All Personnel CONCEPTS AND ROLES

Transcription

1 All Personnel BP 4000(a) CONCEPTS AND ROLES The Board of Trustees recognizes that the success of District students and programs hinges on effective personnel. The Board desires to establish safe and supportive working conditions that will attract and retain staff members who are highly qualified and dedicated to the education and welfare of students. The District s personnel policies and related regulations shall be designed to ensure a supportive, positive climate and shall be consistent with collective bargaining agreements and in conformance with state and federal law and regulations. As the legal representative of the District in negotiations with employee representatives, the Board shall set goals and guidelines for collective bargaining, select the bargaining team, maintain communications during the bargaining process, and adopt the negotiated contract. Terms and conditions of employment which have been negotiated and stated in employee contracts shall have the force of policy. The Board shall hear employee complaints and appeals when such hearings are in accordance with Board policy or negotiated agreements. The Board shall also adopt wage and salary schedules and shall commit budget funds for staff development so that staff members may continue developing their skills. (cf Staff Development) (cf. 4141/ Collective Bargaining Agreement) (cf. 4143/ Negotiations/Consultation) (cf. 4144/4244/ Complaints) (cf Staff Development)) (cf Staff Development) (cf Role of the Board) The Superintendent/Principal has primary responsibility for overseeing the District s personnel system. To support this effort, the Board shall approve a framework for sound hiring practices. The Superintendent/Principal shall nominate all personnel for employment, and the Board shall approve only those persons so recommended. Individuals who approach Board members regarding prospective employment shall be referred to the Superintendent/Principal or designee. (cf Nondiscrimination in Employment) (cf Recruitment and Selection) (cf Recruitment and Selection) (cf Recruitment and Selection) The Superintendent/Principal or designee shall assign and supervise the work of all employees and shall evaluate their work in accordance with effective accountability systems approved by the Board. The Superintendent/Principal or designee also shall recommend disciplinary action which the Board may take against employees when warranted pursuant to Board policy, administrative regulations and/or state or federal law. (cf Evaluation/Supervision) (cf Suspension/Disciplinary Action) (cf Evaluation/Supervision) (cf Dismissal/Suspension/Disciplinary Action) (cf Evaluation/Supervision)

2 BP 4000(b) CONCEPTS AND ROLES (continued) The Board recognizes that every employee has a stake in the District s successful operation. The Board encourages all District employees to express their ideas, concerns and proposals related to the improvement of working conditions and the total educational program. The Superintendent/Principal or designee shall establish procedures whereby he/she will receive and consider employee suggestions and submit them, when appropriate, for consideration by the Board. Legal Reference: EDUCATION CODE Duties of employees fixed by governing board Powers and duties of superintendent Powers of governing board GOVERNMENT CODE Public education employer-employee relations Policy adopted: September 13, 2000 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

3 All Personnel BP 4020(a) DRUG AND ALCOHOL-FREE WORKPLACE The Board of Trustees believes that the maintenance of drug and alcohol-free workplaces is essential to school and District operations. No employee shall unlawfully manufacture, distribute, dispense, possess, use or be under the influence of any alcoholic beverage, drug or controlled substance as defined in the Controlled Substances Act and Code of Federal Regulations before, during or after school hours at school or in any other District workplace. The Superintendent/Principal or designee shall: 1. Publish and give to each employee a notification of the above prohibitions. The notification shall specify the actions that will be taken against employees who violate these prohibitions. The notification shall also state that as a condition of employment, the employee will abide by the terms of this policy and notify the employer, within five days, of any criminal drug or alcohol statute conviction which he/she receives for a violation occurring in the workplace. For the purpose of this policy, "conviction" shall mean a finding of guilt, including a plea of nolo contendere, or imposition of sentence, or both, by any judicial body charged to determine violations of federal or state criminal drug or alcohol statutes. 2. Establish a drug and alcohol-free awareness program to inform employees about: a. The dangers of drug and alcohol abuse in the workplace b. The District policy of maintaining drug and alcohol-free workplaces c. Any available drug and alcohol counseling, rehabilitation, and employee assistance programs and d. The penalties that may be imposed on employees for drug and alcohol abuse violations 3. Notify the appropriate federal granting or contracting agencies within 10 days after receiving notification, from an employee or otherwise, of any conviction for a violation occurring in the workplace. 4. Initiate disciplinary action within 30 days after receiving notice of a conviction for a violation in the workplace from an employee or otherwise. Such action shall be consistent with state and federal law, the appropriate employment contract, the applicable collective bargaining agreement and District policy and practices. 5. Make a good faith effort to continue maintaining a drug and alcohol-free workplace through implementation of Board policy.

4 BP 4020(b) DRUG AND ALCOHOL-FREE WORKPLACE (continued) In taking disciplinary action, the Board shall require termination when termination is required by law. When termination is not required by law, the Board shall either take disciplinary action, up to and including termination, or shall require the employee to satisfactorily participate in and complete a drug assistance or rehabilitation program approved by a federal, state or local health, law enforcement or other appropriate agency. The Board's decision shall be made in accordance with relevant state and federal laws, employment contracts, collective bargaining agreements and District policies and practices. (cf Dismissal) (cf Suspension/Disciplinary Action) (cf. 4159/4258/ Employee Assistance Programs) (cf Dismissal/Suspension/Disciplinary Action) Legal Reference: EDUCATION CODE Controlled substance offense Issuance of credentials Conviction of controlled substance offenses as grounds for revocation of credential Employment of certificated persons convicted of controlled substance offenses Compulsory leave of absence for certificated persons Procedures when employees are placed on compulsory leave of absence Employment after conviction of controlled substance offense Compulsory leave of absence for classified persons GOVERNMENT CODE Drug-free workplace THE DRUG-FREE WORKPLACE ACT OF 1988 Public Law , DRUG-FREE SCHOOLS AND COMMUNITIES ACT AMENDMENT OF 1989 H.R UNITED STATES CODE, TITLE schedules I-V 812 Controlled Substances Act CODE OF FEDERAL REGULATIONS, TITLE Definitions relating to controlled substances Policy adopted: September 13, 2000 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

5 All Personnel E 4020(a) DRUG AND ALCOHOL-FREE WORKPLACE NOTICE TO EMPLOYEES YOU ARE HEREBY NOTIFIED that it is a violation of Board policy for any employee at a school District workplace to unlawfully manufacture, distribute, dispense, possess, use or be under the influence of any alcoholic beverage, drug or controlled substance as defined in the Controlled Substances Act and Code of Federal Regulations. "School District workplace" is defined as any place where school District work is performed, including a school building or other school premises; any school-owned or school-approved vehicle used to transport students to and from school or school activities; any off-school sites when accommodating a school-sponsored or school-approved activity or function, such as a field trip or athletic event, where students are under District jurisdiction; or during any period of time when an employee is supervising students on behalf of the District or otherwise engaged in District business. As a condition of your continued employment with the District, you will comply with the District's policy on Drug and Alcohol-Free Workplace and will, any time you are convicted of any criminal drug or alcohol statute violation occurring in the workplace, notify your supervisor of this conviction no later than five days after such conviction. Pursuant to the federal Omnibus Transportation Employee Testing Act of 1991, school bus drivers shall be subject to a drug and alcohol testing program that fulfills the requirements of the Code of Federal Regulations, Title 49, Part 382. (cf / / Drug and Alcohol Testing for School Bus Drivers) Pursuant to California Education Code and 45123, the Board may not employ or retain in employment persons convicted of a controlled substance offense as defined in Education Code If any such conviction is reversed and the person acquitted in a new trial or the charges dismissed, his/her employment is no longer prohibited. Pursuant to Education Code 45123, the District may employ for classified service a person who has been convicted of a controlled substance offense only if it determines, from evidence presented, that the person has been rehabilitated for at least five years. The Board shall determine the type and manner of presentation of the evidence, and the Board's determination as to whether or not the person has been rehabilitated is final. Pursuant to Education Code 44425, whenever the holder of any credential issued by the State Board of Education or the Commission for Teacher Preparation and Licensing has been convicted of a controlled substance offense as defined in Education Code 44011, the commission shall forthwith suspend the credential. When the conviction becomes final or when imposition of sentence is suspended, the commission shall revoke the credential. (Education Code 44425)

6 E 4020(b) DRUG AND ALCOHOL-FREE WORKPLACE NOTICE TO EMPLOYEES (continued) Pursuant to Education Code 44940, the District must immediately place on compulsory leave of absence any certificated employee charged with involvement in the sale, use or exchange to minors of certain controlled substances. Pursuant to Education Code 44940, the District may immediately place on compulsory leave of absence any certificated employee charged with certain controlled substance offenses. Pursuant to Education Code 45304, the District must immediately place on compulsory leave of absence any classified employee charged with involvement in the sale, use or exchange to minors of certain controlled substances. Pursuant to Education Code 45304, the District may immediately place on compulsory leave of absence any classified employee charged with certain controlled substance offenses. The following drug and alcohol counseling, rehabilitation, and/or employee assistance programs are available locally: (cf. 4159/4259/ Employee Assistance Programs) (Employee Signature) (Date) Exhibit version: September 13, 2000 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

7 All Personnel BP 4030(a) NONDISCRIMINATION IN EMPLOYMENT The Governing Board is determined to provide district employees and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. The Board prohibits district employees from discriminating against or harassing any other district employee or job applicant on the basis of the person's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation. (cf Nondiscrimination in District Programs and Activities) (cf Reasonable Accommodation) (cf Lactation Accommodation) (cf / / Sexual Harassment) (cf / / Employees with Infectious Disease) (cf. 4154/4254/ Health and Welfare Benefits) (cf Sexual Harassment) The Board also prohibits discrimination against any employee or job applicant in compensation, terms, conditions, and other privileges of employment and the taking of any adverse employment action, including, but not limited to, termination or the denial of employment, promotion, job assignment, or training, against an employee or job applicant based on any of the categories listed above. (cf Reasonable Accommodation) (cf. 4154/4254/ Health and Welfare Benefits) Prohibited discrimination on the basis of religious creed includes discrimination based on an employee's or job applicant's religious belief or observance, including his/her religious dress or grooming practices. In accordance with Government Code 12940, prohibited discrimination on the basis of religious creed also includes the district's failure or refusal to use reasonable means to accommodate an employee's or job applicant's religious belief, observance, or practice which conflicts with an employment requirement. However, the district shall not accommodate an employee's religious dress practice or religious grooming practice if it requires segregation of the individual from other employees or the public or if it would result in a violation of this policy or any law prohibiting discrimination. Prohibited sex discrimination includes discrimination based on an employee's or job applicant's pregnancy, childbirth, breastfeeding, or any related medical condition. (cf Lactation Accommodation)

8 All Personnel BP 4030(b) NONDISCRIMINATION IN EMPLOYMENT Harassment consists of unwelcome verbal, physical, or visual conduct that is based on any of the prohibited categories of discrimination listed above and that is so severe or pervasive that it adversely affects an individual's employment opportunities, has the purpose or effect of unreasonably interfering with the individual's work performance, or creates an intimidating, hostile, or offensive work environment. (cf / / Sexual Harassment) The Board also prohibits retaliation against any district employee or job applicant who opposes any discriminatory employment practice by the district or its employee, agent, or representative or who complains, testifies, assists, or in any way participates in the district's complaint procedures pursuant to this policy. No employee or job applicant who requests an accommodation for any protected characteristic listed in this policy shall be subjected to any punishment or sanction, regardless of whether the request was granted. (Government Code 12940) Any district employee who engages in prohibited discrimination, harassment, or retaliation or who aids, abets, incites, compels, or coerces another to engage or attempt to engage in such behavior in violation of this policy shall be subject to disciplinary action, up to and including dismissal. (cf Dismissal/Suspension/Disciplinary Action) (cf Dismissal/Suspension/Disciplinary Action) Any District employee who permits unlawful discrimination or harassment may be subject to disciplinary action up to and including dismissal. A District employee shall be deemed to have permitted unlawful discrimination or harassment if he/she fails to report an observed incident of discrimination and/or harassment, whether or not the victim complains. (cf Suspension/Disciplinary Action) (cf / / Sexual Harassment) (cf Dismissal/Suspension/Disciplinary Action) (cf Suspension/Disciplinary Action) The following position is designated as Coordinator for Nondiscrimination in Employment: Superintendent/Principal 3351 Country Club Dr. (707) Any employee or job applicant who believes that he/she has been or is being discriminated against or harassed in violation of district policy should, as appropriate, immediately contact his/her supervisor, the Coordinator, or the Superintendent who shall advise the employee or applicant about the district's procedures for filing, investigating, and resolving any such

9 All Personnel BP 4030(c) NONDISCRIMINATION IN EMPLOYMENT complaint. Complaints concerning employment discrimination, harassment, or retaliation shall immediately be investigated in accordance with procedures specified in the accompanying administrative regulation. Any supervisory or management employee who observes or has knowledge of an incident of prohibited discrimination or harassment shall report the incident to the Superintendent or designated district coordinator as soon as practical after the incident. All other employees are encouraged to report such incidents to their supervisor immediately. The district shall protect any employee who does report such incidents from retaliation. Training and Notifications The Superintendent or designee shall provide training to employees about how to recognize harassment and discrimination, how to respond appropriately, and components of the district's policies and regulations regarding discrimination. (cf Staff Development) (cf Staff Development) (cf Staff Development) The Superintendent or designee shall regularly publicize, within the district and in the community, the district's nondiscrimination policy and the availability of complaint procedures. Such publication shall be included in each announcement, bulletin, or application form that is used in employee recruitment. (34 CFR 100.6, 106.9) The district's policy shall be posted in all district schools and offices including staff lounges and student government meeting rooms. (5 CCR 4960) Legal Reference: EDUCATION CODE Prohibition of discrimination CIVIL CODE 51.7 Freedom from violence or intimidation GOVERNMENT CODE Unlawful discrimination Rules and regulations Fair Employment and Housing Act PENAL CODE Definitions, hate crimes CODE OF REGULATIONS, TITLE Terms, conditions and privileges of employment CODE OF REGULATIONS, TITLE 5

10 All Personnel BP 4030(d) NONDISCRIMINATION IN EMPLOYMENT Nondiscrimination in elementary and secondary education programs UNITED STATES CODE, TITLE Title IX of the Education Amendments of 1972 UNITED STATES CODE, TITLE Age Discrimination in Employment Act 794 Section 504 of the Rehabilitation Act of 1973 UNITED STATES CODE, TITLE d-2000d-7 Title VI, Civil Rights Act of 1964, as amended 2000e-2000e-17 Title VII, Civil Rights Act of 1964, as amended 2000ff-2000ff-11 Genetic Information Nondiscrimination Act of h h-6 Title IX of the Civil Rights Act of Age discrimination in federally assisted programs Americans with Disabilities Act CODE OF FEDERAL REGULATIONS, TITLE Americans with Disabilities Act CODE OF FEDERAL REGULATIONS, TITLE Compliance information Designation of responsible employee for Section Notice Designation of responsible employee and adoption of grievance procedures Dissemination of policy Nondiscrimination on the basis of age COURT DECISIONS Thompson v. North American Stainless LP, (2011) 131 S.Ct. 863 Shephard v. Loyola Marymount, (2002) 102 Cal.App.4th 837 Management Resources: CALIFORNIA DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING PUBLICATIONS California Law Prohibits Workplace Discrimination and Harassment, December 2014 U.S. DEPARTMENT OF EDUCATION, OFFICE FOR CIVIL RIGHTS PUBLICATIONS Notice of Non-Discrimination, August 2010 U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PUBLICATIONS Questions and Answers: Religious Discrimination in the Workplace, 2008 New Compliance Manual Section 15: Race and Color Discrimination, April 2006 Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, June 1999 WEB SITES California Department of Fair Employment and Housing: U.S. Department of Education, Office for Civil Rights: U.S. Equal Employment Opportunity Commission: Policy LUCERNE ELEMENTARY SCHOOL DISTRICT adopted: September 13, 2000 Lucerne, California revised: March 11, 2015, February 10, 2016

11 All Personnel AR 4030(a) NONDISCRIMINATION IN EMPLOYMENT The district designates the position identified below as its coordinator for nondiscrimination in employment (coordinator) to coordinate the district's efforts to comply with state and federal nondiscrimination laws and to answer inquiries regarding the district's nondiscrimination policies. The coordinator may be contacted at: Principal/Superintendent 3351 Country Club Drive Lucerne, CA (707) Measures to Prevent Discrimination To prevent unlawful discrimination, harassment, and retaliation against district employees, volunteers, interns, and job applicants, the Superintendent or designee shall implement the following measures: 1. Publicize the district's nondiscrimination policy and regulation, including the complaint procedures and the coordinator's contact information, to employees, volunteers, interns, job applicants, and the general public by: (5 CCR 4960; 34 CFR 100.6, 106.9) a. Including them in each announcement, bulletin, or application form that is used in employee recruitment b. Posting them in all district schools and offices, including staff lounges and other prominent locations c. Posting them on the district's web site and providing easy access to them through district-supported social media, when available (cf District and School Web Sites) (cf District-Sponsored Social Media) 2. Provide to employees a handbook that contains information that clearly describes the district's nondiscrimination policy, procedures for filing a complaint, and resources available to anyone who feels that he/she has been the victim of any discriminatory or harassing behavior (cf /4212.9/ Employee Notifications) 3. Provide training to employees, volunteers, and interns regarding the district's nondiscrimination policy, including what constitutes unlawful discrimination,

12 All Personnel AR 4030(b) NONDISCRIMINATION IN EMPLOYMENT harassment, and retaliation and how and to whom a report of an incident should be made (cf Volunteer Assistance) (cf Staff Development) (cf Staff Development) (cf Staff Development) 4. Periodically review the district's recruitment, hiring, and promotion processes and regularly monitor the terms, conditions, and privileges of employment to ensure district compliance with law Complaint Procedure Any complaint by an employee or job applicant alleging discrimination or harassment shall be addressed in accordance with the following procedures: 1. Notice and Receipt of Complaint: A complainant who is an employee shall inform his/her supervisor. However, if the supervisor is the person against whom the employee is complaining, the employee shall inform the coordinator or the Superintendent. A job applicant shall inform the coordinator or the Superintendent or designee. The complainant may file a written complaint in accordance with this procedure, or if he/she is an employee, may first attempt to resolve the situation informally with his/her supervisor. A supervisor or manager who has received information about an incident of discrimination or harassment, or has observed such an incident, shall report it to the coordinator, whether or not the complainant files a written complaint. The written complaint should contain the complainant's name, the name of the individual who allegedly committed the act, a description of the incident, the date and location where the incident occurred, any witnesses who may have relevant information, other evidence of the discrimination or harassment, and any other pertinent information which may assist in investigating and resolving the complaint. (cf Nondiscrimination in District Programs and Activities) (cf Reasonable Accommodation) (cf / / Sexual Harassment) 2. Investigation Process: The coordinator shall initiate an impartial investigation of an allegation of discrimination or harassment within five business days of receiving notice of the behavior, regardless of whether a written complaint has been filed or whether the written complaint is complete.

13 All Personnel AR 4030(c) NONDISCRIMINATION IN EMPLOYMENT The coordinator shall meet with the complainant to describe the district's complaint procedure and discuss the actions being sought by the complainant in response to the allegation. The coordinator shall inform the complainant that the allegations will be kept confidential to the extent possible, but that some information may be revealed as necessary to conduct an effective investigation. (cf District Records) (cf /4212.6/ Personnel Files) (cf / / Unauthorized Release of Confidential/Privileged Information) If the coordinator determines that a detailed fact-finding investigation is necessary, he/she shall begin the investigation immediately. As part of this investigation, the coordinator should interview the complainant, the person accused, and other persons who could be expected to have relevant information. When necessary to carry out his/her investigation or to protect employee safety, the coordinator may discuss the complaint with the Superintendent or designee, district legal counsel, or the district's risk manager. The coordinator also shall determine whether interim measures, such as scheduling changes, transfers, or leaves, need to be taken before the investigation is completed to ensure that further incidents do not occur. The coordinator shall ensure that such interim measures do not constitute retaliation. 3. Written Report on Findings and Corrective Action: No more than 20 business days after receiving the complaint, the coordinator shall conclude the investigation and prepare a written report of his/her findings. This timeline may be extended for good cause. If an extension is needed, the coordinator shall notify the complainant and explain the reasons for the extension. The report shall include the decision and the reasons for the decision and shall summarize the steps taken during the investigation. If a determination has been made that discrimination or harassment occurred, the report also shall include any corrective action(s) that have been or will be taken to address the behavior, correct the effect on the complainant, and ensure that retaliation or further discrimination or harassment does not occur. The report shall be presented to the complainant, the person accused, and the Superintendent or designee. 4. Appeal to the Governing Board: The complainant or the person accused may appeal any findings to the Board within 10 business days of receiving the written report of the coordinator's findings. The Superintendent or designee shall provide the Board with all information presented during the investigation. Upon receiving an appeal, the Board shall schedule a hearing as soon as practicable. Any complaint against a district employee

14 All Personnel AR 4030(d) NONDISCRIMINATION IN EMPLOYMENT shall be addressed in closed session in accordance with law. The Board shall render its decision within 10 business days. (cf Complaints Concerning District Employees) (cf Closed Session Purposes and Agendas) Other Remedies In addition to filing a discrimination or harassment complaint with the district, a person may file a complaint with either the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC). The time limits for filing such complaints are as follows: 1. To file a valid complaint with DFEH, within one year of the alleged discriminatory act(s), unless an exception exists pursuant to Government Code To file a valid complaint directly with EEOC, within 180 days of the alleged discriminatory act(s) (42 USC 2000e-5) 3. To file a valid complaint with EEOC after first filing a complaint with DFEH, within 300 days of the alleged discriminatory act(s) or within 30 days after the termination of proceedings by DFEH, whichever is earlier (42 USC 2000e-5) Regulation approved: September 13, 2000 revised: February 10, 2016 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

15 All Personnel AR 4032(a) REASONABLE ACCOMMODATION Definitions Disability, with respect to an individual, is defined as: (29 CFR ) 1. A physical or mental impairment that substantially limits one or more of the major life activities; or 2. A record of such an impairment; or 3. Being regarded as having such an impairment Essential functions means the fundamental job duties of the position. (29 CFR ) Reasonable accommodations that an employer may have to provide in connection with modifications to the work environment or adjustments in how and when a job is performed that enable an individual with a disability to enjoy equal employment opportunities include, but are not limited to: (29 CFR ) 1. Making existing facilities accessible and usable 2. Restructuring the job duties 3. Offering part-time or modified work schedules 4. Acquiring or modifying equipment 5. Changing tests, training materials or policies 6. Providing qualified readers or interpreters 7. Reassigning the employee to a vacant position Qualified individual with a disability means an individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position and who, with or without reasonable accommodation, can perform the essential functions of such position. (29 CFR ) Undue hardship is a determination based on an individualized assessment of current circumstances that shows that a specific reasonable accommodation would cause significant difficulty or expense. A determination of undue hardship should be based on several factors, including: (29 CFR ) 1. The nature and cost of the accommodation needed

16 AR 4032(b) REASONABLE ACCOMMODATION (continued) 2. The overall financial resources of the facility making the reasonable accommodation, the number of persons employed at this facility, the effect on expenses and resources of the facility 3. If the facility involved in the reasonable accommodation is part of a larger entity, the overall financial resources, size, number of employees, and type and location of facilities of the employer 4. The type of operation of the employer, including the structure and functions of the workforce, the geographic separateness, and the administrative or fiscal relationship of the facility involved in making the accommodation to the employer 5. The impact of the accommodation on the operation of the facility Requests for Reasonable Accommodation The District designates the individual specified in BP Nondiscrimination in Employment to coordinate its efforts to comply with the Americans with Disabilities Act (ADA) and to investigate complaints. (cf Nondiscrimination in Employment) (cf Complaints Concerning Discrimination in Employment) When requesting reasonable accommodation, the employee or employee's representative shall inform the employee's supervisor that he/she needs a change at work for a reason related to a medical condition. When requesting reasonable accommodation during the hiring process, a job applicant shall inform the District's coordinator for Nondiscrimination in Employment (the coordinator) that he/she will need a reasonable accommodation for the process. Employee requests for reasonable accommodation may first be considered informally by the site administrator. The site administrator shall consult with the coordinator before any accommodation is made. When the disability and/or the need for accommodation is not obvious, the coordinator may ask the employee to supply reasonable documentation about his/her disability. In requesting this documentation, the coordinator shall specify the types of information that are being sought about the employee's condition, the employee's functional limitations and the need for reasonable accommodation. The employee may be asked to sign a limited release allowing the District to submit a list of specific questions to the health care or vocational professional.

17 AR 4032(c) REASONABLE ACCOMMODATION (continued) If the documentation submitted by the employee does not specify the existence of an ADA disability and explain the need for reasonable accommodation, the District may require the employee to submit to an examination by a health care professional selected and paid for by the District. Upon receiving a request to reasonably accommodate an ADA disability of a District employee, the coordinator shall: 1. Determine the essential functions of the job 2. Engage in an interactive process with the employee to review the request for accommodation, identify the precise limitations resulting from the disability, identify potential means for providing accommodation, and assess their effectiveness 3. Develop a plan for reasonable accommodation without imposing undue hardship on the District The determination of whether an individual poses a significant risk of substantial harm to himself/herself or others shall be made on a case-by-case basis and shall be based on objective, factual evidence, taking into consideration the duration of the risks, the nature and severity of the potential harm, the likelihood that the potential harm will occur and the imminence of potential harm. (29 CFR ) The coordinator may confer with the site administrator, the District medical advisor and/or other District staff before making a final decision as to the accommodation. The coordinator shall notify the employee or applicant of the results of his/her determination. Reasonable Accommodation Committee The coordinator may appoint a Reasonable Accommodation Committee to review or assist in the development of appropriate plans to reasonably accommodate an employee or qualified job applicant who has requested an adjustment in work duties or environment because of known physical or mental disabilities. The membership of this committee may change, depending on the particular case at hand. The committee may include: 1. A District administrator 2. A site administrator 3. A medical advisor or rehabilitation specialist 4. A certificated employee

18 AR 4032(d) REASONABLE ACCOMMODATION (continued) 5. A classified employee Committee members shall be selected on the basis of their knowledge of the issues at hand, including: 1. The specific functions and duties required in the position 2. The physical work environment 3. Available accommodations At the coordinator's discretion, the employee or applicant requesting accommodation may participate in or be excluded from committee meetings. If the employee or applicant is excluded from committee meetings, the coordinator shall communicate with him/her so that he/she has the opportunity to interact and contribute to planning the reasonable accommodation. The coordinator shall take steps to ensure the confidentiality of information related to medical conditions. Appeal Process If the employee or applicant is not satisfied with the decision of the coordinator, he/she may appeal in writing to the Superintendent/Principal or designee. This appeal shall be made within 10 days of receiving the decision and shall include: 1. A clear concise statement of the reasons for the appeal 2. A statement of the specific remedy sought The Superintendent/Principal or designee shall consult with the coordinator and review the appeal, together with any available supporting documents. The Superintendent/Principal or designee shall give the employee or applicant his/her decision within 15 working days of receiving the appeal. Any further appeal for reasonable accommodation shall be considered a complaint concerning discrimination in employment and may be taken to the Board of Trustees in accordance with the District's procedure for such complaints. Legal Reference: (see next page)

19 AR 4032(e) REASONABLE ACCOMMODATION (continued) Legal Reference: UNITED STATES CODE, TITLE e Vocational Rehabilitation Act UNITED STATES CODE, TITLE Americans with Disabilities Act CODE OF FEDERAL REGULATIONS, TITLE Americans with Disabilities Act, especially: Designation of employee Nondiscrimination on the basis of disability by public facilities CODE OF FEDERAL REGULATIONS, TITLE Direct threat Management Resources: EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Enforcement Guidance: Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act, March, 1999 WEB SITES EEOC: Regulation approved: September 13, 2000 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

20 All Personnel BP 4040(a) EMPLOYEE USE OF TECHNOLOGY The Governing Board recognizes that technological resources enhance employee performance by offering effective tools to assist in providing a quality instructional program; facilitating communications with parents/guardians, students, and the community; supporting district and school operations; and improving access to and exchange of information. The Board expects all employees to learn to use the available technological resources that will assist them in the performance of their job responsibilities. As needed, employees shall receive professional development in the appropriate use of these resources. (cf District Technology Plan) (cf Communication with the Public) (cf District and School Web Sites) (cf District-Sponsored Social Media) (cf Reasonable Accommodation) (cf Staff Development) (cf Staff Development) (cf Staff Development) Employees shall be responsible for the appropriate use of technology and shall use the District's electronic resources only for purposes related to their employment. Such use is a privilege which may be revoked at any time. (cf Nondiscrimination in District Programs and Activities) (cf / / Sexual Harassment) (cf / / Professional Standards) (cf / / Unauthorized Release of Confidential/Privileged Information) (cf / / Political Activities of Employees) (cf Student Records) (cf Release of Directory Information) (cf Use of Copyrighted Materials) (cf Student Use of Technology Employees should be aware that computer files and communications over electronic networks, including and voice mail, are not private. This technology should not be used to transmit confidential information about students, employees, or District affairs. District technology includes, but is not limited to, computers, the district's computer network including servers and wireless computer networking technology (wi-fi), the Internet, , USB drives, wireless access points (routers), tablet computers, smartphones and smart devices, telephones, cellular telephones, personal digital assistants, pagers, MP3 players, wearable technology, any wireless communication device including emergency radios, and/or future technological innovations, whether accessed on or off site or through districtowned or personally owned equipment or devices.

21 All Personnel BP 4040(b) EMPLOYEE USE OF TECHNOLOGY In the event that the use of an electronic resource affects the working conditions of one or more employees, the Superintendent/Principal or designee shall notify the employees' exclusive representative. (cf. 4143/ Negotiations/Consultation) The Superintendent or designee shall establish an Acceptable Use Agreement which outlines employee obligations and responsibilities related to the use of district technology. Upon employment and whenever significant changes are made to the district's Acceptable Use Agreement, employees shall be required to acknowledge in writing that they have read and agreed to the Acceptable Use Agreement. Employees shall not use district technology to access, post, submit, publish, or display harmful or inappropriate matter that is threatening, obscene, disruptive, sexually explicit, or unethical or that promotes any activity prohibited by law, Board policy, or administrative regulations. Harmful matter includes matter, taken as a whole, which to the average person, applying contemporary statewide standards, appeals to the prurient interest and is matter which depicts or describes, in a patently offensive way, sexual conduct and which lacks serious literary, artistic, political, or scientific value for minors. (Penal Code 313) The Superintendent or designee shall ensure that all district computers with Internet access have a technology protection measure that protects against access to visual depictions that are obscene, child pornography, or harmful to minors and that the operation of such measures is enforced. The Superintendent or designee may disable the technology protection measure during use by an adult to enable access for bona fide research or other lawful purpose. (20 USC 6777; 47 USC 254) The Superintendent or designee shall annually notify employees in writing that they have no reasonable expectation of privacy in the use of any equipment or other technological resources provided by or maintained by the district, including, but not limited to, computer files, , text messages, instant messaging, and other electronic communications, even when provided their own password. To ensure proper use, the Superintendent or designee may monitor employee usage of district technology at any time without advance notice or consent and for any reason allowed by law. In addition, employees shall be notified that records maintained on any personal device or messages sent or received on a personal device that is being used to conduct district business may be subject to disclosure, pursuant to a subpoena or other lawful request. Employees shall report any security problem or misuse of district technology to the Superintendent or designee.

22 All Personnel BP 4040(c) EMPLOYEE USE OF TECHNOLOGY Inappropriate use of district technology may result in a cancellation of the employee's user privileges, disciplinary action, and/or legal action in accordance with law, Board policy, and administrative regulation. (cf Dismissal/Suspension/Disciplinary Action) (cf Dismissal/Suspension/Disciplinary Action) Legal Reference: EDUCATION CODE Implementation of Enhancing Education Through Technology grant program GOVERNMENT CODE Rights of employee organizations PENAL CODE 502 Computer crimes, remedies 632 Eavesdropping on or recording confidential communications VEHICLE CODE Wireless telephones in vehicles Mobile communication devices; text messaging while driving Wireless telephones in school buses UNITED STATES CODE, TITLE Enhancing Education Through Technology Act, Title II, Part D, especially: 6777 Internet safety UNITED STATES CODE, TITLE Universal service discounts (E-rate) CODE OF FEDERAL REGULATIONS, TITLE Internet safety policy and technology protection measures, E-rate discounts COURT DECISIONS City of Ontario v. Quon et al. (2010) 000 U.S Management Resources: WEB SITES CSBA: American Library Association: California Department of Education: Federal Communications Commission: U.S. Department of Education: Policy adopted: September 13, 2000 revised: October 21, 2015 LUCERNE ELEMENTARY SCHOOL DISTRICT Lucerne, California

23 Personnel E 4040(a) EMPLOYEE USE OF TECHNOLOGY ACCEPTABLE USE AGREEMENT AND RELEASE OF DISTRICT FROM LIABILITY The Lucerne Elementary School District authorizes district employees to use technology owned or otherwise provided by the district as necessary to fulfill the requirements of their position. The use of district technology is a privilege permitted at the district's discretion and is subject to the conditions and restrictions set forth in applicable Board policies, administrative regulations, and this Acceptable Use Agreement. The district reserves the right to suspend access at any time, without notice, for any reason. The district expects all employees to use technology responsibly in order to avoid potential problems and liability. The district may place reasonable restrictions on the sites, material, and/or information that employees may access through the system. The district makes no guarantee that the functions or services provided by or through the district will be without defect. In addition, the district is not responsible for financial obligations arising from unauthorized use of the system. Each employee who is authorized to use district technology shall sign this Acceptable Use Agreement as an indication that he/she has read and understands the agreement. Definitions District technology includes, but is not limited to, computers, the district's computer network including servers and wireless computer networking technology (wi-fi), the Internet, , USB drives, wireless access points (routers), tablet computers, smartphones and smart devices, telephones, cellular telephones, personal digital assistants, pagers, MP3 players, wearable technology, any wireless communication device including emergency radios, and/or future technological innovations, whether accessed on or off site or through districtowned or personally owned equipment or devices. Employee Obligations and Responsibilities Employees are expected to use district technology safely, responsibly, and primarily for work-related purposes. Any incidental personal use of district technology shall not interfere with district business and operations, the work and productivity of any district employee, or the safety and security of district technology. The district is not responsible for any loss or damage incurred by an employee as a result of his/her personal use of district technology. The employee in whose name district technology is issued is responsible for its proper use at all times. Employees shall not share their assigned online services account information, passwords, or other information used for identification and authorization purposes, and shall use the system only

24 Personnel E 4040(b) EMPLOYEE USE OF TECHNOLOGY under the account to which they have been assigned. Employees shall not gain unauthorized access to the files or equipment of others, access electronic resources by using another person's name or electronic identification, or send anonymous electronic communications. Furthermore, employees shall not attempt to access any data, documents, s, or programs in the district's system for which they do not have authorization. Employees are prohibited from using district technology for improper purposes, including, but not limited to, use of district technology to: 1. Access, post, display, or otherwise use material that is discriminatory, defamatory, obscene, sexually explicit, harassing, intimidating, threatening, or disruptive 2. Disclose or in any way cause to be disclosed confidential or sensitive district, employee, or student information without prior authorization from a supervisor 3. Engage in personal commercial or other for-profit activities without permission of the Superintendent or designee 4. Engage in unlawful use of district technology for political lobbying 5. Infringe on copyright, license, trademark, patent, or other intellectual property rights 6. Intentionally disrupt or harm district technology or other district operations (such as destroying district equipment, placing a virus on district computers, adding or removing a computer program without permission, changing settings on shared computers) 7. Install unauthorized software 8. Engage in or promote unethical practices or violate any law or Board policy, administrative regulation, or district practice Privacy Since the use of district technology is intended for use in conducting district business, no employee should have any expectation of privacy in any use of district technology. The district reserves the right to monitor and record all use of district technology, including, but not limited to, access to the Internet or social media, communications sent or received from district technology, or other uses within the jurisdiction of the district. Such monitoring/recording may occur at any time without prior notice for any legal purposes including, but not limited to, record retention and distribution and/or investigation of improper, illegal, or prohibited activity. Employees should be aware that, in most instances, their use of district technology (such as web searches or s) cannot be erased or deleted.