Learning Center
Plans & pricing Sign in
Sign Out

Employee Handbook Receipt - Get as DOC




                                   - Purpose of Handbook -

      The purpose of this handbook is to provide information that will help with questions and pave
the way for a successful year. Not all District policies and procedures are included. Those that are
have been summarized. Suggestions for additions and improvements to this handbook are welcome
and may be sent to the Human Resources Department.

        This handbook is neither a contract nor a substitute for the official District policy manual. It is
not intended to alter the at-will status of employees in any way. Rather, it is a guide to and a brief
explanation of District policies. District policies and procedures can change at any time. District
policies may supercede, modify, or eliminate the information summarized in this booklet. For more
information, employees may refer to the policy codes that are associated with handbook topics,
confer with their supervisor, or call the appropriate district office.

                                   HELPFUL PHONE NUMBERS

CENTRAL OFFICE                                                                     444-4500

HUMAN RESOURCES DEPARTMENT                                                         444-4569

POLICE DEPARTMENT                                                                  444-4558

ATHLETIC DEPARTMENT                                                                444-7949

GUIDANCE & COUNSELING                                                              444-4982

HEALTH SERVICES                                                                    444-7760

MAINTENCE DEPARTMENT                                                               444-8275

PAYROLL DEPARTMENT                                                                  444-4559

RISK MANAGEMENT / EMPLOYEE BENEFITS                                                 444-4556

                          TABLE OF CONTENTS

                                                       Page No.

I.     EMPLOYMENT …………………………………………………………………….           4

II.    COMPENSATION AND BENEFITS ……………………………………………..    7

III.   LEAVES AND ABSENCES ……………………………………………………….       10

IV.    EMPLOYEE CONDUCT AND WELFARE ……………………………………..    18

V.     TERMINATION OF EMPLOYMENT …………………………………………….     30


VII.   HEALTH AND SAFETY …………………………………………………………..       38

VIII. GENERAL PROVISIONS …………………………………………………………         40

 IX.    STUDENT ISSUES ……………………………………………………………….        43

                                             I. EMPLOYMENT

Policy DAA

   The Edgewood Independent School District does not discriminate against any employee or applicant for
   employment because of race, color, religion, sex, age, national origin, disability, military status, or on any
   other basis prohibited by law.

   The Board may employ an individual on the basis of religion, sex, national origin, or age in those certain
   instances where religion, sex, national origin, or age is a bona fide occupational qualification reasonably
   necessary to the normal operation of the District.

   Employees with questions or concerns relating to discrimination on any of the bases listed above should
   contact the District’s designated compliance coordinators whose names and telephone numbers may be
   obtained from the Department of Human Services (444-4569).

Policy DC

   Announcements of available job assignments by position and location are distributed on a regular basis and
   posted in the Human Resources Department and are sent to all campuses and departments for posting.

Policy DCD

   All paraprofessional, auxiliary and police department employees (support employees), regardless of
   certification, are employed at-will and not by contract. Employment is not for any specified term and may be
   terminated at any time by either the employee or the District.

   Support employees will be notified of the required duty days, holidays, and hours of work for their position
   on an annual or more frequent basis. Paraprofessional, auxiliary and police employees are not exempt
   from overtime and are not authorized to work in excess of their assigned scheduled hours without prior
   written approval from their principal or department director, executive director and superintendent or

Policies DC, DCA, DCB, DCC, DCE

   State law requires the District to employ each classroom teacher, principal, librarian, nurse or counselor
   under a probationary, term, or continuing contract. The District is not required to employ a person other
   than these listed employees under a probationary, term or continuing contract.

   Nurses and full-time professional employees new to the District and employed in positions requiring SBEC
   certification must receive probationary contracts during their first year of employment. Former employees
   who are hired after at least a two-year lapse in district employment may also be employed by probationary
   contracts. A probationary contract may be renewed for two additional one-year periods for a maximum
   period of three school years, except that the probationary period may not exceed one year for a person who
   has been employed as a teacher in public education for at least five of the eight years preceding
   employment by the District.

   The School Board has chosen to employ the following full-time certified professionals with term contracts
   governed by Chapter 21 of the Education Code: (1) Persons required to hold a certificate from the State
   Board for Educator Certification (SBEC) for employment and assignment to positions of Principal, Assistant
   Principal, Teacher, Counselor, Diagnostician, Speech Therapist, Librarian, and Athletic Director; (2) Full-
   time nurses; (3) Administrators or other full-time professional employees who are assigned to positions for
   which certification is required by SBEC; (4) Administrators or other full-time professional employees who
   are assigned to positions for which SBEC certification is required by the District; (5) Administrators and
   other full-time professional employees who were originally required to hold an SBEC certificate for
   employment and assignment to particular positions and who have since been assigned to positions for

  which certification is not required, unless otherwise agreed to by an employee and the District; (6) Teacher-
  coaches initially employed by the District for the dual purpose of being a classroom teacher and an athletic
  coach; (7) Employees previously granted continuing contracts and who have voluntarily relinquished them
  for term contracts.

  In general, professionals, whose positions do not require certification, receive a non-certified term contract.
  Such contracts are not governed by Chapter 21 of the Education Code and are not subject to the same
  Notice Requirements as are term contract employees who are governed by the Education Code.

  As of April 13, 2005, full-time certified professional staff shall no longer be employed on continuing
  contracts, but on term contracts. A District employee hired under a continuing contract prior to April 13,
  2005, shall remain on a continuing contract until the employee relinquishes the contract.

Policy DK

   All personnel are subject to assignment and reassignment by the Superintendent or designee when the
  Superintendent determines that the assignment or reassignment is in the best interest of the District.
  Reassignment is a transfer to another position, department, or facility that does not necessitate a change in
  the employment contract of a contract employee. Campus reassignments must be approved by the
  principal at the receiving campus except when reassignments are due to enrollment shifts or program

  Any employee who has been with the District for three consecutive years and who desires to transfer from
  one school or program to another within the district shall notify the immediate supervisor and the Human
  Resources Department in writing. A teacher desiring to transfer from one subject area to another within the
  same school shall notify his or her principal and check with the Human Resources Department in order that
  state certification requirements are met.

Policy DK

  Either party may discontinue non-contractual supplemental duties for which supplemental pay is received,
  at any time. An employee, who wishes to relinquish a paid supplemental duty may do so by notifying the
  Superintendent or designee in writing. Paid supplemental duties are not part of the employee’s contractual
  obligation as a District employee, and an employee shall hold no expectation of continuing assignment to
  any paid supplemental duty.

Policies DC, DK, EB

  Each year, the Board shall determine the school district calendar, which shall contain provisions for teacher
  preparation days, student registration, teachers’ report for duty, opening and closing of school, grade
  reporting periods/exam days, semester beginnings and endings, scheduled holidays, and scheduled staff
  development activities. Subject to Board review, the Superintendent shall define days of service for non-
  contractual employees. The Superintendent or designee and principals or department heads (as applicable)
  shall determine daily time schedules for all employees. Professional employees are employed according to
  the work schedules set by the District; however, a contract between the District and a full-time educator
  shall be for a minimum of ten months of service, providing for a minimum of 187 days of service.

  Duty Hours and Work Load

  Duty hours for teachers shall be from 8:00 a.m. until 3:45 p.m. The principal or designee may
  assign duties to teachers that require their presence for a reasonable length of time before or after
  regular duty hours. Each classroom teacher is entitled to at least 450 minutes within each two-
  week period for instructional preparation including parent-teacher conferences, evaluating
  students’ homework, and planning. A planning and preparation period may not be less than 45
  minutes within the instructional day. During that time, a teacher may not be required to participate
  in any other activity.
  Duty Free Lunch

  Each classroom teacher and full-time librarian is entitled to at least a 30-minute lunch period free from all
  duties and responsibilities connected with the instruction and supervision of students. (Education Code
  21.405) If necessary, because of a personnel shortage, extreme economic conditions, or unavoidable or
  unforeseen circumstances, and in accordance with commissioner rules, the District may require a
  classroom teacher or librarian to supervise students during lunch no more than one day in any school week.

  Interim/Temporary Supervisory Assignments

  No campus principal, department head, or other supervisor may assign an employee as Interim/Temporary
  Supervisor or its equivalent, nor is an employee allowed to work in such capacity, without written approval
  by the Superintendent. No assignment of an employee as Interim/Temporary Supervisor or its equivalent is
  official without such prior written authorization by the Superintendent and is void, and no additional pay shall
  be permitted for such assignment or work.

  Employees who are eligible to receive retirement benefits from the Teacher Retirement System (TRS) and
  who plan to retire under TRS should notify the Edgewood ISD Human Resources Department as soon as
  possible. Information on the application procedures for TRS benefits is available through TRS or the
  Edgewood ISD Human Resources Department. Additional inquiries may be addressed to the Teacher
  Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or

  Substitute teachers not receiving TRS service retirement benefits that work at least 90 days a year, are also
  eligible for TRS membership and may purchase a year of creditable service. TRS provides members with
  an annual statement of their account showing all deposits and the total account balance for the year ending
  August 31, as well as an estimate of their retirement benefits.

  It is important that employment records be kept up to date. Employees must notify the Human Resources
  Department if there are any changes or corrections to their name, home address, home telephone number,
  marital status, emergency contact, or beneficiary.


  If you hold a “lifetime” certificate, or if you received one before September 1, 1999, your certificate will
  not have to be renewed every five years so long as it is not revoked. However, all certificates earned after
  September 1, 1999, will be issued as “standard” certificates and will be subject to new requirements for
  renewal. Therefore, it is possible for the same individual to hold both kinds of certificates. Additional
  information regarding certification requirements is available from the Human Resources Department, or
  you may contact the State Board of Education Certification at (1-888-863-5880).

Policy DC

  The District may obtain criminal history record information that relates to a person the District intends to
  employ or a person who has indicated, in writing, an intention to serve as a volunteer with the District, as
  well as to a person currently employed or serving as a volunteer. Education Code 22.083

  Senate Bill 9, also known as the “Fingerprinting Bill”, requires all public school employees to undergo
  criminal background checks. The Bill requires national background checks based on fingerprints for all
  certified and currently employed educators, substitute teachers, and all non-certified employees hired after
  January 1, 2008. In addition, the District will continue to conduct name-based criminal background checks
  on all applicants for employment, volunteer service, student teaching, observers, and persons who provide
  contract services if the person has duties that will be performed where students are regularly present.

                                 II. COMPENSATION AND BENEFITS

Policy DEA

   Employees are paid in accordance with administrative guidelines and a pay structure established for each
   position. The District’s pay plans are reviewed by the administration periodically or annually and adjusted as
   needed. All District positions are classified as exempt or non-exempt according to federal law.

   Professional personnel are contracted for a period of 187 days or more if required. Professional employees
   are generally classified as exempt, are paid monthly salaries, and are not entitled to overtime
   compensation. Salary payments are in 12 equal monthly installments.

   Other employees are generally classified as non-exempt and are paid based on hourly wages or provided
   compensatory time for each overtime hour worked. A non-exempt employee may NOT work overtime
   without prior written approval from his/her principal or department director, executive director and
   superintendent or designee.

   Salaries and wages are reviewed on an annual basis and adjusted according to the budgeted amounts
   approved by the Board. In general, all employees will receive written notice of their pay and work schedules
   before the start of each school year.


   Exempt employees who perform non-contractual extracurricular duties approved by the Board for stipends
   may be paid the approved stipend in addition to their salary, according to the District’s extra-duty pay
   schedule. Either party may discontinue these supplemental duties at any time, for any reason, or no
   reason. The assignment of these duties shall not create any expectation of continued assignment to that
   same duty or any duty.


   All professional and paraprofessional employees are paid monthly. Auxiliary, Police Department employees
   and Substitute Teachers are paid every two weeks. During the school year, paychecks are delivered to
   each campus. Paychecks will not be released to any person other than the District employee named on the
   check without the employee’s written authorization. During summer breaks, paychecks will be mailed.

   Automatic Payroll Deposit

   The District offers monthly employees automatic payroll deposit. Employees may have their paychecks
   electronically deposited into their checking or savings account. To activate automatic deposit, an employee
   must sign up with the payroll department by the 10 of the month. To de-activate, an employee must
   contact the payroll as soon as possible. With automatic deposit, an employee’s pay is immediately
   available on the pay date. Contact the Payroll Department for more information about automatic payroll

  Service Records

   To fulfill TEA requirements, all original service records must be submitted to the Human Resources
   Department in order for the correct salary to be computed. No years of experience shall be credited for
   salary purposes until all original service records are in the Department of Human Resources.

Policy CFEA

   Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for
   all full-time employees. Medicare tax deductions are required for all employees hired after March 31, 1986.
   Temporary and part-time employees, who are not eligible for TRS membership, must have their Social Security
   contributions deducted. Payroll deductions that employees may elect include deductions for the employee’s share of

   premiums for health, dental, life, vision, insurance annuities, the Texas Tomorrow Fund, and savings deposits to the
   San Antonio to the San Antonio Teachers Credit Union.

Policy DEA

   The District compensates overtime for non-exempt employees in accordance with federal wage and hour
   laws. All employees are classified as exempt or non-exempt for purposes of overtime compensation.
   Professional and administrative employees are ineligible for overtime compensation. Only non-exempt
   employees (hourly employees) are entitled to overtime compensation. A non-exempt employee is not
   authorized to work beyond the person’s normal work schedule without advance written approval from
   his/her principal or department director, executive director and superintendent or designee.

   Overtime is legally defined as all hours worked in excess of 40 hours weekly, and is not measured by the
   day or by the employee’s regular work schedule. Employees who work beyond their normal schedule, but
   less than 40 hours per week, will be compensated in straight-time pay. Employees must work more than 40
   total hours in a week to earn overtime compensation. For the purpose of FLSA compliance, a workweek
   begins at 12:00 a.m. Saturday and ends at 11:59 p.m. Friday.

Policy DEE

   Before an employee incurs any travel expenses, the employee’s principal or department director, executive
   director, and superintendent or designee must give approval. For approved travel, employees will be
   reimbursed for mileage and other travel expenditures according to the current rate schedule authorized by
   the Board of Trustees and the Internal Revenue Service. Employees must submit receipts for expenses
   other than mileage.

Policy CRD

   Group health insurance coverage is available to all employees. Dental and life insurance may also be
   available. The Board determines the District’s contribution to employee insurance premiums annually. The
   Board may distinguish between full-time and part-time employees, for purposes of its contribution to
   employees’ health insurance premiums. The insurance plan year is from October 1 through September
   30 of the following year. New employees must complete enrollment forms within the first month of
   employment. Other employees can make changes in their insurance coverage only during the open
   enrollment period, which is usually at the beginning of the school year. Employees should contact the office
   of Employee Benefits/Compensation and Risk Management for more information.

Policy CRG

   At their own expense, employees may enroll in supplemental insurance programs available through the
   District. They can cancel at any time as long as they are not on the Cafeteria Plan. Premiums for these
   programs can be paid through payroll deduction. Employees should contact the office of Employee
   Benefits/Compensation and Risk Management for more information.


   Employees may be eligible to participate in the Cafeteria Plan and, under IRS regulations, must either
   accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a
   pre-tax basis (i.e., disability, accidental death and dismemberment, cancer, dental, and additional term life
   insurance). A third-party administrator handles employee claims made on these accounts. New employees
   must accept or reject this benefit during their first month of employment. All employees must accept or
   reject this benefit on an annual basis, and during the specified time period.

Policy CRE

  The District, in accordance with State law, provides workers’ compensation benefits to employees who
  suffer a work-related illness or are injured on the job. Benefits help pay for medical treatment and make up
  for part of the income lost while recovering. Specific benefits are prescribed by law depending on the
  circumstances of each case. All work-related accidents or injuries should be reported immediately to the
  office of Employee Benefits/Compensation and Risk Management. Employees, who are unable to work due
  to a work-related injury, will be notified of their rights and responsibilities under the Texas Labor Code.

Policy CRF

  Employees, who have been laid off or terminated through no fault of their own, may be eligible for
  unemployment compensation benefits under the Texas Unemployment Compensation Act. Employees are
  not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the
  summer months, if they have employment contracts or reasonable assurance of returning to service.
  Employees with questions about unemployment benefits should contact the Human Resources Department.


  Disability Insurance is designed to protect your most valuable asset -- your ability to earn an income. The
  plan provides protection for your income, (you can insure up to 70% of your salary) should you become
  disabled. You have a choice of various waiting periods depending on when you would like your benefits to
  begin, should you become disabled.

Policy CRD

  Paid Leave and Family Medical Leave

  The District shall continue to contribute any portion of the employee’s premium it usually pays for an
  employee’s group health insurance while the employee is receiving District-paid leave benefits to which he
  or she is entitled under District policy and while the employee is using unpaid family medical leave. During
  any period of leave taken under the Family and Medical Leave Act (FMLA), the District shall allow the
  employee to maintain coverage under any group health plan for the duration of the leave. The District may
  recover any premiums it paid for maintaining coverage during a period of unpaid FMLA leave if the
  employee fails to return from leave after the FMLA leave has expired and the failure to return is for a reason
  other than the continuation, recurrence, or onset of a serious health condition that entitles the employee to
  FMLA leave or other circumstances beyond the employee's control.

  Unpaid Leave of Absence

  When an employee is placed on unpaid leave of absence after paid leave is exhausted, the employee shall
  continue to fully participate in the District’s employee health care insurance program during such unpaid
  leave status, for a period not to exceed 60 days, beginning on the first day of such unpaid leave status, or if
  the employee qualifies, he or she shall continue under family medical leave. Thereafter, the employee shall
  be entitled to continue the group health insurance at his or her own expense, by paying premiums in
  advance, for a period not to exceed six months. If at the end of that period, the employee is still on an
  unpaid leave of absence, COBRA coverage shall be offered. For further information or assistance contact
  the office of Employee Benefits/Compensation and Risk Management.

                                    III: LEAVES AND ABSENCES

Policy DEC

  The District offers its employees a variety of leaves from duty. This handbook describes the basic types of
  leave available and restrictions on leaves of absence. Most often, leaves of absence are requested for
  reasons of maternity, disability, personal illness and/or personal hardship, parenting, adoption, jury duty and
  other court appearances, funeral attendance, military leave and observance of religious holidays. The
  District does not offer professional development leave.


  Each of the reasons for taking a leave of absence is governed by one or more sets of laws, rules, and
  regulations. In general, leaves of absence are granted under authority of the Family and Medical Leave Act
  of 1993, State regulations, or Edgewood approved leave policies. Monthly employees must use leave in
  either full-day or half-day increments.


  There are three types of personal leave granted to Edgewood employees:

           State Sick Leave (earned prior to May 30, 1995),
           State Personal Leave (discretionary and non-discretionary)
           Edgewood Personal Leave (Local Leave)

  State Sick Leave (Prior to 1995). All days of this type may be used ONLY for:

           Illness of the employee,
           Family emergency,
           Illness or Death in the employee’s immediate family.

  Definitions of Family:

        1. Spouse,

        2. Son or daughter, including a biological, adopted, or foster child, a son-or daughter-in-law, a
           stepchild, a legal ward, or a child for whom the employee stands in loco parentis

        3. Parent, stepparent, parent-in-law, or other individual who stands in loco parentis to the employee.

        4. Sibling, stepsibling, sibling-in-law.

        5. Grandparent and grandchild.

        6. Any person who may be residing in the employee’s household at the time of illness or death.

  For purposes of the Family and Medical Leave Act, the definition of “family” shall include only 1, 2
  and 3 on the above list, but shall exclude son-or daughter-in-law, and parent-in-law.

  Family Emergency

  The term “family emergency” shall be limited to natural disasters and life-threatening situations involving the
  employee or a member of the employee’s immediate family.

  State Personal Leave - Rate of Accrual

  State law requires that all employees receive up to five days of paid state personal leave per year. Each
  employee shall earn state personal leave, in equivalent workdays, at the rate of one-half a workday for each
  18 workdays of employment, up to the statutory maximum of five workdays annually. There is no limit on
  the accumulation of state personal leave. It can be transferred to other Texas school districts and is
  generally transferable to education service centers. There are two types of personal leave: non-
  discretionary and discretionary.

  Non-discretionary Personal Leave

  Leave that is taken for personal or family illness, emergency, or a death in the family is considered non-
  discretionary leave. This type of leave allows very little or no advance planning and will be granted to
  employees in the same manner as sick leave.

  Discretionary Personal Leave

  Leave that is taken at the employee’s discretion, and that can be scheduled in advance, is considered
  discretionary leave. A written request for use of discretionary personal leave shall be submitted to the
  immediate supervisor or designee in advance, in accordance with administrative rules. The District does not
  limit the reasons for which personal leave may be used. In deciding to approve personal leave, however,
  the supervisor or designee shall consider the effect of the employee’s absence on the educational program,
  as well as the availability of substitutes. Discretionary personal leave may not be taken for more than three
  consecutive days.

  Local Personal Leave

  Each employee shall earn local personal leave, in equivalent workdays, at the rate of one-half a workday for
  each 18 workdays of employment Local personal leave may accumulate to a maximum of 30 days, and
  shall be taken at no cost to the employee. Local leave is not transferable to another employer. When an
  employee terminates employment with the District, all local personal leave earned and accumulated is lost.
  Local leave shall be used under the same terms and conditions as state personal leave, except as
  otherwise noted in District policy.


  In general, employees who have personal needs that require a leave of absence, must fill out an Employee
  Request for Leave Form from the Human Resources Department. If an employee is unable to fill out a
  Request for Leave Form due to an emergency, then it is the responsibility of the employee to contact the
  Human Resources Department as soon as possible, so that the form can be mailed to the employee.
  Employees who fail to notify their immediate supervisor and employees who fail to fill out the Employee
  Request for Leave Form are subject to disciplinary action.

  An employee who is going to be or is absent from work for any reason, must directly communicate with
  his/her supervisor on a daily basis as soon as possible before the assigned work shift begins or, if notice is
  not possible before the shift, notice shall be given at the earliest possible time after the work shift begins.
  The supervisor must be advised whether the absence is for the morning, afternoon, or the entire day.
  Failure to call in may result in loss of wages and/or disciplinary action. If circumstances prevent the
  expected return to work, the employee must notify the supervisor immediately so that arrangements can be
  made for a substitute. If the employee fails to notify the supervisor that he/she is returning to work following
  an absence, and a substitute has already been hired for the day, the employee may be sent home without


  A teacher who is absent form work must request a substitute teacher utilizing the District’s Aesop system.
  A substitute teacher may be requested by calling 1-800-942-3767 or by going online at the website For questions concerning the use of the Aesop system you may contact the Human
  Resources Department.

Policy DEC

   All full-time employees shall be eligible for temporary disability leave. The employees must request
   approval for temporary disability leave. The leave request must be accompanied by a physician’s statement
   confirming the employee’s inability to work, stating the date requested by the employee for the leave to
   begin, and stating the probable date of return as certified by the physician.

   The purpose of temporary disability leave is to provide job protection to full-time employees who cannot
   work for an extended period of time because of a mental or physical disability of a temporary nature. An
   employee may request to be placed on temporary disability leave or be placed on leave. Pregnancy and
   conditions related to it are treated the same as any other temporary disability.

   If temporary disability leave is approved, the length of leave shall not exceed 180 calendar days from the
   date leave is to begin. Temporary disability leave shall run concurrently with FMLA Leave. Employees
   must keep the Human Resources Department informed every 30 days of their status and intent to return to
   work. Failure to return to work after the allocated time or after a physician’s release may result in
   termination of employment. If temporary disability leave is not approved, the employee must return to work
   or be subject to termination procedures.

   Assignment after Temporary Disability of 180 Days

   The employee shall notify the Superintendent or designee of a desire to return to active duty no later than
   the 30th day before the expected date of return. The notice must be accompanied by a physician's
   statement indicating the employee’s physical fitness for the resumption of regular duties.

   If an educator takes a leave of absence for temporary disability, the educator, upon his/her return, shall be
   entitled to an assignment at the same school where the educator formerly taught, subject to the availability
   of an appropriate teaching position. In any event, the educator shall be placed on active duty no later than
   the beginning of the next school year. A principal at another campus voluntarily may approve the
   appointment of an employee who wishes to return from leave of absence. However, if no other principal
   approves the assignment by the beginning of the next school year, the District must place the educator at
   the school at which he/she formerly taught or was assigned.


   Employees who have been employed by the District for at least 12 months, and have worked at least 1,250
   hours in the 12 months immediately preceding the need for leave, are eligible for family and medical leave.
   An employee on FMLA leave is entitled up to 12 weeks of unpaid leave each year from July 1 through June
   30. Employees are entitled to be restored to the same or an equivalent position at the end of FMLA leave.
   Failure to return to work after the allocated time can be grounds for termination. Family and Medical Leave
   may be taken for the following reasons:

            The birth, adoption, or placement of a foster child,
            To care for a spouse, parent, or child with a serious health condition,
            An employee’s serious health condition

   If both spouses are employed by the District, combined family and medical leave for the birth, adoption, or
   placement of a child, or to care for a parent with a serious health condition, may be limited to a combined
   total of 12 weeks as determined by the needs of the District.

   Eligible employees are entitled to continue their health care benefits under the same terms and conditions
   as when they were on the job and are entitled to return to their previous job or an equivalent job at the end
   of their leave. Under some circumstances, teachers who are able to return to work at or near the
   conclusion of a semester may be required to continue their leave until the end of the semester.

   Family and medical leave runs concurrently with accrued sick and personal leave. Accumulated leave will
   be used as family and medical leave, except in the case of employees who are receiving workers’
   compensation wage benefits. If, at the expiration of the family and medical leave, the employee is able to

   return to work, but chooses not to do so, the District shall require reimbursement of the employee benefits
   contribution made by the District during the period in which such leave was taken as unpaid leave.

   Intermittent Leave for Child Care

   Use of intermittent family and medical leave shall be permitted for the care of a newborn child, or upon the
   adoption or placement of a child with the employee.

   Certification of Illness

   Upon request for family and medical leave for the employee’s serious health condition, or that of a spouse,
   parent, or child, and at 30-day intervals thereafter, the employee shall provide medical certification of the
   illness or disability.

   Medical Release

   The employee’s request for reinstatement shall be accompanied by medical certification of the employee’s
   ability to perform essential job functions.

   Returning from FMLA Leave

   If an employee takes a leave of absence under the Family Medical Leave Act (FMLA), his/her position may
   be held open and filled with a substitute for the twelve (12) weeks of leave that is allowed with the approval
   of the Human Resources Department. In general, where it is determined that it would be in the best interest
   of the campus/department to fill the position, the employee returning from a leave of absence will be
   assigned to a similar or comparable position with comparable pay and benefits.


   All employees are covered by provisions of the Workers’ Compensation Act. The Workers’ Compensation
   Act provides basic compensation and all medical costs to those employees injured within the course and
   scope of employment.

   Relation to Paid Leave

   The Board has adopted the offset option provided by law (see CRE Legal), whereby an employee absent
   because of a job-related illness or injury may choose to receive workers’ compensation wage benefits only,
   or use available paid leave, in which case, compensation wage benefits shall begin when paid leave is
   exhausted, or the employee elects to discontinue use of paid leave, or leave payments are less than the
   employee’s pre-injury average weekly wage. The employee shall indicate if he or she chooses to use
   available paid leave in this circumstance, and, if so, may choose to discontinue use at any time. An
   employee absent because of a job-related illness shall be placed on family and medical leave, if applicable.


   An employee absent from duty one day or more or needing medical attention due to an injury or illness from
   work-related activities shall present to his/her principal / supervisor a certificate of injury or illness by a
   licensed doctor of medicine, dentistry, chiropractic, or podiatry. Within 24 hours after receiving the
   certificate of illness or injury from the employee, the principal or supervisor shall send the certificate to the
   office of Employee Benefits/ Compensation and Risk Management. All employees are required to promptly
   report all injuries to their supervisors even if medical treatment is not necessary.

   Injured employees must report any incident immediately to the supervisor. The employee should not leave
   the job before the supervisor has been notified, unless the injury requires immediate medical treatment. If
   the supervisor is not available, the employee should notify the supervisor’s assigned representative. If an
   employee is absent from duty on workers’ compensation for one day or more or needs medical attention,
   the employee shall notify his or her principal or supervisor. The reason for the absence and the anticipated
   date of return to duty shall be verified by a doctor’s statement. Upon notification of the injury or illness of an
   employee, the principal or supervisor will submit the required forms to the District’s risk manager.

Verification of Benefits

Compensation for lost time as a result of a work-related illness or injury is mandated by the Workers’
Compensation Act. Lost time compensation shall be verified by a licensed doctor of medicine, dentistry,
chiropractic, or podiatry.

An injured employee may utilize his or her personal leave when a work-related injury prevents his or her
returning to the job. However, the employee will not receive compensation greater than 100 percent of his
or her normal salary. An injured employee shall furnish the Human Resources Department a status report,
setting forth the condition of the employee and the date of his or her expected return to duty.

Return to Duty

At the end of any workers’ compensation absence from duty of one to five days, the employee shall notify
the risk manager of the intent to be restored to duty. Medical proof of physical fitness is required. The risk
manager shall notify the employee’s principal or supervisor of the employee’s intent to be restored to duty. If
the employee is absent more than five consecutive days under workers’ compensation, the employee must:

         Report to the risk manager to receive approval to return to work; and
         Report for work on the date specified by the employee’s doctor.
         If the doctor finds and advises the employee that the employee is physically able to return to work
          on a specified date, the employee shall return to duty on the date specified.

The risk manager may require that a licensed doctor of medicine, dentistry, chiropractic, or podiatry
examine the employee desiring to return to duty, with the cost paid through the workers’ compensation
fund. The risk manager may, at any time, require the employee to submit a doctor’s statement of the
employee’s physical fitness to perform the required duties. Required duties may vary from normally
assigned duties. After an evaluation of medical information, the Human Resources Department may
recommend a change in the assigned duties of the employee.

If the employee fails to report to work on the date specified by the employee’s doctor, timely submit to
examination by the doctor specified by the District, or return to work on the date specified by the examining
doctor designated by the office of Employee Benefits/Compensation and Risk Management, such failure
shall constitute the resignation of the employee from the District for at-will employees and shall be
considered a good cause for termination of contract personnel. All professional employees under contract
must abide by Board policy governing employment.

Return After 30 days: In general, employees certified by a medical doctor to return to work after a job-
related injury or illness in excess of thirty (30) working days shall be entitled to restoration to duty,
contingent upon a vacancy for which the person is qualified. It is the responsibility of the employee to keep
the office of Employee Benefits/Compensation and Risk Management advised of his or her current address.
Any employee notified of a vacancy must report for duty within five (5) calendar days. Failure to report for
duty shall be determined as an election not to report, and employment shall be terminated in accordance
with Board policy and/or State law.

The District does not discriminate against a qualified individual with a disability because of the individual's
disability in regard to terms, conditions, and privileges of employment. Discrimination includes not making
reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual
with a disability, unless the District can demonstrate that the accommodation would impose an undue
hardship on the operation of the District.

In accordance with the American Disabilities Act guidelines, after the District exhausts reasonable
accommodation efforts, any employee who is unable to perform the required duties of a position, may be
terminated in accordance with Board policy.

   Modified Duty

   The District may assign modified duty to an employee who has sustained a work-related injury and has
   been given work restrictions by the attending physician. The office of Risk Management is authorized to
   establish and administer the modified duty program.

   Indefinite Leave of Absence

   The District shall not terminate an employee who is on an unpaid leave of absence and receiving workers’
   compensation benefits, except, however, when the termination is for a legitimate reason independent from
   the employee’s workers’ compensation claim.

   Unauthorized Absence

   An employee who fails to return from workers’ compensation leave on the date the employee is scheduled
   to work, may be terminated on the same basis as any other employee who fails to report to work or is
   absent without leave, unless the employee offers a legitimate and acceptable reason for not returning.
   Additional information is available from any office of the Texas Workers’ Compensation
   Commission (1-800-452-9595), or the EISD office of Employee Benefits/ Risk Management.

Policy DEC

   In addition to all other days of leave, a District employee who is physically assaulted during the performance
   of regular duties is entitled to the number of days of leave necessary to recuperate from physical injuries
   sustained as a result of the assault. At the request of an employee, the District must assign the employee
   to assault leave. Days of assault leave may not be deducted from accrued personal leave. Assault leave
   may not extend more that two years beyond the date of the assault. Following an investigation of the claim
   in which a determination is made that the employee was not eligible for assault leave, the District may
   change the assault leave status and charge the leave against the employee’s accrued personal leave, or
   against the employee’s pay if insufficient accrued personal leave is available.

   Assault leave benefits due an employee shall be coordinated with temporary income benefits due from
   workers’ compensation, so the employee’s total compensation from temporary income benefits and assault
   leave policy benefits will equal 100 percent of the employee’s weekly rate of pay. Education Code 22.003


   The District shall reasonably accommodate an employee’s request to be absent from duty in order to
   participate in religious observances and practices, so long as it does not cause undue hardship on the
   conduct of District business. Such absence shall be without pay unless applicable paid leave is available.

Policy DEC

   The District may not discharge, discipline, reduce the salary, or otherwise penalize or discriminate against
   an employee, because of the employee’s compliance with a summons to appear as a juror. For each
   regularly scheduled workday on which a non-salaried employee serves in any phase of jury service, the
   District shall pay the employee’s normal daily compensation. An employee’s accumulated personal leave
   may not be reduced because of the employee’s service in compliance with a summons to appear as a juror.

   Other Court Appearances

   Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal,
   legislative, or administrative proceeding. Absences for court appearances related to an employee’s
   personal business must be taken as personal leave or leave without pay (if no personal leave is available).
   Employees may be required to submit documentation of their need for leave for court appearances.

Policy DEC

    Paid Leave for Military Service

    Any employee who is a member of the Texas National Guard, Texas State Guard, or reserves component
    of the armed forces will be granted a paid leave of absence without loss of any accumulated leave for
    authorized training or duty orders. Paid military leave will not exceed 15 days per year.

    Re-employment After State Military Leave

    Employees who leave the District to enter into active duty with the Texas National Guard or Texas State
    Guard may return to employment if they are honorably discharged or released within five years. Employees
    who wish to return to the District will be re-employed in the same position they previously held, or
    reassigned to a position of similar seniority, status, and pay, provided they are still qualified to perform the
    required duties of the position. Application for re-employment and evidence of honorable discharge or
    release must be submitted to the Human Resources Department within 90 days of discharge or separation.

    Re-employment After Federal Military Leave

    Employees who leave the District to enter into the United States uniformed services may return to
    employment if they are honorably discharged. Employees who wish to return to the District will be re-
    employed in the position they would have held if employment had not been interrupted or be reassigned to
    an equivalent or similar position provided they are still qualified to perform the required duties. To be eligible
    for re-employment, employees must provide notice of their obligation or intent to perform military service,
    provide evidence of honorable discharge or release, and submit an application for re-employment to the
    Human Resources Department. Employees who perform service in the uniformed services may elect to
    continue their health plan coverage for a period not to exceed 18 months. Employees should contact the
    Human Resources Department for details on eligibility, requirements, and limitations.


Employees absent five or more consecutive days for illness or injury shall submit a doctor’s excuse to their
immediate supervisor upon return to work. All employees returning from a Leave of Absence of ten 10 or more
consecutive days must obtain a Return to Work Form from the Department of Human Resources that serves as
a clearance to return to work. The employee should not report to work without this clearance. When leave is
taken for the purposes of maternity, disability, or hardship, return to work must be accompanied by a physician’s
statement indicating the ability of the employee to resume his/her assigned duties. The terms and requirements
of the Americans with Disabilities Act (ADA) will be strictly adhered to in returning an employee to work
following leave.

Policy DEC

    The District offers a generous array of leave opportunities for its employees as a benefit for them in the best
    interest of maintaining a positive and healthy work environment. However, in order to maintain the leave
    program as it is intended, employees may not abuse District leave policies. District leave policies include
    administrative rules and regulations that must be followed in order for employees to properly take the leave
    available to them. Failure to follow the District's applicable leave policies and associated rules and
    regulations shall be construed as a violation of District policy and shall result in disciplinary action.
    Disciplinary action may include, but not limited to, a reprimand, suspension without pay, and/or termination
    from employment in appropriate cases. Absence from work must be based on a particular leave status. An
    employee’s absence without leave (AWOL) means any of the following: 1) Being absent without any
    available leave; 2) Being absent without having timely followed administrative policy for taking leave; 3)
    Being absent without having timely followed applicable department or campus rules for taking leave.

Policy DEC

Available personal leave will be used and recorded in the following order:

    1. Local personal leave
    2. State sick leave accumulated prior to May 30, 1995
    3. State personal leave

Policy DEC

Both state personal leave and local personal leave are earned at the rate of one-half a workday for each 18
workdays of employment. However, unearned local personal leave will be made available for use during the
current year provided the absence is in accordance with the District policies and procedures. When an
employee has used more leave than he/she has accumulated ceases to be employed by the District, the cost of
the unearned leave days will be deducted from the employee’s final paycheck. Before an employee may take
unearned local personal leave, an authorization form must be signed and submitted to the payroll department
for deduction of the cost of unearned leave from the employee’s final paycheck.

                            IV: EMPLOYEE CONDUCT AND WELFARE

Policies DBD, DH

   All employees are expected to work together in a cooperative spirit to serve the best interests of the District
   and to be courteous to students, one another, and the public. Employees are expected to observe the
   following standards of conduct. They shall:

             Recognize and respect the rights and property of students and co-workers.
             Maintain confidentiality in all matters relating to students and co-workers.
             Report to work according to the assigned schedule.
             Notify their immediate supervisor as early as possible in the event that they must be absent or
              late. Unauthorized absences, absenteeism, and tardiness may be cause for disciplinary action or
             Know and comply with department and District procedures and policies.
             Observe all safety rules and regulations, and report injuries or unsafe conditions to a supervisor
             Use District time, funds and property for authorized District business honestly and account for all
              such funds and property committed to their charge or under their control.
             Not falsify records nor direct or coerce others to do so.
             Neither accept nor solicit any gift, favor, service or other benefit that could reasonably be
              construed to influence the employee’s discharge of assigned duties and responsibilities.
             Not use their institutional privileges for personal or partisan advantage, avoid all conflicts of
              interest associated with their employment, and immediately disclose to the Superintendent or
              designee any personal or financial interest creating such conflict.

Policy DH

   Without the prior consent of the Superintendent or all parties subject to a recording, no employee may
   secretly record any conversation of another employee while the employee is on duty and working for the
   District. Recording devices may not be used during meetings between a supervisor and a staff member
   unless all parties subject to the recording have consented to such recording; except, however, supervisors
   may make an official recording of any administrative hearing and/or meeting involving the supervisor and
   staff member in accordance with District policy.


   On April 23, 2002, the Board adopted a general code of ethics for all District employees, volunteers and
   third-party contractors doing business for the District, which general code of ethics supplements all other
   ethics requirements. All District employees are expected to follow this code. (EXHIBIT A) In addition to the
   District’s General Code of Ethics, District employees are required to adhere to the Code of Ethics and
   Standard Practices for Texas Educators as adopted by the State Board of Education. (EXHIBIT B)

Policy DH

   Board Policy DH (Local) requires that the dress and grooming of district employees shall be clean, neat, and
   in a manner appropriate for their assignments. The policy also provides that dress and grooming of District
   employees must be in accordance with any additional standards established by their supervisors and
   approved by the Superintendent. The following standards are requirements for employee dress and
   grooming, and are intended to present employees as positive role models for the District.

        Employee clothing shall be neat, clean, and appropriately sized at all times.
        Employees shall tuck in shirts and blouses when appropriate.
        Short skirts/dresses more than two inches above the knee are not permitted.
        Employees shall not wear shorts, capri pants, leggings, stirrup pants, sweat suits, skorts, or mini skirts
         at any time except as otherwise noted. Shorts worn by P.E. personnel shall be no more than four
         inches above the knee. Sweat suits are permitted only for P.E. activities.
        Employees shall wear belts when appropriate.
        Jeans are generally not acceptable professional dress, but Edgewood campus employees may wear
         jeans, tennis shoes, and T-shirts on designated school spirit days or designated field trips. Central
         office employees are not permitted to wear jeans and T-shirts to work.
        Employees’ earrings shall be limited to the ear lobe while at work, and must not be a distraction in the
        Employees must wear socks or hose with all footwear. Footwear such as flip-flops and other similar
         footwear are not permitted.
        All clothing shall be modest and reflect conservative and professional grooming standards.
        Custodians, food service workers, maintenance workers and police must wear the appropriate uniform
         and other attire as may be required.

    Volunteers. substitutes, student teachers, and interns are required to follow the same standards of dress
    and grooming as District employees.

Policy DIA

The District prohibits sexual harassment and harassment based on a person’s race, color, gender, national origin, disability,
religion, or age. Sexual harassment of an employee is defined as unwelcome sexual advances; requests for sexual favors;
sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when:

    1.   Submission to the conduct is either explicitly or implicitly a condition of an employee’s employment, or when
         submission to or rejection of the conduct is the basis for an employment action affecting the employee; or
    2.   The conduct is so severe, persistent, or pervasive that it has the purpose or effect of unreasonably interfering with
         the employee’s work performance or creates an intimidating, threatening, hostile, or offensive work environment.

Harassment of an employee on the basis of the employee’s race, color, gender, national origin, disability, religion, or age
includes physical, verbal, or nonverbal conduct related to these characteristics when the conduct is so severe, or pervasive
that the conduct:

    1.   Has the purpose or effect of unreasonably interfering with the employee’s work performance;
    2.   creates an intimidating, threatening, hostile, or offensive work environment; or
    3.   Otherwise adversely affects the employee’s employment opportunities.

Reports of sexual harassment should be made to the Title IX Officer and reports of other prohibited harassment should be
made to the Superintendent. Upon receipt of the report, the district official shall determine whether the allegations, if
proven, would constitute sexual harassment or other prohibited harassment as defined by District policy. If so, the district
official will immediately authorize or undertake an investigation. The investigation may be conducted by the District
official or a designee, such as a campus principal, or by a third party designated by the District, such as an attorney. If the
results of an investigation indicate that prohibited harassment occurred, appropriate disciplinary or corrective action shall
be taken by the District.

Policy FFH

Employees shall not tolerate harassment of students and shall make reports as required by District policy.
Sexual harassment of a student by a District employee includes both welcome and unwelcome sexual
advances for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or
communication of a sexual nature when:

    1. A District employee causes the student to believe that the student must submit to the conduct in order
       to participate in a school program or activity, or that the employee will make an educational decision
       based on whether or not the student submits to the conduct; or
    2. The conduct is so severe, persistent, or pervasive, that it: a) Affects the student’s ability to participate
       in or benefit from an educational program or activity, or otherwise adversely affects the student’s
       educational opportunities; or b) Creates an intimidating, threatening, hostile, or abusive educational

Romantic or inappropriate social relationships between students and District employees is always prohibited,
even if it is consensual.

Sexual harassment of a student committed by another student includes unwelcome sexual advances; requests
for sexual favors; or sexually motivated physical, verbal, or nonverbal conduct when the conduct is so severe,
persistent, or pervasive that it:

    1. Affects a student’s ability to participate in or benefit from an educational program or activity, or creates
       an intimidating, threatening, hostile, or offensive educational environment;
    2. Has the purpose or effect of substantially or unreasonably interfering with the student’s academic
       performance; or
    3. Otherwise adversely affects the student’s educational opportunities.

Other prohibited harassment of a student is defined as physical, verbal, or nonverbal conduct based on the
student’s race, color, gender, national origin, disability, or religion that is so severe, persistent, or pervasive that
the conduct:

    1. Affects a student’s ability to participate in or benefit from an educational program or activity, or creates
       an intimidating, threatening, hostile, or offensive educational environment;
    2. Has the purpose or effect of substantially or unreasonably interfering with the student’s academic
       performance; or
    3. Otherwise adversely affects the student’s educational opportunities.

Any student who believes that he or she has experienced prohibited harassment should immediately report the
alleged acts to a teacher, counselor, principal, or other District employee. Any District employee who receives
notice that a student has or may have experienced prohibited harassment is required to immediately report the
alleged acts to the campus principal or to the Title IX officer for sexual harassment and to the Superintendent
for other prohibited harassment. Upon receipt of a report of harassment a principal shall immediately notify the
appropriate District official.

To the extent possible, the District shall respect the privacy of the complainant, persons against whom a report
is filed, and witnesses. Limited disclosure may be necessary in order to conduct a thorough investigation and
comply with applicable law. Upon receipt of a report, the District official shall determine whether the allegations,
if proven, would constitute sexual harassment or other prohibited harassment as defined by District policy. If
so, the District official shall immediately authorize or undertake an investigation. If the results of the
investigation indicate that prohibited harassment occurred, the District shall promptly respond by taking
appropriate disciplinary or corrective action.

Policy FFG

  All employees are required by state law to immediately report any suspected child abuse or neglect to Child
  Protective Services. Teachers and other professional staff are required to make a report to a law
  enforcement agency or to Child Protective Services within 48 hours after the time the employee first
  suspected that a child has been or may be abused or neglected. Under state law, any person reporting or
  assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is
  made in bad faith or with malicious intent.

  A certified employee’s failure to report suspected child abuse may result in disciplinary procedures by
  SBEC for a violation of the Educators Code of Ethics and prosecution for the commission of a Class B
  misdemeanor. To report a case of child abuse you may call the Texas Department of Protective and
  Regulatory Services at 1-800-252-5400.

  Employees who suspect that a student has been, or may be abused or neglected, should also report their
  concerns to the campus principal. Employees are not required to report their concern to the principal before
  making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and
  neglect investigators. Reporting a suspicion of abuse or neglect to the principal does not relieve the
  employee of the requirement to report to the appropriate state agency. Interference with a child abuse
  investigation by denying an interviewer’s request to interview a student at school, or requiring the presence
  of a parent or school administrator against the desires of the investigator, is prohibited.

Policy DI (Exhibit)

  Edgewood ISD is committed to maintaining a drug-free environment and will not tolerate the use of illegal
  drugs in the workplace. Employees who use or are under the influence of alcohol or illegal drugs, as
  defined by the Texas Controlled Substances Act, during working hours may be dismissed. The District’s
  policy on drug abuse and drug-free schools is as follows:

  The District prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled
  substance, illicit drug, and alcohol, as those terms are defined in state and federal law, in the workplace, on
  school premises, or as part of any of the District’s activities. Employees who violate this prohibition shall be
  subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or
  rehabilitation programs, or employee assistance programs, termination from employment with the District,
  and referral to appropriate law enforcement officials for prosecution. Information on available rehabilitation
  or employee assistance programs and contacts shall be posted throughout the workplace.

  Compliance with these requirements and prohibitions is mandatory, and is a condition of employment. As a
  further condition of employment, an employee shall notify the Superintendent of any criminal drug statute
  conviction the employee incurs for a violation in a workplace no later than five days (5) after such

  Within 30 calendar days of the Superintendent’s receiving notice from any source of a conviction for any
  drug statute violation occurring in the workplace, the Superintendent or designee shall either (1) take
  appropriate personnel action against the employee, up to and including termination of employment or
  referral for prosecution or (2) require the employee to participate satisfactorily in a drug and alcohol abuse
  assistance or rehabilitation program approved for such purposes by a federal, state, or local health agency,
  law enforcement agency, or other appropriate agency. The cost of any such program shall be borne by the

  This notice complies with notice requirements imposed by the federal Drug-Free Workplace Act (20
  U.S.C. 3471, 1221e-3(a) (1) and 34 CFR 85.630); notice requirements imposed by the federal Drug-
  Free Schools and Communities Act Amendments of 1989 (20 U.S.C. 3224a and 34 CFR 86.201); and
  notice requirements imposed by the Texas Workers’ Compensation Commission rules at 28 TAC

Policy DH

  Employees shall not unlawfully manufacture, distribute, dispense, possess, use or be under the influence of
  any of the following substances during working hours, while at school, or at school related activities, during
  or outside of usual working hours:

            Any controlled substance or dangerous drug as defined by law, including but not limited to
             marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.
            Any abusable glue, aerosol paint, or any other chemical substance for inhalation.
            Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs.

  An employee need not be legally intoxicated to be considered “under the influence” of a controlled

  Exception: An employee who uses a drug authorized by a licensed physician through a prescription
  specifically for that employee’s use shall not be considered to have violated this policy.

  Failure to adhere to the District’s policy against use of alcohol and drugs will result in disciplinary action and
  may result in termination of employment.

Policy DHE

  The District reserves the right to conduct searches when the District has reasonable cause to believe that a
  search will uncover evidence of work-related misconduct. As such, employees shall have no expectations
  of privacy. The District may search the employee, the employee’s personal items, work areas, lockers, and
  private vehicles parked on District premises or worksites, or used in District business, for prohibited/illegal
  drugs or weapons when reasonable suspicion exists.

  Notice is hereby given to all employees that all vehicles parked on and around District premises or
  worksites, or used in District business, are subject to inspection by trained drug dogs which may result in a
  search of that vehicle upon reasonable suspicion of the presence of any prohibited weapon, controlled
  substance or dangerous drug as defined under law (including but not limited to marijuana), alcohol or
  alcoholic beverage, abusable glue, aerosol paint or any other volatile chemical substance for inhalation, and
  any other intoxicant or mood-changing, mind-altering or behavior altering drugs.

  If a trained sniffer-dog alerts to an employee’s belongings or automobile, reasonable suspicion will be found
  to exist and District administrators or law enforcement officers will have the authority to search the
  employee’s belongings.

  Safety-Sensitive Positions

  The District may conduct alcohol and drug tests, without a warrant and without individualized suspicion,
  when the test serves special governmental needs that outweigh the individual’s expectation of privacy, such
  as when an employee is required to perform safety-sensitive duties. For example, teachers, coaches and
  other employees whose duties include the transportation of students are subject to testing requirements.
  Other safety-sensitive duties include those that involve the handling of potentially dangerous equipment or
  hazardous substances in an environment including a large number of children. Drug testing will be
  conducted before an individual assumes driving responsibilities.

  Employees Required to have a Commercial Driver’s License

  Employees who are required to have a commercial driver’s license (CDL) are subject to drug and alcohol
  testing. This applies to all drivers who operate a motor vehicle designed to transport 16 or more passengers
  (including the driver), drivers of large vehicles, and drivers of vehicles used in the transportation of
  hazardous materials.

  Reasonable Suspicion

   Alcohol and/or drug tests may be required when individualized reasonable suspicion exists to believe that a
   District employee has violated the prohibitions of the District’s policy regarding alcohol and drug use.
   Factors that may affect the reasonableness of the suspicion are: (1) specific, contemporaneous, articulable
   observations of the employee’s appearance, behavior, speech or body odors of an employee whose motor
   ability, emotional equilibrium or mental acuity seems to be impaired; (2) the nature of any tip or information;
   (3) the reliability of an informant; (4) the degree of corroboration; and (5) other factors contributing to the

   Return To Duty Following Accident Or Following Positive Testing

   Employees subject to alcohol and/or drug testing under Board policy and who have either been involved in
   a motor vehicle accident or who have tested positive for prohibited alcohol/drug use may be required to
   undergo subsequent testing before returning to active duty, if employment has not been terminated. All
   employees subject to alcohol and drug testing will receive a copy of the District’s policy, the testing
   requirements, and detailed information on alcohol and drug abuse, and the availability of assistance
   programs. Employees with questions or concerns relating to alcohol and drug policies, and related
   educational material, should contact the office of Employee Benefits/Compensation and Risk Management.


   Use of tobacco products by District staff is prohibited in all enclosed District facilities on open air District
   property (including parking lots), outdoor athletic fields, outdoor seating areas, practice fields, and other
   property used for school-sponsored activities or events, and in all school vehicles.

Policy DBA

   Head coaches or chief sponsors of an extra curricular athletic activity (including cheerleading) that is
   sponsored or sanctioned by the District or UIL, must maintain and submit to the District proof of current
   certification in first aid and cardiopulmonary resuscitation (CPR). The American Red Cross, the American
   Heart Association, or another organization that provides equivalent training and certification must issue the

Policy DH

   State law prohibits District employees from knowingly selling, marketing, or distributing a dietary
   supplement that contains performance-enhancing compounds to a student with whom the employee has
   contact as part of his or her school District duties. In addition, employees may not knowingly endorse or
   suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement
   to any student.

Policy DG

   The District will not directly or indirectly discourage employees from participating in political affairs, or
   require any employee to join any group, club, committee, organization, or association. Employees may join
   or refuse to join any professional association or organization. An individual’s employment will not be
   affected by membership, or a decision not to be a member, of any employee organization that exists for the
   purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of
   employment, or conditions of work.

Policies FNCG, GKA

    Employees, visitors, and students are prohibited from bringing firearms, illegal knives, or other weapons
    onto school premises or any grounds or building where a school-sponsored activity takes place. To ensure
    the safety of all persons, employees who observe or suspect a violation of the District’s weapons policy
    should report it to their Principal, Supervisor, District Police or the Superintendent’s office.


    All visitors are expected to enter any District facility through the main entrance and sign in or report to the
    building’s main office. Authorized visitors will receive directions or be escorted to their destination and will
    be required to prominently display Visitor Badges on their person for identification. Employees who observe
    an unauthorized individual on the District premises should immediately direct him or her to the building
    office, or contact the administrator in charge.

Policy EFE

    Employees are expected to comply with the provisions of copyright law relating to the unauthorized use,
    reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos,
    computer data and programs). Rented videotapes are to be used in the classroom for educational
    purposes only. Duplication or backups of computer programs and data must be made within the provisions
    of the purchase agreement.

Policy CQ

Access to the District’s electronic communications system, including the Internet, is available to students
and employees primarily for instructional and administrative purposes. Limited personnel use of the system is
permitted if the use 1) Imposes no tangible cost to the district; 2) Does not unduly burden the District’s
computer or network resources; and 3) Has no adverse effect on an employee’s job performance or on a
student’s academic performance.

Information contained in District computers, including but not limited to electronic mail, transmissions of
electronic mail and other use of District computers and the communications systems are not confidential, and
may be monitored at any time to ensure appropriate use. Employees and students who are authorized to use
the District’s computers, the Internet and/or the District’s electronic communication systems, are required to
abide by the provisions of the district’s use policies and procedures. Failure to do so can result in suspension
or termination of privileges, and may lead to disciplinary action.


    Good attendance and promptness are required of all District employees in order to carry out their job duties
    and responsibilities. Employees who are absent without leave (AWOL) or tardy have a negative impact on
    the accomplishment of the missions of the school and District. Employees who are AWOL or who begin a
    pattern of absenteeism, tardiness, or leaving work early shall be counseled for proper determination and/or
    appropriate disciplinary action, which may result in termination of employment.


   Employees are expected to conform to reasonable standards of performance and conduct. If an employee
   fails to adhere to these standards, disciplinary action may be required. Although the District follows the
   Employment At-Will Doctrine, the use of progressive discipline by supervisors is generally followed for
   matters that do not require immediate dismissal. Supervisors are encouraged to use progressive discipline
   measures to assist employees in correcting deficiencies that are remediable. The use of progressive
   discipline is not intended to address serious employee violations that may result in immediate termination of
   employment; nor is progressive discipline intended to remove the at-will status of an employee or create a
   contractual relationship between an at-will employee and the District.

   While progressive discipline measures may differ, depending on the campus or department, the following
   goals shall be addressed when progressive discipline is warranted:

            The promotion of standards of employee conduct and supervisory practices which support
             effective operations;
            The promotion of fair and consistent employee discipline practices within a campus or
            The promotion of a system that addresses employee discipline problems constructively and helps
             to avoid termination whenever possible; and
            The promotion of a system that uses a progressive system that imposes increasingly severe
             penalties as the seriousness of the offense increases or as repeated offenses occur.

   Employees with questions about Progressive Discipline Guidelines and Procedures may contact the
   Employee Relations Officer in the Human Resources Department.

   Policy DH

   Employees shall comply with the standards of conduct set out in Policy DH and all other policies,
   regulations, guidelines, and directives that impose duties, requirements, or standards attendant to their
   status as District employees. Violation of any policies, regulations, directives, or guidelines may result in
   disciplinary action, including termination of employment.

                                                                                                  EXHIBIT A

                                      GENERAL CODE OF ETHICS

   The Standards of Conduct set forth in this General Code of Ethics provide and formalize basic standards
   and protocols in both internal and external matters of the Edgewood Independent School District. All
   employees shall recognize the following:
            That they assume responsibility for adhering to the Standards of Conduct hereinafter expressed,
             as well as applicable city, state and federal laws and/or regulations, applicable Board policies
             and/or procedures, and all professional standards for the related fields of conduct applicable to
             the services being performed.
            That the Standards of Conduct hereinafter written cannot provide guidance for every possible
             activity and that, therefore, individuals shall be expected to use good judgment, exercised in good
             faith, in all endeavors with the District.
            That action or omission that violates the Standards of Conduct hereinafter written shall be subject
             to disciplinary action, including but not limited to sanctions and/or termination of employment.

   The following Standards of Conduct apply to all employees of the Edgewood Independent School District.

                                             Standards of Conduct

Employees shall uphold the mission of the Edgewood Independent School District by adhering to the following
Standards of Conduct while performing their duties and responsibilities and meeting their obligations to the

         1. Ensure that all city, state and/or federal laws and/or regulations applicable to them are followed.

         2. Adhere to applicable EISD policies and/or procedures and the applicable standards for the
            related fields of professional conduct attributed to them.

         3. Avoid actions that, if carried out, would jeopardize the ability of others to comply with city, state
            and/or federal laws and/or regulations and/or EISD policies and/or procedures applicable to the
            other person.

         4. Effectively, efficiently, and economically transact EISD business, including, but not limited to,
            making good faith efforts to safeguard EISD assets from waste, abuse, theft, or other physical
         5. Exhibit a desire to serve the public by being service-oriented and displaying a helpful, kind,
            patient, and tolerant demeanor.
         6. Practice fair and nondiscriminatory treatment toward others and especially to those who are being
         7. Follow EISD administrative Line and Staff reporting procedures and reveal all material facts
            known to them when reporting on the results of their work, which if not revealed, could either
            conceal unlawful or improper practices or results or prevent informed decisions from being made
            by the persons required to make recommendations and/or decisions.

         8. Exercise objectivity and diligence in their service and continually strive for improvement in their
            proficiency and in the effectiveness and quality of their service.
         9. Exercise honesty, integrity, and good judgment in all matters pertaining to the activities of EISD,
            its Board of Trustee and/or its individual members, EISD employees and/or volunteers. In this

     They shall not knowingly participate in acts or activities that: (i) are illegal, improper or, using a
      reasonable and prudent person test, have the appearance of impropriety; (ii) are discreditable
      to themselves or EISD; or (iii) are detrimental to the welfare of EISD;

     They shall abide by the applicable code of conduct related to business transactions by avoiding
      or disclosing any activity that is or is generally acknowledged to be in conflict with the interests
      of EISD or that could prejudice their ability to carry out objectively their service to EISD;

     They shall release public statements that are truthful and objective, keep information and
      records confidential when appropriate, and protect the governmental interests of EISD, its
      officers and employees, and the welfare of EISD students;

     They shall avoid any and all conflicts of interest, immediately acknowledge any influences, and
      offer to withdraw from any assignment when an actual conflict exists which may impair the
      persons’ objectivity or integrity in the service of EISD;

     They shall avoid actions and/or omissions that promote their own self-interests at the expense
      of their profession and shall uphold the standards of their profession with honor and dignity.

     Subject to Paragraph 10, they shall not solicit, offer, bestow, or promise to bestow anything of
      value for or on any EISD officer or employee for the purpose of influencing a recommendation,
      action, decision, determination or vote on any EISD matter and/or that, using a reasonable and
      prudent person test, has the appearance of influencing the same or creating any ethical and/or
      legal impropriety; and they shall immediately report to the Superintendent any such solicitation,
      offer, bestowal or promised bestowal of the same;

     Subject to Paragraph 10, they shall provide written notification to the Superintendent of any
      transaction that involves: (i) anything of value, given to, given on behalf of, or given in honor of
      any person who is or who becomes a Board member within six (6) months of entering into a
      contract with EISD and through the conclusion of the contract services to the District; and/or (ii)
      any such thing of value given to, given on behalf of, or given in honor of any person who is
      related to the Board member by blood within the third degree or by marriage within the second
      degree, within six (6) months of entering into a contract with EISD and through the conclusion
      of the contract services to the District.

10. This policy is not meant to and shall not apply to attendance at or the hosting of social functions
    unrelated to EISD official business projects/matters; nor shall this policy apply to reported
    campaign contributions as contemplated under the Texas Election Code, nor to the payment of
    nominal amounts for meals and other activities that are related to on-gong EISD official business
    project(s) in which the employee is currently involved with the District and/or third party
    contractor; except, however, this exception shall not excuse compliance with other rules of law
    and ethics as may otherwise be applicable to any person and/or company.

                                                                                                      EXHIBIT B


Statement of Purpose

The Texas educator shall comply with standards and ethical conduct toward students, professional colleagues,
school officials, parents, and members of the community and shall safeguard academic freedom. The Texas
educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal
integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall
extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a
position of public trust, shall measure success by the progress of each student toward realization of his or her
potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall
cooperate with parents and others to improve the public schools of the community.


I. Professional Ethical conduct, Practices and Performance.

Standard 1.1. The educator shall not knowingly engage in deceptive practices regarding official policies of the
school district or educational institution.
Standard 1.2. The educator shall not knowingly misappropriate, divert, or use monies, personnel, property or
equipment committed to his or her charge for personal gain or advantage.

Standard 1.3. The educator shall not submit fraudulent requests for reimbursement, expenses or pay.

Standard 1.4.    The educator shall not use institutional or professional privileges for personal or partisan

Standard 1.5. The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional
judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens
offered openly from students, parents or other persons or organizations in recognition or appreciation of service.

Standard 1.6. The educator shall not falsify records, or direct or coerce others to do so.

Standard 1.7. The educator shall comply with state regulations, written local school board policies and other
applicable state and federal laws.

Standard 1.8. The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of
professional qualifications.

II. Ethical Conduct Toward Professional Colleagues

Standard 2.1. The educator shall not reveal confidential health or personnel information concerning colleagues
unless disclosure serves lawful professional purposes or is required by law.

Standard 2.2. The educator shall not harm others by knowingly making false statements about a colleague or
the school system.

Standard 2.3. The educator shall adhere to written local board policies and state and federal laws regarding the
hiring, evaluation, and dismissal of personnel.

Standard 2.4. The educator shall not interfere with a colleague’s exercise of political, professional or citizenship
rights and responsibilities.

Standard 2.5. The educator shall not discriminate against or coerce a colleague on the basis of race, color,
religion, national origin, age, sex, disability, or family status.

Standard 2.6. The educator shall not use coercive means or promise of special treatment in order to influence
professional decisions or colleagues.

Standard 2.7. The educator shall not retaliate against any individual who has filed a complaint with SBEC
under this chapter.

III. Ethical Conduct Toward Students.

Standard 3.1. The educator shall not reveal confidential information concerning students unless disclosure
serves lawful professional purposes or is required by law.

Standard 3.2. The educator shall not knowingly treat a student in a manner that adversely affects the student’s
learning, physical health, mental health or safety.

Standard 3.3. The educator shall not deliberately or knowingly misrepresent facts regarding a student.

Standard 3.4. the educator shall not exclude a student from participation in a program, deny benefits to a
students, or grant an advantage to a student on the basis of race, color, sex, disability, national origin, religion,
or family status.

Standard 3.5. The educator shall not engage in physical mistreatment of a student.

Standard 3.6. The educator shall not solicit or engage in sexual conduct or a romantic relationship with a

Standard 3.7. The educator shall not furnish alcohol or illegal/unauthorized drugs to any student or knowingly
allow any student to consume alcohol or illegal/unauthorized drugs in the presence of the educator.

                              V. TERMINATION OF EMPLOYMENT


  In general, contract employees may be dismissed in the middle of a school year or contract term for good
  cause. Term contract employees, whether certified or non-certified, regular or probationary, may also have
  their contracts non-renewed at the end of the term established in the employment contracts, in according
  with District policies and procedures outlined in Board policy, depending on the employee’s category of
  employment. In general, contract employees being proposed for termination in the middle of a school year,
  suspended without pay, or subject to a reduction in force, are entitled to receive notice of the recommended
  action, an explanation of any charges against them, and an opportunity for a hearing. The time lines and
  procedures followed in such event, will be provided when a written notice is given to an employee. Certified
  term contract employees being proposed for nonrenewal are also entitled to notice of the proposed action,
  an explanation of charges and an opportunity for a hearing before any final decision is made. In general,
  non-certified term contract employees may be non-renewed at the end of their contract terms without further
  action on the part of the District, depending on the specific terms set out in their employment contracts.
  Certified probationary contract employees are only entitled to notice of the Board’s decision to terminate the
  employment not later than the 45 day before the last day of instruction.

Policy DCD

  Non-contract employees (paraprofessionals, auxiliary and police) are employed at will and may be
  dismissed at any time for any reason not prohibited by law, or for no reason. A non-contract employee who
  is dismissed may, within seven calendar days following the dismissal, request to be heard by the Board by
  making a written request to the Superintendent in accordance with Policy DCD (Local).

Policy DFE

  Contract Employees

  When an employee wishes to resign from employment with the District, the employee should submit his/her
  resignation in writing to the Superintendent. A copy of the resignation should be provided to the employee’s
  immediate supervisor and another copy to the Human Resources Department. Without the consent of the
  Superintendent or Board, contract employees may not ordinarily resign during the school year or contract
  term. An exception may be granted in the case of an unexpected hardship or when a resignation is deemed
  to be in the best interest of the District. Resignation without proper consent may result in sanctions
  imposed against the employee by the State Board for Educator Certification.

  Non-Contract Employees

  Non-contract employees may resign their positions at any time. A written notice of resignation should be
  submitted to the Superintendent at least two weeks prior to the effective date of resignation. A copy of the
  resignation should be provided to the employee’s immediate supervisor and another copy to the Human
  Resources Department. Employees are encouraged to include the reasons for leaving in the letter of
  resignation, but are not required to do so.


   Exit interviews will be scheduled when possible for all employees leaving the District. Information on the
   continuation of benefits will be provided at that time. Separating employees are asked to provide the
   District with a forwarding address and phone number, and complete an exit questionnaire that provides the
   District with feedback on his or her employment experience.

Policy DC

   The District may discharge an employee if the District obtains information of the employee's conviction of a
   felony or of a misdemeanor involving moral turpitude that the employee did not disclose to the SBEC or to
   the District. An employee so discharged shall be considered to have been discharged for misconduct for
   the purposes of Labor Code Section 207.044 (unemployment compensation). Education Code 22.085.

Policy DF

   The Superintendent is required to notify in writing the State Board for Educator Certification (SBEC) within
   seven calendar days of the date the Superintendent first obtains or has knowledge of information indicating
   any of the following circumstances:

         1. That an applicant for or a holder of an educator certificate has a reported
            criminal history.

         2. That a certified educator was terminated from employment
            based on a determination that he or she committed any of the following acts:

                      Any form of sexual or physical abuse of a minor or other illegal conduct
                       with a minor.
                      The possession, transfer, sale, or distribution of a controlled
                      The illegal transfer, appropriation, or expenditure of school property or funds.
                      An attempt by fraudulent or unauthorized means to obtain or alter any certificate or
                       permit that would entitle the individual to be employed in a position requiring such a
                       certificate or permit or to receive additional compensation associated with a position.
                      Commission of a crime, any part of which occurred on school property or at a school-
                       sponsored event.

         3. That a certificate holder resigned and reasonable evidence supported a recommendation by the
            person to terminate a certificate holder because he/she committed one of the acts specified in
            paragraph 2 (A) through (E), above.

                           VI. EMPLOYEE COMPLAINTS/GRIEVANCES

Policy DGBA


  The purpose of this policy is to provide employees an orderly process for the prompt and equitable
  resolution of complaints. The Board intends that, whenever feasible, complaints be resolved at the lowest
  possible administrative level. Employees shall make good faith efforts to resolve their complaints at the
  lowest possible adminis-trative level to help promote harmony in the workplace.

  Other Review Processes

  Some topics are governed by other review processes and are not subject to this policy. For example,
  employee termination procedures for at-will employees are found in policy series DCD. An employee’s
  dismissal or nonrenewal may be the subject of a complaint under this policy only if the District does not
  otherwise provide for a hearing on the matter. Proposed employee suspension / termination / non-renewal
  procedures for Chapter 21 employees may be found in various policies, such as series DFAA, DFAB,
  DFBA, and DFCA. For complaints against peace officers, see CKE (Legal).

  Sexual Harassment

  Complaints of sexual harassment against employees are governed by policy series DIA.

  Compliance Coordinators

  The names of District coordinators for compliance with federal non-discrimination laws are found in DAA
  (LOCAL). Issues specific to sexual harassment complaints are found at DHC.

  “Whistle Blower” Complaints

  Employees who allege unlawful discrimination in retaliation for reporting a violation of law to an appropriate
  authority shall invoke this policy within the time specified by law. [See DG (Legal). The complaint shall
  begin at Level Two. If the complaint is not resolved at that level, the Superintendent shall ensure that the
  matter reaches the Board expeditiously. Time lines for the employee and the District set out in this policy
  may be shortened to ensure that the Board’s final decision is made before the 61 day following the
  initiation of the grievance procedure.

  Notice To Employees

  The principal of each campus and other supervisory personnel shall ensure that all employees under their
  supervision are in-formed of this policy. Employees shall be provided a copy of the policy at the time of
  employment and whenever it is revised.


  A complaint under this policy shall include grievances concerning an employee’s wages, hours, or
  conditions of work and specific allegations of unlawful discrimination in employment on the basis of race,
  religion, national origin, age, or disability, specific allegations of unlawful discrimination or retaliation on the
  basis of the employee’s exercise of constitutional rights, and “Whistleblower” complaints. [Sexual
  harassment is handled at DHC.] A complaint must specify the individual harm alleged.

Freedom From Retaliation

Neither the Board nor administration shall unlawfully retaliate against an employee for bringing a complaint
under this policy. [See DG]

General Provisions

Complaints shall be specific and may not proceed based on allegations that are merely conclusionary in
nature. Complaints brought under this policy shall be in writing and shall identify the Board policy and each
specific act and/or omission complained of that is alleged to be the subject of complaint. In general, in
presenting and resolving complaints, time is of the essence.


Complaint forms and appeal notices may be filed by hand-delivery, fax, or U.S. Mail. Hand-delivered filings
shall be timely filed if received by the appropriate Designated Party or designee by the close of business on
the deadline. Fax filings shall be timely filed if they are received on or before the deadline, as indicated by
the date/time shown on the fax copy. Mail filings shall be timely filed if they are postmarked by U.S. Mail on
the deadline and received by the appropriate Designated Party or designated representative no more than
three after the deadline.

   Timelines

    Unless otherwise set out herein or unless extended by mutual consent when such time limits
    are not otherwise mandated by law, all time limits shall be strictly complied with. All
    references to “days” are to workdays of the person required to act under this policy. Any time
    line given in this policy that is not otherwise mandated by law may be extended by mutual,
    written, consent of the complaining employee and the party hearing the complaint or appeal.

    The Designated Party at each level shall respond in writing to the employee within 7 days
    from the completion of a complaint conference, unless mutually extended. The employee
    has 7 days after receiving a response to appeal to the next level. The complaint shall be
    considered concluded if the employee does not appeal within that time limit. If the
    Designated Party fails to respond within 7 days, or other mutually agreeable time, of the
    completion of a complaint conference, the employee may appeal the complaint to the next
    level. The employee may not appeal to the next level unless a written response has been
    made by the Designated Party or the time for response has expired..

    Announcing a decision in the employee’s presence or presence of the employee’s duly
    appointed representative at Level three of this complaint policy constitutes communication of
    the decision.

   Informal

    Complaints shall be heard in informal administrative conferences whenever practicable.

   Series Of Complaints / Events

    All complaints arising out of an event or related series of events shall be addressed in one
    complaint. An employee is precluded from bringing separate or serial complaints concerning
    events about which the employee has previously complained.

   Cost

    Costs of any complaint shall be borne by the party incurring them.

Statement Of Particulars

    If a complaint is found to be too vague, general, or indefinite at an level of this policy, the time lines at
    the complaint level shall be held in abeyance, during which time the complainant shall be required to
    prepare a written statement of particulars, setting out with specificity the act(s) and/or omission(s)
    complained of in order to afford the respondent with fair notice and an opportunity to adequately
    respond in writing to each charge or offer a remedy. A statement of particulars at Level One, however,
    shall not be permitted without approval from the Designated Party’s supervisor or the Superintendent or
    his/her designee.

Pre-Hearing Conference

The Superintendent or his/her designee may conduct a pre-hearing conference or make such other orders
as may be deemed necessary or appropriate to clarify issues, afford the respondent with fair notice and an
opportunity to respond, and assist in the resolution process.


When the Superintendent or the Board determines that two or more individual complaints are sufficiently
similar in nature and remedy to permit their resolution through one proceeding, the complaints may be

Informal Complaint Procedures Required

An employee who has a complaint shall request an informal conference with the Designated Party herein to
resolve the complaint, prior to entering the Formal Complaint Process. The employee’s request shall be
made within 15 days of the time the employee first knew or should have known of the event or series of
events causing the complaint. The Designated Party shall, in turn, schedule and conduct an informal
conference within 5 days of the request or at a time mutually agreeable to the parties. The conference shall
be conducted between the employee and Designated Party, except that a District Ombudsman may be in
attendance with the consent of the Designated Party. At the informal conference, the employee shall
discuss with the Designated Party (i) the concern, (ii) the justification or rationale for the concern, (iii) the
harm sustained or being sustained by the employee, and (iv) the remedy sought for resolution.

The employee and the Designated Party shall endeavor to reach agreement on resolution of the concern. If
resolution is reached, the complaint is resolved. If resolution is not reached, the employee may invoke the
formal complaint process or seek input of the District ombudsman.


An employee may seek input of the District ombudsman, who shall be a Human Resources Department
administrator. The ombudsman shall be an employee who is responsible for serving as a resource person
to employees by assisting in preventing or eliminating conditions that are not conducive to a positive
working environment. Although the ombudsman shall not mandate resolution, the ombudsman may make
recommendations to the employee and/or the Designated Party for resolution of concerns.
Recommendations of the Ombudsman are for the sole purpose of resolving controverted issues and may
not be used by the party complaining or the party being complained against for any purpose.

Formal Complaint Process/ Levels

If resolution of the complaint is not reached at the informal complaint level, the employee may enter the
formal complaint process and request a formal meeting with the Designated Party within 7 days of the
informal conference, unless the time has been extended by written agreement. The employee shall submit
with the request a formal complaint in writing. Unless otherwise agreed between the parties, a Level One
conference shall begin within 10 days of receipt of the written complaint, as hereinafter set out. The
Designated Party shall notify the employee of the date, time, and place of the conference at which the
complaint shall be reviewed with the employee.

  Designated Parties

  For purposes of receiving a complaint at both the informal and formal complaint conferences, the
  Designated Party shall be the following:

        1. In the case of a professional, paraprofessional and classified employee, other than an employee
           assigned to a campus: the employee’s department head. In the case of an appeal of the decision
           of such employee’s department head, the department head’s supervisor.

        2. In the case of classroom teachers, other professional employees, paraprofessional and classified
           employees assigned to a campus: the principal. In the case of an appeal of the decision of such
           employee’s principal, the principal’s supervisor.

        3. In the case of department of safety (DOS) personnel: the employee’s department head. In the
           case of an appeal of the decision of such employee’s department head, the department head’s

        4. In the case of employees who are not covered by any of the above categories or who may
           reasonably be under both a principal and a department head: the principal or the employee’s
           department head, whoever has primary jurist-diction over the issue in order to resolve it. In the
           case of an appeal of the decision of such employee’s principal or department head, the principal
           or department head’s supervisor. It shall be required only that the employee request a
           conference with the principal or the department head at the Informal and Level One Levels. The
           principal and department head shall determine who shall hear the complaint and shall timely
           notify the employee if it is other than the person initially requested by the employee.

  No Authority

  When a Designated Party is notified of an informal or formal com-plaint that cannot be resolved by him/her
  because of lack of authority to do so, the Designated Party may request that the person with such authority
  hear the complaint. The person with such authority shall not be obligated to hear the complaint. In the
  event that the person with such authority agrees to hear the complaint, the Designated Party shall
  immediately so notify the complaining employee. In such event, the person with authority shall become the
  Designated Party.


  Within the time designated for filing a formal complaint at Level One, the employee shall file with the
  Designated Party a written complaint containing the following:

        1.   The specific complaint, setting out each act and/or omission on which the complaint is based.
        2.   The rationale or jurisdiction for the concern.
        3.   The clearly defined harm alleged.
        4.   The remedy sought for resolution.

  The Designated Party shall schedule and begin a Level One conference within 10 days of receipt of the
  written complaint or as otherwise agreed to between the parties.

  The Designated Party shall submit a written response, or Level One disposition, including his/her rationale
  for the decision, to the employee within 7 days of the completion of the Level One conference. If resolution
  is reached, the complaint is resolved. If resolution is not reached, the employee may appeal the decision to
  Level Two.


  The employee wishing to appeal a Level One disposition shall, within 10 days after receipt of that
  disposition, file a written notice of appeal with the Designated Party’s supervisor. The written
  notice of appeal shall include an explanation of the portions of the Level One disposition being
  appealed and the remedy sought.

  The Designated Party’s supervisor shall schedule and begin Level Two conference within 10 days
  of receipt of the written notice of appeal of the Designated Party’s decision. The Designated Party’s
  supervisor shall submit a written response, or Level Two disposition, including his/her rationale for the decision, to the
  employee within 7 days of the completion of the Level Two conference. If resolution is reached, the complaint is
  resolved. If resolution is not reached, the employee may appeal the decision to Level Three.


  The employee wishing to appeal a Level Two disposition shall, within 7 days after receipt of that disposition,
  file a written notice of appeal with the Superintendent. The written notice of appeal shall include an
  explanation of the portions of the Level Two disposition being appealed and the remedy sought.

  The Superintendent or designee shall schedule and begin a Level Three conference within 10 days after
  receipt of the written notice of appeal. The conference shall be for the purpose of gathering the relevant
  information for consideration by the Superintendent or designee in order to resolve the complaint. Within 7
  days of the completion of the Level Three conference, the Superintendent or designee shall submit a written
  response. If a designee has been used, the designee shall prepare a written response in the form of a
  recommendation to the Superintendent who, in turn, shall render a final, written, administrative response to
  the employee’s complaint within 14 days of the conclusion of the Level Three conference or as otherwise
  agreed to by the Superintendent and the employee. If resolution is reached, the complaint is resolved. If
  resolution is not reached, the employee may appeal the decision to Level Four.

The Record
  The record shall be that record developed from the Level Three conference and any additional
  documentation submitted by any party involved in the complaint, including but not necessarily limited to the
  employee, the Designated Party and the Superintendent or designee. All documentation of the complaining
  employee must be submitted at Level 3, prior to the issuance of the Superintendent’s written decision. The
  Level Three conference shall be tape-recorded.

  Testimony shall be given by the witnesses, if any, either under oath or affirmation, in person or by affidavit.
  The Superintendent or designee, shall consider and determine the weight to be given to such testimony.
  Unsworn written statements may also be presented and considered at Level 3 when such statements, in the
  opinion of the Superintendent or designee, will aid in the ascertainment of the truth. At this level, the
  complaining employee must be prepared to present the supporting facts on which he/she relies for a
  decision and wishes the Superintendent to consider. The Superintendent or designee, in making the Level
  Three Decision, may also consider factual information not presented at Level Three when such factual
  information is a matter of District record or when judicial notice is taken. The term “judicial notice” for
  purposes of this policy is the recognition by the Superintendent of the existence and truth of certain facts,
  having a bearing on the controversy-in-question, which, from their nature, are not properly or easily the
  subject of testimony or other documentary evidence, or which are universally regarded as established by
  common notoriety or by public record outside of the District.

  At least 3 days prior to any Level Four hearing before the Board, the Superintendent or designee shall
  tender to the employee or the employee’s representative, if any, and the Designated Party a copy of the
  record to be presented to the Board. The employee or his/ her representative may submit additional
  documentation for inclusion in the Record, if it is relevant and material to the allegations presented at Level
  Three and was not available at that time. The Superintendent or designee shall determine whether such
  additional documentation shall be included in the Record and shall determine whether additional time shall
  be granted to any affected party, in order to allow such party to properly respond to the additional
  documentation. A copy of any new documentation shall immediately be tendered to all parties involved in a
  complaint. The Superintendent or designee, in his/her sole discretion, may also reconvene the Level Three
  conference in the interest of determining the facts after receiving new documentation.


   Employees shall be entitled to an informal presentation to the Board of an appeal from the Level Three
   disposition. The employee wishing to appeal a Level Three disposition shall, within 10 days after the
   receipt of that disposition, file a written notice of appeal with the Superintendent to present to the Board.
   The appeal shall be placed on a Board agenda for presentation in a Stop, Look and Listen type hearing
   before the Board. No new evidence shall be presented at this hearing. The Board shall consider the record
   developed at Level Three and the argument of the parties, if any. The Board may seek clarification of the
   record before it and may send the matter back to Level Three for development of the facts in controversy.
   The Level Four presentation shall be tape-recorded. At the Level Four presentation, the Board may, in
   open session, elect not to take further action. A decision not to take further action upholds the
   administrative decisions at Level Three. Announcing in the employee’s presence or the presence of the
   employee’s duly appointed representative that the Board has elected not to take further action constitutes
   communication of the decision. The Board may also require that the matter be placed on a future agenda
   for deliberation and possible disposition.


   The Board may also require a formal hearing at the Board’s level. An employee who is granted a formal
   hearing shall be afforded that hearing, either before the Board in a meeting that includes the hearing as an
   item in the posted agenda or with the Board’s designee. If the Board conducts the hearing, it shall make
   and communicate its decision at any time up to and including the next regularly scheduled Board meeting.

   If the Board’s designee conducts the formal hearing, he/she shall make a recommendation to the Board at
   the first regular meeting following the conclusion of the hearing that affords adequate time to prepare a
   written recommendation. The employee shall be provided a copy of the recommendation before the
   meeting and shall be given an opportunity at the meeting to respond to the recommendation, either orally or
   in writing. The Board shall then make and communicate its decision at any time up to and including the
   next regularly scheduled Board meeting.


   If a complaint involves the appointment, employment, evaluation, reassignment, duties, discipline or
   dismissal of the employee bringing the complaint, it shall be heard by the Board in closed session unless
   the employee bringing the complaint requests it to be heard in public. However, if the complaint constitutes
   a complaint or charge against another District employee or officer, it shall be heard in closed session unless
   an open hearing is requested in writing by the employee or officer against whom the complaint or charge is


   If an employee alleges in writing specific facts that, if true, would constitute a violation of the employee’s
   common law, statutory or constitutional rights, the Superintendent or designee shall investigate the


   Recommendations and/or decisions involving personnel duties and/or wages shall be coordinated with the
   Human Services Department prior to any recommendation and/or decision, to ensure that hiring, dismissal,
   reassignment, promotion and/or demotion of District personnel meet(s) the needs and/or requirements of
   state and/or federal law and the District.

                                       VII. HEALTH AND SAFETY

Policy CK

   The District has developed and promotes a comprehensive program to ensure the safety of its employees,
   students, and visitors. The safety program includes guidelines and procedures for responding to
   emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize
   injuries to employees, co-workers, and students, and to protect and conserve District equipment,
   employees must comply with the following requirements:

                Observe all safety rules
                Keep work areas clean and orderly at all times
                Immediately report all accidents to their supervisor
                Operate only equipment or machines for which they have training and authorization

   Employees with questions or concerns relating to safety programs and issues should contact the office of
   Employee Benefits/Compensation and Risk Management.

Policy CKC

   Each school is required to have emergency procedures that can be implemented on short notice, to help
   ensure safety students and personnel. The Superintendent may dismiss school for a part of a day or for
   longer periods of time, if necessary, in case of unusual or emergency situations.

   During actual emergency conditions, students and faculty will be retained at the school buildings unless
   otherwise directed by the Superintendent. Buses will not be made available for transportation until
   authorized by the Superintendent or a designee, and Civil Defense vehicles, ambulances, firefighting units,
   police, and other authorized vehicles shall have priority in the vicinity of the school.

   All employees should familiarize themselves with evacuation and other emergency procedures in the
   District-wide plan developed by the Superintendent and the emergency procedures developed at the
   assigned campus. Evacuation diagrams are required to be appropriately posted in all District facilities. All
   employees are responsible to be familiar with the evacuation diagrams posted in their work areas. Fire,
   tornado, and other emergency drills will be conducted to familiarize employees and students with
   evacuation procedures. Fire extinguishers are located throughout all District buildings. Employees are
   responsible to know the location of the extinguishers nearest their place of work and how to use them.

   Principals shall conduct fire, tornado, or other emergency drills designed to assure the orderly movement of
   students and personnel to the safest areas available.

Policy CKA

   The District is committed to providing a safe environment for employees. An accredited management
   planner has developed an asbestos management plan that is followed by the District for managing asbestos
   and controlling exposure in each school The District’s management plan is kept in the Superintendent’s
   office and is available for inspection during normal business hours. The plan calls for, among other
   safeguards, annual notices about inspections and locations of asbestos-containing material, as well as
   training for specified categories of employees. Custodial and maintenance staffs, for example, are required
   to receive awareness training, with greater training for employees whose duties may cause them to disturb
   asbestos. Employees should contact the Department of Human Services if they believe they have not been
   provided with required training or have not received proper notification of asbestos-containing materials or
   information on proper work practices when around asbestos containing materials.

Policy DI

  For the welfare of its employees and in compliance with state law, the District provides employees with
  information and training on hazardous chemicals, including measures to take for self-protection and the use
  of appropriate protective equipment. The District also maintains Material Safety Data Sheets (MSDS) of
  manufacturers for chemical and hazardous materials at each location. MSDS are available for the
  employee’s’ use and review. Employees are responsible for familiarizing themselves with the properties
  and hazards of each chemical, how to recognize hazardous substances, safe handling procedures, what to
  do in the event of a spill or accidental release, how to control exposure to the substances, first-aid
  procedures, and knowing the location of the Material Safety Data Sheets.

Policy DI

  Notices of planned pest control treatment will be posted in a District building 48 hours before the treatment
  begins. Notices are generally located in the front office. Pest control information sheets are available from
  campus principals or facility managers upon request.

                                   VIII. GENERAL PROVISIONS


  Teachers are required to attend all District-wide faculty meetings and meetings called by the principal of
  their school. Such meetings are planned to promote educational progress.

Policy DMA

  The District budgets time and financial resources to support a comprehensive staff development program
  approved in accordance with Education Code 11.253 and 21.451. This program is guided by the Campus
  Improvement Plan developed through the site-based decision-making process.

  Staff development shall be predominantly campus-based, related to achieving campus performance
  objectives, and developed and approved by the campus-level committee. Guided by the strategies and
  activities of the District, campus improvement plans, and individual growth plans, the campus and District
  committees shall identify staff development needs for teacher and administrators.

Policies DN, DNA

  All District employees shall be periodically appraised in the performance of their duties. The employee’s
  performance of assigned duties and other job-related criteria shall provide the basis for the employee’s
  evaluation and appraisal. Employees shall be informed of the criteria on which they will be evaluated. Each
  employee shall have at least one evaluative conference annually to discuss the written evaluation and may
  have as many conferences about performance of duties as the supervisor deems necessary. All
  employees shall receive a copy of their annual written evaluation.

  A document evaluating the performance of an employee is confidential.

  The annual appraisal of District teachers shall be in accordance with the Professional Development and
  Appraisal System (PDAS). The District shall establish an appraisal calendar each year.

Policy BQA

  In compliance with Texas Education Code 11.251, the Board has established a District-wide Educational
  Improvement Council, composed of at least 31 members that represent diverse sectors of the District,
  including campus-based and District-level professional staff, parents, business and the community, to
  advise the Board or Superintendent in establishing and reviewing the District’s educational goals,
  objectives, and major District wide classroom instructional programs identified by the Board or
  Superintendent. The council serves in an advisory role. At times, the Board or Superintendent may appoint
  or establish other advisory groups or task force to assist in matters pertaining to District instruction.


  The EISD automated Workforce Time and Attendance System is used by the District to compute
  employees’ work and benefit time. All new employees to the District will be issued a picture identification
  badge when being processed in the Department of Human Resources. All administrators are required to
  “badge in” when reporting to work each day. All other employees as well as substitutes are required to
  badge in and out each time they report to and leave work throughout the workday. Employees are required
  to use their own badge at all times. No employee may use another employee’s badge for reporting in
  and/or out of work. If an employee badges in or out of work for another employee, both employees shall be
  subject to disciplinary action and possible termination of employment. No pins, stickers, decals or other
  similar items may be affixed to the bar code area of the badge at any time.

  At the discretion of the campus/department administrator, an employee may be required to wear his/her ID
  badge at all times while on duty. If the badge is lost or mutilated, a replacement card will be furnished for a
  $5.00 fee. Once an employee presents a receipt of payment from the Accounting Department cashier, the
  Human Resources Department will furnish a replacement badge. Each Employee has a continuing duty to
  report a missing or stolen ID badge to his/her immediate supervisor immediately upon discovery that the
  badge is missing and/or stolen.

Policy CKC

  The District may close schools because of inclement weather or emergency conditions. When such
  conditions exist, the Superintendent will make the official decision concerning the closing of District
  facilities. When it becomes necessary to open late or to release students early, the local radio and
  television stations will be officially so notified. No employee is authorized to be away from work because of
  inclement weather or emergency conditions without the Superintendent’s official decision on the matter.

Policy EMI

  A teacher, administrator, or other school employee, in his or her official capacity, may not aid, encourage,
  discourage, or participate in a religious or anti-religious activity at school or at a school function, even if the
  activity was student initiated. When there is a request to distribute non-school literature, whether religious
  or otherwise, the literature shall be brought to the principal or designee to determine if reasonable time,
  place, and manner, or other constitutionally permissible restrictions apply to the distribution of the literature.

Policy CH

  All requests for purchases must be submitted to the Purchasing Department on an official District purchase
  order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy
  goods or services for the District may be made without a PO number. The District will not reimburse
  employees or assume responsibility for purchases made without proper authorization. Employees are not
  permitted to purchase supplies or equipment for personal use through the District’s business office. Failure
  to comply with District policy regarding purchasing procedures may result in disciplinary action, which may
  include termination.

Policy GBA

   The Central Office personnel file is kept in the Department of Human Resources for all personnel. This file
   contains certificates, service records, transcripts, and sick leave information. Also, included in the Central
   Office personnel folder are teacher evaluations. Upon request, a teacher may view the contents of the
   teacher’s file in the presence of a personnel officer. Employees, who have a change in name, address, or
   phone number, must forward this information to the Department of Human Resources as soon as possible.

   The principal of each campus may maintain a file on each staff member as a means of assessing the level
   of instruction, assisting in the improvement of teaching methods, and evaluating performance.

   Most District records, including personnel records, are considered public information and must be released
   upon proper request. A limited amount of personal information may be withheld. Employees may choose
   not to allow public access to or have the following information included in a staff directory, by submitting a
   written request to the Human Resources Department.

                   Address
                   Phone number
                   Social Security number
                   Information that reveals whether they have family members


   Employees of the District are not permitted to use their positions to sell products or services, nor solicit
   money from students or their parents for books, services, educational materials, or any other project, that
   results in profit for the employees.

   Employees may not accept or solicit any gift, favor, service, or other benefit that could reasonably be
   construed to influence the employee’s discharge of assigned duties and responsibilities. An employee who
   exercises discretion in connection with contracts, purchases, payments, claims, or other pecuniary
   transactions shall not solicit, accept, or agree to accept any benefit from a person the employee knows is
   interested in or likely to become interested in any such transactions of the District.

   It is a conflict of interest for an Employee to participate in an EISD decision, recommendation, or process
   that involves, directly or indirectly, a potential financial benefit to the employee and/or his/her immediate
   family, apart from the employee’s employment with the District. An employee who believes he/she may
   have such a conflict of interest must immediately disclose the interest to the Superintendent or designee,
   who shall take whatever action is considered most appropriate to protect the District’s interest.

   No administrator or teacher may receive a commission or rebate on any book(s) used in the schools with
   which the person is concerned as administrator or teacher

Policy FJ, GE

   While certain parent-teacher groups or other non-profit organizations that are “qualified non-profit
   organizations” for purposes of the Charitable Raffle Enabling Act may conduct raffles to benefit the District
   or schools, the District is not a "qualified non-profit organization" for such purposes and, thus, may not
   sponsor or conduct raffles – i.e., award one or more prizes by chance at a single occasion among a pool or
   group of persons who have paid or promised a thing of value for a ticket that represents a chance to win a

                                             IX. STUDENT ISSUES

Policy FB

   The Edgewood Independent School District does not discriminate on the basis of race, religion, color,
   national origin, sex, or disability in providing education services, activities, and programs, including
   vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the
   Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.
   Questions or concerns about discrimination of students on the basis of race, religion, sex, national origin, or
   age should be directed to a Title IX Coordinator.

Policy FL

   Student records are confidential and are protected from unauthorized inspection or use. Employees should
   take precautions to maintain the confidentiality of all student records. The following people are the only
   people who have general access to a student’s records:

          Parents of a minor or of a student who is a dependent for tax purposes
          The student (if 18 or older)
          School officials with legitimate education interests

Policy FNG

   In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level
   possible, the Board has adopted orderly processes for handling complaints on different issues. Any campus office or
   the Superintendent’s office can provide parents and students with information on filing a complaint. Parents are
   encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents
   and students with complaints that cannot be resolved should be directed to the campus principal. The formal
   complaint process provides parents and students with an opportunity to be heard up to the highest level of management
   if they are dissatisfied with a principal’s response. Once all administrative complaint procedures are exhausted,
   parents and students may bring complaints to the board of trustees.

Policy DBD

   An employee shall disclose in writing to his or her immediate supervisor any private tutoring of District
   students for pay or any outside employment that in any way creates a potential conflict of interest with
   assignment of duties and responsibilities.

Policy FFAC

   Only designated employees may administer medication to students. A student who must take medicine
   during the school day must bring a written request from his or her parent and the medicine, in its original,
   properly labeled, container. Contact the principal or school nurse for information on procedures that must be
   followed when administering medication to students.


   Students are expected to follow the campus rules and rules listed in the Student Code of Conduct and
   Student Handbook. Teachers and administrators are responsible for taking disciplinary action based on a
   range of discipline management procedures. Other employees that have concerns about a particular
   student’s conduct should contact the classroom teacher or campus principal.


To top