% for drugs and 25% for

alcohol, of the total number of employees eligible for testing has been so

accomplished during a calendar year.

An employee is to be notified verbally upon his/her reporting to work by

his/her immediate supervisor that their name has been selected for random

drug testing. Alcohol testing can be conducted prior to, during or just after

performing covered service. The employee is to be informed his/her name

has been selected on a random basis for drug/alcohol testing. The employee

is to report to the established sample collection facility immediately upon

notification to begin the testing process.

3.8 REASONABLE CAUSE:

Based upon affirmative evidence of signs and/or symptoms of drug abuse

and/or alcohol misuse, employees may be subject to drug and/or alcohol

testing for reasonable cause. No supervisor will initiate the reasonable cause

criteria without having at least received the three hours combined drug and

alcohol abuse symptom training, as required by the Federal Highway

Administration. Testing under this policy may only be conducted promptly

following the observations or events upon which the testing decisions are

based, consistent with the need to protect life and property. No employee is

to be required to submit a urine/blood/breath sample under this policy after

the expiration of an eight (8) hour period from:

a. The time of the observations or other events described in this

section; or

b. In the case of an accident/incident, the time a Logan County Board

of Education supervisor receives notice of the event providing

reasonable cause for conduct of the test.

An employee may not be tested under this section, if the employee has been

released from duty under normal work circumstances. An employee who has

been transported for medical treatment is not considered released from duty

for purposes of this policy. Nothing in this policy prohibits the subsequent

testing as required (i.e., who is absent without leave).

The following constitutes the Reasonable Cause testing categories and

criteria:

a. Reasonable Suspicion: A supervisory employee of the Logan County

Board of Education has a reasonable suspicion that the employee is

currently under the influence or impaired by drug use and/or alcohol

misuse based on specific, personal observations that the supervisory

employee can articulate concerning the appearance, behavior,

speech, or body odors of the employee. An employee may be drug

and/or alcohol tested only if the determination is made by at least

two (2) supervisory employees.

b. Accident/Incident: The employee has been involved in an accident or

an incident reportable under the established rules, and a supervisory

employee of the Logan County Board of Education has a reasonable

suspicion that the employee’s acts or omissions contributed to the

occurrence or severity of the accident or behavior.

3.9 POST ACCIDENT:

Drug and alcohol screening is required in accidents/incidents involving

employees of the Logan County Board of Education. Drug tests are to be

conducted after any accident in which one or more of the following occur:

a. A fatality;

b. An injury to any person requiring treatment away from the scene

of the accident.

c. The driver of the covered vehicle receives a citation under state or

local law for a moving traffic violation arising from the accident.

d. Damage to Board of Education property of $1,000.00 or more.

Following each accident/incident described in this policy, the Board of

Education shall take all practicable steps to assure that all covered

employees directly involved provide blood and urine samples for

toxicological testing. Each and every driver assigned any vehicle involved in

an accident/incident described in this policy must be analyzed for illegal

drug and/or alcohol presence. In any case where a covered employee is

directly and contemporaneously involved in the circumstances of the

accident/incident, those employees shall also be required to provide

samples for testing.

Any covered employee that is involved in an accident shall immediately

contact their supervisor and the person designated to provide the drug-

alcohol test.

3.10 FOLLOW UP/RETURN-TO-DUTY:

An employee who has been removed from covered service, and still

maintains an employment relationship with the Board of Education cannot

return to duty until:

a. He/she has been evaluated by a substance abuse professional to

determine if the employee is affected by a psychological or physical

dependence regarding alcohol misuse, prohibited controlled

substance use or by another identifiable and treatable mental or

physical disorder involving alcohol misuse and/or drug abuse as a

primary manifestation.

b. He/she has successfully completed any program of counseling or

treatment determined to be necessary by a substance abuse

professional; and,

c. Presented a urine/blood/breath sample for testing, which must

show a negative response.

Section 4. Tobacco

The use and possession of tobacco is prohibited under County Policy, State

Policy, and State Law. In conjunction therewith the following applies: Refer

to Chapter VIII.4.5.a of Logan County Tobacco Policy (Revised July 8, 1998)

(Reviewed August 26, 1999)

VI.9. HARASSMENT AND VIOLENCE POLICY (2421)

I. General

1.1. Scope. This rule sets the requirement for schools in Logan County

to be harassment and violence free.

1.2 Authority. W.Va. Constitution, Article XII, §2, and W. Va. Code

§§18-2-5, 18-2-51, and 18-2-7b.

II. Purpose.

2.1. The purpose of these regulations is to prevent racial, sexual or

religious/ ethnic harassment or violence, toward students and staff, to

protect the academic environment, and to assure that Logan County

Schools respond to harassment and/or violence incidents when they

occur in a manner that effectively deters future incidents and affirms

respect for individuals. It is the intent of the Logan County board to

ensure that the learning and working environment s are free from any

type of harassment or violence.

III. Application.

3.1. These regulations apply to any student, staff member or member of

the public during any school related activity or during any education

sponsored event whether in a building or other property used or

operated by the Logan County Board of Education. The term “staff

members”, as used in these regulations, shall encompass all employees

of the county board of education.

3.2. No student, staff member or member of the public, during any

school related activity or during any education sponsored event, whether

in a building or other property used or operated by Logan County Board

of Education, shall engage in sexual, racial or ethnic/religious harassment

or violence. Persons found to have violated this prohibition shall be

subject to the penalties in Section 7.1.

3.3. Amorous relationships between staff members and students are

prohibited, and staff members found to have violated this prohibition

shall be subject to the penalties outlined in Section 7.1.

IV. Definitions

4.1. Sexual Harassment – Sexual harassment consists of unwelcome

sexual advances, requests for sexual favors, sexually motivated physical

conduct or other verbal or physical conduct or communication of a

sexual nature when:

4.1.1. Submission to the conduct or communication is made a term

or condition, either explicitly or implicitly, of obtaining or retaining

employment, or of obtaining an education; or

4.1.2. Submission to or rejection of that conduct or communication

by an individual is used as a factor in decisions affecting that

individual’s employment or education; or

4.1.3. That conduct or communication has the purpose or effect of

substantially or unreasonable interfering with an individual’s

employment or education; or creating an intimidating, hostile or

offensive employment or educational environment.

4.1.4. Sexual harassment may include but is not limited to:

1. Unwelcome verbal harassment of a sexual nature or abuse;

2. Unwelcome pressure for sexual activity;

3. Unwelcome, sexually motivated or inappropriate petting,

pinching or physical contact;

4. Unwelcome sexual behavior or words, including demands for

sexual favors, accompanied by implied or overt threats

concerning an individual’s employment or educational status;

5. Unwelcome sexual behavior or words, including demands for

sexual favors, accompanied by implied or overt promises of

preferential treatment with regard to an individual’s employment

or educational status; or

6. Unwelcome behavior, verbal or written words or symbols

directed at an individual because of gender;

7. The use of authority to emphasize the sexuality of a student in a

manner that prevents or impairs that student’s full enjoyment of

education benefits, climate or opportunities

4.2. Racial Harassment – Racial harassment consists of physical, verbal or

written conduct relating to an individual’s race when the conduct:

4.2.1. Has the purpose or effect of creating an intimidating, hostile or

offensive working or academic environment;

4.2.2. Has the purpose or effect of substantially or unreasonable

interfering with an individual’s work or academic performance; or

4.2.3. Otherwise adversely affects an individual’s employment or

academic opportunities.

4.3. Religious/Ethnic Harassment – Religious/ethnic harassment consists of

physical, verbal or written conduct which is related to an individual’s religion

or ethnic background when the conduct:

4.3.1. Has the purpose or effect of creating an intimidating, hostile or

offensive working or academic environment;

4.3.2. Has the purpose or effect of substantially or unreasonably

interfering with an individual’s work or academic performance; or

4.3.3. Otherwise adversely affects an individual’s employment or

academic opportunities.

4.4. Sexual Violence – Sexual violence is a physical act of aggression or force

or the threat thereof which involves the touching of another’s intimate parts,

or forcing a person to touch any person’s intimate parts. Intimate parts

include the primary genital area, groin, inner thigh, buttocks or breast, as well

as the clothing covering these areas:

4.4.1. Sexual violence may include, but is not limited to:

a. Touching, patting, grabbing or pinching another person’s

intimate parts, whether that person is of the same sex or the

opposite sex;

b. Coercing, forcing or attempting to coerce or force the

touching of anyone’s intimate parts;

c. Coercing, forcing or attempting to coerce or force sexual

intercourse or a sexual act on another; or

d. Threatening to force or coerce sexual acts, including the

touching of intimate parts or intercourse, or another;

e. Threatening or forcing exposure of intimate apparel or body

parts by removal of clothing.

4.5. Racial Violence – Racial violence is a physical act of aggression or assault

upon another because of, or in a manner reasonable related to, race.

4.6. Religious/Ethnic Violence – Religious/ethnic violence is a physical act of

aggression or assault upon another because of, or in a manner unreasonable

related to, religion or ethnicity.

4.7. Assault – Assault is:

4.7.1. An act done with intent to cause fear in another of immediate

bodily harm or death;

4.7.2. The threat to do bodily harm to another with present ability to

carry out the threat.

V. Planning by Local Boards of Education.

5.1. Principals in Logan County Schools shall review this policy with

their staff and students to reflect the mandate that Logan County

students shall study and learn in an environment free from

harassment and violence and those teachers shall work in an

environment free from harassment and violence.

VI. Complaint Procedures.

6.1. Any student or staff member who believes he/she has been

harassed (racial, sexual, religions/ethnic, or by violence) should report

the complaint as soon as possible to one of the following:

a. Immediate supervisor

b. Next higher level above the supervisor

c. Designated sexual harassment investigator

d. Designated Title IX investigator

e. Personnel representative

f. In the case of a student, the report should be made to

the principal

6.2. Investigation and Recommendation

6.2.1. By authority of the Board, the Title IX Coordinator and/or

Sexual Harassment Investigator, upon receipt of a report or

complaint alleging harassment, shall immediately authorize an

investigation. This investigation may be conducted by an official or

officials of the school district or by a third party(ies) designated by

the Superintendent. The investigating party shall provide a written

report of the status of the investigation within ten (10) working days

to the Superintendent. If the Superintendent is the subject of the

complaint, the report shall be submitted to the Title IX Coordinator

and the President of the Board.

6.2.2. The investigation must at a minimum consist of personal

interviews with the complainant, the individual(s) against whom the

complaint is filed, and others who may have knowledge of the

alleged incident(s) or circumstance(s) giving rise to the

complaint. The investigation may also consist of any other methods

and documents deemed pertinent by the investigator(s).

6.2.3. The Superintendent and/or Board of Education shall determine

whether the alleged conduct constitutes a violation of this policy.

6.2.4. In determining the appropriate response and/or punishment, the

Superintendent and/or Board of Education should consider the

surrounding circumstances, the nature of the behavior, past incidents or

past or continuing patterns of behavior, the relationships between the

parties involved and the context in which the alleged incidents

occurred. Whether a particular action or incident constitutes a violation

of this policy requires a determination based on all the facts and

surrounding circumstances.

6.2.5. The agency may take immediate steps, at its discretion, to protect

the complainant, pupils, teachers, administrators or other personnel

pending completion of an investigation of alleged religious/ethnic, racial

or sexual harassment or violence.

6.2.6. Employee: a substantiated harassment or violence charge against

any employee of the Logan County School District shall subject such

employee to an improvement plan and such disciplinary action which

may include actions ranging from a verbal reprimand to

dismissal. Education or counseling may be recommended.

6.2.7. Student: a substantiated harassment or violence charge against a

student in the Logan County Schools shall subject that student to student

disciplinary action which may include detention, suspension, or

expulsion. Education or counseling may be recommended.

6.2.8. Other individuals or organizations: a substantiated harassment or

violence charge against other individuals or organizations shall result in

termination of the agreement or relationship.

6.2.9. All alleged incidents of harassment or violence observed by faculty

or staff must be reported to the designated investigator and appropriate

action should be taken.

6.2.10 Under certain circumstances, sexual harassment may constitute

child and/or sexual abuse under Chapter 49 of the West Virginia Code. In

such situations, the Logan County Board of Education shall comply with

the provisions of flaw for reporting such abuse.

VII. Action and Reporting

7.1 Upon receipt of a report substantiated by the investigation, the

Superintendent will take appropriate action against those found to have

violated this policy. Such action may include, but is not limited to,

warning, suspension, exclusion, expulsion, termination and revocation

of licensure.

7.2. The Superintendent or Board of Education shall also initiate such

other action as is appropriate to ease tensions and to affirm the values

of respect and understanding in accordance with county policy.

7.3. The Superintendent’s designee shall immediately file a report with

the West Virginia Department of Education of all reports of harassment

or violence when investigation shows that harassment or violence did

occur and all action taken in response to the incident.

VIII. Reprisal

8.1. Logan County Schools will take appropriate action against any pupil,

teacher, administrator, or other school personnel who retaliates against

any person who reports alleged religious/ethnic, racial or sexual

harassment or violence or any person who testifies, assists or

participates in an investigation, or who testifies, assists or participates in

an investigation, or who testifies, assists or participates in a proceeding

or hearing relating to such harassment or violence. Retaliation includes,

but is not limited to, any form of intimidation, reprisal or

harassment. Logan County Schools will follow the teacher code of

conduct, the evaluation policy, and student code of conduct in taking

appropriate action against any pupil, teacher, or administrator or other

school personnel who falsely reports religion/ethnic, racial, or sexual

harassment.

IX. Right to Alternative Complaint Procedures

9.1. These procedures do not deny the right of any individual to pursue

other avenues of recourse which my include filing charges with the West

Virginia Human Rights Commission, initiating civil action or seeking

redress under the state criminal statues and/or federal law.

X. Prevention Programs

10.1. Each school, with the assistance of the Central Office, must develop

and implement an education program for each programmatic level, K-4,

5-8, and 9-12, as well as a program for all faculty and staff. The

programs, at a minimum must: raise awareness of the different types of

harassment, how it manifests itself, its devastating emotional and

educational consequences, and its legal consequences. In addition,

multicultural education programs must be developed and implemented

for faculty, staff and students to foster an attitude of understanding and

acceptance of individuals from a variety of cultural, ethnic, racial, and

religious backgrounds.

XI. Dissemination of Policy and Training

11.1. This policy or a summary shall be conspicuously posted

throughout each school’s facilities in areas accessible to pupils and staff

members.

11.2. The policy shall appear in the student and staff handbooks and if

no handbook is available, a copy will be distributed to all students,

faculty, and staff.

11.3. The schools will develop and implement training for students and

staff on these regulations and on means for effectively promoting the

goals of this policy.

11.4. The county policy shall be reviewed at least bi-annually for

compliance with state and federal law and state board of education

policy.

(Adopted February 24, 2000)

VIll.4.5A LOGAN COUNTY SCHOOLS TOBACCO CONTROL POLICY

Section 1. General



1.1 Scope: This policy sets the requirements for schools in Logan

County to be tobacco free.



1.2 Authority: West Virginia Code 16-gA-1 through 16-9A-4, and 18-2-

5. West Virginia Board of Education Policy 2422.5A.



1.3 Effective Date: January, 1998



1.4 Replaces Policy VI.2.8a - Tobacco Control Logan County

Section 2. Purpose

2.1. The purpose of this policy is to prohibit the use or distribution of

tobacco products in school buildings, on school grounds, in school-

leased or owned vehicles and at all school affiliated functions in order to

improve the health of West Virginia students and school personnel.

Students under the age of 21 shall not possess any tobacco product at

any time. The use of tobacco products has a direct link to numerous

health problems and this policy is intended to prevent students, school

personnel and visitors from being exposed to secondhand smoke and

prevent youth addiction to tobacco products. School personnel shall act

as positive role models for students by not distributing or using tobacco

products.

Section 3. Application

3.1. This policy shall apply at ail times to any building, property or

vehicle leased, owned or operated by a Logan County Board of

Education. This policy shall apply to any private building, or other

property, including automobiles or other vehicles, used for school

activities when students or staff are present.

3.2. No person shall distribute or use any tobacco product in any area

defined in Section 3. 1. of this policy at any time. In addition, students

shall not possess any tobacco product at any time in areas or situations

defined in Section 3.1.

3.3. Individuals supervising students off school grounds are prohibited

from distributing or using any tobacco product while in the presence of

students or any time while engaged in any activities directly involving

students.

3.4. No school or board property, as defined in Section 3.1. of this

policy may be used for advertising of any tobacco product.

3.5. Groups using areas described in Section 3.1 shall sign agreements

with the Logan County Board of Education agreeing to comply with this

policy and to inform students, parents, and spectators that this policy

remains in force on evenings, weekends, and other times that school is

not in session.

Section 4. Implementation

4.1. Every school in the county shall have a Tobacco Control Policy that

meets the stipulation of this policy and adheres to the following

guidelines. This policy serves as school policy except where the need for

school-level procedures or measures is indicated. Compliance is

mandatory. Schools may impose additional strategies and restrictions

not outlined in county policy provided they meet the tenets and intent

of the county policy.

4.1.1. Administration: Administrative procedures for dealing with

tobacco are the responsibility of all county and school administrators as

follows:

a. It is the responsibility of each school administrator to implement

provisions of this policy within their schools, specifically education,

communication and enforcement provisions as outlined in this

policy, and:

b. It is the responsibility for each school to develop clear

procedures for identification. intervention and referral of students

with tobacco related problems to the school counselor, school

nurse or other identified health professional. These procedures

should be included in the student and staff handbooks.

c. It is the responsibility of each school to maintain an environment

for students, staff and visitors that presents no physical harm,

discomfort or unsanitary condition resulting from tobacco product

use.

4.1.2. Communication: The tobacco control policy must include procedures for

communicating the policy to students, school staff, parents or families, visitors

and the community at large. This policy must be communicated through the

following mechanisms:

a. Staff Development: Provide appropriate staff development regarding

the current policy. Provision for training for facilitators for cessation

education and support programs for students will be at the discretion of

each individual school.

b. Employee and Student Handbooks: Handbooks shall include complete

information regarding the scope of the policy and, in accordance with

due process, sanctions and violations.

c. Parent/Guardian Notification: All parents should be given notification,

in accordance with due process, about the sanctions for violations which

will be enacted should their child violate policy 2422.5A.

d. Public Notification: Should include placing of signs indicating tobacco

free area on school grounds and vehicles; announcement of the policy at

all school and county sponsored functions and agreements with all

groups using school facilities or property as outlined in Section 3.5 of this

policy.

e. Other Communication Procedures: It shall be the responsibility of each

school to select one or more of the following communication procedures

for communicating the policy to students, school staff, parents or

families, visitors and the community at large.

1. Students

a. Discuss the policy with students at student orientation meetings.

b. Spread the information through student organizations and

activities.

c. Place or make announcements in school publications and/or via

school media (e.g. channel one).

d. Have students design posters, banners, and signs.

e. Explain how students can sign-up for tobacco cessation or

support program at school.







2. School Staff

a. Provide every staff member with a copy of the policy and

discuss any changes in school tobacco policy and enforcement at

staff meetings, such as faculty senate.

b. Post information in staff lounges/offices.

c. Explain how staff can sign-up for cessation or support programs.

3. Parent/Guardian

a. Send a letter to each parent or guardian explaining the policy

changes.

b. Ask parents to sign student school contracts for participation in

extra and co-curricular activities.

c. Discuss policy at PTA/PTO or LSIC meetings.

d. Include an article in school newsletter outlining the tobacco

policy.



4. Public/Community

a. Post signs at all entrances to school property and on ail vehicles

owned by the school/county. Other places include restrooms,

loading areas and stairwells.

b. Remove all ashtrays from school property.

c. Announce policy at all athletic events, meetings, concerts and

plays.

d. Train students, staff and community volunteers to politely ask

community members to respect school policy.

e. Communicate the policy to parent and business volunteers who

are assisting in supervising youth on off-campus activities, i.e.,

field trips, job shadowing or community service.

4.1.3. Prevention Education: Required Health Education Program of Study

(West Virginia Board of Education Policy 2520.06) shall be coordinated with

Safe and Drug Free School activities and programs to provide a

comprehensive K-1 2 tobacco prevention curriculum for all children in the

county. School Improvement Councils and School Curriculum Teams should

assure that prevention education efforts are coordinated and age

appropriate.

a. Health Education Instruction: County health education programs

of study include instructional objectives related to prevention of

tobacco use, assessment of hazards of tobacco and benefits of

remaining tobacco free, and skills to refuse peer pressure to use

tobacco products K-1 2, as outlined in West Virginia Board of

Education Policy 2520, Health Education Instructional Goals and

Objectives.

b. Safe and Drug-Free School Program: School-wide or targeted

grade level programs sponsored by Safe and Drug-Free Schools

funds shall be coordinated with other prevention education efforts

and meet guidelines and stipulations set forth in drug-free schools

grants for use in prevention education efforts.

4.1.4. Cessation Support Education: All schools in the county will be

provided with a list of available cessation programs to refer staff and

students interested in cessation. Cessation support education shall not be

used as a punishment for those caught violating the Policy.

a. Referrals may be made to the locally determined site for

cessation classes for staff and students.

b. When available, information regarding upcoming cessation

support education programs will be given to ail students in grades

7-12.

c. Schools may send individuals to a cessation support education

training with county professional development funds provided the

program meets the basic definition for a cessation support

education program.

d. Schools may elect to provide a cessation support education

program for students if staff or appropriate individuals from

community agencies agree to provide the program for one year.

4.2 Board Action (Enforcement): All schools will adhere to the following for

enforcement of tobacco control policy 2422.5A

4.2.1 County sanctions for violations should begin with an educational

process and proceed to punitive measures as a last resort and must include

at a minimum a reference to the following components:

a. For Students:

Counseling: All students should be referred to the guidance

counselor or other school health services or psychological

services for ail offenses.

School/Community Service: All students should be given the

option of a school or community service assignment prior to

police notification unless the students is at minimum a

second time offender and prior to suspension unless the

student is at minimum a third time offender or refuses to

participate in a service assignment.

Mandatory Education Program: It is strongly recommended that ad student

violators attend an educational program or receive educational material that

discusses the addiction process and cessation options. This should not be

confused with cessation programs.

Parent/guardian notification: School policy addresses parent/guardian

notification procedures and parent/guardians should be notified of all

violations and subsequent sanctions places on the students

Police Notification/Prosecution-. After a student has a prior violation in the

same school year or refuses to participate in cessation education and/or

school or community service assignments. the county school board of

education/school can choose to notify police and have a warrant issued (fine)

and refer students to magistrate court for violations.

Suspension: On the third violation or after refusal to participate in education

sessions and/or school or community service assignments. county policy

allows school administrators to impose a suspension of 1-3 days. It is highly

recommended that a conference with the parent or guardian suggest

treatment and/or in combination with referral to cessation program at the

cost of the parent or guardian. Suspension should always be accompanied by

counseling from the guidance counselor or other school health service or

psychological service personnel, if applicable.

4.2. 1. a. For Students:

In accordance with due process, first violation of the policy will include the

following:

(a) contact parent or legal guardian

(b) provide tobacco prevention education information

(c) 3 days suspension (outside of school)

(d) notify the police of violation and refer to magistrate.

In accordance with due process, second violation of the policy will include

the following:

(a) contact parent or legal guardian

(b) provide tobacco prevention education information

(c) 6 days suspension (outside of school)

(d) notify the police of violation and refer to magistrate.

In accordance with due process. third violation of the policy will include the

following:

(a) contact parent or legal guardian

(b) provide tobacco prevention education information

(c) 9 days suspension (outside of school)

(d) notify the police of violation and refer to magistrate.

Repeated violations will be automatic referral to the Attendance Director.

Expulsion will occur after continuous violations.

4.2.1. b. For Staff (All Logan County School Employees)

All staff in violation of the policy should be provided information or referral

regarding smoking cessation programs. Although participation in such

programs will be voluntary on the part of staff.

Employee Evaluation/Record: All staff violations require

documentation on staff evaluation forms and work records.

Mandatory Education Session - All employees violating the policy will

be required to attend an educational program or receive educational

material that discusses the addiction process and cessation options.

This should not be confused -with cessation programs.

In accordance with due process, first violations of this policy will include

the following:

(a) conference with immediate supervisor - with signed

documentation

(b) attendance at education session on tobacco or employee

provided with information re: the addiction process and

cessation options (documentation required).

In accordance with due process, second violations of this policy will include

the following:

(a) conference with immediate supervisor - with signed

documentation

(b) referral to local authorities, subject to a fine

(c) written improvement plan by immediate supervisor

(d) attendance at education session on tobacco or employee

provided with information re: the addiction process and

cessation options (documentation required).

In accordance with due process, third violations will include, in addition to

steps outlined for second violations, the following:

(a) suspension without pay for 3 days; and

(b) referral to the county board of education for possible

additional disciplinary action.

Employee violations will be considered insubordination and subject to

disciplinary action. Employees violating the policy more than three times

shall be suspended for 3 days without pay and referred to the county

board for additional disciplinary action which may include termination.

Employee violations will be considered insubordination and subject to

disciplinary action

4.2. 1. c. For the Public:

Public sanctions should involve the following:

(a) request to individual to stop and refer to school policy

(b) if person refuses to stop, request for individual to leave site of

school function and refer to policy

(c) if person refuses to leave or is a repeated violator. refer to local

authorities, subject to fine

(d) persons could be barred from attending school events.

4.3. Policy Review: This policy will be reviewed every two years and

appropriate modifications made at the advice of school administrators,

faculty/senates and LSIC groups. (Revision: October 6,1998) (Reviewed

August 26, 1999)

CONFIDENTIALITY

Statewide AYP Numbers



Statewide AYP 2009 2010



Total Schools 697 694

Accountable



Schools Meeting AYP 507(78%) 532 (81%)

Students with Disabilities



Disabilities 2009 2010

Total Schools 112 106

Accountable



Schools Meeting AYP 33(29%) 34(32%)

Low SES



Low SES 2009 2010

Total Schools 494 519

Accountable



Schools Meeting AYP 411(83%) 451(87%)

Mathematics: % At or Above Proficient



Grade 2009 2010*

3 38 44 Improved

4 42 42

5 42 45 Improved

6 39 43 Improved

7 39 47 Improved

8 35 37 Improved

9 33 36 Improved

10 38 39 Improved

11 37 41 Improved



*2010 Numbers are based on Operational Form only, not an AYP report.

2009 % At or Above Mastery was calculated using the 2010 Cut Scores.

Reading/Language Arts: % At or Above Proficient



Grade 2009 2010*

3 40 45 Improved

4 39 40 Improved

5 40 43 Improved

6 40 43 Improved

7 40 43 Improved

8 40 42 Improved

9 40 40

10 40 43 Improved

11 36 35 Dropped

*2010 Numbers are based on Operational Form only, not an AYP report.

2009 % At or Above Mastery was calculated using the 2010 Cut Scores.

Staff Discussion 2011

• Confidential Summary Report

• Scores compared to modified 2009

• Compare with county and state

• Set school goals

• Overall classroom goals—this is how

the teacher will effect the overall

school goals—this is to be revisited

every faculty senate meeting –”What

have I done to meet school goal?”

Staff Discussion 2011



• Give copies of Dr Paine’s Letter to

Teachers

• Give teachers copy of Parent Letter—

to be sent on Sept 9, 2010

Key Points

• Adjusted student proficiency levels align

with NAEP and TIMSS

• According to a legislative audit released

in January 2010 by the West Virginia

Legislative Auditor Performance

Evaluation & Research Division:

“The higher standards as measured by

Westest-2 should have long-term

educational benefits for the state.”

Key Points

• Our goal is that students must be successful in the

global work force

• National and international expectations must be the

benchmark for measuring performance

• Our more rigorous curriculum standards are essential

to prepare students for this global work force

• The more rigorous curriculum standards reflect the

content geared toward college and career readiness

• The West Virginia Educational Standards Test

(WESTEST2) is aligned to this more rigorous

curriculum

• WESTEST2’s new scoring system is reflective of a

more rigorous curriculum

• We have redefined mastery to better reflect the

rigorous schoolwork needed to succeed in a global

economy

Key Points

• We’ve done this by requiring students to show greater

comprehension of what they are taught in school

• That means they need to score higher on the WESTEST

to be considered to have mastered the material. For

example, on the math section, third graders needed to

score 557 points to achieve mastery in 2009. In 2010,

they need to score 581 points to achieve mastery.

• What we value in West Virginia is constant

improvement in student achievement and learning

• Individual student success can only be achieved with

parent support across all grades

• Resources that parents can use to help their children

can be accessed on our website at

http://wvde.state.wv.us/parents21

• Together, parents, teachers, principals and others can

make sure our students succeed

Outreach

• Letter to Teachers and

Administrators

• Talking Points for Teachers and

Administrators

• Letter and Flyer to Parents

– Hard copies of documents mailed to

test coordinators

– Documents attached to student

reports and sent to parents

Resources for Parents









http://wvde.state.wv.us/parents21

“I personally believe that our

attitudes and our expectations will

determine success or failure in Logan

County Schools.”



-Wilma Zigmond