CONCEPTS AND ROLES

The School Board wishes to establish conditions that will attract and hold qualified personnel who will devote themselves to the education and welfare of the students of the district. The Board desires that teachers pursue excellence within their profession and may provide incentives to teachers of demonstrated ability and expertise which will encourage them to stay in the public school system.

The Board believes that its personnel policies must be developed in cooperation with staff in an atmosphere of mutual faith and good will. District policies and regulations shall apply only to the extent that they do not conflict with any collective bargaining agreement in effect between the district and its employees.

The Board affirms its intention to have district policies, regulations and procedures conform to the requirements of state and federal laws and regulations.

The School Board

1. Adopts wage and salary schedules.  

2. Approves the employment of certified personnel.

3. Determines principles of treatment for employees, such as those in connection with sick leave, leaves of absence, inservice training, retirement, etc., either through the policies and regulations of the district or through negotiations with employee organizations in accordance with law.

4. Serves as a court of appeals in cases referred by the Superintendent or designee or which may be appealed by employees directly from the Superintendent or designee's decision, or as specified in adopted employee organization bargaining agreements.

CONCEPTS AND ROLES (continued) BP 4000(b)

The Superintendent or Designee

1. Recommends for employment all certificated personnel and approves the hire of all other school personnel.

2. Recommends disciplinary action, including suspension and dismissal, against employees whenever there is sufficient evidence warranting any such action.

3. With the staff, assigns, directs and supervises the work of all employees with due regard for the individual rights involved.

4. Proposes salary schedules for staff members not covered by an employee organization agreement, and advises the Board throughout negotiations with employee organizations on all matters under negotiations.

Working Relationships Between Board and Superintendent or Designee

The Board desires to be guided principally by the advice of the Superintendent or designee in regard to its relations with district personnel.

The Board shall refer direct approaches from employees for Board action to the Superintendent or designee for his/her consideration and judgment. The Board shall act as an appeals body only after receiving the recommendation of the Superintendent or designee.

(cf. 4144 – Grievances/Complaints)

The Superintendent or designee shall conduct the district’s personnel relations with fair and sound practices in accordance with Board policy.

CONCEPTS AND ROLES (Continued) BP 4000(c)

Legal References:

ALASKA STATUTES

14.08.101 Powers (regional school board)

14.08.111 Duties (regional school board)

14.14.060 Relationship between borough school district and borough

14.14.065 Relationship between city school district and city

14.20.095 Right to comment and criticize not to be restricted

23.40.070 ‑ 23.40.260 Public Employment Relations Act (PERA)

39.25.110 Exempt service

Revised 9/97

UNALASKA CITY SCHOOL DISTRICT
12/01

DRUG AND ALCOHOL‑FREE WORKPLACE

Employees under the influence of alcohol, drugs, or controlled substances are a serious risk to themselves, students and other employees. Therefore, the Unalaska City School District Board of Education shall not tolerate the unlawful manufacture, use, possession, sale, distribution or being under the influence of drugs or controlled substances. Furthermore, the Board of Education shall not tolerate the unlawful use of, or being under the influence of alcohol by any employee who is either representing the District in an official capacity or who is on‑duty. Any employee who violates this policy will be subject to disciplinary action which may include termination of employment.

Annually (and when first hired) each employee will receive drug‑free awareness information to inform them of the dangers of drug and alcohol abuse in the workplace and the penalties that will be imposed upon employees for drug or alcohol violations occurring in the workplace.

Each employee of the School District is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy. The employee must notify the Superintendent of any criminal drug or alcohol statute conviction.  Such notification must be made by the employee to the Superintendent no later than five (5) days after the conviction. The Superintendent will provide notice of such violation to the Impact Aid Program, United States Department of Education, or other appropriate government agency within ten (10) days after the Superintendent receives such notification.

Within thirty (30) days following receipt of above notification, the District will take appropriate disciplinary action, which may include termination of employment or require the employee to participate satisfactorily in a drug abuse assistance rehabilitation program at the employee's expense.

When it is evident that a School District employee has consumed alcoholic beverages or illegal drugs before acting in an official capacity at a school activity, the employee will not be allowed on school property or to participate in the activities. Employees who violate this regulation will be subject to disciplinary action up to and including termination.

DRUG AND ALCOHOL‑FREE WORKPLACE (Continued) BP 4020(b)

The Board of Education recognizes that employees who have a drug or alcohol problem should be encouraged to seek professional assistance. An employee who requests assistance shall be referred to a treatment facility or agency in the community if such facility or agency is available.

(cf. 3514 – Safety)

(cf. 4117.4 – Dismissal)

(cf. 4118 – Dismissal/Suspension/Disciplinary Action)

(cf. 4159 – Employee Assistance Programs)

(cf. 4158/4358 – Employee Security)

(cf. 4218.8 – Drug and Alcohol Testing for School Bus Drivers)

(cf. 5144.1 – Suspension and Expulsion/Due Process)

Legal References:

            THE DRUG‑FREE WORKPLACE ACT OF 1988

            DRUG‑FREE SCHOOLS AND COMMUMUES ACT OF 1989, as amended

            CONTROLLED SUBSTANCES ACT, 21 U.S.C. 801

            21 CODE OF FEDERAL REGULATIONS

            1300 ‑ 1316

UNALASKA CITY SCHOOL DISTRICT
4/93

ADMINISTRATIVE REGULATIONS FOR DRUG-FREE WORKPLACE

Inservice

The school district shall provide information to each employee annually about the dangers of drug and alcohol abuse in the workplace; this policy of maintaining a drug and alcohol free workplace; any available drug and alcohol counseling, rehabilitation, and employee assistance programs; and the penalties which may be imposed upon employees for drug abuse violations occurring in the workplace.  Each employee shall also be given a copy of this policy.

Reporting

Every employee has the obligation to report suspected alcohol or substance abuse in the workplace.  When an employee on duty has reasonable suspicion to believe that a fellow employee has consumed alcohol or controlled substances before entering or while on school property, or during any school activity, such observation shall be reported as follows: 

1. In the case of suspected consumption, the employee will report immediately to the Principal, Superintendent or designee, additionally,

2. In case of gross intoxication, where the safety of staff or students is in question, appropriate actions should be taken to assure the safety of children and/or staff.

3. Failure of an employee to report suspected consumption by any employee will subject that individual to disciplinary action.

Identification of Employee Substance Use

Within an hour of reporting, the administrator and person reporting the incident will document behaviors of the suspected individual.  At a preliminary hearing, the administrator will review with the individual the documented behaviors and will then examine for physical signs or evidence using any or all of the following:

1. Rapid Eye Exam (R.E.E.) – If 2 of the 5 elements are present, lab confirmation will be recommended to eliminate the possibility of severe medical problems.

ADMINISTRATIVE REGULATIONS FOR DRUG-FREE WORKPLACE (Continued) AR 4020(b)

2. ALCO-Screen or similar saliva test for examination of blood alcohol levels.         

      3. Portable Breathalyzer         

4. Obvious possession of alcohol or other drug or substances which are  represented to be drugs.       

5. The above procedures are to be preformed with discretion and are to be documented.

6. Refusal to submit to a request for any of the above procedures will result in the requirement for laboratory confirmation.

7. Laboratory Confirmation – Documented behaviors in addition to physical signs are reasonable cause to request a timely urinalysis, if needed, at the district approved lab and at the district expense.  If the urinalysis comes back positive, the employee will be suspended and referred to the Unalaska City School Board where further action will be taken.  If the results prove negative, no further action will be taken.

8. Refusal to submit to laboratory confirmation will result in suspension with referral to the Unalaska City School Board.

UNALASKA CITY SCHOOL DISTRICT
4/93

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.

NONDISCRIMINATION IN EMPLOYMENT

The district and its employees shall not unlawfully discriminate against or harass employees or job applicants on the basis of age, color, ethnic group, gender, marital or parental status, physical or mental disability, national origin, race, religion, sexual orientation, or any other unlawful consideration.

(cf. 4119.11 ‑ Sexual Harassment)

Equal opportunity shall be provided to all employees and applicants in every aspect of personnel policy and practice. The district shall not discriminate against physically or mentally disabled persons who, with reasonable accommodation, can perform the essential functions of the job in question.

(cf. 4119.41 ‑ Employees with Infectious Disease)

The Superintendent or designee shall publicize this policy annually throughout the district and the community.

(cf. 1312.3 - Complaints Concerning Discrimination)

(cf. 4111.1 - Affirmative Action)

Legal References:

ALASKA STATUTES

14.18.010 Discrimination based on sex and race prohibited

14.18.020 Discrimination in employment prohibited

14.18.090 Enforcement by state board of education

18.80.220 Unlawful employment practices

39.90.100 Nondiscrimination-Protection for whistleblowers

ALASKA ADMINISTRATIVE CODE

4 AAC 06.510 Discrimination in hiring practices

CIVIL RIGHTS RESTORATION  ACT

20 U.S.C. 1683 et seq.

VOCATIONAL REHABILITATION ACT OF 1973, SECTIONS 503 AND 504

29 U.S.C. 791 et seq.

AGE DISCRIMINATION IN EMPLOYMENT ACT

29 U.S. C. 621 et seq.

VTETNAM ERA VETERANS' ACT

38 U.S.C. 2011 et seq.

AMERICANS WITH DISABILITIES ACT

42 U.S.C. 12101 et seq.

UNALASKA CITY SCHOOL DISTRICT
12/01

RECRUITMENT AND SELECTION

The district shall employ the most highly qualified person available for each open position. The Superintendent or designee shall develop recruitment and selection procedures to ensure that every effort is made to find and hire fully qualified teachers for all classrooms, which include:

1. Assessment of the district's needs to determine those areas where specific skills, knowledge and abilities are lacking.

2. Development of job descriptions, which accurately portray the position, including requirements that a teacher be highly qualified in accordance with federal and state law.

3. Dissemination of vacancy announcements to ensure a wide range of  candidates, when necessary.

4. Screening procedures which will identify the best possible candidates for interviews.

5. Interview procedures which will determine the best qualified candidate for recommendation to the Board.

Staff members involved in the selection process shall recommend only those candidates who meet all qualifications established by law and the Board for a particular position. Nominations for employment shall be based upon appropriate screening devices, interviews, observations, recommendations from previous employers and any requirements of applicable collective bargaining agreements.

All teachers hired on or after the first school day of the 2002-2003 school year and working in a program supported with Title I funds shall be highly qualified as defined by the No Child Left Behind Act, as well as state law.

Before considering the hire of a certificated staff member who is currently under contract in another district, the Superintendent or designee will require the certificated staff to provide written documentation that he/she:

• has made an effort to secure a release from the  employing district thirty calendar days prior to the employing district’s first contact day or
• has secured a written release from the employing district.

(cf. 4112.8 ‑ Employment of Relatives)

RECRUITMENT AND SELECTION (Continued) BP 4111(b)

No inquiry shall be made with regard to the age, gender, race, color, religion, national origin, or sexual orientation of a person seeking employment. Questions regarding disabilities shall be asked only when directly related to the job.

In evaluating applicants, preference shall be given to those applicants who can demonstrate training and experience related to the traditions and cultures represented in the student population.

(cf. 4030- Nondiscrimination in Employment)

(cf. 4111.1/4211.1/4311.2 – Affirmative Action)

(cf. 4111.2/4211.2/4311.2 – Legal Status Requirement)

No person shall be employed by the Board without the recommendation or endorsement of the Superintendent or designee. The Board shall be presented with the Superintendent or designee's recommended candidate who may be selected or rejected by the Board. If the candidate is rejected, the Superintendent or designee shall recommend subsequent candidates until the Board selects someone to fill the position. The Board shall make the final decision on the selection of all certificated employees.

(cf. 6181 – Charter School)

The Board recognizes that the district encompasses rural areas and will assist teachers in obtaining information regarding the cost and availability of housing as required by law.

6 AAC 30.810 Employer records

6 AAC 30.840 Retention of records

 

UNITED STATES CODE, TITLE 8

1324(a)(b) Immigration and Nationality Act, as amended by Immigration Reform and Control Act of 1986 and Immigration Act of 1990

UNITED STATES CODE, TITLE 20

§ 1119 No child Left Behind Act of 2001, P.L.  107-110

CODE OF FEDERAL REGULATIONS, TITLE 8

274(a) Control of Employment of Aliens

LEGAL STATUS REQUIREMENT                           

The district shall hire only citizens and aliens who are lawfully authorized to work in the United States. District employment practices shall not discriminate on the basis of citizenship status or national origin, nor shall they discriminate against any refugees, grantees of asylum, or persons qualified for permanent or temporary residency.

(cf. 4111/4211 ‑ Recruitment and Selection)

All new employees shall show appropriate documents which certify that they are legally eligible to work in the United States, as required by law.

Legal References:

             UNITED STATES CODE, TITLE 8

            1324(a)(b) Immigration and Nationality Act, as amended by Immigration Reform and Control Act of 1986 and Immigration Act of 1990

             CODE OF FEDERAL REGULATIONS, TITLE  8

             274(a) Control of Employment of Aliens

UNALASKA CITY SCHOOL DISTRICT
4/93

After January 1, the Board may issue teacher contracts for the following school year. Contracts shall be approved by the Board and signed by at least two board members.

The School Board shall give or mail reemployment contracts to teachers who are not dismissed or given notice of non-retention in accordance with law. If an employee fails to notify the Superintendent or designee within 30 days after receipt of a contract of reemployment that he/she accepts reemployment, the Board shall consider the employee to have declined reemployment and shall terminate the employee's services at the expiration of the existing contract.

(cf. 4117.4 ‑ Dismissals)

(cf. 4117.6 – Non-retention)

(cf. 4119.21 ‑ Code of Ethics)

Legal References:

         ALASKA STATUTES

         14.20.130 Employment of teachers and administrators

         14.20.145 Automatic Reemployment

14.20.158 Continued contract provisions 

        14.20.010 Teacher certificate required

         14.20.020 Requirements for issuance of certificate

         14.20.120 Statement of qualifications

         14.20.215 Definitions

14.20.620 ‑ 14.20.650 Interstate agreement on qualification of educational personnel

14.30.250 Teacher qualification

ALASKA ADMINISTRATIVE CODES

4 AAC 05.080 School curriculum and personnel

4 AAC 12.010 ‑ 4 AAC 12.900 Certification of professional personnel

4 AAC 18.010 Teachers’ and administrators' contracts

4 AAC 18.021 Employment of substitute teachers

UNALASKA CITY SCHOOL DISTRICT
4/93