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					            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                  6.01* - The Instructional Staff
POLICY

    (1)   Instructional Personnel

          Instructional personnel shall be as follows:

          (a)    Any staff member who is assigned duties which require a valid
                 Florida teaching certificate and who provides instructional services
                 to students. Instructional personnel shall be used synonymously
                 with the word "teacher;" (1000.01 (9), F.S.)

          (b)    Any certified staff member, other than a supervisor, coordinator, or
                 principal who is assigned duties which require a valid Florida
                 teaching certificate and whose duties consist of instructional
                 support activities to students and teachers; or

          (c)    Any noncertified person who is employed pursuant to the provisions
                 of Section 6A-1.0502 of State Board of Education regulations to
                 render instructional services in the area of his/her specialty.

    (2)   Administrative Personnel      (1000.01 (10), F.S.)

          (a)    Principal

                 Staff members who perform managerial, supervisory, operations,
                 and policy making functions. Administrative responsibilities may be
                 either instructional or noninstructional in nature. A principal is a
                 member of the administrative staff who is assigned duties as the
                 head of a school center as defined in Florida Statutes. He/she is
                 required to hold a valid Florida teaching certificate covering the
                 duties of his/her assignment.

          (b)    Assistant Principals

                 Staff members assisting the administrative head of the school. Must
                 hold a valid Florida teaching certificate covering his/her
                 assignment.

          (c)    Instructional Supervisor

                 An instructional supervisor is a member of the administrative staff
                 who is assigned duties which require a valid teaching certificate.
                 Instructional supervisors are responsible for working directly with
                 teachers and other personnel to improve the instructional program.

    (3)   Administrative Staff
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
           The term "administrative staff" shall apply to principals, assistant
           principals, supervisors of the instructional program, and district level
           certificated and non-certificated managerial personnel (assistant
           superintendent, directors, or coordinators) responsible for providing
           support services to the instructional program.

     (4)   Educational Staff Professional

           Secretaries, clerks, assistants, maintenance, custodial, transportation,
           school food service personnel, teacher aides, and any other employee not
           required to hold a teaching certificate and whose duties are non-
           administrative/non-instructional in nature. Any school related employee
           employed for the first time in Levy County shall be required to serve a
           probationary period of two calendar years. A probationary employee shall
           be subject to termination at any time during the probationary period.

     (5)   Confidential Employees

           Employees hired to assist or aid managerial employees as defined by Ch.
           447, F. S.

     (6)   Job Descriptions

           Job descriptions for all district positions shall be available in the Personnel
           Office which describes the specific qualifications and requirements for
           each job classification. Each job description contains the essential job
           tasks/activities and physical requirements of a job which must be
           performed in order for the employee to be successful.

STATUTORY AUTHORITY:                   1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                      1000.01 (9) (10) (39) (40), 1012.54, 1012.55,
                                       1012.56, 1012.39, F.S.

HISTORY:                               Adopted:              06/17/97
                                       Revision Date(s):     12/03/02
                                       Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

         6.02 - General Requirements for Appointment and Employment

POLICY

    An applicant for employment shall file a written application with the Director of
    Personnel. The application shall include pertinent information and complete
    details regarding training, experience, and other required credentials. All
    personnel shall be recruited, selected, and assigned solely on the basis of
    experience, qualifications, and the necessary requirements of the vacant
    position. Race, religion, age, national background, marital status, and sex will
    not be considered as factors in the recruitment, selection, and assignment of
    such personnel, nor shall any qualified disabled person be excluded from
    consideration for employment solely on the basis of his/her disability. The
    School Board of Levy County will provide reasonable accommodations for a
    verifiable disability when requested. (1000.05, F.S.) All personnel assignments
    shall reflect job placement in the best educational environment to provide
    harmony, unity, and cooperation in meeting the needs of the students in each
    school. Therefore, it is recommended that husband and wife placements in the
    same school be avoided when at all possible.

    (1)     Instructional Personnel

            (a)   Certificate Requirements

                  The applicant shall hold a Florida Teacher's Certificate at the
                  Bachelor's or higher level or shall have a receipt from the Florida
                  Department of Education acknowledging that an application has
                  been filed and that issuance of the certificate is pending.

            (b)   An applicant shall be duly qualified for the position for which he/she
                  is being considered. If it appears that the applicant is eligible for
                  proper certification, appointment may be made subject to the
                  conditions set forth in the Annual Contract of Employment Form as
                  approved by the Commissioner of Education.

            (c)   Any person not holding a valid Florida certificate at the time of
                  employment shall be required to show proof of having filed an
                  appropriate certification by not later than ninety (90) calendar days
                  following appointment. Failure to file such certificate shall result in
                  termination of the person's employment.

            (d)   For initial appointment, an instructional applicant must be eligible
                  for a Florida teaching certificate as provided in Subsection (1)
                  above. After reviewing the initial application, the Director of
                  Personnel shall provide for the appropriate interview or interviews.
                  Any recommendation for appointment shall be on the proper district
                  form and shall be initiated by the principal or department head and
                  sent to the Superintendent for his/her consideration.
            CHAPTER 6.00 - SCHOOL ADMINISTRATION


(2)   Principals and Instructional Supervisors

      Each applicant shall hold a valid certificate covering his/her assigned
      duties.

(3)   The Superintendent shall consider any recommendations made to him,
      and if he/she concurs, shall submit his/her recommendation for
      appointment in writing to the Board.

(4)   Nominations for appointment to all positions shall be the responsibility of
      the Superintendent.

(5)   Acceptance of Appointment

      Failure to signify acceptance of appointment within ten (10) days after
      receipt of the official notice of appointment shall be considered a rejection
      of the offer and the position shall be declared vacant.

(6)   Prerequisites for Position Recommendations

      Prior to a recommendation to the Board for initial appointment, the
      following shall be on file in the Office of the Superintendent:

      (a)     A complete written application, including references;

      (b)     A valid Florida certificate for positions defined in 1012.55, F.S. or
              the Florida Department of Education official notice of application
              except when employed under the provisions of Section 6.01(1)(c) of
              these regulations;

      (c)     A notarized loyalty oath;

      (d)     Personal History Record, FRS-M10;

      (e)     Employee status sheet;

      (f)     Tuberculin test results as recommended by the Department of
              Health.

      (g)     IRS form, W-4;

      (h)     Complete transcript of college credits, if applicable;

      (i)     Complete set of fingerprints;

      (j)     Form I-9, Immigration and Naturalization Service;

      (k)     Criminal background screening form; and
                 CHAPTER 6.00 - SCHOOL ADMINISTRATION



           (l)     Applicable fees.

     (7)   Upon initial employment and every five (5) years thereafter, all personnel
           shall submit a complete set of fingerprints. The employee shall have
           probationary service until a background check is completed by state and
           federal agencies and the employee is determined to be in compliance with
           standards for good moral character. Persons of good moral character are
           recognized as honest and fair with respect for the rights of others, can
           distinguish right from wrong, and possess the character to observe the
           difference. Lack of good moral character shall include but not be limited to
           crimes involving moral turpitude. Employees found to be guilty of a crime
           involving moral turpitude through fingerprint processing or otherwise
           through the criminal justice system, shall not be employed. (231.02,
           1012.56, 1012.56 (8) (g) F.S.)

     (8)   A probationary employee found to have a criminal record may be
           terminated by the Board.

           (a)     A three-member committee appointed by the Superintendent shall
                   review the background check of any employee found to have a
                   criminal record.

           (b)     Based on the findings of the review committee, the Superintendent
                   shall make a recommendation to the Board.

           (c)     Probationary employees terminated because of their criminal
                   records shall have the right to appeal such decisions. (231.02)

     (9)   Screened administrative, instructional, and educational staff professional
           who have been unemployed for more than 90 days shall be refingerprinted
           and rescreened upon reemployment. (231.02, 231.1713)


STATUTORY AUTHORITY:                         11001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                            1012.22 (5), 1012.27 (7), F.S.,
                                             228.2001, 34CFR200.43(c), P.L.
                                             201.44, Code of Federal Register

STATE BOARD OF EDUCATION RULES:              6A-1.9001

HISTORY:                                     Adopted:             06/17/97
                                             Revision Date(s):    11/17/98, 10/17/00
                                                                  10/16/01, 12/03/02,
                                                                  09/06/05
                                             Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                             6.03* - Employment of Personnel

POLICY

     (1)   Whenever a vacancy exists, the Superintendent shall submit to the Board,
           in writing a nomination for appointment to fill such vacancy within a
           reasonable time after such vacancy occurs. Nominations to fill vacancies
           will not be required to be submitted at the time that nominations for
           reappointments are made unless the Board, by official action, so directs.
           The Superintendent is authorized to make appointments to approved
           positions and to approve compensation, therefore, at the rate provided in
           the currently established salary schedule pending action by the Board at
           its next regular or special meeting. (1012.27 (1) (c), F.S.)

     (2)   The District School Board shall act not later than 3 weeks following the
           receipt of FCAT scores and data, including school grades, or June 30,
           whichever is later, on the District School Superintendent’s nominations of
           supervisors, principals and members of the instructional staff.

     (3)   The Board may reject for good cause any nomination for supervisor,
           principal, or any other employee. In any case where a third nomination by
           the Superintendent for any position is rejected for good cause, the Board
           may then proceed on its own motion to fill the position. (1012.22 (1) (a),
           F.S.)

     (4)   After a person is appointed or reappointed, he/she shall signify
           acceptance within ten (10) days after notification by filing a letter of
           acceptance or by signing the contract document. Failure to file an
           acceptance as provided herein or by contacting his/her immediate
           supervisor shall constitute a refusal of the offer and the position shall be
           declared vacant.

STATUTORY AUTHORITY:                         1001.41(2), 1001.42 (17), 1012.22(1)(b)
                                             F.S.

LAWS IMPLEMENTED:                            1012.22, 10112.27 (7), 1012.39, F.S.

STATE BOARD OF EDUCATION RULES:              6A-1.0502, 6A-1.064, 6A-4.0081, 6A-
                                             4.0082, 6A-4.0083, 6A-4.0084, 6B-
                                             4.007

HISTORY:                                     Adopted:             06/17/97
                                             Revision Date(s):    11/17/98, 12/03/02,
                                                                  08/07/07
                                             Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

          6.04* - Certification of Administrative, Instructional, and Non-
                                          Degreed Vocational Personnel

POLICY

    Except for employment under epidemic strike, mass walkout, substantial number
    of teacher resignations, or other urgent conditions, emergency conditions, as
    provided in Florida Statutes 1012.24 non-degreed vocational or adult education
    teachers, or employment as non-certificated instructional personnel in the
    individual=s field of specialty pursuant to School Board Rule under provisions of
    Rule 6A-1.0502, no person shall be employed or continued in employment in an
    instructional capacity as a regular member of the instructional staff who does not
    hold or who is not eligible to hold a valid Florida Certificate. The instructional
    staff member shall be responsible for keeping a valid teaching certificate. The
    employee shall register his/her certificate and each certificate issued or renewed
    in the Personnel Office as soon as the Department of Education issues the new
    certificate.

    (1)    Adjunct Educators

           In accordance with Florida Statute, Section 1012.57, the School Board of
           Levy County may, when necessary and prudent, issue a part-time five-
           year adjunct certificate to individuals who hold a bachelor=s degree in a
           non-education program and who:

           (a)   Meet the requirements of 1012.56 (2) (A) - (F), F.S. and
                 demonstrate subject area expertise in the area to be taught by:

                 1.     Having a minor in the subject, or

                 2.     Verification of two (2) years of full-time successful
                        occupational experience or the equivalent in part-time
                        experience in the area to be taught. Verification shall be as
                        set forth in School Board Policy 6.36 (5).

           (b)   A peer mentor shall be assigned to assist the certificate holder
                 during the first year of teaching.

           (c)   The certificate holder shall complete an orientation in classroom
                 management prior to assignment and have a clear understanding
                 of all state and district instructional practices and policies relevant
                 to instructional responsibilities.

           (d)   The certificate is renewable by meeting the requirements sest forth
                 in 1012.57, F.S.

           (e)   Certificate holders shall have the same rights and protection of
        CHAPTER 6.00 - SCHOOL ADMINISTRATION



             laws as teachers certified pursuant to 1012.56, F.S.

(2)   For purposes of certification, the term "instructional position" shall include
      positions held by certificate holders who are teachers, media specialists,
      guidance counselors, district-level personnel, principals, assistant
      principals, and instructional personnel on special assignment. (1012.58
      (2) (b), F.S.) Employees holding active professional certificates and
      serving in an instructional position may renew the certificate by taking
      college courses, subject area tests, or through in-service components.

(3)   The School Board has the authority to issue School District Certificates to
      full-time and part-time non-degreed vocational education teachers. Non-
      degreed vocational instructional personnel are those whose qualifications
      are established on the basis of six (6) years occupational expertise in the
      area of Agriculture, Business, Health Occupations, Home Economics,
      Industrial, Marketing and Public Service Education, and who are assigned
      to teach only vocational courses when the Course Code Directory
      specifies non-degreed vocational instructors are appropriate.

      (a)    The following types of full-time certificates shall be issued at the
             non-degreed vocational level:

             1.     Non-degreed instructional personnel will be issued a three
                    (3) year Temporary Certificate upon receipt of fingerprint
                    clearance from the Florida Department of Law Enforcement
                    (FDLE) and the Federal Bureau of Investigation (FBI)

             2.     A five (5) year Professional Certificate will be issued when all
                    requirements have been completed as specified for a
                    Professional District Vocational Certificate.

             3.     To renew a valid Professional District Vocational Certificate,
                    official transcripts must be filed with the appropriate renewal
                    form showing six (6) semester hours of college credit which
                    includes three (3) semester hours specific to each area on
                    the certificate. One hundred twenty (120) in-service points
                    shall be considered equivalent.

      (b)    A part-time Professional District Vocational Certificate shall be
             issued at the non-degreed level for those who have submitted
             appropriate documentation and are only teaching in the part-time
             position.

             The five (5) year part-time certificate would be issued upon receipt
             of a finger print clearance from the FDLE and the FBI. Its effective
             date would commence July 1 of the fiscal year employment began,
             and expire June 30 of the fifth fiscal school year.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

     (4)   The Director of Personnel shall serve as the contact person with the
           Certification Section of the Florida Department of Education and will assist
           with all certification problems.

     (5)   Personal Data Change

           It is the responsibility of each employee to promptly notify the Department
           of Personnel of any changes in the employee=s status. Personal mailing
           addresses, telephone numbers, number and name of dependents, name
           changes due to marriage or divorce, individuals to be contacted in the
           event of an emergency, educational accomplishments (degrees) should
           be accurate and current at all times. When changes in personal data
           occur, new personnel forms are required, i.e., W-4 forms, retirement
           forms, insurance, and a copy of the new social security card and driver=s
           license.

           Any instructional personnel changing his/her name shall send their
           certificate to the Personnel Office with the correct form for the required
           change on the certificate. All employees are expected to use their legal
           name in dealing with the Board and other professional agencies.

     (6)   Individuals employed to render service as a substitute teacher or athletic
           coach shall meet the requirements of Levy County School Board policy
           and F.S. 1012.55 respectively.

STATUTORY AUTHORITY:                         1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                            231.02, 231.0861(3),1012.55, 1012.56,
                                             1012.24, F.S.

STATE BOARD OF EDUCATION RULES:              6A-1.0501; 6A-1.0502; 6A-1.0503

HISTORY:                                     Adopted:             06/17/97
                                             Revision Date(s):    11/17/98, 12/03/02
                                                                  05/06/03

                                             Formerly:
               CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                       6.041* - Self-Reporting Rule

POLICY

(1)   Any employee of the School Board of Levy County, whether full or part-time,
      shall report, in writing, to the Director of Personnel within forty-eight (48) hours,
      or the first time thereafter that the office of the School Board of Levy County is
      open for business, any arrest or charge of said employee based on either:

      (a)    An allegation of child abuse pursuant to Florida Statutes, Chapters 415,
             782, 787, 827, and/or 947.

      (b)    An allegation of sale and/or possession of a controlled substance pursuant
             to Florida Statutes, Chapters 893.

(2)   Such notice shall not be considered an admission of guilt, and such notice shall
      not be utilized in any proceeding, whether criminal, civil, administrative, judicial,
      investigative, or adjudicatory.

(3)   Any employee of the School Board of Levy County, whether full or part-time,
      shall report in writing to the Director of Personnel within forty-eight (48) hours, or
      the first time thereafter that the office of the School Board of Levy County is open
      for business, any conviction, finding of guilt, order withholding adjudication of
      guilt, commitment to a pretrial diversion program, or the entry of a plea of guilty
      or Nolo Contendere of said employee based upon any criminal offense other
      than a minor traffic violation within 48 hours after the entry of the final judgment.

(4)   The School Board of Levy county shall comply with the confidentiality provisions
      of Florida Statutes, chapter 415 and §§ 943.0585(4)(c) and 943.049(4)(c), as
      applicable.

(5)   Failure of any employee to report as herein above required shall constitute
      grounds for disciplinary action as gross insubordination, and shall likewise, be
      reported to the Department of Professional Practices.

STATUTORY AUTHORITY:

LAWS IMPLEMENTED:

STATE BOARD OF EDUCATION RULES:                 6B.1.006(5)

HISTORY:                                        Adopted:              10/19/99
                                                Revision Date(s):     12/03/02
                                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                       6.05 - Private Instruction and Tutoring

POLICY

     (1)   No member of the instructional staff shall be permitted to tutor a student,
           with compensation being provided by the child's parent or guardian, or a
           nonschool agency with whom he/she is in any way directly associated
           professionally, except upon the recommendation of the principal and the
           approval of the Board.

     (2)   During the school term, a member of the instructional staff who tutors a
           pupil, with compensation being provided by the child's parent or guardian
           or other nonschool agency, enrolled in the public school of the district and
           not enrolled in a class under his/her supervision as a teacher, shall have
           prior approval of the principal of the school in which the pupil is enrolled.

     (3)   The provisions of the subsections above shall not apply to a member of
           the instructional staff who tutors a pupil during summer vacation period.

     (4)   A member of the instructional staff shall not promote within the school any
           activity or project from which he/she is likely to receive any compensation
           or remuneration other than his/her salary as an employee of the Board.

     (5)   Under no conditions may work under a private tutor be accepted for credit,
           a grade, or promotional purposes. This rule shall apply to work done
           under any tutor including any member of the instructional staff employed
           as a private tutor.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:

STATE BOARD OF EDUCATION RULES:               6A-1.0951, SBER

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    12/03/02
                                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                 6.06* - Years of Service Defined for Administrative and
                                                 Instructional Personnel
POLICY

     (1)   The minimum time which may be recognized as a year of service for
           professional service contract purposes shall be full-time actual service
           rendered under contract for more than one-half of the number of days or
           the total hours required for the normal contractual period of service for the
           position held. In determining such service, sick leave and holidays for
           which the employee received compensation shall be counted, but all other
           types of leave and holidays shall be excluded. The contractual period of
           service required for the position shall be one hundred and ninety-six (196)
           days or longer, or the minimum time required for the district to participate
           in the state funding program. Any absence from duty shall be covered by
           leave duly authorized and granted, and any absence from duty without
           leave shall cancel the employee's claim to a year of service. [1012.01(4),
           F.S.]

     (2)   Any claim to a year of service for salary purposes shall be the equivalent
           of the service required for a continuing contract, professional service
           contract, annual contract or multiyear contract; provided, that Florida
           service rendered in more than one district during the same school fiscal
           year, excluding service rendered beyond the period for ten (10) months
           contract personnel, may be combined to obtain a year of service for salary
           purposes but not for professional service contract status. Credits for
           service rendered in another state or otherwise allowed under the salary
           schedule shall be determined by using the minimum service required in
           the Levy County School District for a comparable position.

     (3)   For the purpose of recruitment or retention, the Superintendent may credit
           up to five (5) years instructional experience for administrators on the
           administrative salary schedule.

     (4)   Prior experience must be declared on the application for employment and
           must be verified on official stationery to be eligible for consideration for
           experience credit. Such experience must be verified within one hundred
           twenty (120) days of initial employment.

STATUTORY AUTHORITY:               1001.41 (2), 1001.42 (19), 1012.23, F.S.

LAWS IMPLEMENTED:                  1012.01(4), 1011.60 (3)(f), F.S.

HISTORY:                           Adopted: 06/17/97
                                   Revision Date(s): 12/03/02, 05/06/03, 08/04/09,
                                   09/22/09
                                   Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

          6.07 - Contracts: Instructional and Administrative Personnel

POLICY

    (1)   Any person employed as a member of the instructional staff shall be
          properly certificated pursuant to F.S. 1012.56 or employed pursuant to
          F.S. 1012.39, and shall be entitled to and shall enter into a written contract
          with the Board as provided by law. All contracts shall be on forms
          prescribed by the Commissioner of Education.

          Any person employed on the basis of a written offer of a specific position,
          by a duly authorized agent of the Board for a stated term of service and at
          a specified salary, who accepted such offer by letter or telegram or by
          signing the contract document, and who violates the terms of such
          contract or agreement by leaving his/her position without being released
          by the Board, shall be subject to the jurisdiction of the Education Practices
          Commission, and may be ineligible for employment in any school system
          in the state for a period of one (1) year from the date of the violation.
          Where any such violation of a contract occurs, the matter shall be brought
          to the attention of the Board, and action will be taken, unless extenuating
          circumstances exist, to cause the person's certificate to be suspended.
          The Superintendent shall be responsible for carrying out the procedures
          necessary to cause the certificate to be suspended as provided by law.

    (2)   All members of the instructional staff in probationary status shall receive
          an annual contract.

          (a)    Any Annual Contract Teacher shall be reappointed solely at the
                 discretion of the Board in a manner consistent with Florida Statutes.
                 Whenever a principal or supervisor fails to recommend
                 reappointment of an Annual Contract teacher, the principal or
                 supervisor shall notify the employee, in writing, hand delivered or
                 postmarked four weeks prior to the last day of student attendance
                 of his decision not to recommend reappointment.

    (3)   Any member of the instructional staff will be entitled to a professional
          service contract if the following requirements are met:

          (a)    Holds a professional certificate. (6A-1.067, SBER); as prescribed
                 by F.S. 1012.56 and SBER;

          (b)    Has completed three (3) years of probationary service in the
                 district, during a period not in excess of five (5) successive years,
                 except for leave duly authorized and granted;

          (c)    Has been appointed for the fourth time without reservations or
                 conditions being specified;
                 CHAPTER 6.00 - SCHOOL ADMINISTRATION
           (d)     Has been recommended by the Superintendent in writing for such
                   contract based on the successful performance of duties and
                   demonstrated professional competence. (1012.33 (3) (a), F.S.);

           (e)     Has met all requirements for professional service contract by the
                   beginning of the school fiscal year; and

           (f)     A member of the instructional staff who has previously held a
                   continuing or professional service contract in a Florida district and
                   has rendered at least one (1) year of satisfactory service in Levy
                   County with any absence from duty being covered by duly
                   authorized and granted leave, may, upon recommendation of the
                   Superintendent, be placed on a professional service contract.

     (4)   Any member of the instructional staff may be required to render a fourth
           year of probationary service. Where such additional service is required,
           the following procedure will be observed:

           (a)     The teacher will be notified by their principal or supervisor in writing
                   four weeks prior to the last day of student attendance.

           (b)     Not later than eight (8) working days after receipt of the notice, the
                   teacher shall notify their principal or supervisor in writing of his/her
                   willingness to render a fourth year of probationary service if
                   reappointed by the Board. (1012.33 (3) (c), F.S.) The position shall
                   be declared vacant if the teacher fails to respond within the
                   prescribed time.

           (c)     The official Board minutes shall show that the teacher agreed to
                   render a fourth year of probationary service and was reappointed
                   under such condition.

           (d)     The teacher, on being reappointed by the Board, shall be issued an
                   annual contract.

STATUTORY AUTHORITY:                           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                              120.57, 1012.22 (5), 1012.52,1012.56
                                               1012.66, F.S.

STATE BOARD OF EDUCATION RULE:                 6A-1.0502, 6A-1.064

HISTORY:                                       Adopted:              06/17/97
                                               Revision Date(s):     06/18/98, 12/03/02,
                                                                     03/03/09

                                               Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                        6.08 - Contracts with Principals and Supervisors

POLICY

    (1)   Any person employed as a principal or instructional supervisor shall be
          properly certified and shall be entitled to and shall enter into a written
          contract with the Board as provided herein.

          Any person employed on the basis of a written offer of a specific position
          by a duly authorized agent of the Board for a stated term of service and at
          a specified salary, who accepted such offer by telegram or by letter, or by
          signing the contract document, and who violates the terms of such
          contract or agreement by leaving his/her position without being released
          by the Board, shall be subject to the jurisdiction of the Educational
          Practices Commission. Where any such violation of a contract occurs, the
          matter shall be brought to the attention of the Board, and action will be
          taken, unless extenuating circumstances exist, to cause the person's
          certificate to be suspended. The Board shall furnish a copy of its official
          minutes to the Commissioner of Education. The Superintendent shall be
          responsible for carrying out the procedures necessary to cause the
          certificate to be suspended as provided by law. (1012.33 (2), 6B-4.007
          SBER)

    (2)   A principal or supervisor, on initial employment will be given a written
          contract for a period not to exceed three (3) years, subject to the condition
          that renewal of the contract from year to year will be based on an annual
          review of the services rendered and renewed only when acceptable and
          satisfactory service has been rendered. Where the principal or supervisor
          has rendered three (3) years of satisfactory and acceptable service, the
          Board may enter into a firm contract for a fixed period of time not to
          exceed three (3) years. Any further renewal of the contract will be based
          on a review and evaluation made during the third or last year of the
          contract, and any additional contract shall be for a period of time not to
          exceed three (3) years. (1012.33 (1) (b), F.S.)

          (a)   Dismissal during the term of the contract shall be for good and just
                cause. (1012.33 (1) (b), F.S.)

          (b)   Service rendered as a supervisor or principal in another Florida
                school district or in another state prior to the time of initial
                appointment will, at the discretion of the Board, be recognized as
                acceptable service in lieu of the initial three-year probationary
                contract.

    (3)   The contract period for principals or other school site or district
          administrators will be for 12 months of service unless specified otherwise
          in job description.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION




STATUTORY AUTHORITY:             1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED                 120.57, 1012.22 (5), 1012.56, 1012.34,
                                 F.S.

STATE BOARD OF EDUCATION RULE:   6A-1.0502, 6A-1.064

HISTORY:                         Adopted:            06/17/97
                                 Revision Date(s):   12/03/02, 02/08/05,
                                                     10/20/09
                                 Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                               6.09 - Resignations

POLICY

     (1)   Any person who wishes to resign or to secure release from his/her
           contract shall submit his/her resignation in writing addressed to the Board.
           The letter of resignation shall state the reasons for the resignation and the
           desired last working day. The resignation of any staff member shall be
           sent to and countersigned by the person's administrative supervisor who
           shall forward the resignation to the Superintendent for presentation to the
           Board. No resignation shall become effective until accepted by the Board.

           (a)    The resignation of a member of the instructional or administrative
                  staff will be accepted during the contractual period of service;
                  provided, that an acceptable reason is given and a qualified and
                  satisfactory replacement is available.

           (b)    Any employee who violates the terms of an employment agreement
                  or written contract by leaving his/her position without first being
                  released from the agreement or contract by the School Board shall
                  be subject to the jurisdiction of the Education Practices
                  Commission. When this occurs, the Superintendent shall be
                  responsible for notifying the Commissioner of Education about the
                  School Board’s action of declaring the position as abandoned and
                  vacant.

     (2)   All resignations   shall   be   processed    through   the   Office   of   the
           Superintendent.

     (3)   Any employee wishing to secure release from his/her contract shall submit
           his/her resignation in writing to the Board in an approved form.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             1012.22 (5), 1012.23, 1012.33 (2),
                                              1012.34, F.S.

STATE BOARD OF EDUCATION RULE:                6B-4.0041, 6B-4.0044, 6B-4.0046, 6B-
                                              4.0048

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    11/17/98, 12/03/02
                                              Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                                      6.10 - Transfers

POLICY

     Any transfer of an employee from one work site to another work site shall be
     made only on the recommendation of the Superintendent with the approval of the
     Board. In case of an emergency, the Superintendent may transfer a person
     subject to the subsequent approval of the Board. When an employee desires to
     be transferred from one work site to another work site, the following procedures
     shall be followed:

     (1)   A request for a transfer shall be filed with the Superintendent.

     (2)   The Superintendent, after conferring with the principals concerned, shall
           recommend approval or disapproval of the request. Approval shall be
           recommended only with the written consent of the principals concerned.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             1006.28 (7) (d), F.S.

STATE BOARD OF EDUCATION RULE:                6B-4.005

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    12/03/02
                                              Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                6.11 - Suspension and Dismissal with Partial or No Pay

POLICY

    To assure the continuing and efficient operation of the school system, all
    employees may be disciplined up to and including discharge in accordance with
    applicable statutes, Department of Education Rules, Board policies, and/or
    contractual arrangements. Disciplinary actions may include oral reprimands,
    written reprimands, demotions, suspensions or dismissals.        Resignation,
    nonrenewal of employment contracts, or separation of probationary employees
    shall not be considered disciplinary action.

    (1)   Procedure

          (a)    School Board action shall be required for any suspension, demotion
                 or dismissal. However, subject to the requirements of Florida
                 Statutes, the Superintendent may suspend, with pay, any employee
                 up until the next regular or special School Board meeting at which
                 time the School Board may confirm the suspension with pay,
                 continue the suspension with pay, suspend without pay, demote,
                 dismiss, or reinstate the employee. If the employee is suspended
                 without pay and the charges are not sustained, the employee shall
                 be reinstated with back salary paid. If the charges are sustained,
                 the Board shall determine either to dismiss the employee or fix the
                 term under which he/she may be reinstated.

          (b)    In accordance with 1012.796, F.S., all legally sufficient complaints
                 shall be filed with the Professional Practices Office of the
                 Department of Education within thirty (30) days after the date on
                 which the subject matter of the complaint comes to the attention of
                 the district.

    (2)   Standards of Conduct

          Subject to the requirements of Florida Statutes, the School Board may
          suspend or dismiss any employee at any time during the term of the
          contract for "just cause." Just cause shall include, but is not limited to, the
          following:

          (a)    Abandonment or neglect of position; absent without leave;

          (b)    Any action which brings the school system into disrepute;

          (c)    Conviction of a felony or a first degree misdemeanor directly related
                 to the employee's position (including a plea of nolo contendere or
                 no contest to a felony charge);

          (d)    Dishonesty, including falsification of personnel or any school
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
              system forms or documents;

      (e)     Failure to fulfill contractual obligations;

      (f)     Gross insubordination;

      (g)     Harassment of a student or fellow employee on account of race,
              sex, national origin, religion, marital status, disability or age;

      (h)     Immorality

      (i)     Incompetence;

      (j)     Inefficiency;

      (k)     Conviction of a crime involving moral turpitude;

      (l)     Illegal manufacture, distribution, dispensation, sale, possession or
              use of illegal drugs or unprescribed controlled substances;

      (m)     Misconduct in office;

      (n)     Drunkenness or reporting for work under the influence of alcoholic
              beverages or with illegal drugs or unprescribed controlled
              substances in an employee's body;

      (o)     Stealing, misappropriating or intentionally damaging school system
              property or the property of fellow employees or students;

      (p)     Unauthorized use of school system funds, equipment, vehicles, or
              property;

      (q)     Unauthorized possession of weapons, firearms, ammunition or
              explosives on School Board property;

      (r)     Willful neglect of duty;

      (s)     Noncompliance with the regulations and policies of the Board, State
              Board of Education, or the Laws of Florida;

      (t)     Any other misconduct prejudicial to the interest and/or reputation of
              the school system; or

      (u)     Endangers the health, safety, or well-being of a fellow employee or
              of a student.

(3)   Any suspension or dismissal shall be as prescribed by law.

(4)   An employee who is suspended or dismissed under the authority of this
      rule may appeal pursuant to F.S. 120.68, provided such appeal is filed
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
           within thirty (30) days of the decision of the Board.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             1012.22 (5) (g) (f), 1012.27 (7) (h) (e),
                                              1012.33 (4) (c), F.S.

STATE BOARD OF EDUCATION RULE:                6B-1.008, 6B-1.009

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    11/17/98, 10/16/01,
                                                                   12/03/02
                                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                               6.12 - Staff Training

POLICY

     (1)   Each employee shall avail himself of every possible opportunity to attend
           and participate in meetings of a professional nature and to keep abreast of
           developments in his/her field through attendance at such meetings and by
           reading professional publications and attending in-service activities and
           programs.

     (2)   Participation in general in-service education programs shall be voluntary
           on the part of the employee. In-service for specific programs may be
           required as follows:

           (a)   When required by federal or state regulations;

           (b)   Part of an individual plan to remedy deficiencies; or

           (c)   When a majority of the teachers affected by the program agree with
                 its implementation, only those teachers affected are required to
                 attend.

     (3)   Credit for participation in in-service activities shall be granted in
           accordance with the County Master Plan for In-Service Education and
           State Board of Education Regulations.



STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              236.0811, F.S.

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    12/03/02
                               Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                       6.13 - Conference and Planning Days

POLICY

     All members of the instructional staff are required to attend all preschool and
     postschool sessions and planning days. Any person not attending such sessions
     without authorized leave may have his/her contract terminated as provided by
     law or shall have his/her salary reduced according to the number of days of
     service required under his/her contract. All members of the instructional staff
     shall attend all meetings called by the Superintendent or at his/her direction.



STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1000.01 (16), F.S.

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    12/03/02
                               Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                     6.14 - Outside Employment

POLICY

     Outside employment or "moonlighting" on the part of an employee shall not
     violate the moral standards of the community or the Code of Ethics of the
     Education Profession in Florida. Under no conditions shall outside employment
     conflict with the employee's performance of his/her professional duties or with the
     extracurricular activities related to his/her position.

     (1)   No member of the instructional or administrative staff shall be permitted to
           sell instructional materials to the parents or guardian of a child who is a
           member of his/her class or under his/her supervision.

     (2)   Where the principal questions the propriety of any outside employment of
           a faculty member under his/her supervision, he/she may require the
           employee to confer with the Superintendent and to follow his/her
           directions. A member of the administrative staff shall be directly
           responsible to the Superintendent. Where the employee refuses to follow
           the instructions of the Superintendent or feels that his/her rights have
           been violated, the matter shall be referred to the Board.



STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1001.41 (2), F.S.

HISTORY:                        Adopted:             06/17/97
                                Revision Date(s):    12/03/02
                                Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                        6.15* - Leave of Absence

POLICY

     A leave of absence is permission granted by the Board or allowed under its
     adopted policies for an employee to be absent from duty for a specified period of
     time with the right to return to employment on the expiration of leave. Any
     absence from duty shall be covered by leave duly authorized and granted.
     Leave shall be officially granted in advance and shall be used for the purposes
     set forth in the leave application. Any request that leave be granted retroactively
     will be denied. Leave for sickness or other emergencies may be deemed to be
     granted in advance if prompt report is made to the proper authority. No leave,
     except military leave, will be granted for a period in excess of one (1) year.
     Leave may be with or without pay as provided by law, regulations of the State
     Board, or these regulations. (6A-1.076) For any absence that is without pay, the
     deduction for each day of absence shall be determined by dividing the annual
     salary by the number of days for the contract year.



STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             1012.66, 1012.61, 1012.63, 1012.64,
                                              1012.22 (2), F.S.

STATE BOARD OF EDUCATION RULE:                6A-1.079, 6A-1.080

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    10/16/01, 12/03/02
                                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                6.16* - Notification of Absence

POLICY

     (1)   When a principal plans to be away from school for one-half day or longer,
           he/she shall notify the Office of the Superintendent. He/she shall always
           designate a responsible member of the instructional staff to be in charge
           of the school during his/her absence. Where possible, the name of the
           person to be in charge of the school, when the principal is absent, shall be
           submitted to the Superintendent each year prior to the close of the
           preschool conference. Where the principal's absence will be in excess of
           one-half day, the Superintendent shall designate a person to act in the
           absence of the principal except where an assistant principal has been duly
           approved by the Board and the duties of the principal automatically
           devolve upon the assistant principal.

     (2)   Any employee who expects to be absent from duty for any cause shall
           notify the principal the evening immediately preceding the day of absence,
           if possible. Where an absence is due to an emergency, the employee
           shall notify the principal or the Superintendent at the earliest possible
           moment. The principal may call a substitute for any employee who is not
           on duty by 8:00 a.m. in the morning, unless the employee has reported to
           him/her an anticipated delay which is acceptable.

     (3)   Notice of absence shall always be in advance unless conditions beyond
           the control of the employee make such advance notice impossible.



STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1012.66, 1012.22 (2), 1012.67, F.S.

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    11/17/98, 12/03/02
                               Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                          6.17* - Leave Application

POLICY

     An application for leave shall be in writing and on the form prescribed by the
     Board and shall be directed to the Board. The application of an employee shall
     be submitted to the principal for his/her acknowledgment and shall then be
     forwarded to the Superintendent for submission to the Board except where
     authority is granted otherwise for the approval of leave. A principal, supervisor or
     other person under the direct supervision of the Superintendent shall submit any
     leave application directly to the Superintendent. Leave granted for a school year
     or the remaining part thereof will expire at the end of the fiscal year for which
     such leave is granted. A teacher having leave for the year or the remaining part
     thereof who plans to return to duty the next school year shall notify the
     Superintendent in writing by April 1 and shall send a copy of such notice to the
     principal of the school from which the teacher took leave. If the employee fails to
     notify the Superintendent by April 1 of his/her intent to return to the position, the
     position will be declared vacant.

     Leave shall be used for the purpose or purposes set forth in the leave
     application. Any employee who violates the terms of his/her leave application
     without filing and having approved an amendment to his/her leave application to
     allow the new conditions shall have his/her leave terminated and shall be subject
     to termination as provided by law.

STATUTORY AUTHORITY:                           1001.41(2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                              1012.66, F.S.

STATE BOARD OF EDUCATION RULE:                 6A-1.079

HISTORY:                                       Adopted:             06/17/97
                                               Revision Date(s):    12/03/02
                                               Formerly:
                CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                     6.18* - Approval of Leaves
POLICY

    (1)   All requests for leave shall be submitted on the proper district form and
          shall be approved by either the Board or the Superintendent as provided
          herein.

          The following types of leave require approval by the Board:

          (a)     Parental Leave;

          (b)     Military Leave;

          (c)     Personal Leave in excess of six (6) days;

          (d)     Illness-in-line-of-duty leave;

          (e)     Leave to seek political office;

          (f)     Professional Leave;

          (g)     Preschool Planning Leave;

          (h)     Family Medical Leave; and

          (i)     Sabbatical Leave

    (2)   The Superintendent or designee is authorized to grant the following types
          of leave or duty assignment:

          (a)     Sick Leave

          (b)     Personal Leave not in excess of six (6) days;

          (c)     Vacation Leave;

          (d)     Jury duty assignment;

          (e)     Witness duty absence;

          (f)     Temporary duty;

          (g)     Early dismissal for professional growth; and

          (h)     L.C.E.A. - See Master Contract
           CHAPTER 6.00 - SCHOOL ADMINISTRATION

STATUTORY AUTHORITY:             1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                1012.66, 1012.67, 1012.22 (2), F.S.

STATE BOARD OF EDUCATION RULE:   6A-1.080, 6A-1.081, 6A-1.083, 6A-1.084

HISTORY:                         Adopted:            06/17/97
                                 Revision Date(s):   12/03/02
                                 Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                6.19* - Absence without Leave
POLICY

     Any employee who is willfully absent from duty without leave shall interrupt
     continuity of service, and shall forfeit compensation for the time of the absence
     and his/her employment shall be subject to termination by the Board. (1012.67,
     F.S., 6A-1.07 SBER)

STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1012.33, 1012.66, 1012.67, F.S.

HISTORY:                        Adopted:            06/17/97
                                Revision Date(s):   12/03/02
                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                                  6.20* - Sick Leave
POLICY:

     (1)   Any member of the instructional staff employed on a full-time basis shall
           be entitled to 4 days of sick leave as of the first day of employment of
           each contract year and shall thereafter earn one day of sick leave for each
           month of employment, which shall be credited to the instructional
           employee at the end of that month and which shall not be used prior to the
           time it is earned and credited to the member. All other employees shall be
           credited with four (4) of their work days of sick leave at the end of the first
           month of employment of each contract year and shall thereafter be
           credited for one day of sick leave for each month of employment, which
           shall be credited to the employee at the end of the month and which shall
           not be used prior to the time it is earned and credited to the employee. No
           employee may earn more than one (1) day of sick leave for each month of
           employment. Sick leave shall be cumulative from year to year without limit
           as to the number of hours that may be accrued except that at least one-
           half of the cumulative leave must be established within the district granting
           the leave. Such leave shall be taken only when the employee is unable to
           perform his/her duty because of personal illness or illness or death of
           father, mother, brother, sister, husband, wife, child or other close relative
           or member of his/her household. (1012.61 (1), (2) (a) 1)

     (2)   Sick leave pay for bus drivers shall be based on the total hours necessary
           to make a normal daily run or runs in the operation of the bus route.

     (3)   Any claim for sick leave shall be filed with the Superintendent within five
           (5) working days after the employee returns to duty. (1012.61 (2) (b))

           The claim shall be in writing and shall set forth the hours= absent and that
           such absence was allowable under the provisions of Section 1012.61,
           Florida Statutes. The claim shall be duly signed by the claimant certifying
           that the facts are true and correct and that the claim is valid and legal.


     (4)   A false claim for sick leave shall be deemed cause for termination. Where
           there is doubt as to the validity of a sick leave claim, the Superintendent
           shall require the claimant to file a written certification of illness from a
           licensed physician or other supporting evidence where personal illness is
           not involved. (6A-1.077; 1.079)

     (5)   Any employee who has used all accrued sick leave but who is otherwise
           entitled to sick leave shall be granted sick leave without pay. The claim
           for such sick leave shall clearly state that the leave is without
           compensation.

           An application for sick leave due to extended illness shall have attached to
           it a statement from a practicing physician certifying that such leave is
        CHAPTER 6.00 - SCHOOL ADMINISTRATION
      essential and indicating the probable duration of the illness and the
      needed leave.

(6)   Educational personnel shall be entitled to transfer sick leave credit from
      other Florida school districts and from the Department of Health and
      Rehabilitative Services with the restrictions that at least one-half of the
      valid accrued leave shall be established in the Levy County School
      District. The provisions of the rule shall also apply to principals and
      supervisors.

(7)   When an employee interrupts service and subsequently returns to duty in
      the district without having transferred or used his/her accrued sick leave,
      credit for all unused sick leave shall be immediately validated.

      Where an employee retires and receives terminal pay benefits based on
      unused sick leave, all sick leave credit shall become invalid.

      Employees that choose to participate in the Florida Retirement System
      DROP Program may elect to receive payment for accrued sick leave
      during their DROP election period prorated as follows:

             Year 1               20% of balance of terminal sick leave
             Year 2               25% of balance of terminal sick leave
             Year 3               33% of balance of terminal sick leave
             Year 4               50% of balance of terminal sick leave
             Year 5               100% of balance of terminal sick leave

      In the event a DROP participant is approved by the District to extend
      DROP for a period of up to three years as allowed by statute, terminal sick
      leave will be paid as follows:

             Year 5        of the original DROP period will be paid 100% for any
                           days over 20
             Year 6        balance of days over 20
             Year 7        balance of days over 20
             Year 8        100% of balance of terminal sick leave

      No distribution may be made if the employee’s balance of sick leave drops
      below twenty (20) days.

      In the event that an employee terminates employment prior to their elected
      DROP date, payment shall be for 100% of the balance of terminal sick
      leave at the time of termination.

(8)   Sick Leave Use by Family Members

      In 2001, the Legislature made provisions in Statute for a district employee
      to authorize his/her spouse, child, parent, or sibling, who is also a district
      employee, to use sick leave that has accrued to the authorizing employee.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
           The recipient may not use the donated sick leave until all of his/her sick
           leave has been depleted, excluding sick leave from a sick leave pool, if
           the recipient participates in a sick leave pool.

           (a)   Eligible sick leave shall be granted to an employee who is unable to
                 perform his/her duty in the district due to:

                 1.     Personal sickness,

                 2.     Accident disability,

                 3.     Extended personal illness, or

                 4.     Illness or death of father, mother, brother, sister, husband,
                        wife, child, other close relative, or member of his/her own
                        household.

           (b)   The provisions of this policy are as follows:

                 1.     Days shall be transferred in increments of five (5) days.

                 2.     Days shall be paid at the rate of pay of the receiving
                        Employee.

                 3.     If the receiving employee does not use all of the days
                        transferred, they will retain the balance of the donated days.
                        The unused days cannot be transferred back to the family
                        member donating the days.

                 4.     Donated sick leave shall have no terminal value.

           The appropriate leave form(s) must be completed and turned in prior to
           taking the leave, except for emergency reasons recognized by the Board.
           In the case of an extended illness/disability (6 or more days) a doctor’s
           note must accompany the leave request.

STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1012.66, 1012.61 (3), (4), 1012.63, F.S.

HISTORY:                       Adopted:             06/17/97


                               Revision Date(s):    11/17/98, 10/19/99, 10/16/01,
                                                    12/03/02, 02/08/05, 12/19/06,
                                                    08/07/07, 10/20/09
                               Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                       6.21 - Terminal Sick Pay
POLICY

     (1)   Upon retirement from the district, any employee or his/her beneficiary, if
           service is terminated by death, shall receive terminal leave pay for
           accumulated sick leave up to the maximum allowed by law. (1012.61 (2)
           (a) 4, 5).

     (2)   Employees transferring to other districts or terminating for reasons other
           than retirement have the option of receiving terminal leave pay for
           accumulated sick leave earned in Levy County or transferring their sick
           leave balance to another district. The employee shall indicate his/her
           preference by submitting a request to the Board in writing during his/her
           last month of employment.

     (3)   Distribution of terminal pay and other appropriate benefits shall be
           equitably assigned to grant programs and other activities.

STATUTORY AUTHORITY:                        1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                           1012.61, F.S.

STATE BOARD OF EDUCATION RULE:              6A-1.052

HISTORY:                                    Adopted:            06/17/97
                                            Revision Date(s):   12/03/02, 6/17/08
                                            Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                              6.22 - Illness-Or-Injury-In-Line-Of-Duty Leave
POLICY:

     An employee shall be entitled to a maximum of eighty (80) hours illness-in-line-
     of-duty leave each school fiscal year when unable to perform his/her duties
     because of personal injury received in the discharge of his/her duties or because
     of illness from a contagious or infectious disease contracted at work. (1012.63)

     Such leave shall be non-cumulative from year to year, and when approved by the
     Board shall be used before charging any absence to regular accrued sick leave;
     provided, that the following conditions are met:

     (1)   Upon suffering an illness or injury, the employee shall notify the site
           administrator as soon as possible, but not later than thirty (30) days after
           the illness or injury. Within seven (7) days of actual knowledge of injury or
           illness, the principal shall file the proper notification form with the district
           office for transmittal to the carrier.

     (2)   The employee shall file a written claim signed by the principal or the
           immediate supervisor for attachment to the payroll report for the period
           during which the illness or injury occurred.

     (3)   In case of injury, a certificate from a licensed physician will be required,
           and in the case of a claim relating to a contagious or infectious disease,
           the employee shall file a statement from a licensed physician certifying
           that beyond a reasonable doubt the contagious or infectious disease was
           contracted at school during the time the employee was engaged in school
           work. All claims under this rule shall be referred to a physician selected
           by the employee from a panel of doctors approved by the Superintendent.
     (4)   After determining that the claim correctly states the facts and is valid, the
           Board will approve the leave.

     (5)   Any workmen's compensation payment received by the employee while
           he/she is on compensable leave shall be deducted from his/her gross
           salary or the check received from workmen's compensation will be
           endorsed to the Board.

     (6)   Any employee granted leave as herein prescribed who has used the ten
           (10) days as provided by law may exercise one of the following options at
           his/her discretion:

           (a)    The case shall be turned over to Workmen's Compensation.

                  1.     Employee shall continue to receive two-thirds salary and
                         insurance. Employee fringe benefits provided by the Board
                         shall be calculated in the average weekly wage.

                  2.     Medical expenses and travel for doctor appointments are
                         assumed by Workmen's Compensation.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                 3.     The case is carried for one (1) year or until the employee
                        returns to work. After one (1) year, the claimant may be
                        rehabilitated and trained for other suitable employment. If
                        appropriate employment is available through the Board and
                        a vacancy exists, the claimant shall receive first
                        consideration.

           (b)   The employee may charge one third of each day to accumulated
                 sick leave with the remaining two-thirds to be assumed by
                 Workmen's Compensation. If all sick leave is exhausted prior to the
                 end of one year, the case shall be turned over to Workmen's
                 Compensation and carried until benefits are exhausted under the
                 provisions of the Workmen's Compensation law.

     (7)   As long as an employee is receiving a check from the Board, the Board
           will continue to pay their portion of insurance benefits for a period not to
           exceed one (1) calendar year or until the employee returns to work. At
           such time when an employee is receiving only Worker’s Compensation,
           the average weekly wage shall be amended and the employee will make
           full payments of insurance benefits.


STATUTORY AUTHORITY:                         1001.42 (17), F.S.

LAWS IMPLEMENTED:                            1012.66, 1012.61, 1012.63, F.S.

STATE BOARD OF EDUCATION RULE:               6A-1.084

HISTORY:                                     Adopted:             06/17/97
                                             Revision Date(s):    11/17/98, 12/03/02,
                                                                  08/07/07
                                             Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                6.221 - Workers’ Compensation – Return to Work Policy

POLICY

    (1)   Definitions

          (a)    Modified Duty

                 When an employee’s physical requirements are modified by the
                 workers’ compensation Authorized Treating Physician resulting
                 from a workplace injury. Modified duty is also known as light duty.

          (b)    Lost Time

                 When an employee is taken off of work by the Authorized Treating
                 Physician or when an assessment by the injured employee’s
                 supervisor, Risk Manager, and Director of Personnel concludes that
                 the employee’s work restrictions cannot currently be
                 accommodated.

    (2)   Reporting and Treatment of In-Line-of-Duty Injuries

          (a)    When an employee is injured at work, he/she shall notify his/her
                 supervisor within twenty-four (24) hours.

          (b)    If the injured employee refuses treatment, the supervisor will
                 document the injury on the “Accident/Incident Form.”     This
                 documentation protects the employee in the event that he/she
                 desires to receive treatment at a later date.

          (c)    If the injured employee wants medical treatment, the employee’s
                 supervisor will ensure treatment is provided, documented, and
                 reported in accordance with the “North East Florida Educational
                 Consortium Claims Manual.”

    (3)   Follow-Up

          (a)    The injured employee shall attend all scheduled medical
                 appointments. If an injured employee cannot attend an
                 appointment, he/she shall notify his Supervisor and the medical
                 provider at least twenty-four (24) hours before the appointment.

          (b)    The injured employee should schedule appointments before or after
                 his/her normal working hours. If this is not possible, the employee
                 can attend the medical appointment during work hours utilizing
                 “illness-in-line-of-duty” leave in accordance with the District’s policy.
                 Only the actual time for the travel and the appointment will be
                 allowed. The employee must return to work, if the workday has not
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
              ended, otherwise the employee may be subject to progressive
              discipline that may include termination.

      (c)     Following any appointment for treatment of a workplace injury, the
              employee will immediately contact his/her supervisor and provide
              current work status documentation. The supervisor will send the
              work status and any medical documentation to the Risk
              Management Office.

(4)   Modified Duty

      (a)     Injured employees are often returned to work on modified duty with
              specific restrictions. If an employee is returned to work, the
              supervisor will not assign duties that are beyond the employee’s
              restrictions. If an injured employee willfully violates his/her work
              restrictions, he/she may be subject to progressive discipline that
              may include termination.

      (b)     Modified duty only relates to employees whose illness or injury was
              job related.

      (c)     Supervisors shall evaluate the restrictions placed on the employee
              and determine the ability of the employee to perform any needed
              work. If the supervisor feels that the employee’s restrictions cannot
              be reasonably accommodated, they will send the employee home
              and immediately notify the Risk Management Office. The Risk
              Management Office will schedule an assessment of the employee’s
              work capabilities.

              1.    The injured employee’s supervisor, the Risk Manager, and
                    Director of Personnel will conduct the assessment.

              2.    If the assessment concludes that the employee’s restrictions
                    cannot be reasonably accommodated, they will place the
                    employee on “Lost Time” status pending further assessment
                    of restrictions or another position becomes available within
                    his/her restrictions.

      (d)     The light duty program requires the participation of all injured
              employees who are released to perform modified duty work by the
              Authorized Treating Physician. If an injured employee refuses to
              participate in the program, workers’ compensation benefits may
              cease, and the employee may be subject to progressive discipline
              that may include termination.

      (e)     While on modified duty, the injured employee will receive his/her
              normal hourly rate of pay and benefits. Scheduled hours of work
              may be reduced.

      (f)     Modified duty is temporary and is not considered a permanent
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
              accommodation to a workplace injury.

      (g)     A modified duty assignment may not extend beyond one hundred
              twenty (120) days. When an employee has been in a modified duty
              assignment for one hundred twenty (120) days, an assessment will
              be made regarding the employee’s progress.

      (h)     When an employee has reached Maximum Medical Improvement
              (MMI) as determined by the Authorized Treating Physician; or,
              when the Authorized Treating Physician determines the employee’s
              restrictions are permanent and the employee can no longer perform
              the essential job functions of his/her position, an assessment will be
              made regarding the employee’s ability to return to his/her regular
              job duties.

      (i)     The injured employee’s supervisor, the Risk Manager, and the
              Director of Personnel will conduct the assessment.

              1.     If the assessment concludes that the employee cannot
                     perform his/her regular job duties with or without reasonable
                     accommodation, posted jobs will be reviewed to determine
                     the employee’s ability to work in other positions. If the
                     employee is qualified and meets the minimum physical
                     requirements for a posted job, he/she will be considered for
                     that job. If selected for the job, salary will be determined
                     according to transfer guidelines.

              2.     If an employee refuses to accept an offered job, the
                     employee will be terminated.

              3.     If a position is not available for the employee, the employee
                     will be terminated.

(5)   Lost Time

      (a)     The injured employee in lost time status is to contact his/her
              supervisor a minimum of once per week (not including weekends
              and holidays), to update the supervisor on his/her condition.

      (b)     The injured employee in lost time status is required to return all
              district owned equipment and vehicles to his/her supervisor.

      (c)     Once the employee has been released to return to work, he/she will
              notify his/her supervisor immediately. Failing to do so may subject
              the employee to progressive discipline that may include
              termination.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION



STATUTORY AUTHORITY:             F.S. 440

STATUTORY AUTHORITY:

LAWS IMPLEMENTED:

STATE BOARD OF EDUCATION RULE:

HISTORY:                         Adopted:            12/03/02
                                 Revision Date(s):
                                 Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                 6.23 - Personal and Family Medical Leave
POLICY

    Any employee desiring personal leave shall make written application for such
    leave. The employee shall not be entitled to compensation while on personal
    leave. Personal leave will be granted at the discretion of the Board except
    parental leave will be mandatory upon application. Authority to approve such
    leave shall be vested in the Board except as provided herein and in Section 6.19
    of these regulations.

    (1)   Parental Leave

          (a)    A full-time employee who is an expectant parent at the beginning of
                 the school term or who becomes an expectant parent during the
                 school term shall be granted parental leave as provided herein.
                 When an employee determines that he/she is an expectant parent
                 and wishes to take parental leave, he/she shall file with the
                 Superintendent a written application for leave with an attached
                 statement from the attending physician stating the expected date of
                 birth of the child. If possible, the effective date for the suspension
                 of services shall be mutually agreed to by the employee and his/her
                 immediate administrative supervisor. Such decision shall be based
                 on, but not limited to, physical and emotional condition,
                 effectiveness in carrying out his/her assigned duties, availability of
                 a satisfactory replacement, term of service required for credit for a
                 year of service, and the recommendations of the attending
                 physician, where applicable. A physician's statement, specifying a
                 date when an expectant mother should suspend her services, shall
                 be the latest date on which such leave will become effective. In the
                 case of an instructional employee, the administrative supervisor
                 shall determine and inform the teacher as to the number of hours of
                 service required for him/her to receive credit for a year of service
                 for professional service contract and salary purposes during that
                 year. When a mutually acceptable date for the suspension of
                 services cannot be achieved, the Superintendent shall evaluate the
                 recommendations and information submitted to him/her by both the
                 employee and his/her immediate administrative supervisor and
                 shall make an appropriate recommendation to the Board for its
                 consideration.      At his/her option, the employee may use
                 accumulated sick leave during the period he/she is no longer able
                 to work.

          (b)    Parental leave shall be granted only when a contractual relationship
                 exists which will be in effect during the period of the leave. The
                 leave application shall specify the period for which leave is
                 requested; provided, that leave in excess of one (1) year will not be
                 allowed. Subsequent to the birth of the child, the employee will be
                 returned to duty in accordance with the leave application.
        CHAPTER 6.00 - SCHOOL ADMINISTRATION

      (c)   Where a teacher in annual contract status is granted parental
            leave, the teacher must be under contract to render services for the
            school year during which such leave will occur. Any teacher in
            annual contract status shall enter into a written contract to render
            services for the ensuing school year prior to the approval of leave.
            Leave so granted shall not be interpreted to assure reappointment
            for the next school year but shall be only for the purpose of
            protecting probationary service for professional service contract
            purposes. Any teacher in annual contract status and on leave shall
            be considered for reappointment at the time of the reappointment of
            all instructional personnel.

            Any teacher whose services are not satisfactory and who would
            not, at the time of leave, be considered for reappointment will be
            granted leave for the remainder of the school year. Under no
            conditions will parental leave be granted for the ensuing school
            year unless the teacher has signed a contract covering the period
            for which the leave was granted.

      (d)   Any employee on parental leave for the remainder of a school year
            or for the entire school year, who, on expiration of leave, wishes to
            return to duty at the beginning of the next school year shall notify
            the Superintendent in writing of such desire by not later than April
            1.

(2)   Family and Medical Leave

      (a)   Purpose

            The Family and Medical Leave Act (FMLA) entitles qualified
            employees up to twelve (12) weeks of unpaid leave per year. The
            School Board of Levy County will provide said leave to qualified
            employees in accordance with the provisions of the Family and
            Medical Leave Act of 1993.          The Board authorizes the
            Superintendent to create and carry out all procedures necessary to
            implement this policy.

      (b)   Eligibility

            To be eligible, an employee must have worked a full contracted
            year (July through June), or must have worked for at least 1,250
            hours during a 12-month (July through June) period.

      (c)   Types of Leave Covered

            A leave of absence under this policy shall be granted for one of the
            following reasons:

            1.      The birth of a child of the employee and to care for the
      CHAPTER 6.00 - SCHOOL ADMINISTRATION
               newborn child;

        2.     For placement with the employee of a child for adoption or
               foster care;

        3.     To care for the employee's spouse, child, or parent with a
               serious health condition;

        4.     Because of a serious health condition that makes the
               employee unable to perform the functions of their job.; and

        5.     Any qualifying exigency that arises because the spouse,
               son, daughter or parent of an employee is on active duty or
               has been notified of an impending cal or order to active duty
               in the Armed Forces in support of a contingency operation.

(d)     An eligible employee who is the spouse, son, daughter, parent or
        next of kin of a covered service member is entitled to a total of
        twenty-six (26) weeks of leave during a twelve (12) month period to
        care for the service member. This leave is available on during a
        single twelve (12) month period.

(e)     During the single twelve (12) month period described in (d), an
        eligible employee is entitled to a combined total of twenty-six (26)
        weeks of leave under the provisions (c) and (d). This does not limit
        the availability of leave under (c) during any other twelve (12)
        month period.

(f)     Definitions

        For purposes of this policy, a "serious health condition" means an
        illness, injury, impairment, or physical or mental condition that
        involves:

        1.     Any period of incapacity or treatment in connection with or
               consequent to inpatient care in a hospital, hospice or
               residential medical care facility;

        2.     Any period of incapacity requiring absence from work or
               school of more than three (3) calendar days that also involve
               continuing treatment by a health care provider; or

        3.     Continuing treatment by a health care provider for a chronic
               or long-term health condition that is incurable or so serious
               that, if not treated, would likely result in a period of incapacity
               of more than three (3) calendar days; or

        4.     For prenatal care.

(g)     Notification
  CHAPTER 6.00 - SCHOOL ADMINISTRATION

      1.    An employee who wishes to take FMLA leave must provide
            the supervisor with at least thirty (30) calendar days advance
            notice before the FMLA leave begins.

      2.    If the thirty (30) calendar days advance notice is not feasible
            (i.e., due to an emergency, a change in circumstances, lack
            of knowledge), a notice of intent to take FMLA leave must be
            given as soon as possible and practical.

      3.    The employee shall provide a statement from the doctor
            when a request is made under FMLA for a serious health
            condition.

      4.    If an employee fails to give the timely advance notice when
            the need for FMLA leave is foreseeable or fails to provide
            the requested doctor's statement to verify the existence of a
            serious health condition, the request for FMLA leave may be
            denied until the thirty (30) days advance notice or statement
            has been provided.

      5.    An employee who fraudulently obtains FMLA leave shall not
            be protected by FMLA for job restoration or maintenance of
            health benefit provisions.

(h)   General Provisions

      1.    The twelve (12) weeks of unpaid FMLA leave is
            noncumulative and must be taken within the one (1) year
            period (July through June).

      2.    If both husband and wife are eligible for FMLA leave and are
            employed by the Board, they are eligible for a combined total
            of twelve (12) weeks during any one-year period (July
            through June).

      3.    FMLA leave can be taken intermittently when medically
            necessary. Under such circumstances, the employee must
            try to schedule leave so as not to unduly disrupt the
            operation of the work place.

      4.    When intermittent leave is requested, the Superintendent
            has the authority, and may place the employee in an
            alternative position which better accommodates the
            intermittent leave.

      5.    Employees who are granted FMLA leave and who are
            eligible and receive Board provided group health insurance
            when actively working for the Board shall maintain this
            coverage for the duration of such leave.
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

              6.    Employees who are granted FMLA leave and who pay for
                    other types of Board offered insurance coverage, must make
                    arrangements before going on unpaid leave to make direct
                    premium payments to the Board while on leave.

              7.    When medical treatment is required, eligible employees shall
                    make a reasonable effort to schedule the treatment so as not
                    to disrupt unduly the operations of the work place.

              8.    Eligible employees can substitute any accrued paid leave
                    (i.e., personal leave, sick leave) for FMLA leave. When paid
                    leave is substituted, the Board will not count the paid leave
                    against the employee's FMLA twelve (12) week leave
                    entitlement.

              9.    On return from FMLA leave, an employee shall be restored
                    to the same position he/she held prior to the FMLA leave, or
                    to an equivalent position with equivalent benefits, pay, and
                    other terms and conditions of employment.

      (i)     Request for Leave Approval

              Eligible employees= request for FMLA leave must be approved by
              the Board.

(3)   Leave Related to Domestic or Sexual Violence

      (a)     An employee, who has been employed by the District for at least
              three (3) calendar months, may request and shall be granted up to
              three (3) days of unpaid personal leave within a twelve (12) month
              period if he/she has been a victim of domestic or sexual violence or
              if a family or household member has been a victim of domestic or
              sexual violence.

      (b)     The leave must be used for one or more of the following purposes:

              1.    To seek an injunction for protection against domestic
                    violence or for protection in cases of repeat violence, dating
                    violence or sexual violence;

              2.    To obtain medical care and/or mental health counseling for
                    the employee or a family or household member;

              3.    To obtain services from a victim-services organization;

              4.    To make the employee’s home secure from the perpetrator
                    or to seek new housing; and/or

              5.    To seek legal assistance related to the violence.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

           (c)   All records related to such leave will be considered confidential.

           (d)   This leave shall be noncumulative and shall be requested in
                 advance except in the case of an emergency.

           (e)   If an employee elects to be on paid leave, he/she may request
                 personal leave chargeable to sick leave provided that the employee
                 is eligible to be on such leave or he/she may request annual
                 (vacation) leave provided that the employee accrues annual leave
                 and has an annual leave balance.

     (4)   Personal Leave for Other Reasons
           Any employee desiring personal leave for any other reason shall file a
           written application setting forth the reasons for and the purpose of the
           requested leave. The Board or the Superintendent will consider the best
           interest of the employee and the general welfare of the school system.

     (5)   Six (6) days of personal leave with pay will be allowed for any member of
           the administrative, instructional staff, or educational staff professional
           each school year or school fiscal year, provided that such hours shall be
           charged only to accrued sick leave; provided further, that personal leave
           days shall not be cumulative and may not be counted in determining a
           year of service.

           The employee shall make every effort to keep such claims to a minimum.
           Such leave shall be subject to the approval of the Superintendent.
           (1012.61 (2) (a) 2)




STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1012.66, F.S., The Family and Medical Leave Act of
                               1993; Part 825 of the Code of Federal Regulations,
                               Title 29, U.S. Department of Labor, Employment
                               Standards Administration, Wage and Hour Division

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    11/18/98, 12/03/02, 02/17/09,
                                                    10/20/09
                               Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

6.24* - Military Leave - Extended Active Duty during National/Regional
                                                           Emergency
POLICY

    (1)   Military leave will be granted to an employee who is required to serve in
          the Armed Forces of the United States or of the State of Florida in
          fulfillment of obligations incurred under the Selective Service Laws or
          because of membership in the Reserves of the Armed Forces or the
          National Guard. When an employee enters voluntarily into any branch of
          the Armed Services for temporary or an extended service, military leave
          will be granted at the discretion of the Board and except in unusual cases
          will be denied to a member of the instructional staff when he/she is
          expected to be engaged in the work of the profession. An employee
          granted military leave for extended duty shall, upon the completion of the
          tour of duty, be returned to duty without prejudice provided an application
          for reemployment is filed within six (6) months following the date of
          discharge or release from active military duty. Following receipt of the
          application for reemployment, the Board shall have a reasonable time, not
          to exceed six (6) months, to reassign the employee to duty in the school
          system. (6A-1.083) Compensation allowed for military leave during
          peacetime shall not exceed seventeen (17) days as provided in Section
          115.07, Florida Statutes. Military leave for instructional personnel shall
          not be counted in determining a year of service for professional service
          contract purposes.

    (2)   District employees who are members of the reserves of the armed forces
          or National Guard, shall be granted the benefits in paragraph (2) below,
          provided that the following conditions are met:

          (a)    A national or regional emergency has been declared by the
                 appropriate federal or state authority.

          (b)    The employee called to active duty provides a copy of his/her
                 official orders for active duty.

          (c)    The period of active duty service exceeds seventeen (17) days.

    (3)   For the first thirty (30) days of active duty, the employee shall receive all
          district salary and benefits regardless of compensation received from the
          active duty service.

    (4)   For any period exceeding an initial thirty (30) days of active duty, the
          employee may continue to receive all district salary, wages and benefits
          provided the employee surrenders to the district all compensation received
          from the active duty service and the employee noties the district prior to
          the expiration of the initial thirty (30) day period of his/her intent to
          surrender his/her military compensation in exchange for continued district
          salary, wages and benefits.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

     (5)   Employees who opt not to surrender all compensation received from
           active duty service shall not receive district salary or wages, but shall be
           entitled to continue to receive district health and other insurance benefits
           at the expense of the district during the period of active duty service.

     (6)   Notwithstanding any other provision in Board rules or policy, employees
           called to active duty pursuant to this section shall be granted military leave
           for the period of active duty service without loss of seniority and shall be
           entitled to re-employment upon release of active duty as provided herein.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             115.07, 115.09, 115.14, 121.111,
                                              1012.66, 250.341, F.S.

STATE BOARD OF EDUCATION RULE:                6A-1.080; 6A-1.083

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    12/03/02
                                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                         6.25* - Vacation Leave
POLICY

    Personnel employed on a full-time basis, twelve (12) months, shall earn ninety-
    six (96) working hours of annual leave per calendar year for the first three (3)
    years of employment augmented by one additional day to a maximum of one
    hundred and forty-four (144) hours as scheduled below:

                        1-    3 years        96 hours
                        4 -   5 years       104 hours
                        6 -   7 years       112 hours
                        8 -   9 years       120 hours
                       10 -   11 years      128 hours
                       12 -   13 years      144 hours

    (1)   Vacation leave shall accrue at the close of each month, in accordance
          with the maximum allowed, and may not exceed two hundred and forty
          (240) working hours for a carryover at the end of the fiscal year.

    (2)   No vacation leave may be earned by an employee on less than a twelve
          (12) month contract.

    (3)   Vacation leave may be granted by the Superintendent upon the written
          request of the employee and with prior approval of the employee's
          administrative supervisor. Vacation leave shall be so scheduled as to
          cause a minimum disruption of the school program.

    (4)   Vacation leave shall not be granted until the employee has rendered at
          least six (6) months of acceptable service in the district.

    (5)   Full-time continuous service rendered in a ten (10) month position shall be
          considered as continuous service in determining creditable service for
          vacation leave purposes. (6A-1.082)

    (6)   Upon termination or retirement, an employee shall receive a lump sum
          payment for accrued vacation leave. If service is terminated by death, this
          benefit shall be paid to the employee's beneficiary. When an employee
          changes from a contractual status which generates vacation leave to a
          contractual status which does not, the employee shall be considered as
          terminated for the purposes of vacation leave considerations.

    (7)   Employees who earn annual leave and enter into the Florida Retirement
          System DROP Program may request payment for unused annual leave at
          the time of official termination notification for DROP participation and
          approved by the School Board. If annual leave payment is requested, no
          further payment is permitted for future unused annual leave while in the
          DROP Program.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION
STATUTORY AUTHORITY:   1001.41 (2), 1001.42 (17), 1001.60, F.S.

LAWS IMPLEMENTED:      1012.66, 1012.22 (2),1011.60, F.S.

HISTORY:               Adopted:            06/17/97
                       Revision Date(s):   11/17/98, 12/03/02
                       Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                        6.26* - Jury/Witness Duty

POLICY

     (1)   Where an employee is under subpoena for jury duty or as a witness in
           connection with his/her official duties or in a court action in which he/she is
           not a party to the litigation, he/she shall make application for temporary
           duty elsewhere. The original, or a copy, of the subpoena must be
           submitted with the application for temporary duty. The employee shall
           receive his/her regular salary and may retain any remuneration received
           from the court for such service. All applications under this rule shall be
           endorsed by the staff member's principal or supervisor and submitted to
           the Superintendent.

           (a)    The Board shall not reimburse the employee for meals, lodging,
                  and travel expenses incurred while serving as a juror or witness.

           (b)    When an employee is subpoenaed in line of duty to represent the
                  Board as a witness or defendant, he/she may be granted temporary
                  duty leave, since his/her appearance in such cases shall be
                  considered a part of his/her job assignment. The employee may
                  retain any fees received from the court. In the event no fees are
                  received from the court, he/she may be paid per diem and travel
                  expenses.

     (2)   When an employee is involved in litigation or court action of a personal
           nature, he/she shall request personal leave.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             40.24, 40.271, 1012.66, F.S

STATE BOARD OF EDUCATION RULE:                6A-1.084

HISTORY:                                      Adopted:              06/17/97
                                              Revision Date(s):     12/03/02
                                              Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                    6.27* - Professional Leave
POLICY

    (1)   Professional leave may be granted to a member of the instructional or
          administrative staff under the provisions of 6A-1.081, SBER. Such leave
          shall be classified as extended professional leave, preschool planning
          period leave, meetings, conferences and convention leave.

          (a)   Extended Professional Leave

                1.    Extended leave for professional study may be granted by the
                      Board for a period not to exceed one (1) year to any member
                      of the instructional staff who possesses professional service
                      or continuing contract status and who has served
                      continuously and satisfactorily for a period of five (5) years in
                      the school system.           Such leave shall be without
                      compensation. The request for leave must be in writing and
                      in the district office at least thirty (30) days prior to the last
                      day of the postschool conference.               Such extended
                      professional leave must be recommended by the
                      Superintendent and approved by the Board. Any person
                      granted such leave must submit to the Board upon his/her
                      return a transcript or record from the college or university
                      showing the credits earned while a full-time student at that
                      college or university. Failure on the part of the employee to
                      submit such a statement prior to the end of the year will
                      invalidate the leave of absence. The employee will not be
                      returned to duty until satisfactory evidence has been
                      submitted to the Board that the work for which the leave was
                      granted has been completed to the satisfaction of the
                      Superintendent or the Superintendent and the Board.
                      Failure to file such evidence shall be grounds for action of
                      the Board to terminate the employee's contract.

                2.    Extended professional leave may be granted to a member of
                      the Superintendent's administrative staff who has served
                      satisfactorily and successfully in the district for a period of
                      five (5) years, but such leave may not exceed one (1) year.

          (b)   Preschool Planning Period Leave

                When professional or certificated personnel request professional
                leave for any part of the preschool or postschool planning period,
                the Board may grant professional leave with pay for a period not to
                exceed five (5) days provided that the teacher is attending class or
                taking examinations in course work related to the areas for which
                the teacher is responsible and that satisfactory evidence of such
                attendance or examination has been signed by the dean of the
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
                  college or his/her representative.

           (c)    Meetings, Conferences, and Conventions

                  Professional leave with pay may be granted to any member of the
                  instructional, supervisory, or administrative staff who finds it
                  necessary to attend a professional meeting, conference, or
                  convention, or who may be assigned by the Superintendent to be
                  absent for professional reasons provided such request is made on
                  the authorized leave request form and received in the district office
                  at least ten (10) days before the date on which the proposed leave
                  is to become effective.

     (2)   Professional leave may be granted to educational staff professionals to
           engage in activities which will result in his/her professional benefit or
           advancement including the earning of college credits and degrees, or
           participation in activities which will contribute to his/her professional
           growth or job effectiveness.

           A educational staff professionals may be granted professional leave to
           improve his/her job effectiveness provided such leave is recommended by
           the Superintendent and approved by the Board.

     (3)   Extended professional leave shall be interpreted to be professional leave
           in excess of thirty (30) days. Such leave will be primarily for the benefit of
           the employee and will be initiated by him/her.

     (4)   Extended professional leave shall be without compensation and may be
           granted only by action of the Board upon the recommendation of the
           Superintendent.

     (5)   Professional leave (preschool planning period leave, meetings,
           conferences, and convention leave) will be granted at the discretion of the
           Board and may be with or without compensation.

STATUTORY AUTHORITY:                          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                             1012.66, F.S.

STATE BOARD OF EDUCATION RULE:                6A-1.081

HISTORY:                                      Adopted:             06/17/97
                                              Revision Date(s):    12/03/02
                                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                            6.28* - Temporary Duty
POLICY

     (1)   Any employee may be granted temporary duty, as provided in Section 6A-
           1.084 of State Board of Education Regulations, when officially assigned
           short term professional duties away from the regular job site. Employees
           granted temporary duty shall receive their regular pay and may be allowed
           expenses as provided by law and these regulations. Temporary duty shall
           be considered equal to the regular duties of the individual and employees
           so assigned shall not be classified as being on leave.

     (2)   A request for temporary duty is subject to the approval of the employee's
           immediate supervisor and the Superintendent and shall be received in the
           district office at least three (3) days prior to its effective date, except that
           county staff administrative personnel may be assigned to temporary duty
           at any time by the Superintendent.

     (3)   An employee who plans to be on professional duty out of the district for
           more than twenty-four (24) hours shall file a request for professional leave.

STATUTORY AUTHORITY:                           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                              1001.32, 1001.32, 1001.42 (1),1001.49,
                                               1001.51 (1)-(6) (11)-(24), 1012.27 (7),
                                               1006.08 (8), 1006.21, (10), 1006.28 (9),
                                               F.S. 1012.66, F.S.

STATE BOARD OF EDUCATION RULE:                 6A-1.84

HISTORY:                                       Adopted:              06/17/97
                                               Revision Date(s):     12/03/02
                                               Formerly:
               CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                     6.29* - Teaching Out-of-Field

POLICY

     All teachers shall be certified in-field or be approved by the Board, prior to the
     FTE reporting period for which FTE is to be claimed, to teach out-of-field. The
     Board shall have a plan to assist any teacher teaching out-of-field. Priority
     consideration shall be given to out-of-field teachers.

     The principal shall report to the Superintendent at the beginning of each school
     term, and when a change occurs any time thereafter, any teacher who is
     assigned teaching duties in a class dealing with subject matter that is outside the
     field in which the teacher is certified, outside the field that was the applicant=s
     minor field of study, or outside the field in which the applicant has demonstrated
     sufficient subject area expertise. This report shall show the teacher's name,
     certificate number, type certificate, out-of-field assignment and justification for the
     assignment.

     The employment or assignment of out-of-field teachers may occur when a
     qualified and appropriately certificated teacher is unavailable. Any teacher who
     is employed or assigned out-of-field must be approved by the Board and shall be
     required to satisfy the course credit requirement in State Board of Education Rule
     6A-1.0503 if he/she is appointed in a subsequent school year(s). The deadline
     for earning the six (6) semester hours of college credit in the appropriate field
     and/or the equivalent in in-service points from an approved district add-on
     program shall be submitted one (1) calendar year from the initial date of the out-
     of-field assignment.

     When a teacher is assigned teaching duties outside the field in which the teacher
     is certified, outside the field that was the applicant=s minor field of study, or
     outside the field in which the applicant has demonstrated sufficient subject area
     expertise, the parent or guardians of all students in the class shall be notified in
     writing of such assignment. (F.S. 1012.42)

STATUTORY AUTHORITY:                            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                               1012.42, 1012.42 (2), 1012.55, F.S.

STATE BOARD OF EDUCATION RULE(S):               6A-1.0503

HISTORY:                                        Adopted:              06/17/97
                                                Revision Date(s):     10/16/01, 12/03/02,
                                                                      02/08/05
                                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                        6.291* - Teaching In-Field

POLICY

    In accordance with Florida Statute 1012.42, when a teacher in a Levy County
    District school is assigned teaching duties in a class dealing with subject matter
    that is outside an area of certification specified on his/her valid Florida Educator’s
    Certificate, the following guidelines shall be used to determine sufficient subject
    area expertise to designate the teacher in-field and thereby meeting Levy
    County’s definition for qualified instructional personnel. These guidelines are
    specific to “classroom teachers” and not instructional support personnel such as
    media specialists, guidance counselors, social workers, occupational therapists
    or speech language pathologists.

    (1)    Holds a valid Florida Educator’s Certificate and has a minor in the field in
           which the instruction is provided as shown on the official transcript or as
           verified in writing by the institution in which the hours were awarded, or

    (2)    Holds a valid Florida Educator’s Certificate and has demonstrated
           sufficient subject area expertise in the subject area in which the instruction
           is provided by providing an official score report showing a passing score
           on the subject area exam for the area of instruction, or

    (3)    Holds a valid Florida Educator’s Certificate and provides official score
           report showing a passing score (as set by Florida’s Department of
           Education) on the Praxis/NTE subject area exam taken prior to June 30,
           2002, or

    (4)    Holds a valid Florida Educator’s Certificate and has demonstrated past
           successful experiences in the area of instruction as evidenced by
           satisfactory teacher evaluations and systematic observations, in the out-
           of-field assignment. Such evaluations and observations must have been
           documented in the year(s) preceding the request for in-field designation,
           or

    (5)    Holds a valid Florida Educator’s Certificate and is within six hours of
           completion of specialization requirements for the addition of the subject for
           which instruction is provided.

    (6)    The holder of a valid National Board for Professional Teaching Standards
           Certificate shall be deemed in-field for any subject within the level of the
           certificate. Example: The Guide to National Board Certification states
           “Middle Childhood/Generalist certificate is appropriate for teachers who
           teacher students ages 7-12 and who know the range of the middle grades
           curriculum: language arts, mathematics, science, social studies and
           history, the arts and health.” Therefore, the holder of a Middle
           Childhood/Generalist certificate shall be considered in-field to teach
           middle grades curriculum.
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

     (7)   A holder of a valid Florida Educator’s Certificate who is a native speaker of
           a foreign language or is fluent in, through other means of acquisition, and
           has demonstrated competence as evidenced by evaluation and
           systematic observations in the year(s) preceding the request for in-field
           designation, or holds a valid Florida Educator’s Certificate and has
           successfully been interviewed in the foreign language for which instruction
           is to be provided by the ESOL Coordinator (for Spanish) or an instructional
           staff member appropriately certified in the foreign language for which
           instruction is to be given, shall be considered in-field for foreign language.

     (8)   A holder of a valid Florida Educator’s Certificate in an area of Special
           Education, placed in an area of Special Education requiring a different
           certification, shall be considered in-field based on past-successful
           experience and evidenced by satisfactory evaluation and systematic
           observations in the area of assignment for the year(s) preceding the
           request for in-field designation.

     (9)   A holder of a valid Florida Educator’s Certificate in any academic area and
           the Gifted Endorsement, issued prior to June 30, 2002, shall be
           grandfathered and determined to be in-field for the purpose of providing
           Gifted instruction to the students of Levy County.

     Instructional staff meeting above criteria shall be considered in-field. Therefore,
     notification to parents or guardians and the requirements of Section 6A-1.0503,
     FAC, are not required.

STATUTORY AUTHORITY:            1001.41(2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1012.42, 1012.42 (2), 1012.55, F.S.

HISTORY:                        Adopted:             06/17/97
                                Revision Date(s):    10/16/01, 12/03/02
                                Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                            6.30 - Assessment of Employees
POLICY

    The work of each member of the instructional, educational staff professional,
    supervisory and administrative staff shall be assessed annually.

    (1)   The assessment of teachers shall be based on repeated observations of
          the individual's work by the administrators of the school.            The
          administrators of the school shall complete the standard assessment
          forms and forward one (1) copy to the Superintendent on dates specified
          by him. A copy of each employee’s evaluation report shall be filed in the
          District Personnel Office. The Superintendent may assign county staff
          personnel to assist in the process. The assessment of all employees shall
          be based on observations of the individual’s work by his/her immediate
          supervisor. All annual contract instructional personnel shall be assessed
          at least twice during the school year. All professional service and
          continuing contract personnel shall be assessed once during the school
          year. The Superintendent shall arrange for the assessment of all
          principals, supervisors, and administrative personnel as required by law.
          These assessments will be due in the district office on the dates specified
          by the Superintendent. Nothing in this section shall be construed to grant
          a probationary employee a right to continued employment beyond the
          term of his/her contract. (1012.66 (7))

    (2)   Prior to preparing a written report of the assessment, the individual being
          assessed shall be informed as to the criteria and the procedure to be
          used.

    (3)   The written report of the assessment shall be shown to the employee and
          discussed with him/her by the person who made the assessment no later
          than ten (10) days after the assessment takes place.

    (4)   A final assessment shall be made when the employee leaves the school
          system.

    (5)   An employee may respond to an assessment in the manner provided by
          law or other approved procedures.

    (6)   The assessment file of each individual shall be confidential until the end of
          the school year immediately following the school year in which the
          assessment was made. No assessment prepared before July 1, 1983,
          shall be made public.

    (7)   All aspects of the assessment file of each employee shall be open to
          inspection at all times by Board members, the Superintendent and the
          principal, or their respective designee, in the exercise of their respective
          duties.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION



STATUTORY AUTHORITY:   1001.41(2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:      1012.66 (5), 1012.27 (7), 1012.34, 1008.36 (2), F.S.

HISTORY:               Adopted:            06/17/97
                       Revision Date(s):   11/17/98, 12/03/02
                       Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                        6.31* - Teacher Aides and Volunteers

POLICY

    A teacher aide is any person employed by the Board to assist members of the
    instructional staff in carrying out their instructional or professional duties and
    responsibilities. (1000.01 (23))

    A school volunteer is any nonpaid person who may be appointed by the Board or
    its designee. School volunteers may include, but are not limited to, parents,
    citizens, students, and others who assist the teacher or other members of the
    school staff. (1000.01 (24))

    (1)   The conditions of employment of a teacher aide shall be the same as for
          other educational staff professionals, and in addition, a teacher aide shall
          meet the following requirements:

          (a)    Be at least a high school graduate or shall hold an equivalency
                 diploma recognized by the Florida Department of Education. Upon
                 being recommended for initial employment, each teacher aide
                 applicant must achieve a satisfactory score on a written test of
                 basic mathematics and communication skills developed and
                 administered by the county staff;

          (b)    In accordance with the No Child Left Behind Act instructional aides
                 must:

                 (i)     Hold an associate’s or higher degree; or

                 (ii)    Two (2) years of study at an institution of higher education; or

                 (iii)   A rigorous state or local assessment of knowledge of and
                         the ability to assist in instruction in reading, writing, and
                         mathematics or reading readiness, writing readiness,
                         mathematics readiness;

          (c)    Meet the health requirements established for certified personnel;

          (d)    Shall be at least 18 years of age or the same age required for
                 certified personnel; and

          (e)    Present a complete set of fingerprints upon initial employment and
                 every five (5) years thereafter, taken by a properly trained District
                 employee, and the appropriate processing fee. The fingerprints
                 shall be acceptable for processing by the Florida Department of
                 Law Enforcement and the Federal Bureau of Investigation.

    (2)   It shall be the responsibility of the principal of the school to which the aide
        CHAPTER 6.00 - SCHOOL ADMINISTRATION
      or volunteer is assigned to assure the Board and the Superintendent that
      the teacher aide or volunteer who is assigned responsibility for the safety,
      welfare, and health of pupils possesses a clear understanding of state and
      district rules, policies, and regulations relating to their responsibilities.
      When the aide or volunteer is assigned duties requiring knowledge of
      rules, regulations or policies of a special nature, it is the responsibility of
      the principal and the staff member to who he/she is assigned to ascertain
      in advance that the aide or volunteer possesses the necessary knowledge
      to perform such duties in a proper and reasonable manner.

(3)   It shall be the responsibility of the principal to assure the Board and the
      Superintendent that each teacher aide or volunteer, who at any time is
      expected to assume responsibility for assisting a teacher in promoting
      pupil learning, possesses a clear understanding of all state and district
      instructional practices and policies relevant to a teacher aide's
      responsibilities. When an aide or volunteer is assigned duties requiring
      knowledge of instructional practices and policies of a specialized nature, it
      is the responsibility of the instructional staff member to whom he/she is
      assigned to ascertain in advance that the teacher aide or volunteer
      possesses the necessary knowledge. (6A-1.070(1)(d))

(4)   Each time an aide or volunteer is assigned to assist a staff member whom
      he/she has not assisted before, and each time he/she is assigned a type
      of duty which he/she has not satisfactorily performed, the individual shall
      complete a period of supervised practice. The length of such supervised
      practice may vary depending upon capability and prior experience. A
      record shall be maintained in each school to show the length, nature and
      inclusive dates of each supervised practice assignment for each teacher
      aide or volunteer.

(5)   Teacher aides or volunteers shall not perform any of the following:
      (a)  Establish instructional objectives;

      (b)    Make decisions regarding the relevancy of certain activities or
             procedures to the attainment of instructional objectives;

      (c)    Make decisions regarding the appropriateness of certain teaching
             materials for accomplishing instructional objectives;

      (d)    Make judgments regarding the attainment of instructional objectives
             unless these judgments are based on clear and objective criteria; or

      (e)    Assign or administer punishment. (6A-1.070(2)(a-d), SBER)

(6)   It shall be the responsibility of the principal of a school and of each
      member of the instructional staff who is assisted by a teacher aide or
      volunteer to see that those assigned are consistent with Florida Statutes,
      State Board of Education Regulations, and the provisions of this rule.
      Any member of the instructional staff who willfully and deliberately violates
      the provisions of this rule shall be reported to the Board by the
           CHAPTER 6.00 - SCHOOL ADMINISTRATION


         Superintendent for such action as the Board deems proper.

STATUTORY AUTHORITY:                     1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                        1012.37, 1012.22 (5), F.S.

STATE BOARD OF EDUCATION RULE:           6A-1.070; 6B-1.006
HISTORY:                                 Adopted:           06/17/97
                                         Revision Date(s): 11/17/98, 12/03/02,
                                                            12/02/03, 09/06/05
                                         Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                          6.32 - Pupil Supervision

POLICY

     Proper supervision of a pupil shall be provided while he/she is under the
     immediate control of the school. Supervision of pupils shall be maintained on the
     school grounds, in classrooms, in pupil occupied areas of buildings, on field trips,
     during any extracurricular activity, at school-sponsored functions, and at any
     other school related or sponsored activity. (1003.31) Any member of the
     instructional staff or teacher aide who has responsibility for the supervision of
     pupils in the performance of his/her normal duties or who is assigned duty
     requiring the supervision of pupils and who fails to provide such pupil supervision
     by failing to report for duty or by leaving his/her post of duty without being
     properly relieved of such duty shall be deemed guilty of neglect of duty. Any
     person charged with such neglect of duty shall be subject to suspension from
     duty and termination as provided by law.

STATUTORY AUTHORITY:             1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                1003.31, F.S.

HISTORY:                         Adopted:             06/17/97
                                 Revision Date(s):    12/03/02
                                 Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                  6.33* - Substitute Teachers

POLICY

    (1)   List of Approved Substitutes

          (a)   When a substitute teacher is required, the principal of the school
                shall call a substitute whose name appears on a list of approved
                substitutes. The principal shall endeavor to have one (1) substitute
                teacher continue in service during the entire time of absence of a
                given teacher. A sequence of different substitute teachers should
                be avoided whenever possible.

          (b)   Minimum Qualifications for Substitute Teaching

                1.     High school or GED diploma and a satisfactory score on a
                       written test of basic communications and mathematics skills
                       or

                2.     A valid Florida teacher's certificate at the Bachelor's or
                       higher level will be accepted in lieu of the test requirement.

                3.     Complete an initial orientation / training program and enter
                       training required by Florida Statutes.

          (c)   In order to be placed on the list of approved substitutes and
                prerequisite to any salary payment, a substitute teacher applicant
                shall be recommended by a principal, approved by the Director of
                Personnel, and file applicable documentation from 3.02 of these
                rules in the Personnel Department.

          (d)   In the event of an emergency and no approved substitute is
                available, a temporary substitute not on the approved list may be
                used for a maximum of five (5) days, provided the principal notifies
                the Director of Personnel immediately by phone. This substitute
                may not be used again until the individual qualifies for placement
                on the regular substitute teacher list.

          (e)   A substitute teacher shall be called only when such services are
                needed for a major portion of the school day.

    (2)   Duties of Substitutes

          (a)   A substitute teacher shall be expected to continue the instruction of
                the pupils in the absence of the regular teacher. A person who
                does not maintain an effective instructional program as a substitute
                teacher shall be reported to the Director of Personnel, and action
                shall be taken to remove the person's name from the list of
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
                 approved substitutes. The substitute teacher shall be provided with
                 meaningful lesson plans by the regular teacher.

           (b)   A substitute teacher shall not administer corporal punishment.

           (c)   A substitute teacher shall carry out, so far as possible, the plans of
                 the regular teacher. He/she should leave notes on the day's
                 activities and plans formulated for the next day's work.

           (d)   A substitute teacher's schedule shall include all assignments of the
                 regular teacher for student supervision which occur outside the
                 classroom setting.

     (3)   Salaries

           A substitute teacher shall be paid as provided in the duly adopted salary
           schedule for substitute teachers. A substitute teacher's rate of pay shall
           be effective upon the date of official verification of the degree/level of
           education.

STATUTORY AUTHORITY:           1001.41 (2), 1012.22, 1012.23, F.S.

LAWS IMPLEMENTED:              1012.55, 1012.56, 1012.39, 1012.35, 1012.36,
                               1001.43, 1012.32, F.S.

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    12/03/02, 02/08/05
                               Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                    6.34 - Professional Growth
POLICY

     (1)   Conferences and Meetings

           Personnel shall attend such conferences relating to education as may be
           required by law, the Commissioner of Education, or by the
           Superintendent.

     (2)   Courses of Study

           A teacher enrolled in a course of study leading to improved competency in
           his/her professional role in the district will be excused from school to
           attend class provided that release occurs after children are released from
           school. The individual teacher must secure Professional Leave for this
           purpose in advance of attending such course or courses.

     (3)   Demonstration Lessons and Visitations

           Demonstrations and visitations may be arranged cooperatively by the
           teacher, supervisor, and the principal.

STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1001.41 (2), F.S.

HISTORY:                       Adopted:            06/17/97
                               Revision Date(s):   12/03/02
                               Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                          6.35 - Home Visitation
POLICY

     Home visitation may be counted as part of the school day when such visitation is
     planned with the principal's approval. The teacher is encouraged to visit the
     homes of as many of his/her pupils as feasible during the school year.

STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              1001.41 (2), F.S.

HISTORY:                       Adopted:            06/17/97
                               Revision Date(s):   12/03/02
                               Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                        6.36 - Employee Experience for Salary Purposes

POLICY

    Salary payments for all employees shall be made in accordance with the salary
    schedule adopted by the Board.

    (1)   All years in the public school system of Florida, including the service set
          forth in Florida Statutes and requirements in 1012.22 (5) (c) Florida
          Statutes, shall be counted as teaching experience for salary purposes
          under the salary schedule. Each year of service shall meet the criteria for
          a year of service as prescribed by law and these regulations.

    (2)   Any member of the instructional staff shall be given credit for prior
          teaching experience outside of Florida to include the public schools,
          special state-supported schools, state colleges and universities, state-
          supported community or junior colleges, and schools and colleges
          sponsored by the Federal Government and the possessions of the United
          States. Experience credit may not exceed the limits established by the
          Board or the terms of an applicable ratified collective bargaining
          agreement.

    (3)   A teacher employed in a vocational or technical field may receive credit for
          full-time work experience as determined by the Director of Personnel;
          provided, that such work experience is closely related and applicable to
          the subject to be taught; provided further, that such credit shall not exceed
          the salary schedule adopted by the Board. One year or a major fraction of
          a year shall be determined to be a year of experience for salary purposes
          only.

    (4)   Non-degreed teachers of vocational education in the areas of agriculture,
          business, health occupations, home economics, industrial, marketing, and
          public service shall meet the following qualifications:

          (a)    A high school diploma or its equivalent;

          (b)    Six (6) years of full-time successful occupational experience in the
                 teaching specialization area gained as a wage earner after the age
                 of 16; or

          (c)    Bachelor’s degree from an accredited institution and verification of
                 two (2) years of full-time occupational experience or the equivalent
                 in part-time experience; or

          (d)    Associate of art or science degree from an accredited institution
                 and verification of four (4) years of full-time occupational
                 experience or the equivalent in part-time experience; or
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
           (e)   Successful completion of a vocational or technical institution
                 program of study and verification of four (4) years of full-time
                 occupational experience or the equivalent in part-time experience.

     (5)   Experience verification shall be provided on business stationery by former
           employers or by a notarized affidavit(s) and shall specify the dates of
           employment, job titles, and full-time or part-time employment. For part-
           time employment, the number of hours worked per week shall be included.
           For self-employment, experience in a family owned business, or
           experience at a firm no longer in business, experience shall be verified by
           an individual knowledgeable of the applicant's service. Verification shall
           not be accepted from the applicant or family members.

     (6)   Florida non-public school teaching experience shall be credited; provided
           the school is registered under 1002.42, F.S. and is accredited by the
           Southern Association of Colleges and Schools (SACS) or the Florida
           Association of Non-Public Schools.

     (7)   No credit for substitute or part-time teaching shall be allowed unless the
           service was rendered under contract in excess of one-half the days or
           hours required for a year of service in a full-time position.

     (8)   Instructional personnel will be paid according to their highest degree
           earned in accordance with the Master Contract.

     (9)   Experience credit for school related employees shall be based on the
           terms of a negotiated agreement. In the absence of a certified bargaining
           agent, experience credit shall be as established by the Board.




STATUTORY AUTHORITY:                         1001.42 1001.42, (17), 1012.33(3)(g)
                                             F.S.

LAWS IMPLEMENTED:                            1012.22 (5), 1012.55, 1012.39, 1012.35,
                                             1012.36, 1011.60 (3) (5), F.S.

STATE BOARD OF EDUCATION RULE:               6A-1.052; 6A-1.0503

HISTORY:                                     Adopted:            06/17/97
                                             Revision Date(s):   10/17/00, 10/16/01,
                                                                 12/03/02, 08/04/09,
                                                                 09/22/09
                                             Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                             6.37 - Employee Personnel Files

POLICY

     The personnel files of instructional employees shall be maintained in accordance
     with the provisions of Chapter 1012.31 and 119.07, F.S. A copy of the Levy
     County Personnel File Procedures is available in the district office.

STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:              112.08(7), 1012.31, F.S.

HISTORY:                       Adopted:            06/17/97
                               Revision Date(s):   12/03/02
                               Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                            6.38 - Prohibition of Harassment

POLICY

    The School Board of Levy County forbids harassment in any form, whether by an
    administrator, teacher, any other adult, or any student on school property, or at
    any school-related activity. This includes harassment on the basis of race,
    national origin, disability, sex, religion, age, and sexual harassment.

    (1)   Harassment is defined as inappropriate treatment of other persons
          because of race, national origin, or disability, when:

          (a)    Such conduct is made explicitly or covertly.

          (b)    Such conduct has the purpose or effect of unreasonably interfering
                 with the institution’s climate or culture.

          (c)    Such conduct creates an intimidating, hostile, or offensive
                 environment.

    (2)   Examples of harassment may include, but not be limited to the following
          behaviors:

          (a)    Unsolicited comments, whether directed to the victim or made
                 about the victim, whether in the presence of the victim or not ( i.e.
                 jokes, slurs, vulgar language, derogatory comments or derogatory
                 materials).

          (b)    Any other discriminatory actions.

    (3)   Definition of Sexual Harassment

          Sexual harassment is defined as unwelcome sexual advances, requests
          for sexual favors, and other inappropriate oral, written or physical conduct
          of a sexual nature when:

          (a)    Such conduct is made either explicitly a term or condition of an
                 individual's employment;

          (b)    Submission to or rejection of such conduct by an individual is used
                 as the basis for employment decisions affecting such individual; or

          (c)    Such conduct has the purpose or effect of unreasonably interfering
                 with an individual's work performance or creating an intimidating
                 hostile or offensive working environment.

    (4)   Examples of Sexual Misconduct Behaviors

          Sexual harassment as defined above may include but is not limited to the
        CHAPTER 6.00 - SCHOOL ADMINISTRATION
      following behaviors:

      (a)   Staring or leering with sexual overtones;

      (b)   Spreading sexual gossip, whether true or not;

      (c)   Unwanted sexual comments, whether directed to the victim or
            made about the victim, whether in the presence of the victim or not
            (i.e., jokes, slurs, vulgar language and sexually derogatory
            comments, and pornographic materials);

      (d)   Pressure for sexual activity; or

      (e)   Any unwanted physical contact of a sexual nature (i.e., "pats" or
            physical touching).

      Sexual harassment does not refer to occasional compliments or welcomed
      interactions of a socially acceptable nature.

(5)   Prohibition of Harassment

      (a)   The above listed behaviors will not be tolerated and will render the
            employee guilty of such behavior subject to disciplinary action as
            described below:

            1.     Participation in one or more sessions on the problems of
                   harassment in our culture and in our school;

            2.     Apology to the victim;

            3.     Research or other academic work on the topic of
                   harassment;

            4.     Transfer away from the victim of the harassment;

            5.     Further counseling or referral to employee assistance
                   program;

            6.     Suspension with pay;

            7.     Suspension without pay;

            8.     Return to annual contract status;

            9.     Termination;

            10.    Referral to Professional Practices Services Commission; or

            11.    Referral to local law enforcement;
        CHAPTER 6.00 - SCHOOL ADMINISTRATION


      (b)   The nature of the discipline shall be determined by the
            Superintendent or his/her designee, and shall be based upon the
            nature and degree of the offense.

      (c)   Students who engage in such conduct shall be subjected to
            disciplinary action as described below:

            1.     Participation in one or more sessions on the problem of
                   harassment in our culture and in our school;

            2.     Apology to the victim;

            3.     Research or other academic work on the topic of
                   harassment;

            4.     Further counseling, if indicated;
            5.     Detention;

            6.     Suspension;

            7.     Expulsion; or

            8.     Referral to local law enforcement.

      (d)   The nature of the discipline shall be determined by the principal,
            and shall be based upon the nature and degree of the offense.

      (e)   Any occasion of harassment by any other person or persons shall
            result in the immediate removal of such person from any school
            facility, and may result in the banning of such person from any
            other school facility or activity for such period of time as the
            Superintendent may feel is warranted by the nature and degree of
            the harassment. Such occasion of harassment shall also be
            reported to the appropriate law enforcement agency.

(6)   Procedures

      (a)   The Director of Personnel shall be the District's contact person for
            all matters dealing with harassment. The name, address, and
            telephone number of this person shall be made available
            throughout all school facilities, whether schools, administrative
            offices, maintenance facilities or otherwise.

      (b)   Any person who alleges harassment by any staff member or
            student of the Levy County School System may use the District's
            grievance procedures and contact the Director of Personnel, or
            may report such actions to any teacher, principal, administrator, or
            other responsible person within the school site where the action
             CHAPTER 6.00 - SCHOOL ADMINISTRATION


               occurred.

      (c)      Filing a complaint of harassment will not reflect upon the
               individual's status, future employment, work assignments, future
               grades or extracurricular activities.

       (d)     All complaints of harassment shall be reported to the Director of
               Personnel and investigated as promptly as practicable.

       (e)     The rights to confidentiality, both of the complainant and of the
               accused, will be respected, consistent with the Board's legal
               obligations and with the necessity to investigate allegation of
               misconduct and take corrective action when this conduct has
               occurred.

       (f)     In determining whether alleged conduct constitutes harassment, the
               totality of the circumstances, the nature of conduct, and the context
               in which the alleged conduct occurred will be investigated. The
               Superintendent or designee, Principal or Director of Personnel has
               the responsibility of investigating and resolving complaints of
               harassment.

       (g)     A substantiated charge against a School Board employee shall
               subject such employee to disciplinary action, including but not
               limited to warning, suspension or termination, subject to applicable
               procedural requirements.

       (h)     A substantiated charge against a student shall subject that student
               to disciplinary action, including but not limited to suspension or
               expulsion, consistent with the Code of Student Conduct.

       (i)     All decisions on discipline arising from harassment shall be
               reviewed and approved by the Superintendent and the Director of
               Personnel to ensure uniformity within the District.

       (j)     Copies of records on all complaints of harassment, including the
               results of the investigation, the findings as to the charge, and the
               action taken as a result of the complaint shall be maintained in the
               office of the Director of Personnel.

(7)    Educational Activities and In-Service Training

       The Director of Personnel, in conjunction with the district staff, guidance
       counselors and social workers shall develop educational and in-service
       training sessions dealing with the problem of harassment in our culture
       and in our schools, and shall accumulate and circulate materials for
       inclusion in educational training activities within the school sites and other
       facilities within the district.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

     (8)   It is the responsibility of any employee to promptly report any occurrence
           of alleged harassment.



STATUTORY AUTHORITY:           1001.41 (1) (2), 1001.42 (17), 1012.23, F.S.

LAWS IMPLEMENTED:              1000.05, 1012.22 (5), 1012.22 (5), F.S. 760.01 Et.
                               Seq.

HISTORY:                       Adopted:            06/17/97
                               Revision Date(s):   10/16/01, 12/03/02, 09/06/05
                               Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                6.381 - Child Abuse Reporting

POLICY

     The School Board of Levy County forbids child abuse in any form, whether by an
     administrator, teacher, any other adult, or any student on school property, or at
     any school-related activity.

     (1)   Child Abuse

           (a)    All employees have an affirmative duty to report all cases of actual
                  or suspected cases of child abuse or neglect, and shall have
                  immunity from liability if they report such cases in good faith.
                  (1006.061 (1))

           (b)    The failure of an employee to report suspected cases of child
                  abuse shall subject the employee to disciplinary measures.

           (c)    This rule shall not apply to any legitimate action arising from any
                  legal relationship which may exist between students and
                  employees.


STATUTORY AUTHORITY:            1001.41 (1) (2), 1001.42 (17), 1012.23, F.S.

LAWS IMPLEMENTED:               1000.05, 1001.41 (5), 1012.22 (5), F.S. 760.01 Et.
                                Seq.

HISTORY:                        Adopted:            06/17/97
                                Revision Date(s):   10/16/01, 12/03/02
                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                               6.39 - Discrimination
POLICY

    The School Board of Levy County forbids discrimination in any form on the basis
    of race, color, sex, religion, age, disability, or national origin whether by an
    administrator, teacher, any other adult, or any student on school property or at
    any school-related activity except as provided by law.

    (1)   Description of Discrimination

          Students enrolled in the Levy County Schools, agents or employees of the
          School Board, acting within the scope of his/her official duties, who have
          treated individuals differently on the basis of race, color, sex, religion, age,
          disability, or national origin in the context of an educational program or
          activity without a legitimate, nondiscriminatory reason, so as to limit the
          ability of the student to participate in or benefit from the services, activities,
          or privileges (i.e., harassing conduct -- physical, verbal, graphic, or written)
          that is sufficiently severe, pervasive, or persistent so as to interfere with or
          limit the ability of an individual to participate in or benefit from services,
          activities, or privileges provided by the School Board.

    (2)   Equal employment opportunities shall be provided to all applicants and
          employees with regard to recruitment, selection, and assignment of
          personnel; and under all employment conditions (i.e., promotion,
          discharge, salary, fringe benefits, job training, job classifications,
          employment qualifications and criteria, etc.) Without regards to race, color,
          religion, sex, age, disability, marital status, or national origin, except as
          provided by law.

    (3)   The School Board shall comply with the Americans With Disabilities Act of
          1990 (ADA). Reasonable accommodations shall be provided that will not
          impose undue hardship to the school or district.

    (4)   Procedures

          (a)    The Director of Personnel shall be the District's contact person for
                 all matters dealing with discrimination. The name, address, and
                 telephone number of this person shall be made available
                 throughout all school facilities, whether schools, administrative
                 offices, maintenance facilities or otherwise.

          (b)    Any person who alleges discrimination by any staff member or
                 student of the Levy County School System may use the District's
                 grievance procedures and contact the Director of Personnel, or
                 may report such actions to any teacher, principal, administrator, or
                 other responsible person within the school site where the action
                 occurred.
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
      (c)     Filing a complaint of discrimination will not reflect upon the
              individual's status, future employment, work assignments, future
              grades or extracurricular activities.

      (d)     All complaints of discrimination shall be reported to the Director of
              Personnel and investigated as promptly as practicable.

      (e)     The rights to confidentiality, both of the complainant and of the
              accused, will be respected, consistent with the Board's legal
              obligations and with the necessity to investigate allegation of
              misconduct and take corrective action when this conduct has
              occurred.

      (f)     In determining whether alleged conduct constitutes discrimination,
              the totality of the circumstances, the nature of conduct, and the
              context in which the alleged conduct occurred will be investigated.
              The Superintendent or designee, Principal, Director of Personnel,
              or Equity Coordinator has the responsibility of investigating and
              resolving complaints of discrimination.

      (g)     A substantiated charge against a School Board employee shall
              subject such employee to disciplinary action, including but not
              limited to warning, suspension or termination, subject to applicable
              procedural requirements.

      (h)     A substantiated charge against a student shall subject that student
              to disciplinary action, including but not limited to suspension or
              expulsion, consistent with the Code of Student Conduct.

      (i)     All decisions on discipline arising from discrimination shall be
              reviewed and approved by the Superintendent, Director of
              Personnel, and Equity Coordinator to ensure uniformity within the
              District.

      (j)     Copies of records on all complaints of discrimination, including the
              results of the investigation, the findings as to the charge, and the
              action taken as a result of the complaint, shall be maintained in the
              office of the Director of Personnel.

(5)   Educational Activities and In-Service Training

      The Director of Personnel, in conjunction with the district staff, guidance
      counselors and social workers shall develop educational and in-service
      training sessions dealing with the problem of discrimination in our culture
      and in our schools, and shall accumulate and circulate materials for
      inclusion in educational training activities within the school sites and other
      facilities within the district.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION


STATUTORY AUTHORITY:             1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                1000.05, 1012.22 (5), F.S.,
                                 34CFR200.43(c), P.L. 201.44, Code of
                                 Federal Register

STATE BOARD OF EDUCATION RULE:   6A-19.008, FAC; 6A-19.001; 6A-19.009

HISTORY:                         Adopted:            06/17/97
                                 Revision Date(s):   12/03/02
                                 Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                    6.40* - Records and Reports
POLICY

     All employees of the Board shall faithfully and accurately keep such records and
     make such reports as may be required by law, State Board of Education
     Regulations, and Regulations of the Board or as the Superintendent may deem
     necessary for the effective administration of the school system. (1001.51 (13) (a))
     Such records shall include pupil attendance, property inventory, school funds,
     and other types of information.

     Reports shall be submitted on forms prescribed for such purposes at designated
     intervals or on specified dates. All such reports shall be made by the designated
     time. The Superintendent shall withhold any warrant or warrants until the
     required report is submitted in an acceptable form.



STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1001.42 (11), 1012.53, F.S.

HISTORY:                        Adopted:             06/17/97
                                Revision Date(s):    12/03/02
                                Formerly:
                CHAPTER 6.00 - SCHOOL ADMINISTRATION

   6.41 - Telephone Calls, Electronic Communications and Facsimiles

POLICY

    District communication equipment shall be used for designated purposes and
    shall not be used for personal or nonschool purposes.

     (1)   An employee shall not make a personal long distance call or send a
           facsimile or other electronic transmission at School Board expense. An
           employee who violates this rule shall be required to pay for the call or
           facsimile. Such action shall be reported to the Superintendent at the
           principal=s or District department head=s discretion.

    (2)    All long distance telephone calls, facsimiles, or other electronic
           transmissions that relate to extracurricular activities of the school,
           including athletics, shall be paid from the school=s internal funds collected
           for the specific activity.

    (3)    Prior authorization for all long distance calls and facsimiles shall be given
           by the principal or District department head.

    (4)    Any long distance telephone call made by a School Board member which
           is charged to the District Office shall be paid by the School Board,
           provided the purpose of the call was to conduct School Board business.

    (5)    The principal or District department head shall review telephone and
           facsimile bills and shall refer excessive or questionable bills to the
           Superintendent or designee for consideration.

    (6)    Every employee shall comply with the guidelines as stated in the
           Acceptable Use of Telecommunications and Networks Terms and
           Conditions for the School Board of Levy County.

    (7)    Employee use of District cell telephones shall be to the extent possible,
           limited to business use only. The District shall be reimbursed for any
           personal calls made by the employee. Procedures for implementing this
           provision shall be developed by the Superintendent.

           a)     Employees provided with a cellular telephone shall sign an
                  agreement outlining the purpose and limitations of usage.

           b)     Each employee assigned a cellular telephone will be responsible
                  for signing a copy of the monthly statement. Prior to signing the
                  monthly statement, employees will identify all calls made of
                  personal nature. A copy of each statement of the employee will be
                  kept on file in the Finance Department.

           c)     The employee will reimburse the District the rate of .07 cents per
                CHAPTER 6.00 - SCHOOL ADMINISTRATION
                  minute for all personal calls.

           d)     According to the Internal Revenue Service Code, cellular
                  telephones are considered “listed property” which lends them to
                  personal use.    The School Board of Levy County Finance
                  Department shall ensure compliance with all Internal Revenue
                  Service requirements for the implementation of this policy.




STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1001.42 (10), F.S.

HISTORY:                        Adopted:             06/17/97
                                Revision Date(s):    12/03/02, 6/17/2008
                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                                   6.42 - Physical Examinations

POLICY

     (1)   The employee, at the expense of the Board, shall, upon request of the
           Board at any time during the school term, submit to a physical,
           psychological and/or psychiatric examination by a qualified physician or
           physicians to be selected by the employee from a list containing of not
           less than three (3) names approved by the Board when, in the School
           Board=s judgment, such an examination is relevant to the teaching
           performance or employment status of a School Board employee. The
           employee shall allow the report of the physician or physicians to be
           submitted to the Board, with a copy being forwarded to the employee.

     (2)   Where necessary, to determine whether to continue the services of an
           employee, the Board reserves the right to require a physical or psychiatric
           examination by a qualified physician or psychiatrist to be chosen by the
           employee from a list of doctors approved by the Board. In the event such
           medical examination is required, the Board will pay all costs.

STATUTORY AUTHORITY:           1001.41 (2), 1001.42 (17), 1012.23, F.S.

LAWS IMPLEMENTED:              1001.31, F.S.

HISTORY:                       Adopted:             06/17/97
                               Revision Date(s):    10/16/01, 12/03/02
                               Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

   6.43 - Aids, Communicable Diseases, Environmental Hazards, and
                                            Bloodborne Pathogens

POLICY

    The district School Board prohibits discrimination against any employee with a
    disability. However, it is the School Board’s intent to protect employees and
    students from exposure to infectious diseases, to risks occasioned by infectious
    diseases, and to provide reasonable accommodations to infected School Board
    employees when requested that does not impose undue hardships.

    When it comes to the attention of the school administration that medical
    documentation exists indicating an employee is infected with a serious
    communicable disease, these procedures shall be followed:

    (1)   The Levy County Medical Evaluation Committee for employees shall
          consist of, but not be limited to, the employee (if the employee so
          chooses), the employee's physician, a representative of the bargaining
          unit (if requested by the employee) the County Public Health Coordinator,
          a senior school administrator, and the School Board Attorney. No
          personally identifiable information shall be made available to the
          Committee.

    (2)   The Committee shall make recommendations to the Superintendent
          regarding the safety and welfare of the employee, as well as that of other
          employees and students.

    (3)   The condition of the employee shall be assessed weekly by a
          representative of the Health Department, and additional meetings of the
          full committee may be convened upon request of the Health Department.

    (4)   The Superintendent shall review the recommendations of the Committee
          and make a final decision in the matter.

    (5)   All information regarding such matters shall be held in strict confidence
          and released only to those who have a legitimate need-to-know.

    (6)   The Board shall adopt appropriate procedures and guidelines consistent
          with federal and state regulations regarding the training and methods of
          handling and ameliorating the potential risks of exposure to bloodborne
          pathogens, other communicable diseases, and environmental hazards,
          such as asbestos, lead in drinking water, and radon gas.

STATUTORY AUTHORITY:          1001.41 (2), 1001.42 (17), 1013.12, 440.56, F.S.
LAWS IMPLEMENTED:             1012.27 (7), 1012.66, 1012.61, F.S.
HISTORY:                      Adopted:           06/17/97
                              Revision Date(s): 10/16/01, 12/03/02
                              Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION



                                    6.44 - Alcohol and Drug-Free Workplace

POLICY

    No employee shall possess, consume, sell, or be under the influence of alcoholic
    beverages on the job or in the work place. Alcoholic beverages in any form are
    barred from all school property, buildings, and functions sponsored by the public
    schools of the Levy County School System.

    "Work place" is defined to mean any site for the performance of work done in
    connection with employment. This includes any building on School Board
    property, any vehicle used to transport students to and from school, and any
    school sponsored curricular or extracurricular activity, event or function, on or off
    School Board property where students are under the jurisdiction of the Board.

    (1)    All principals and administrators are hereby directed to advise any
           employee/person entering upon the property or in the buildings of the
           school, or entering or being present at any school function sponsored and
           controlled by the school, having in his/her possession alcoholic
           beverages, to leave the premises immediately.

           The principal of the school shall designate school personnel to carry out
           this function at school events and to advise any person having in his/her
           possession an alcoholic beverage to leave the premises.

    (2)    Any person having purchased an admission ticket to a school event shall
           forfeit his/her rights under this policy by having an alcoholic beverage in
           his/her possession at the event.

    (3)    Any person so advised who fails to leave the premises or who, after
           having left the premises, shall return to the premises in possession of an
           alcoholic beverage shall be deemed a trespasser after notice and police
           shall be summoned to arrest the trespasser. School personnel who give
           notice to the trespasser shall sign an affidavit for the offense of trespass
           after notice.

    (4)    An act by an employee of the Levy County School System in violation of
           this rule shall be considered an act of personal conduct by the employee
           which seriously affects his/her effectiveness as a school employee, and
           he/she shall be subject to such discipline as the Levy County School
           System shall determine under the provisions of Florida Statutes.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION




STATUTORY AUTHORITY:   1001.41 (2), 1012.22 (5) (g), 1001.42 (17), 1012.27
                       (7), 1012.23, 893.01, F.S.

LAWS IMPLEMENTED:      1001.41 (5), 440.102, F.S.
                       Drug Free Workplace Act of 1988; 34 CFR Part 85,
                       Subpart F

HISTORY:               Adopted:            06/17/97
                       Revision Date(s):   11/17/98, 12/03/02
                       Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

                                   6.45 - Drugs and Controlled Substances

POLICY

    (1)   Controlled substances enumerated in Ch. 893, F.S. are barred from all
          school property, buildings, and functions sponsored by the public schools
          in the Levy County School System, except as provided below.

          A student or employee may possess a controlled substance only when the
          individual is a patient of a licensed, practicing physician and has come into
          possession of the controlled substance by prescription ordered by the
          practitioner and prepared by a licensed pharmacist in its original container.

    (2)   The possession of a controlled substance in any form by any person other
          than as noted in (1) above shall be considered prima facie evidence of a
          violation of this rule and of those acts prohibited by Chapter 893, Florida
          Statutes.

    (3)   The Board shall cause the following notice to be posted in conspicuous
          places on all school sites:

                                 DRUG FREE
                                SCHOOL ZONE

                            Minimum 3 years in prison.
                         To sell, purchase, manufacture
                         or deliver or possess with intent
                           to sell any illegal drug within
                                 1000' of a school.
                                Florida Statute 893

    (4)   No employee or student shall manufacture, distribute, dispense, possess,
          or use on or in the work place, any intoxicating or auditory, visual,
          hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other
          controlled substance, as defined by Federal Law or Florida Statutes Ch.
          893, or any counterfeit of such drugs or substances, all being collectively
          referred to as drugs except as provided in Subsection (1) above.

    (5)   "Work place" is defined to mean any site for the performance of work done
          in connection with employment. This includes any building on School
          Board property, any vehicle used to transport students to and from school,
          and any school-sponsored curricular or extracurricular activity, event or
          function, on or off School Board property where students are under the
          jurisdiction of the Board.

    (6)   Verification of the conviction of any applicant of charges enumerated in
          Subsection (2). above or any criminal charge which would be cause for
          termination will disqualify the applicant from further consideration for
         CHAPTER 6.00 - SCHOOL ADMINISTRATION
       employment.

(7)    Any employee charged with violating the provisions of this rule shall be
       subject to suspension with pay by the Superintendent pending an
       investigation of the charges by the Board.          If the charges are
       substantiated, the Board shall take such action as it deems to be in the
       best public interest. Such action shall include but not be limited to
       disciplinary action up to and including termination, or requiring the
       employee to participate satisfactorily in a drug abuse assistance or
       rehabilitation program approved by appropriate agencies.

(8)    The principal of any school may notify the Superintendent and parent or
       guardian if he/she has reasonable cause to believe that a student is in
       violation of this rule. In addition, law enforcement officials shall be notified
       of any student found to be in possession of drug paraphernalia or
       substantial quantities of drugs or alcohol. Depending upon the age and
       classification of the student, the circumstances surrounding the infraction,
       and the severity of the offense, a student shall be subject to a minimum
       penalty of three (3) days suspension from school to a maximum of
       expulsion from the Levy County Schools by the Board.

(9)    A principal or his/her designee may search a student's locker or other
       storage area if he/she has reasonable suspicion that a prohibited or
       illegally possessed substance or object is contained in the locker or
       storage area. (1006.09 (9))

(10)   The Board shall cause to be posted in each public school in a place
       readily seen by students, a notice that student lockers or other storage
       areas are subject to search, upon reasonable suspicion, for prohibited or
       illegally possessed substances or objects. (1006.09 (9)) Metal detectors
       or specially trained animals may be used in the course of a search.
       (1006.09 (9))

(11)   The Superintendent shall take such action as required by law upon receipt
       of information or evidence that any student or employee has violated the
       provisions of this rule or Chapter 893, F.S.

(12)   All Board employees shall be exempt from civil liability when reporting in
       good faith to the proper school authority suspected unlawful uses,
       possessions, or sales of drugs on campus by anyone. Only a principal or
       his/her designee shall contact a parent or guardian regarding suspected
       student drug abuse. (1006.09 (8))

(13)   The Board shall make a good faith effort to continue to maintain a drug-
       free work place through the implementation of this rule.
           CHAPTER 6.00 - SCHOOL ADMINISTRATION

STATUTORY AUTHORITY:   1001.41 (2), 1012.22 (5) (g), 1001.42 (17), 1006.28
                       (7), 1012.23, 893.01, F.S.

LAWS IMPLEMENTED:      1001.41 (5), 440.102, F.S.

HISTORY:               Adopted:            06/17/97
                       Revision Date(s):   11/17/98, 12/03/02
                       Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

     6.46 - Pre-Employment Reasonable Suspicion Drug and Alcohol
                                                         Testing

POLICY

    (1)   Purpose

          The intent of this policy is to eliminate/deter substance abuse and its
          effects in the workplace. While the School Board of Levy County has no
          intention of intruding into the private lives of its employees or future
          employees, involvement with drugs and alcohol off the job can take its toll
          on the job performance, employee, and student safety. Our concern is
          that employees are in a condition to perform their duties safely and
          efficiently, in the interest of their fellow workers and the public as well as
          themselves. The presence of drugs and alcohol on the job, and the
          influence of these substances on the employee during working hours, are
          inconsistent with this objective.

          In recognition of the public service responsibilities entrusted to the
          employees of the School Board of Levy County, and that drug and alcohol
          abuse can hinder a person's ability to perform duties safely and effectively,
          the following policy against drug and alcohol abuse is hereby adopted by
          the School Board of Levy County. This policy applies to all employees.
          This policy applies to alcohol and to all substances, drugs, or medications,
          legal or illegal which could impair an employee's ability to effectively and
          safely perform the functions of the job.

          This policy provides guidelines for the detection and deterrence of alcohol
          and drug use. To that end, the School Board of Levy County will act to
          eliminate any substance abuse (alcohol, illegal drugs, prescription drugs
          or any other substance which could impair an employee's ability to safely
          and effectively perform the functions of the particular job) which increases
          the potential for accidents, absenteeism, substandard performance, poor
          employee morale or damage to the School Board's reputation. All persons
          covered by this policy should be aware that violations of the policy may
          result in disciplinary action up to and including, termination.

    (2)   Definitions

          (a)    Prohibited Substances or Drugs

                 Any illegal drug or substance as identified in Schedules I through V
                 of Section 202 of the Controlled Substance Act and as further
                 defined by 21 Code of Regulations (CFR) 1300.11 through
                 1300.15.      This includes, but is not limited to, marijuana,
                 amphetamines, opiates, phencyclidine (PCP), and cocaine. Illegal
                 use includes use of any illegal drug, misuse of legally prescribed or
                 obtained prescription/non-prescription drugs.
        CHAPTER 6.00 - SCHOOL ADMINISTRATION

      (b)   Alcohol

            Alcohol use is the consumption of any beverage, mixture, or
            preparation including any medication or product containing alcohol.

      (c)   Positive Results

            A positive alcohol or drug test shall be defined in accordance with
            the positive criteria in the Omnibus Transportation Employee
            Testing Act of 1991, Federal Highway Administration (FHWA)
            Regulations, 49 CFR, Parts 40 and 382, et al, and F.S. 440.101
            and 440.102 including subsequent revisions or additions.

            A positive result is a violation of this policy.

      (d)   Collection Site (a School Board approved collection site)

            The School Board will not accept results from any laboratory or
            collection site that is not on its approved list.

(3)   Pre-Employment Testing

      Pre-employment drug screening will be required of all applicants
      recommended for employment prior to being awarded employment with
      the School Board of Levy County as of January 1, 2002.

      (a)   Applicants will be referred to a School Board contracted certified
            collection site. The School Board will not accept results from any
            laboratory or collection site that is not on its approved contract list.

      (b)   It will be the responsibility of the School Board of Levy County to
            pay for any and all costs related to these tests.

      (c)   A positive result from a drug or alcohol analysis will result in the
            applicant not being hired. However, consideration will be given if
            the applicant can produce verification from the prescribing
            physician of a valid, current prescription for the drug identified in the
            drug screen, and that the drug will in no way impair their job
            function.

      (d)   Within five (5) working days after receiving notice of a positive
            confirmed test result, the applicant shall be allowed to submit
            information explaining or contesting the test results.       If the
            applicant’s explanation is unsatisfactory, the Personnel Department
            shall provide a written explanation as to why, along with a copy of
            the report of positive results, within fifteen (15) working days of
            receipt of explanation or challenge. All such documentation shall
            be kept confidential by the School Board and shall be retained for
            at least one (1) year.
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

      (e)     In the absence of a valid current prescription, or the ability to
              provide evidence to satisfactorily explain the test results, applicants
              testing positive will not be eligible for employment with the School
              Board of Levy County for one (1) year from the date the drug
              screen results are received by the Board.

      (f)     Refusal to submit to a drug and alcohol screening will be grounds
              to refuse to hire the applicant.

(4)   Reasonable Suspicion

      Administrative personnel may request that an employee submit to a drug
      or alcohol test when he / she has a reasonable suspicion that an
      employee is intoxicated or under the influence of drugs or alcohol while on
      the job. Where there is reasonable suspicion that the employee is under
      the influence of alcohol or drugs, the administrator should arrange for the
      employee to be safely transported to a Board approved collection site or
      home.

      (a)     Reasonable suspicion is a belief based on objective facts sufficient
              to lead a reasonably prudent administrator to suspect that an
              employee is under the influence of drugs or alcohol so that the
              employee's ability to perform the functions of the job is impaired or
              so that the employee's ability to perform his/her job safely is
              reduced.

      (b)     Reasonable suspicion includes, but is not limited to, the following
              examples:

              1.     Slurred speech

              2.     Alcohol odor on breath

              3.     Unsteady walking and movement

              4.     An accident involving Board property or employees

              5.     Physical altercation

              6.     Verbal altercation

              7.     Unusual behavior

              8.     Possession of alcohol or drugs

              9.     Information obtained from a reliable person with personal
                     knowledge

      (c)     Any administrator requesting an employee to submit to a drug or
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
              alcohol test shall document in writing the facts constituting
              reasonable suspicion.

      (d)     Any administrator encountering an employee who refuses an order
              to submit to a drug or alcohol analysis upon request shall remind
              the employee of the requirements and disciplinary consequences of
              this policy.

      (e)     Administrators shall not physically search the person of employees,
              nor shall they search the personal possession of employees without
              the freely given written consent of, and in the presence of, the
              employee.

      (f)     Administrators shall notify the Superintendent or his/her designee
              when they have reasonable suspicion to believe that an employee
              may have illegal drugs in his/her possession or in an area not jointly
              or fully controlled by the School Board. If the Superintendent or
              his/her designee concurs that there is reasonable suspicion of
              illegal drug possession, he/she shall notify the appropriate law
              enforcement agency.

      (g)     The required observations for alcohol and/or controlled substance
              reasonable suspicion testing shall be made by a supervisor or
              designee who has been trained for at least sixty (60) minutes on
              alcohol misuse and an additional sixty (60) minutes on controlled
              substance misuse.

      (h)     The School Board will assume the cost of testing for reasonable
              suspicion.

(5)   Disciplinary Action

      (a)     A positive test (which is a confirmed violation of this policy) will
              result in the immediate removal from duty and the recommendation
              for termination of employment.

      (b)     Any employee who questions the results of a required drug test set
              forth in this policy may request that a test of the split sample be
              conducted. This test may be conducted at the same or a different
              approved testing laboratory. If the split sample is negative, no
              disciplinary action will be taken.
              When an employee requests a split sample to be tested and the
              results are negative, the School Board of Levy County will pay for
              the cost of the split sampling test. If the results are still positive on
              a split sample test, the employee shall be responsible for the cost.

      (c)     Failure of the employee to submit to any required drug or alcohol
              test is considered a positive test result.

      (d)     All termination proceedings shall follow due process.
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

      (e)      If a drug or alcohol analysis has a negative result the Director of
               Personnel will notify the employee as soon as possible and provide
               the employee with a copy of the result and a written statement that
               he/she is deemed not to have engaged in substance abuse on the
               job, and all records of the incident controlled by or known to the
               Director of Personnel will be noted accordingly. The split sample
               shall not be analyzed except pursuant to the request of the
               employee.

      (f)      When the Medical Review Officer (MRO) reports a positive drug or
               alcohol analysis, the Director of Personnel will notify the employee
               as soon as possible and provide the employee with a copy of the
               analysis results and recommend to the Superintendent the
               removal/suspension of the employee from his/her job. The split
               sample shall not be analyzed except pursuant to the request of the
               employee.

(6)   Notice

      The School Board will communicate to all covered employees prior to
      conducting drug and alcohol testing and provide the reasons for
      conducting said test(s). The School Board shall provide written notice of
      the required testing to covered employees and shall provide oral notice at
      the time of the actual testing. Policies, the laws, and regulations for this
      policy shall be available at each work site.

(7)   Education and Training

      The School Board shall provide appropriate educational activities that
      explain the requirements of the program and its policies and procedures
      with respect to meeting the requirements.

(8)   Voluntary Acknowledgment

      If an employee acknowledges that he/she has a drug or alcohol problem,
      the employee will be removed from duty and given the opportunity to
      resolve the problem through treatment. The employee shall be evaluated
      by a substance abuse professional at the employee's expense who shall
      determine what assistance, if any, the employee needs in resolving
      problems associated with use of prohibited drugs or alcohol misuse.

      They may use accrued sick or annual leave if available; otherwise, leave
      is without pay. The employee must provide proof of successful completion
      of a rehabilitation treatment program within one (1) year of starting their
      leave. Failure to provide proof within one (1) year of successful completion
      will result in immediate recommendation for termination of employment.
      The employee will incur all costs for the rehabilitation program.
             CHAPTER 6.00 - SCHOOL ADMINISTRATION
           It shall be the sole responsibility of the employee to pay all costs related to
           any treatment recommended by a substance abuse professional or as a
           result of the implementation of this policy.

     (9)   Confidentiality

           Laboratory results or test results shall not appear in an employee's
           general personnel records. Information of this nature will be contained in
           a separate confidential medical file that will be appropriately maintained by
           the Director of Personnel. The reports or test results may be disclosed to
           appropriate School Board administrators on a strictly need-to-know basis
           and to the tested employee upon request. Disclosures without employee
           consent may also occur when:

           (a)    The information is compelled by law or by judicial or administrative
                  process;

           (b)    The information has been placed at issue in a formal dispute
                  between the employer and employee;

           (c)    The information is to be used in administering an employee benefit
                  plan; or

           (d)    The information is needed by medical personnel for the diagnosis
                  or treatment of the employee in the event the employee is unable to
                  authorize disclosure.

STATUTORY AUTHORITY:            1001.41 (2), 1012.22 (5) (g), 1001.42 (17), 1012.27
                                (7), 1012.23, 893.01, F.S.

LAWS IMPLEMENTED:               1001.41 (5), 440.102, F.S.

HISTORY:                        Adopted:              06/17/97
                                Revision Date(s):     10/16/01, 12/03/02
                                Formerly:
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

 6.47* - Commercial Drivers’ License (CDL), Drug and Alcohol Testing

POLICY

    (1)   Policy Intent

          The intent of this policy is to eliminate/deter substance abuse and its
          effects in the workplace. While the School Board of Levy County has no
          intention of intruding into the private lives of its employees or future
          employees, involvement with drugs and alcohol off the job can take its toll
          on the job performance, employee, and student safety. Our concern is
          that employees are in a condition to perform their duties safely and
          efficiently, in the interest of their fellow workers and the public as well as
          themselves. The presence of drugs and alcohol on the job, and the
          influence of these substances on the employee during working hours, are
          inconsistent with this objective.

          This policy provides guidelines for the detection and deterrence of alcohol
          and drug use. To that end, the School Board of Levy County will act to
          eliminate any substance abuse (alcohol, illegal drugs, prescription drugs
          or any other substance which could impair an employee’s ability to safely
          and effectively perform the functions of the particular job) which increases
          the potential for accidents, absenteeism, substandard performance, poor
          employee morale or damage to the School Board’s reputation. All
          persons covered by this policy should be aware that violations of the
          policy may result in discipline, up to and including, termination or not being
          hired.

          In recognition of the public service responsibilities entrusted to the
          employees of the School Board of Levy County, and that drug and alcohol
          abuse can hinder a person’s ability to perform duties safely and
          effectively, the following policy against drug and alcohol abuse is hereby
          adopted by the School Board of Levy County. This policy applies to all
          employees that are required to hold a Commercial Drivers’ License (CDL)
          and to all applicants recommended for positions with the School Board
          that require a CDL. This policy applies to alcohol and to all substances,
          drugs, or medications, legal or illegal which could impair an employee’s
          ability to effectively and safely perform the functions of the job.

    (2)   Authorization

          Employers of persons performing safety-sensitive functions and holding
          commercial drivers’ licenses are required to implement a drug and alcohol
          testing program pursuant to the Omnibus Transportation Employee
          Testing Act of 1991, regulations of the Federal Highway Administration
          (FHWA) contained in 49 Code of Federal Regulations (CFR) Parts 40 and
          382, et al, Florida Statutes including subsequent revisions or additions.
          The employer may require a driver to inform the employer of any
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
      therapeutic drug use.

(3)   Definitions

      (a)     Controlled Substances

              Any illegal drug or substance as identified in Schedules I through V
              of Section 202 of the Controlled Substance Act and as further
              defined by 21 CFR 1300.11 through 1300.15. This includes, but is
              not limited to, marijuana, amphetamines, opiates, phencyclidine
              (PCP), and cocaine. Illegal use includes use of any illegal drug,
              misuse of legally prescribed or obtained prescription drugs.

      (b)     Alcohol Use

              Alcohol use is the consumption of any beverage, mixture, or
              preparation including any medication or product containing alcohol.

      (c)     Positive Results

              A positive alcohol or drug test will be defined in accordance with the
              positive criteria in the Omnibus Transportation Employee Testing
              Act of 1991, FHWA Regulations, 49 CFR, Parts 40 and 382, et al,
              and F.S. 440.101 and 440.102 including subsequent revisions or
              additions. Only specimens confirmed positive shall be reported
              positive.

      (d)     Driver (any person who operates a commercial motor vehicle)

              This includes, but is not limited to, full-time regularly employed
              drivers, casual, intermittent or occasional drivers, lease drivers and
              independent, owner-operated contractors, substitutes, and paid
              volunteer bus drivers.

      (e)     Licensed Medical Practitioner

              A person who is licensed, certified, and/or registered in accordance
              with applicable Federal, state, local, or foreign laws and
              regulations, to prescribe controlled substances and other drugs.

      (f)     Substance Abuse Professional (SAP)

              A licensed medical practitioner, or a licensed or certified
              psychologist, social worker, employee assistance professional, or
              addiction counselor (certified by the National Association of
              Alcoholism and Drug Abuse Counselors Certification Commission)
              with knowledge of and clinical experience in the diagnosis and
              treatment of alcohol and controlled substances related disorders.

      (g)     Safety Sensitive Function
            CHAPTER 6.00 - SCHOOL ADMINISTRATION

              All time in which a driver is actually performing work, begins to
              work, or is required to be in readiness to work until the time he/she
              is relieved from work and all responsibility for performing work.
              This includes all time at an employer, facility, or property waiting to
              be dispatched; all time inspection equipment; all time spent at the
              driving controls of a commercial motor vehicle in operation; all time,
              other than driving time in or upon any commercial motor vehicle,
              except time resting in a sleeper berth (S393.76); all time loading or
              unloading a vehicle, supervising, assisting in the loading or
              unloading, attending a vehicle being loaded or unloaded,
              remaining, in readiness to operate a vehicle, giving or receiving
              receipts for shipments loaded or unloaded; and all time repairing,
              obtaining assistance, or remaining in attendance upon a disabled
              vehicle.

      (h)     Refusal to Submit

              Refusal to submit to alcohol or controlled substances test means
              that a driver:

              1.     Fails to provide adequate breath for alcohol testing as
                     required, without a valid medical explanation, after he/she
                     received notice of the requirement for breath testing.

              2.     Fails to provide an adequate urine sample for controlled
                     substances testing, without a genuine inability to provide a
                     specimen (as determined by a medical evaluation), after
                     he/she has received notice of the requirement for urine
                     testing.

              (3)    Engages in conduct that clearly obstructs the testing process
                     (i.e., uncooperative/adulteration).

      (i)     Canceled or Invalid Test

              A test that has been declared invalid by a medical review officer
              (MRO) or a test that has been rejected by the laboratory. The
              canceled or invalid test is neither positive nor negative.

(4)   Prohibitions

      (a)     An employee must not report to work or be subject to duty while
              his/her ability to perform job duties is impaired due to on or off duty
              alcohol or drug use.

      (b)     An employee must not possess or        use alcohol impairing drugs
              (illegal drugs or prescription drugs   without a physician verified
              prescription) during working hours     or while subject to duty, on
              breaks, during meal periods or any     time while on School Board
            CHAPTER 6.00 - SCHOOL ADMINISTRATION
              property.

      (c)     No driver shall report for duty or remain on duty requiring the
              performance of safety-sensitive functions when the driver uses any
              controlled substance, except when the use is pursuant to the
              instructions of a licensed medical practitioner as defined in
              382.107, who has advised the driver that the substance does not
              adversely affect the driver’s ability to safely operate a commercial
              motor vehicle.

      (d)     No driver shall report for duty or remain on duty requiring the
              performance of safety-sensitive functions while having an alcohol
              concentration of BAC.02 or greater. No driver shall use alcohol
              while performing safety-sensitive functions. No driver shall perform
              safety-sensitive functions within four (4) hours after using alcohol.

      (e)     No driver shall report to duty, remain on duty, or perform a safety-
              sensitive function, if the driver has tested positive for controlled
              substances.

      (f)     No driver shall use alcohol for eight (8) hours following an accident,
              or until he/she has undergone a post accident alcohol test,
              whichever occurs first, if a post accident test is required.

      (g)     No driver shall refuse to submit to a post-accident alcohol or
              controlled substances test required under 382.303, a random
              alcohol or controlled substances test required under 382.305, a
              reasonable suspicion alcohol or controlled substances test required
              under 382.307, or a follow-up alcohol or controlled substances test
              required under 382.311. Failure of the employee to submit to any
              required drug or alcohol test is considered a positive test result in
              accordance with FHWA Regulations.

(5)   Administrative Responsibilities

      (a)     No administrator/supervisor shall permit a driver to perform or
              continue to perform a safety-sensitive function when the
              administrator/supervisor has actual knowledge that a driver has an
              alcohol concentration of 0.02 or greater, has used alcohol within
              four (4) hours of performing a safety-sensitive function or is using
              alcohol while performing a safety-sensitive function, has used a
              controlled substance, has tested positive for controlled substances,
              or has refused to submit to alcohol and controlled substances
              testing.

      (b)     Administrative or other personnel not in the bargaining unit are
              responsible for enforcement of this policy.

(6)   Testing and Analysis
  CHAPTER 6.00 - SCHOOL ADMINISTRATION
It is the intent of the School Board to comply with all alcohol and controlled
substance testing procedures contained in 49 Code of Federal
Regulations Parts 382, 291, 192, and 395. The School Board recognizes
the need to protect individual dignity, privacy and confidentiality in the
program. Specimen analysis shall be conducted in a manner to assure a
high degree of accuracy and reliability and using laboratory facilities which
are certified by the U.S. Department of Health and Human Services and
the Florida Agency for Health Care Administration.

The following are conditions under which testing may be conducted as
required by Federal regulations or when circumstances warrant.

(a)    Pre-Employment Testing

       1.     Pre-employment drug and alcohol screening will be required
              of all applicants recommended for employment whose job
              requires a CDL prior to being awarded employment with the
              School Board of Levy County. No administrator shall allow
              an applicant to perform safety-sensitive functions unless the
              applicant has been administered an alcohol and controlled
              substances test with verified negative test results. Alcohol
              and controlled substances test information about the driver
              shall be obtained from previous employers. The term
              “applicant” refers to a person who has applied for a position
              with the School Board of Levy County and has been offered
              employment conditional upon successfully passing a drug
              and alcohol test.

       2.     Applicants will be referred to a School Board contracted
              certified collection site. The School Board will not accept
              results from any laboratory or collection site that is not on its
              approved contract list.

       3.     It will be the responsibility of the School Board of Levy
              County to pay for any and all costs related to these tests.

       4.     A positive result from a drug or alcohol analysis will result in
              the applicant not being hired. However, consideration will be
              given if the applicant can produce verification from the
              prescribing physician of a valid, current prescription for the
              drug identified in the drug screen, and that the drug will in no
              way impair their job function.

       5.     Within five (5) working days after receiving notice of a
              positive confirmed test result, the applicant shall be allowed
              to submit information explaining or contesting the test
              results. If the applicant’s explanation is unsatisfactory, the
              Personnel Department shall provide a written explanation as
              to why, along with a copy of the report of positive results,
              within fifteen (15) working days of receipt of explanation or
  CHAPTER 6.00 - SCHOOL ADMINISTRATION
            challenge. All such documentation shall be kept confidential
            by the School Board and shall be retained for at least one (1)
            year.

      6.    In the absence of a valid current prescription, or the ability to
            provide evidence to satisfactorily explain the test results,
            applicants testing positive will not be eligible for employment
            with the School Board of Levy County for one (1) year from
            the date the drug screen results are received by the Board.

      7.    Refusal to submit to a drug and alcohol screening will be
            grounds to refuse to hire the applicant.

(b)   Reasonable Suspicion Testing

      A supervisor or designee outside the bargaining unit who has been
      trained in accordance with the requirements of FHWA Regulations
      shall require a driver to submit to an alcohol or drug test when the
      employer has reasonable suspicion to believe that a driver has
      violated the prohibitions contained in the FHWA Regulations.

      1.    Reasonable suspicion is a belief based on specific,
            objective, or observable facts sufficient to lead a reasonably
            prudent administrator to suspect that an employee is under
            the influence of drugs or alcohol so that the employee’s
            ability to perform the functions of the job is impaired or so
            that the employee’s ability to perform his/her job safely is
            reduced.

      2.    Reasonable suspicion includes, but is not limited to, the
            following examples:

            a.     Slurred speech

            b.     Alcohol odor on breath

            c.     Unsteady walking and movement

            d.     An accident involving Board property or employees

            e.     Physical altercation

            f.     Verbal altercation

            g.     Unusual behavior

            h.     Possession of alcohol or drugs

            i.     Information obtained from a reliable person with
                   personal knowledge
  CHAPTER 6.00 - SCHOOL ADMINISTRATION

      3.    Any administrator requesting an employee to submit to a
            drug or alcohol test shall document in writing the facts
            constituting reasonable suspicion.

      4.    Any administrator encountering an employee who refuses an
            order to submit to a drug or alcohol analysis upon request
            shall remind the employee of the requirements and
            disciplinary consequences of this policy. Where there is
            reasonable suspicion that the employee is under the
            influence of alcohol or drugs, the administrator should
            arrange for the employee to be safely transported to a Board
            approved collection site or home.

      5.    Administrators shall not physically search the person of
            employees, nor shall they search the personal possession of
            employees without the freely given written consent of, and in
            the presence of, the employee.

      6.    Administrators shall notify the Superintendent or his/her
            designee when they have reasonable suspicion to believe
            that an employee may have illegal drugs in his/her
            possession or in an area not jointly or fully controlled by the
            School Board. If the Superintendent or his/her designee
            concurs that there is reasonable suspicion of illegal drug
            possession, he/she shall notify the appropriate law
            enforcement agency.

      7.    The required observations for alcohol and/or controlled
            substance reasonable suspicion testing shall be made by a
            supervisor or designee who has been trained for at least
            sixty (60) minutes on alcohol misuse and an additional sixty
            (60) minutes on controlled substance misuse in accordance
            with 382.603.

      8.    The School Board of Levy County shall be responsible for
            the cost of reasonable suspicion testing.

(c)   Post Accident Testing

      Alcohol and drug testing will be administered following an accident
      when the driver was performing a safety-sensitive function.
      Accidents are defined as:

      1.    A loss of human life

      2.    The driver receives a citation under state or local law for a
            moving traffic violation arising from the accident, if the
            accident involved:
      CHAPTER 6.00 - SCHOOL ADMINISTRATION
              a.     Bodily injury to any person who, as a result of the
                     injury, immediately receives medical treatment away
                     from the scene of the accident; or

              b.     One or more motor vehicles incurring disabling
                     damage as a result of the accident, requiring the
                     motor vehicle to be transported away from the scene
                     by a tow truck or other motor vehicle.

        Post-accident testing must be conducted within the time limits set
        forth in the FHWA regulations.

        The School Board of Levy County shall be responsible for the cost
        of post-accident testing.

(d)     Random Testing

        All covered employees shall be subject to random, unannounced
        drug and alcohol testing. The annual random rate for alcohol
        testing shall be 10% of the covered employees. The annual
        random rate for controlled substance testing shall be 50% of the
        covered employees.

        The employer/administrator shall require that each driver who is
        notified of selection proceeds to the test site immediately.

        The School Board of Levy County shall be responsible for the cost
        of random testing.

(e)     Return to Duty Testing

        All employees who previously tested positive on a drug or alcohol
        test must submit to a return to duty test and test negative prior to
        returning to duty.

        The employee shall be responsible for the cost of the return to duty
        test.

(f)     Follow-Up Testing

        Unannounced follow-up alcohol and/or controlled substance
        testing, as directed by a substance abuse professional in
        accordance with FHWA Regulations, will include six (6) tests
        conducted in the first twelve (12) months after returning to duty.
        The number and frequency of follow-up testing may be conducted
        up to sixty (60) months as determined and recommended by the
        substance abuse professional.

        The School Board of Levy County shall be responsible for the cost
        of follow-up testing.
        CHAPTER 6.00 - SCHOOL ADMINISTRATION

      NOTE 1:      Any employee who questions the results of a required drug
                   test set forth in this policy may request that a test of the split
                   sample be conducted. This test may be conducted at the
                   same or a different DHHS certified laboratory if the request
                   is made within seventy-two (72) hours of the employee
                   having been notified of a verified positive test result.

                   When an employee requests a split sample to be tested and
                   the results are confirmed negative, the School Board of Levy
                   County will pay for the cost of the split sampling test. If the
                   results are still positive on a split sample test, the employee
                   shall be responsible for the cost.

      NOTE 2:      When employees are required to travel to a testing site in
                   accordance with this policy, they shall be granted temporary
                   duty.

(7)   Disciplinary Action as a Result of a Positive Test/Refusal to Test

      (a)   Breath Alcohol Concentration (BAC)

            An employee with a confirmed positive result (.02 or greater) shall
            have a mandatory twenty-four (24) hour step-down from their duties
            and shall face disciplinary actions as outlined in this policy.

      (b)   Random

            A positive test (which is a confirmed violation of this policy) will
            result in the immediate removal from duty and the recommendation
            for termination of employment.

      (c)   Post-Accident

            A positive test (which is a confirmed violation of this policy) will
            result in the immediate removal from duty and the recommendation
            for termination of employment.

      (d)   Reasonable Suspicion

            A positive test (which is a confirmed violation of this policy) will
            result in the immediate removal from duty and the recommendation
            for termination of employment.

      (e)   Refusal to Test

            An actual refusal or reported refusal to test as a result of an
            adulterated sample will result in the immediate removal from duty
            and the recommendation for termination of employment.
        CHAPTER 6.00 - SCHOOL ADMINISTRATION
(8)   Treatment and Notice Requirements

      (a)    Notice to Affected Employees

             The School Board will communicate to all covered employees prior
             to conducting drug and alcohol testing and provide the reasons for
             conducting said test(s). The School Board shall provide written
             notice of the required testing to covered employees and shall
             provide oral notice at the time of the actual testing.

      (b)    Education and Training

             The School Board shall provide educational materials that explain
             the requirements of the program and its policies and procedures
             with respect to meeting the requirements.

      (c)    Voluntary Acknowledgment

             If an employee acknowledges that he/she has a drug or alcohol
             problem, the employee will be removed from duty and given the
             opportunity to resolve the problem through treatment.        The
             employee shall be evaluated by a substance abuse professional at
             the employee's expense who shall determine what assistance, if
             any, the employee needs in resolving problems associated with the
             use of prohibited drugs or alcohol misuse.

             They may use accrued sick or annual leave if available; otherwise,
             leave is without pay. The employee must provide proof of
             successful completion of a rehabilitation treatment program within
             one (1) year of starting their leave. Failure to provide proof within
             one year of successful completion will result in immediate
             recommendation for termination of employment. The employee will
             incur all costs for the rehabilitation program.

             It shall be the sole responsibility of the employee to pay all costs
             related to any treatment recommended by a substance abuse
             professional or as a result of the implementation of this policy.

(9)   Confidentiality

      Laboratory results or test results shall not appear in an employee’s
      general personnel records. Information of this nature will be contained in
      a separate confidential medical file that will be appropriately maintained by
      the Program Manager. The reports or test results may be disclosed to
      appropriate School Board administrators on a strictly need-to-know basis
      and to the tested employee upon request. Disclosures without employee
      consent may also occur when:

      (a)    The information is compelled by law or by judicial or administrative
             process;
             CHAPTER 6.00 - SCHOOL ADMINISTRATION

           (b)   The information has been placed at issue in a formal dispute
                 between the employer and employee;

           (c)   The information is to be used in administering an employee benefit
                 plan; or

           (d)   The information is needed by medical personnel for the diagnosis
                 or treatment of the employee in the event the employee is unable to
                 authorize disclosure.

           (e)   Requested by the Secretary of Transportation, any DOT agency,
                 any state or local officials with regulatory authority over the
                 employer or any of its drivers, the National Transportation Safety
                 Board as part of an accident investigation, and to subsequent
                 employers, upon receipt of a written request from a driver.

STATUTORY AUTHORITY:          1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:             112.0455, 440.102, F.S.; 349 CFR Part 40, DOT, 49
                              CFR Parts 382 & 391, Federal Highway
                              Administration

HISTORY:                      Adopted:            06/17/97
                              Revision Date(s):   11/17/98, 10/16/01, 12/03/02
                              Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

          6.48* - Grievance Procedure for Employees Excluded From the
                                                       Bargaining Unit

POLICY

    Whenever an employee feels that he/she has a grievance, including allegations
    of discrimination, every effort shall be made to arrive at a satisfactory solution of
    the problem on an informal basis. When this cannot be done, resort shall be to
    the more formal procedures provided herein in an effort to resolve a grievance.
    Confidentiality and protection from retaliation will be provided to the extent
    possible to any employee, applicant or affected party who alleges discrimination
    or harassment.

    The grievance procedure for employees excluded from bargaining units shall be
    as follows:

    (1)     Step 1

            Any employee with a grievance shall advise his/her immediate supervisor
            or the Director of Personnel of said grievance in writing, and a copy of the
            said grievance shall be sent to the Superintendent. The written statement
            of the said grievance must be delivered within sixty (60) days of the
            alleged violation.

    (2)     Step 2

            Any employee receiving a written grievance shall arrange a meeting with
            the aggrieved employee within ten (10) days following the date of the
            receipt of the grievance.

    (3)     Step 3

            If the grievance is settled in Step 2 above, the supervisor receiving the
            grievance shall notify the Superintendent that the matter has been settled.
            If the grievance is not settled as a result of the aforementioned meeting
            and if the aggrieved wishes to seek some other solution to the matter,
            Step 4 should be pursued by the aggrieved employee.

    (4)     Step 4

            The aggrieved employee shall submit directly to the Superintendent's
            designee, a statement of his/her grievance and the results of his/her
            meeting with his/her immediate supervisor. The Superintendent's
            designee shall immediately notify the immediate supervisor of the contents
            of the written grievance and a written statement of circumstances shall be
            submitted by him/her to the designee within ten (10) days. Within five (5)
            days after receipt of the immediate supervisor's report, the designee shall
            meet with the immediate supervisor, the aggrieved employee, and any
            other persons that may be involved. If, as a result of this meeting, no
              CHAPTER 6.00 - SCHOOL ADMINISTRATION

           solution is found, the grievance shall proceed to the Superintendent's
           level.

     (5)   Step 5

           The Superintendent's designee shall, within five (5) days, submit to the
           Superintendent the aggrieved employee=s petition, the immediate
           supervisor's response to the petition, and his/her written statement
           describing the events which occurred in Step 4. The Superintendent shall,
           within five (5) days, meet with the aggrieved employee and any other
           persons who, in his opinion, should be consulted. The Superintendent
           shall make recommendations pertaining to the matter to all parties
           concerned. If the Superintendent's recommendations are not acceptable
           to the aggrieved employee, he/she may request a hearing before the
           School Board.

     (6)   Step 6

           Upon receipt of the aggrieved employee's request for a hearing, the
           School Board will hold a hearing to examine all available data relating to
           the grievance. The aggrieved employee shall be given due notice as to
           the date of the hearing. At the hearing, the School Board attorney will be
           present and the employee may be represented by his/her own attorney.
           The School Board's decision relative to the grievance shall be final.

     (7)   Step 7

           The decision of the School Board does not preclude the aggrieved
           employee from seeking redress to the alleged wrong in a court of
           competent jurisdiction.

     **Any grievance filed by an applicant for employment shall proceed directly to the
     Director of Personnel at Step 2.


STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1001.42 (4) (5), 1001.49 (4), 1012.27 (7),
                                447.401,F.S.

HISTORY:                        Adopted:            06/17/97
                                Revision Date(s):   10/16/01, 12/03/02, 09/06/05
                                Formerly:
             CHAPTER 6.00 - SCHOOL ADMINISTRATION


                                    6.49 - Minimum Work Day for Personnel

POLICY

     (1)   Teachers

           The minimum work day for teachers shall be established in accordance
           with the provisions of a negotiated agreement. A teacher who has duty at
           a night activity, connected with the school program may go off-duty at an
           earlier hour with the approval of the principal. Attendance at official staff
           meetings is mandatory. Teachers shall be notified at least one (1) day
           prior to scheduled group meetings which will extend beyond the normal
           school day, except in emergencies.

     (2)   Principals

           A principal shall be on duty at least thirty (30) minutes prior to the
           beginning of the school day for pupils and shall remain on duty until at
           least one (1) hour after the close of the school day for pupils. The
           Superintendent shall establish uniform duty hours for principals.

     (3)   Central Office Administrative Personnel

           Central office administrative personnel shall work those hours necessary
           to maintain full support services to all educational programs as directed by
           the Superintendent and the Board.

     (4)   Educational Staff Professional

           Educational staff professionals shall work those hours as specified in the
           master contract.

     (5)   In the absence of a certified bargaining agent for any group of employees,
           the workday shall be established by the Board.

STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1001.41 (2), F.S.

HISTORY:                        Adopted:             06/17/97
                                Revision Date(s):    12/03/02
                                Formerly:
              CHAPTER 6.00 - SCHOOL ADMINISTRATION


                                                    6.50 - Injuries to Personnel

POLICY

     Injuries in line of duty to personnel employed by the Board are covered by
     Worker's Compensation and shall be reported immediately to the Office of the
     Superintendent. (1012.695) Such additional information shall be filed as directed
     by the Superintendent.

STATUTORY AUTHORITY:            1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:               1012.695, F.S.

HISTORY:                        Adopted:            06/17/97
                                Revision Date(s):   12/03/02
                                Formerly:
               CHAPTER 6.00 - SCHOOL ADMINISTRATION


                                                  6.51 - Retirement of Employees

POLICY

     Any employee who plans to retire shall concurrently submit his/her resignation to
     the School Board and his/her application to the retirement system for retirement
     benefits. Employees are encouraged to submit the resignation and application
     form at least ninety (90) days in advance of the retirement date to ensure the
     retirement check is issued the month following the last month of service with the
     School Board.

     All new employees automatically become members of the Florida Retirement
     System (FRS) and are covered by Federal Social Security. The School Board
     pays the full cost of the retirement contribution into the Florida Retirement
     System fund. Our social security deductions are matched by the district.
     Eligibility for retirement is gained by completing at least six (6) years of creditable
     service and attaining age sixty-two (62); or completing thirty (30) years of
     creditable service regardless of age. Retirement before age sixty-two (62) is also
     possible if the employee has at least six (6) years of service, but the benefits are
     reduced by a 5% per year penalty fee. The amount of an employee’s benefits
     paid is determined by average salary and length of service. When an employee
     is ready to retire, he/she should contact the Personnel Department. Employees
     may receive federal social security benefits in addition to state retirement.

     Employees may be eligible for reemployment after retirement. Effective July 1,
     1991, if a person is reemployed in a regular established position covered under
     FRS, the person can earn retirement credit toward a second-career retirement
     benefit. However, there may be some limitations on receiving social security
     benefits while reemployed after retirement. Interested persons can contact the
     Social Security Administration for more specific information concerning the
     limitations at 1-800 234-5SSA.

STATUTORY AUTHORITY:             1001.41 (2), 1001.42 (17), F.S.

LAWS IMPLEMENTED:                1012.23, F.S.

HISTORY:                         Adopted:              06/17/97
                                 Revision Date(s):     10/16/01, 12/03/02
                                 Formerly:

				
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