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Employee Information Brochure

Greater Clark County Schools

Employee Information Brochure

Revised – November 2015

School Corporation rules are established by policy of the Board of School Trustees and are set out in the Greater Clark County Schools Policy Manual that is available in each building in the corporation and on the corporation’s intranet.

This Employee Information Brochure provides employees with highlights of policies contained in the GCCS Policy Manual. In the event there is a discrepancy between language contained in this Employee Information Brochure and GCCS Policies, the GCCS Policy language controls. It is the responsibility of each employee to be familiar with corporation rules. It is not a defense to avoid discipline that an employee was not informed of the rule by a supervisor.

Americans With Disabilities Act (ADA)

Americans With Disabilities Act (ADA)

GCCS does not discriminate against qualified job applicants and workers who are or become disabled. Under terms of the ADA, an individual is disabled if the individual: has a physical or mental impairment that substantially limits one or more of the individual’s major life activities; has a record of such an impairment, or is regarded or viewed as having such an impairment. GCCS also does not discriminate against an applicant or employee because of that individual’s association or relationship with individuals with disabilities. ADA defines a qualified disabled person as someone who, with or without a reasonable accommodation, can perform the essential functions of the job in question. GCCS will provide reasonable accommodations for disabled workers unless doing so would impose an undue hardship on the corporation.

Employees with questions concerning ADA should contact Donna Mullins, Director of Human Resources at the Administration Building; Telephone: (812) 288-4802, ext. 50141.

Bloodborne Pathogens

Bloodborne Pathogens

The Bloodborne Pathogens Exposure Plan of Greater Clark County Schools, adopted July 1992 and revised July 1994, determines in Section I that the following job classifications are those in which some or all employees may have occupational exposure to bloodborne pathogens.

Job classifications in which all employees have occupational exposure:

  • School Nurse
  • Health Assistants
  • Day Custodians

Job classifications in which employees may have occupational exposure:

  • Teachers of Seriously Emotionally Handicapped Students
  • Teachers of Multiple Handicapped Students
  • Teachers of Severely/Profoundly Handicapped Students
  • Para Educators in classes listed above
  • Bus Drivers and Monitors who transport students listed above
  • Athletic Trainers Coaches
  • Elementary and Middle School Administrative Assistants
  • School Building Administrators
  • Family / Consumer Science Teachers
  • Technology Teachers
  • Visual Arts Teachers
  • Playground Supervisors
  • Second Shift Custodians
  • Mail Room Personnel
  • Pony Driver
  • Others who document “reasonable anticipation of exposure”

Under Section 2 of the Bloodborne Pathogens Exposure Plan, Hepatitis B vaccinations will be made available at no cost to employees in the above listed job classifications. Employees with questions concerning occupational exposure and/or Hepatitis B vaccinations should contact Donna Mullins, Director of Human Resources at the Administration Building, Telephone: (812) 288-4802, ext. 50141, or the school nurse assigned to your building.

Inservice on Universal Precautions will be conducted each school year for all employees.

Civil Rights/Discrimination

Civil Rights/Discrimination

It is the policy of Greater Clark County Schools to maintain and operate a learning and working environment that is free from discrimination and harassment on the basis of gender, age, race, disability, family status, national origin or religion. No person is excluded from participation in, denied the benefits of, or otherwise subjected to unlawful discrimination of such basis under any educational program or employment. Greater Clark’s policy is followed in accordance with the Indiana Civil Rights Act (I.C. 22-9-1), I.C. 20-33-1, Titles VI and VII of the Civil Rights Act of 1964, the Equal Pay Act of 1973, and Title IX (1972 Education Amendments), Section 504 of the Rehabilitation Act of 1973, and Title I and Title II of the Americans with Disabilities Act of 1990. Persons who believe they have been discriminated against are encouraged to file a complaint with the appropriate Greater Clark officials for investigation and action.

The Board of School Trustees in Policies 1422/3122 (Adopted, 1993) supports the principle that all persons are entitled to equal employment opportunity without regard to race, religion, gender, disability or relationship to a person with a known disability, age or national origin, including limited English proficiency. The voluntary issuance of this statement reaffirms the Greater Clark County Schools’ commitment to non-discrimination in personnel practices.

GCCS will recruit, hire, provide training opportunities, provide reasonable accommodations for otherwise qualified individuals with a disability, and promote to job classifications without regard to race, religion, gender, age, disability or relationship to an individual with a known disability or national origin, including limited English proficiency. GCCS will base decisions on employment upon the principle of equal employment opportunity and a nondiscriminatory assessment of an individual’s qualifications for positions to be filled. GCCS will make promotional decisions in accord with the principles of equal employment opportunity and involve only valid requirements in the assessment of the individual’s qualifications for promotional opportunities. GCCS will see that personnel policies, practices and procedures involving such factors as compensation, benefits, transfers, layoffs, school-sponsored training and educational assistance programs, as well as social and recreational programs are administered in accordance with the principles of equal employment opportunity.

If an individual wants to make inquiries about compliance with this policy, he/she should contact the Superintendent of Schools or Greater Clark’s complaint designee (Travis Haire, Deputy Superintendent, Telephone: 812-283-0701, ext. 50105). Their offices are located at Greater Clark’s Administration Building located at 2112 Utica-Sellersburg Road, Jeffersonville, IN 47130. If an individual believes he/she is the subject of a discriminatory act, a written complaint should be filed with a building principal, the superintendent of schools or Greater Clark’s complaint designee, as applicable.

Any person who feels the corporation has discriminated against him/her may use the complaint procedure as described in Policies 4116.3/4216.3/1400.2/5144.3, or may complain directly to the building principal, superintendent of schools or to the complaint designee of the school corporation as applicable. Filing of a complaint or otherwise reporting acts of proven discrimination will not reflect upon the individual’s status nor will it affect future educational or employment opportunities for the individual.

When an employee, student or student’s parent or guardian believes he/she has been discriminated against by a GCCS employee or another student, he/she may file an informal or formal complaint under the procedure established by the GCCS to enforce policies against such discrimination. To file such a complaint, contact the Principal or the Title IX complaint designee(Travis Haire, Deputy Superintendent, Administration Building, 2112 Utica-Sellersburg Road, Jeffersonville; Telephone (812) 2884802 ext. 50105) for assistance and information about processing such a complaint. Copies of the complete polices are available in the offices of the schools and at the Administration Building, 2112 Utica-Sellersburg, Jeffersonville, IN 47130, or on the corporation’s intranet.

Policy and Statutes on Criminal History Records

Policy and Statutes on Criminal History Records

Greater Clark County School’s Policy 4111.3/ 4211.3 and I.C. 20-26-5-10 require that employees (including employees of contracted services likely to have direct, ongoing, contact with children) must have submitted a “limited criminal history” to the school system prior to employment. Limited criminal history means information with respect to any arrest, indictment, information, or other formal criminal charge, which must include a disposition. However, information about any arrest, indictment, information, or other formal criminal charge which occurred less than one (1) year before the date of a request for such a record shall be considered a part of a limited criminal history even if no disposition has been entered.

Greater Clark County Schools will obtain a limited criminal history on all regular and substitute employees following an offer of employment which is contingent upon a criminal records clearance. Limited criminal histories will be obtained on all volunteers and/or individuals involved in extra-duty coaching. Those providing contracted services who have employees in “direct, ongoing contact with children” are required to provide copies of a limited criminal history for all of their employees within seven (7) working days of the offer of a contract; and to provide copies within seven (7) working days for any new employees or substitute employees. Indiana Code 20-26-5-11 (for all school employees and for employees of contracted services who have direct ongoing contact with children) states that schools may use conviction of any of the following listed offenses as grounds NOT to employ or to contract with an individual. Present employees shall notify the school corporation immediately if, during the course of their employment, they are convicted in Indiana or any other jurisdiction of any of the offenses listed below:

  • murder
  • causing suicide
  • assisting suicide
  • voluntary manslaughter
  • reckless homicide
  • battery (unless 10 years have elapsed)
  • aggravated battery
  • kidnapping
  • criminal confinement
  • sex offense under IC 35-42-4
  • carjacking
  • arson (unless 10 years have elapsed)
  • incest
  • neglect of a dependent (unless 10 years have elapsed)
  • child selling
  • contributing to delinquency of a minor (unless 10 years have elapsed)
  • offense involving a weapon under IC 35-47 (unless 10 years have elapsed)
  • offense relating to controlled substances under IC 35-48 (unless 10 years have elapsed)
  • offense relating to material or performance that is harmful to minors or obscene under IC 35-49-3 (unless 10 years have elapsed)
  • offense relating to operating a motor vehicle while intoxicated under IC 9-30-5 (unless 5 years have elapsed)
  • offense substantially equivalent to any of the above in which the conviction occurred in another jurisdiction (state).

Indiana Code 20–27-8-1 requires that School Bus Drivers/ Assistant Drivers and School Bus Monitors must:

  • be of good moral character
  • not use intoxicating liquor during school hours
  • not use intoxicating liquor to excess at any time
  • not be addicted to any narcotic drugs
  • be at least 21 years of age

Drug-Free Workplace

Drug-Free Workplace

Greater Clark County School Corporation will not tolerate current illegal possession, use, distribution, selling, or manufacturing of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, anabolic steroid or any other controlled substance as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 or any look-alike substance represented to be one of the aforementioned controlled substances at any time or at any place by its employees.

Any employee who is found to be and/or arrested for and/or convicted of possessing, using, selling, manufacturing or distributing illegal or look-alike substances as defined above is subject to immediate disciplinary action, up to and including termination, using procedures applicable to his/her position.

As a condition of employment each employee shall abide by terms of the “Drug-Free Workplace” Policy 4119.3/4219.3 and shall notify his/her supervisor in writing of his/her arrest for any criminal drug statutes violation no later than five (5) calendar days after such arrest. In the event that said arrest results in a conviction for any criminal drug statute violation, the employee shall notify his/her supervisor in writing no later than five (5) days after such conviction.

Indiana Code 20-33-9 et seq. requires any school employee who personally observes violations of controlled substances in, on, or within 1000 feet of school property to immediately notify the Superintendent of these violations. Counselors who are privy to privileged or confidential communication by students are exempt from this reporting requirement.

Drug and Alcohol Testing of CDL License Holders

Drug and Alcohol Testing of CDL License Holders

Board of School Trustees Policy 4219.4 “Drug and Alcohol Testing of CDL License Holders” was established to insure the safety of students while being transported to and from school activities. CDL license holders, drivers and those who perform safety-sensitive functions with Corporation vehicles are expected to comply with Board Policy 4119.3/4219.3 “Drug-Free Workplace”. Further, these persons must comply with the Federal requirement that all CDL license holders be free of any influence of alcohol or controlled substance while on duty.

Greater Clark County Schools has established a drug and alcohol testing program whereby each regular, contract, and substitute bus driver, as well as any other staff member who holds a CDL license or performs safety – sensitive functions with Corporation vehicles is tested for the presence of alcohol in his/her systems as well as for the presence of the following controlled substances:

  • Marijuana
  • Cocaïne
  • Opiates
  • Amphétamines
  • Phencyclidine (PCP)
  • Other substances identified by Federal or State law.

Such tests are conducted in accordance with Federal and State regulations: a). prior to employment; b.) for reasonable cause; c.) upon return to duty after any alcohol or drug rehabilitation; d.) after any accident; e.) on a random basis; and f.) on a follow-up basis.

Drugs, Drug Paraphernalia and/or Look-Alike Substances Reporting Requirements

Drugs, Drug Paraphernalia and/or Look-Alike Substances Reporting Requirements

Employees who come into possession of any item(s) that appears to be a drug or controlled substance, look-alike drug, or drug-related paraphernalia shall immediately turn over such item(s) to an administrator. The administrator, in turn, shall notify or cause to be notified the appropriate law enforcement agency to which the suspect item(s) will be surrendered. Under no circumstances shall a school employee maintain possession of such item(s) beyond the time required for an initial investigation, if applicable. This requirement applies before, during, and after school and at all school-related functions or events whether on or off school property.

Tobacco-Free Environment

Tobacco-Free Environment

The Greater Clark County Board of School Trustees acknowledges the scientific evidence that the use of tobacco products is a health, safety, and environmental hazard for students, employees, visitors and school facilities. Based on this understanding, the Board accepts responsibility for providing students with the knowledge and skills necessary to avoid all tobacco use and to actively discourage the use of tobacco by students, staff and school visitors. The Board recognizes that it has a legal authority and obligation pursuant to the federal Pro-Childrens Act, Title X of Public Law 103-227 and the No Child Left Behind Act.

For the purposes of policy #4171/4271, “tobacco” is defined to include any lighted or unlighted cigarette, cigar, pipe, bidi, clove cigarette, and any other smoking product, and spit tobacco, also known as smokeless, dip, chew, and snuff, in any form.

Effective July 1, 2006, no student, staff member or school visitor is permitted to use any tobacco product at any time, including non-school hours:

  • In any building, facility, or vehicle owned, leased, rented or chartered by the Greater Clark County School Corporation;
  • On any school grounds and property – including athletic fields and parking lots – owned, leased, rented or chartered by the Greater Clark County School Corporation;
  • At any school-sponsored or school-related event on campus or off campus. Failure of an employee to abide by the provisions and intent of this policy may result in disciplinary action up to and including dismissal.

Family Medical Leave Act (FMLA)

Family Medical Leave Act (FMLA)

It is the intent of Greater Clark County Schools to follow all requirements of the Family Medical Leave Act of 1993. A number of leaves allowed under board policies and collective bargaining agreements also qualify as leaves entitled to the protection of the Family and Medical Leave Act. All employees will be entitled to the maximum leave allowed, when necessary, under the provisions of the Board of School Trustee’s Policies 4150.6/4250.6 or an applicable collective bargaining agreement.

An FMLA leave of absence up to twelve (12) weeks in duration may be granted to eligible employees for certain family or medical reasons. An employee who has been employed for at least twelve (12) months (need not be consecutive) before the FMLA leave request and who has worked at least 1,250 hours during the previous year is eligible for an FMLA leave of absence. FMLA leave is available for the following events:

A. to care for the employee’s child after birth; placement for adoption or placement for foster care;

B. to care for the employee’s spouse, son or daughter; or parent who has a serious health condition;

C. because of a serious health condition that makes the employee unable to perform the employee’s job.

A request for FMLA leave must be made on the Greater Clark County School Corporation FMLA Notification Form. This form may be obtained at the Human Resources Office, Greater Clark County School Corporation Administration building. Assistance in completing this form is available at the Human Resources Office. The employee must provide medical Certification within 15 calendar days of the filing of this form for events listed above under “B” or “C”. Medical Certification forms are available from the Human Resources Office. Certification for events listed under “A” must be submitted within 15 calendar days of the filing of this form. This certification can be a copy of any legal paper that reports the birth, adoption or placement of the child to/with the employee.

FMLA leave is limited to 12 weeks per year, beginning on July 1 of a calendar year and ending on June 30 of the next calendar year. If less than 12 weeks FMLA leave is requested, another Notification Form must be filed to extend the duration of the leave.

During an unpaid leave under FMLA, employees may maintain coverage in their group health plan and other benefit insurance plans at the same level and under the same conditions for which coverage would have been provided if the employee had continued in active employment. The employee is responsible for payment of their share of the cost of heath care and other benefit insurance plans during an unpaid FMLA leave.

Employees may elect to prepay their share of health care/benefit costs before the leave is taken, or they may elect to provide a payment to the benefits representative in the Human Resources Office of the Greater Clark County School Corporation, 2112 Utica-Sellersburg Road, Jeffersonville IN 47130 on or before the twenty second (22nd) day of the month preceding the month coverage is needed under FMLA leave. If payment for the employee’s share of health care/benefit costs is not paid, the Greater Clark County School Corporation has the legal right to use measures to recover these health care/benefit payments or to cancel the insurance coverage.

The Greater Clark County School Corporation requires employees to use all accrued and applicable paid leave for all or any part of any otherwise unpaid FMLA leave of absence. This qualifying paid leave will be counted as part of the employee’s twelve (12) weeks of FMLA leave of absence entitlement. However, the use of paid leave by the employee under circumstances which do not qualify as family medical leave cannot be counted against the twelve (12) weeks of FMLA leave of absence to which the employee is entitled. Examples of paid leave which is accumulated by Greater Clark County employees are, but are not limited to: Annual Leave, Vacation, Accumulated Sick Leave.

Health Requirements/Communicable Disease

Health Requirements/Communicable Disease

All employees, including temporary and substitute employees must comply with all county and state regulations concerning health examinations (Board Policy 4114/4214.)

Employees are required by Board Policy 8450/8453  “Communicable Disease” to adhere to practice which will prevent and/or control the spread of communicable diseases which are likely to be transmitted through normal school contacts and which pose a substantial threat to the health and or safety of the students and employees of the Greater Clark County School Corporation.

Training will be provided to employees, as it is necessary to meet legal requirements for knowledge of precautionary measures regarding communicable diseases. Employees with questions concerning health examinations and/or communicable disease should contact Teresa Stengel, Health Services Coordinator at the Administration Building; Telephone: (812) 288-4802 ext. 50199.

Sexual Harassment

Sexual Harassment

It is the policy of the Greater Clark County School Corporation to maintain a learning and working environment that is free from sexual harassment.

It shall be a violation of this policy for any employee of the Greater Clark County School Corporation to harass another employee or student through conduct or communications of a sexual nature as defined below. The use of the term “employee” also includes non-employees and volunteers who work subject to the control of school authorities. Copies of Policies 1662/3362/4362/5517 on Sexual Harassment may be obtained at the Administration Building of the Greater Clark County Schools, 2112 Utica-Sellersburg Road, Jeffersonville, IN 47130, in the school buildings, or on the corporation’s website.

Definitions of Harassment

Types of Sexual Harassment

  • Sexual harassment shall consist of unwelcome sexual advances, requests for sexual favors, and other inappropriate verbal or physical conduct of a sexual nature when made by an employee to a student, when made by any employee to another employee, when made by volunteers and/or non-employees over which the school corporation has some degree of control to another employee or to a student:
  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education;
  • Submission to or rejection of such conduct by an individual is used as a basis for academic or employment decisions affecting the individual;
  • Such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating an intimidating, hostile, or offensive employment or educational environment;
  • Denial of an employment or educational opportunity occurs directly because an employee or a student submits/refuses to submit to unwelcome requests for sexual favors made by a supervisor or teacher which results favorably/unfavorably for that particular employee or student;

Unwelcome Conduct of a Sexual Nature

  • Conduct of a sexual nature may include verbal or physical sexual advances and/or comments regarding physical or personality characteristics of a sexual nature.
  • Verbal or physical contact of a sexual nature constitutes sexual harassment when the allegedly harassed employee has indicated, by his or her conduct or verbal objection, that it is unwelcome.
  • An employee who has initially welcomed such conduct by active participation must give specific notice to the alleged harasser that such conduct is no longer welcome in order for any such subsequent conduct to be deemed unwelcome.

Complaint Procedures

  • Any person who alleges sexual harassment by any employee or student in the school corporation may use the complaint procedure explained below in Section II-C. or may complain directly to his or her immediate supervisor, building principal, or the Title IX Complaint Designee (Travis Haire, Deputy Superintendent) of the school corporation. Filing of a complaint or otherwise reporting sexual harassment will not reflect upon the individual’s status nor will it affect future employment, grades or work assignments.
  • The right of confidentiality, both of the complainant and of the accused, will be respected consistent with the school corporation’s legal obligations and the necessity to investigate allegations of misconduct and to take corrective action when this conduct has occurred. All documents related to such reports or investigations will be kept in a separate file and will not become a part of any regular personnel file. However, any official disciplinary actions by the Superintendent or the Board will become a part of any regular personnel file.

Reporting Sexual Harassment

  • All reports of sexual harassment shall be handled in the following manner:
  • Reports must be in writing on forms supplied by the Corporation;
  • Reports must name the person(s) charged with sexual harassment and state the facts;
  • Reports must be presented to the building principal/ supervisor unless the person charged with sexual harassment is that person, or the complainant feels that the report will not adequately be addressed by that person, in that case the report shall be presented to the Title IX complaint designee (Travis Haire, Deputy Superintendent, Administration Building, 2112 Utica-Sellersburg Road, Jeffersonville, Telephone, (812) 288-4802 ext 50105.) The building principal/supervisor shall inform the superintendent, or his/her designee, of all filed reports;
  • The complainant shall be entitled to representation at his/her own expense and choice at any meeting concerning the complaint brought under this policy.
  • The building principal/supervisor who receives a report shall thoroughly investigate the alleged sexual harassment;
  • The report and the results of the investigation will be presented to the superintendent. The superintendent shall review the report and make a recommendation, if there is a reasonable charge of sexual harassment, to the Board of School Trustees of any action she/he deems appropriate.
  • The Board of Trustees may consider the report and the superintendent’s recommendation in executive session. The Board may take any action it deems appropriate with consideration of such due process rights as may apply. The alleged victim’s name will not be released to the public unless required by law. The Board of Trustees’ action will be considered final in this matter.

Sanctions for Misconduct

A substantiated charge against an employee in the school corporation shall subject such employee to disciplinary action including but not limited to reassignment, suspension or discharge. Such disciplinary action will fit the circumstances of the incident and will cause the harassment to stop.

False Reporting

Any person who knowingly files false charges against an employee or a student in an attempt to demean, harass, abuse, or embarrass that individual shall be subject to disciplinary action including but not limited to reassignment, suspension or discharge. Such disciplinary action will be designed to fit the circumstances of the incident.

Anti-Harassment/Bullying Policy

Anti-Harassment/Bullying Policy

Greater Clark County School Corporation is committed to providing a workplace and educational environment that is free from harassment or bullying based upon any threatening behavior, including but not limited to, references to sex, race, color, religion, national origin, age, disability, ancestry, marital status, familial status, sexual orientation, or veteran status. Greater Clark will not tolerate harassment of employees, students, volunteers or patrons by anyone. It shall be a violation of this policy for any employee or student of the Greater Clark County School Corporation to harass or bully another employee, student, volunteer or visitor through conduct or communications. The use of the term “employee” also includes volunteers who work subject to the control of school authorities and school district patrons.

This policy should be broadly interpreted to evidence Greater Clark’s commitment to equality of opportunity, human dignity, diversity, and academic freedom. This policy is not intended to deprive any person of his/her right to freedom of expression, but only to maintain, to the extent possible and reasonable, a safe and harassment-free workplace/educational environment for our staff, students and patrons.

For information on rules, disruptions, complaint procedures, reporting procedures and sanctions, false reporting and notification, see GCCS Policies 1662/3362 nd 4362.

Reporting Threats or Intimidation of School Employees to Law Enforcement Officials

Reporting Threats or Intimidation of School Employees to Law Enforcement Officials

  1. An individual who has reason to believe that a school employee has received a threat or is the victim of intimidation (as defined by IC 35-45-2-1*) shall immediately report that information to the building principal,Title IX Complaint designee or Superintendent’s designee.
  2. The person receiving said report has a duty under IC 20-33-9 to immediately make an oral report to a local law enforcement agency.
  3. For purposes of making a determination as to whether a threat or actual intimidation has occurred warranting notification to a local law enforcement agency, “intimidation” is defined as follows: “A person who communicates a threat to another person, with the intent that (1) the other person engage in conduct against his will; or (2) the other person be placed in fear of retaliation for a prior lawful act.” See: IC 20-33-9-12 and IC 35-45-2-1.

Absence Without Pay/Unexplained Absences

Absence Without Pay/Unexplained Absences

Employees who are unable to report to work must notify their immediate supervisor and upon returning to work file a report of absence. Employees are expected to utilize the appropriate available leave for absences. Unexcused absences shall be considered as neglect of duty and/or job abandonment and will be a basis for termination of employment. Absences without pay will be considered as excused only in the case of written verification by a physician or a court subpoena. Employees anticipating an extended absence without pay should request a leave of absence from the Board of School Trustees. (Reference: Policies 3430 and 4430)

Worker's Compensation Reporting Procedure

Worker's Compensation Reporting Procedure

In the event that a work-related injury/illness occurs, an employee needs to provide notice of the injury/illness to his supervisor or building principal within twenty-four hours of the incident. The employee’s supervisor or building principal, not the employee, shall complete the First Report of Employee Injury/Illness form. All employees with work-related injuries that need non-emergency medical care are required to be referred by the Human Resources Department and initially treated at the Occupational Medicine Physicians Center located at 2201 Greentree North in Clarksville, IN 47129, telephone 812/283-2013. Failure to comply with the requirements set out herein could jeopardize an employee’s claim for Worker’s Compensation benefits. Any questions or concerns regarding this procedure may be addressed by the Human Resources Department.

Discipline and Dismissal of Classified/Support Staff Members

Discipline and Dismissal of Classified/Support Staff Members

The School Corporation will provide reasonable assistance to classified staff employees to help them adjust to their positions and perform their duties satisfactorily. Dismissal should be considered a last resort when job performance is an issue.

All Classified staff employees are subject to progressive discipline ranging from oral reprimand to dismissal. Classified staff employees may be terminated for misconduct, failure to satisfactorily perform the duties assigned, or other good cause. Employees, except in cases of flagrant misconduct, must have experienced progressive discipline prior to dismissal.

Examples of flagrant misconduct include, but are not limited to the following:

  • Reporting to work under the influence of alcoholic beverages or drugs.
  • Bringing alcoholic beverages or drugs onto school premises or to school sponsored events.
  • Insubordination.
  • Theft of school property.
  • Arrest, with subsequent conviction.
  • Falsification of employment application.
  • Threats and/or acts of violence.
  • Repeated violations of school corporation regulations.

Full-time, permanent classified staff employees have the right to a pre-dismissal conference before the Superintendent or his designee. Master Contract provisions relating to discipline or dismissal will be observed. (Reference: 4150)

Discipline and Dismissal of Certified Staff Members

Discipline and Dismissal of Certified Staff Members

Reasonable rules of conduct for certified staff members are necessary. Employees are informed of school corporation rules by their supervisor. The school corporation may follow a system of progressive discipline geared to correct rather than penalize employees. Such discipline will range from an oral reprimand to dismissal. There may be exceptions to using this disciplinary procedure in cases where good practice demands immediate suspension and initiation of steps for dismissal.

The Board of School Trustees may dismiss any non-permanent, semi-permanent, or permanent teacher or certified staff employee in accordance with state laws and regulations. Such dismissal shall be made for cause, and only after written and signed charges have been filed with the Board of School Trustees. The Board, if it decides to proceed upon the charges, shall notify the teacher or certified staff employee in writing, stating the charges brought against him or her, and shall arrange for a hearing to be held in accordance with due process provisions of the law.

The Board has the right to suspend a teacher or certified staff employee against whom formal charges have been filed from active duty until a decision is rendered. The teacher’s or certified staff employee’s salary shall continue during such suspension. (Reference: Policy 4150)

For Further Information

If you have questions or if you would like to examine any of the Greater Clark County Schools’ policies, laws of the state of Indiana and/or federal laws that relate to these areas, please visit or contact:

Greater Clark County Schools
Administration Building
2112 Utica-Sellersburg Road
Jeffersonville, IN 47130
(812) 288-4802

You may direct questions to the following:

Human Resources Office – Administration Building
Donna Mullins – Director of Human Resources
(812) 288-4802 ext. 50141

ADABlood Borne Pathogens (Also contact School Nurse assigned to your building)
Health Requirements
Criminal History Records
Drug Free Workplace
FMLA
Tobacco Free Environment
Leaves of Absence
Discipline/Dismissals
Title IX Coordinator
Student Services Department – Administration Building
Travis Haire – Deputy Superintendent
(812) 288-4802 ext. 50105

Civil Rights
Discrimination
Sexual Harassment
Anti-Harassment/Bullying
Transportation Office – Service Center
Dave Rarick – Director of Transportation
(812) 288-4809 ext. 76

Drug and Alcohol Testing of CDL License Holders
Tobacco Free Environment (Transportation Vehicles)
Special Populations Department – Administration Building
Ann Schnepf – Executive Director of Special Services
(812) 288-4802 ext. 50201

Section 504 Compliance

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School Board Live Broadcast – March 21, 2017