Guest Teacher Handbook 2019-2020 - Little Elm Independent School District - Little Elm ISD
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Little Elm
Independent School District
Guest Teacher Handbook
2019-2020
Table of Contents
WELCOME LETTER ......................................................................................................................... 3
HR SERVICES CONTACT INFORMATION ................................................................................. 4
MISSION STATEMENT .................................................................................................................... 5
GENERAL INFORMATION ............................................................................................................. 6
APPLICATION PROCESS ................................................................................................................................................ 6
FINGERPRINTING ............................................................................................. ERROR! BOOKMARK NOT DEFINED.
ID BADGES ....................................................................................................................................................................... 6
ANNUAL APPLICATION/TRAINING REQUIREMENTS............................................................................................ 7
HOURS OF DUTY ............................................................................................................................................................. 7
CAMPUS CONTACT INFORMATION ........................................................................................................................... 7
YOUR COMMITMENT..................................................................................................................................................... 8
AESOP ................................................................................................................................................................................ 8
SUBSTITUTE CALLING .................................................................................................................................................. 8
CANCELLATION OF ASSIGNMENTS ........................................................................................................................... 9
SUBSTITUTE EXCLUSION ............................................................................................................................................. 9
SUMMER AND SUBSTITUTES ....................................................................................................................................... 9
DRESS CODE .................................................................................................................................................................... 9
RELEASE OF CHILDREN ............................................................................................................................................. 10
CODE OF ETHICS .......................................................................................................................................................... 10
SMOKING ON SCHOOL PREMISES ........................................................................................................................... 10
CELL PHONES ............................................................................................................................................................... 10
EVALUATION OF SUBSTITUTES ............................................................................................................................... 10
PAYROLL/BENEFITS ..................................................................................................................... 11
RECORDS........................................................................................................................................................................ 11
WITHHOLDINGS ........................................................................................................................................................... 11
AFFORDABLE HEALTHCARE INSURANCE ............................................................................................................ 11
RATE OF PAY ................................................................................................................................................................ 12
LONG TERM SUBSTITUTES ....................................................................................................................................... 12
PAY DATES .................................................................................................................................................................... 12
SICK DAYS..................................................................................................................................................................... 13
EMPLOYMENT AFTER RETIREMENT ...................................................................................................................... 13
RESPONSIBILITIES ........................................................................................................................ 13
ARRIVAL ON CAMPUS ................................................................................................................................................ 13
IN THE CLASSROOM.................................................................................................................................................... 14
HELPFUL HINTS ........................................................................................................................................................... 15
DISCIPLINE .................................................................................................................................................................... 15
TECHNOLOGY ACCEPTABLE USE GUIDELINES FOR FACULTY AND STAFF............. 16
REPORTING SUSPECTED CHILD ABUSE................................................................................. 22
REASONABLE ASSURANCE OF EMPLOYMENT .................................................................... 23
2
Revised 11.22.2019Welcome Letter
300 Lobo Lane
Little Elm, TX
www.littleelmisd.net
972.947.9340
Department for Human Resource Services
Dear LEISD Guest Teacher:
Thank you for serving as a guest teacher with the Little Elm Independent School District. This handbook
will explain our procedures, assist you in becoming a successful substitute, and answer some of the questions
you may have about substituting in LEISD. We want your time with LEISD to be beneficial for the students
and rewarding for you. Your commitment to excellence will enable us to uphold the outstanding reputation
that we enjoy. A guest teacher is one of our most valuable assets at LEISD. Our faculty could not deliver
the level of instruction expected by our community without the help and support of dedicated substitute
teachers like you. As a guest teacher, you play an important role in the lives of the students we serve. Our
students walk into our classrooms with the expectation that they will experience a quality-learning
environment. Our mission is to reach each student by teaching to individual learning needs, ensuring that
every student has the opportunity to achieve to his/her full potential. You are encouraged to take every
opportunity to support and encourage the students you serve, helping to make each one successful. If you
have any questions, please don’t hesitate to call.
Sincerely,
Shai Walker
On-Boarding Manager
swalker@littleelmisd.net
WELCOME LETTER
3
Revised 11.22.2019HR SERVICES CONTACT INFORMATION
Human Resource Services
Karlin Pena
Executive Administrative Assistant for Human Resource Services
x10103
Shai Walker
Human Resource Onboarding Manager
X10101
Clint Miller
Director of Student Services
x10106
Renee Pentecost
Director for Human Resources
x10102
Chad Teague
Executive Director for Human Resource Services
x10104
District Website: www.littleelmisd.net District Phone Number: 972-947-9340
4
Revised 11.22.2019MISSION STATEMENT
The Mission of Little Elm ISD is to...
ENGAGE, EQUIP, and EMPOWER
each student to realize their full potential.
The Vision of the Little Elm ISD Community is to be
"THE Destination District.”
5
Revised 11.22.2019GENERAL INFORMATION
Application Process
Complete the on-line substitute application via TalentEd Important: All documents must be
Provide Official Transcripts for any degrees awarded received to ensure the appropriate
daily rate of pay. Failure to submit
Provide teacher certificate, if applicable. . documents will result in a reduced
daily rate of pay.
Fingerprinting
Senate Bill 9 (2008) requires that all substitute teachers submit digital fingerprints for a criminal
history review. The Texas Education Agency (TEA) has contracted with Morpho-Trust as an
approved DPS vendor to complete the finger printing process for the state of Texas. The District will
procure a fingerprint pass from TEA for each applicant, which will be emailed to the email address
used on the job application. The email will be generated from MorphoTrust/IdentoGO. The
substitute will then make an appointment to be fingerprinted. Fingerprint results will be sent to the
District electronically. The applicant will be responsible for the cost of the fingerprinting services
(ranging between $38.25 and $50.28) dependent upon certification status.
Post- Guest Teacher Orientation, complete the following information:
• Substitute Checklist sent electronically via TalentEd. This packet contains:
I-9 Employment Eligibility (New hire only) IRS form W-4 (New Hire only)
Direct Deposit Authorization
Drivers License and Social Security Card
Questionnaire
Affordable Care Act
Social Security Statement
Values, Vision, Mission, and Goals Statement
Guest Teacher (Substitute) Handbook
Technology Acceptable Use
Substitute Orientation Survey
Accept/Decline Health Benfits
ID Badges
Photo ID badges are a requirement at each LEISD campus. Badges are provided at
no cost to the substitute. Badges may be obtained at Zellars Center for Leadership
and Learning located at 300 Lobo Lane, Little Elm, Texas.
6
Revised 11.22.2019Annual Application/Training Requirements
Once you become a LEISD substitute, you will not need to reapply each year as
long as your status is active. To be considered as an active substitute, you need to
have worked at least three (3) days per month in the previous school year.
Substitutes must complete the District’ s required Safe Schools training each school
year. An email will be sent to you when the trainings are open and ready to begin hours of duty.
Substitutes are required to work the same hours as teachers.
Brent Elementary 7:45 A.M. until 4:00 P.M.
Chavez Elementary 7:45 A.M. until 4:00 P.M.
Hackberry Elementary 7:45 A.M. until 4:00 P.M.
Lakeview Elementary 7:45 A.M. until 4:00 P.M.
Oak Point Elementary 7:45 A.M. until 4:00 P.M.
Prestwick STEM Academy 7:45 A.M. until 4:00 P.M.
Lakeside Middle School (Grades 7-8) 8:40 A.M. until 4:45 P.M.
Zellars Campus - DAEP / AIMS / GOALS 7:45 A.M. until 4:00 P.M.
Little Elm High School (Grades 9-12) 7:00 A.M. until 3:15 P.M.
Substitutes must clock in and out using at the campus designated area no later than the assigned
start time. Please ask the campus receptionist for the location of the Veritime terminal to clock
in/out.
A half day will be considered an assignment of four hours or less. Any assignment exceeding four
hours will be paid on a full day basis.
Campus Contact Information
CAMPUS PHONE PRINCIPAL SECRETARY
Brent Elementary 972-947-9451 Karie Kuster Tamara Cuyler
Chavez Elementary 972-947-9452 Elizabeth Miller Jody Williams
Hackberry Elementary 972-947-9453 Stephen Richardson Sandra Garces
Lakeview Elementary 972-947-9454 John Wofford Wendy Argentine
Oak Point Elementary 972-947-9455 Kori Werth Christy Vanderhoff
Prestwick STEM Academy 972-947-9450 Christine Gipson Karla Figueroa
Lakeside Middle School 972-947-9445 Kelley Carr Shanna Terry
Kelly Hastings
Zellars Alternative 972-947-9340 x10701 Bill Bush Aurora Castanos Vega
(DAEP/GOALS/AIMS)
Little Elm High School 972-947-9443 Renee Pentecost Kathy Thompson
7
Revised 11.22.2019Your Commitment
By virtue of your request to be placed on the list of substitute teachers, you have made a commitment
to teach when you are called. Little Elm ISD offers a limited number of substitute positions. While
school officials understand that it is not always possible to comply with a request to substitute, we do
ask that you always make a good faith effort to respond. The commitment you demonstrate will be a
consideration in evaluating your position from year to year.
Aesop
AESOP is the Automated Educational Substitute Operator Program used by Little Elm ISD to
provide substitute teachers with the available openings during the school year. Training is provided
during the orientation meeting on the use of the AESOP system.
The system may be accessed at: https://www.aesoponline.com/login2.asp
Username: Phone number
Password: Last four of the social security number
Please note: Positions are filled through the AESOP system. Please do not call the individual
campuses for information on possible substitute openings.
Substitute Calling
The AESOP System will call you with assignments that match the classifications, locations, and
schedule you have listed on your AESOP Preferences Form. You can adjust your schedule and
availability times, email address, phone number, locations and classifications in the system.
You cannot access the AESOP System either online or by phone until you are registered. In order to
register you will need an access ID. The access ID will be provided to you after you’ve attended
orientation, accepted or declined medical benefits, submitted all necessary paperwork, and we have
completed the required background checks and fingerprinting. See registration handout for registration
procedure.
After registration, available assignments matching your classifications, locations, and schedule will be
viewable. AESOP will call out to fill jobs between the hours of 6:00 AM and 11:00 AM, Monday
through Friday, for assignments for that day, and between 6:00 PM and 9:00 PM, Monday through
Friday and on Sunday and holidays for future assignments.
Assignments will not be viewable online and you will not be called if:
• An assignment does not match your classification, location, or schedule.
• Your schedule does not allow for filling all the days of a multiple-day open assignment.
• You have already accepted an assignment for the date the system is attempting to fill.
8
Revised 11.22.2019Cancellation of Assignments
During the course of the school year, there may be a time when an assignment may be cancelled. When
a teacher cancels an absence they are to indicate within AESOP the need to have the Substitute notified
of the cancellation. You can view cancelled assignments online. When a teacher cancels an assignment
you will be able to view open assignments for that day that match your locations, classifications, and
schedule.
If you cancel a job the day of the assignment you are not eligible for any other assignments that day.
Substitute Exclusion
Substitute can be excluded from any school site for any reason deemed necessary by the campus
principal or central office administration.
If a substitute is excluded from a school, the substitute may not Substitute at that campus again
unless approved by campus principal.
If a substitute is excluded from a campus, the substitute may call the HR administrator to inquire
about the exclusion.
A substitute has the right to send a rebuttal letter to the HR administrator.
Summer and Substitutes
The AESOP program is shut down for substitute assignments during the summer months.
Substitutes must complete a Returning Substitute Application at the end of each school year.
If you will not be substituting the following school year, please notify Shai Walker at
swalker@littleelmisd.net.
Dress Code
All employees shall observe modesty, appropriateness and neatness in clothing and personal
appearance. Teachers are professionals and should dress accordingly. Teachers are models for their
students in their dress. Each campus may have special dress days, i.e. Hawaiian day,
Western day, NFL day, etc. Jeans should not be worn unless there is a designated “jeans” day. The
substitute may or may not choose to participate in these special days. The district shall have the right
to appraise any current fashion and determine whether it is appropriate or inappropriate for school wear.
The district has the right to ask employees to change their attire if it is of such nature that it provokes
unfavorable comments. A full listing of all campus handbooks may be accessed at
http://www.littleelmisd.net.
9
Revised 11.22.2019Release of Children
Any person, other than authorized school personnel, who might request information about a child, or
who asks that a child be released from school, must be directed to the principal’s office. Under no
circumstances should a child be released from the classroom without official notice from the building
principal.
Code of Ethics
The substitute has a professional obligation even though the substitute is not a fulltime classroom
teacher. Extreme caution should be used in expressing personal reactions and derogatory opinions
about activities in the classroom and school. If there is a problem, a practice, or a policy with which
you disagree or a suggestion you wish to make, the principal of the school is the person to whom
comments should be directed. Any individual child’s educational progress is confidential information.
It is not to be discussed outside the school. Substitute teachers are expected to observe the Code of
Ethics and Standard Practices for Teacher Educators. A copy of the code is included in the appendix
of this handbook.
Smoking on School Premises
Smoking is prohibited within any school or administration building and on school property (including
parking lots). This policy now pertains to electronic cigarette usage as well. ***Electronic cigarettes
are prohibited on all LEISD grounds***
Cell Phones
Cell phone usage should be limited to breaks or lunch time. Please do not use cell phones while in class
or in hallways
Evaluation of Substitutes
The district must continuously be aware of the quality of substitutes employed. Evaluations are
important when considering the substitute for long term or full time employment. Timeliness,
compliance with campus rules and procedures, classroom management and the ability to implement the
classroom teacher’s instructions are essential. Substitutes may be observed, evaluated and reassigned
as deemed necessary by the campus principal. A negative report will not be placed in the substitute
teacher file without an attempt to communicate with the substitute teacher. All evaluations will be
submitted via AESOP.
10
Revised 11.22.2019PAYROLL/BENEFITS
Records
Payroll records: It is recommended that each substitute teacher keep an accurate record of the
days (full or half) worked to assist with verification should errors occur concerning the
substitute teacher’s paycheck. Questions concerning the paycheck should be directed to the
payroll office.
Service records: Substitutes who work more than 90 days in one school year are eligible to
receive service year credit for that school year in the event they become a full-time, certified
teacher. The work days may be accumulated from multiple districts but combined must total
more than 90 days. Contact Shai Walker in Human Resource Services for additional
information.
Withholdings
1. Federal withholding taxes, based on W-4 information, will be withheld.
2. Medicare withholding is 1.45%. The district matches that amount.
3. In lieu of social security, part-time, seasonal and temporary (PST) employees who are not
eligible for TRS must participate in our PST program. Each month 7.5% of your check will be
placed in this account. This is a mandatory program. Guidelines for participation and
withdrawals will be administered in accordance with current tax law provisions.
Affordable Healthcare Insurance
Federal law through the Affordable Care Act requires everyone to obtain medical insurance or face
fines from the IRS. As a result, starting with the 2015-16 school year, LEISD must offer medical
insurance to every employee, including substitutes. Failing to offer medical insurance to all employees
can result in LEISD being fined by the IRS. All Subs will be offered medical insurance. Substitutes
will pay the full cost of the insurance. The district will make NO contribution toward health insurance
premiums. No other benefits will be offered.
One of the conditions of employment as a substitute is to either DECLINE or ENROLL in medical
coverage. You must take action within 30 days of your hire/activation date or you will risk being
deactivated from the substitute roster. To ENROLL or DECLINE medical coverage, contact Lesley
Malmer at lmalmer@leisd.ws.
11
Revised 11.22.2019Rate of Pay
Daily Rate Long Term Rate
Associates Degree (2 year) $90 Applicable
One-half day (1-4 hours) $45 Applicable
Advanced training (min. 48 hours) $90 Applicable
One-half (1-4 hours) $45 Applicable
College Degree (4 year) $100 / day $110 / day
One-half day (1-4 hours) $50 $55 / half day
Certified Teacher $110 / day $120 / day
One half day (1-4 hours) $55 $60 / half day
**An additional $15/day will be paid for all Monday/Friday jobs**
Long Term Substitutes
After 10 consecutive days in the same assignment, a substitute may be designated as a long-term
substitute. The rate of pay increases $10.00 per day, beginning the 11th day, for long-term substitute
assignments.
Following the initial 10 days of the long term assignment the district will allow one day of absence for
the substitute during the next 20 consecutive days in the long term assignment. If the substitute
continues in the same long-term assignment, they will be allowed one day of absence for each 20
consecutive days. If the substitute is absent for more than one day during the 20 consecutive day period
then the rate of pay returns to the regular rate rather than the long term rate.
Pay Dates
At the beginning of each month, the business office processes the substitute payroll for the prior
month’s work. Payroll checks are deposited on the 20th day of the month. You will find the 2019-2020
pay periods and check dates schedule below.
Substitute Work Period Pay Date
August 1 - August 31 September 20
September 1 - September 30 October 28
October 1 - October 31 November 20
November 1 -1 November 30 December 19
December 1 – December 31 January 17
January 1 – January 31 February 20
February 1 – February 29 March 20
March 1 – March 31 April 20
April 1 – April 30 May 20
May 1- May 31 June 19
12
Revised 11.22.2019Sick Days
If a substitute employee arrives on campus and becomes ill, the campus office should be notified as
soon as possible. If a replacement substitute is secured for the day, the replacement substitute will be
paid the daily rate or half-day rate depending on the arrival time. The substitute that was replaced
may receive half-day pay if the replacement subtitute is not found in a timely manner.
Employment after Retirement
If you have retired from teaching under the Teacher Retirement System (TRS), you must notify the
Onboarding Manger and the payroll department when you are hired as a substitute teacher. TRS retirees
may work as substitute teachers at no more than the daily substitute pay rate for an unlimited number
of days during a school year. Payroll must be notified of the TRS retirees so that the days worked can
be reported to TRS. Visit www.trs.state.tx.us for more information. 14 Senate Bill 9 permits a service
retiree to work an unlimited number of days as a regular substitute. However, the number of days
disability retirees may work per school year as a substitute or half-time employee is 90 (days). Working
any portion of a day is considered having worked one day. Again, please make sure the payroll
department is notified so TRS reporting may be done. Monthly benefits may be forfeited if an employee
exceeds the 90-day limit.
RESPONSIBILITIES
Although flexibility is key, the information below should provide a general guideline.
Arrival on Campus
o Verify the work day hours for the campus in which you are reporting.
o Be aware of parking. Many schools have assigned parking or may require a parking
pass. When in doubt, park in visitor spaces or unassigned / undecorated parking spaces,
then ask the front reception upon check in.
o Report promptly to the building principal or designee. Given sufficient notice, the
substitute should report at the same time the regular classroom teacher reports on duty
and should not leave before the regular teacher is dismissed.
o Obtain directions to the classroom.
o Obtain the name, phone extension and/or room number of the department chair or person
to contact if you are in need of assistance.
o Obtain information regarding the regular teacher’s assigned duties for the day. You are
expected to perform all classroom and extra duties assigned to the regular teacher.
o Ask for any special directions, such as special activities that may be planned for the day
or special duties performed by the regular teacher.
o Verify the procedure for taking attendance.
Go directly to your assigned location.
o Find the classroom teacher’s substitute folder or online directions, daily schedule, lesson
plans, seating charts and other needed materials.
o Introduce yourself to neighboring classroom teachers.
13
Revised 11.22.2019o Be at the door greeting students as they enter.
Substitute folders (printed or online) should include the following items:
o Daily lesson plans made out in sufficient detail
o Weekly time schedule of classes
o List of students’ names and seating chart
o List of students in reading or cooperative groups
o List of supervisory responsibilities (noon duty, bus duty, etc.)
o Fire drill and other emergency procedures
o Essential or unusual information about any child (special schedule, health, medication,
etc.)
o List of names of students especially capable of giving reliable aid
o Forms for reporting attendance and lunch count at the elementary level
o List of classroom rules and regulations
o Special instructions as needed
o A minimum of two emergency lesson plans to be used if other plans cannot be followed
Lesson Plans
o Follow the classroom teacher’s lesson plans as closely as possible.
o In the event there are no lesson plans available, you must assume the responsibility of
conducting an educationally meaningful activity using your own resources. Do not
hesitate to ask for help.
In the Classroom
Report serious accidents or illnesses to the principal or nurse immediately.
Introduce yourself and try to learn student names. The first step to good classroom management
is to set an approachable tone.
Avoid changing the seating arrangement or any other aspect of the classroom organization or
routine except for temporary grouping of pupils for instruction or cooperative groups.
Strive to maintain high standards of ethics and avoid comparison of teacher-pupil learning
situations.
Hall supervision is a responsibility of all teachers, especially when pupils are coming into or
leaving the building. Middle School / High School: If you are not assigned a specific station,
please stand outside your door to monitor hall activity during passing periods and at
arrival/dismissal.
Leave a brief progress report of the work assigned, as well as any other information that would
be helpful to the returning classroom teacher (bulletins, parental notes, assignments, parental
notes, and praises and/or problems). Before leaving, be sure that all equipment and material
used during the day is properly stored and that the room is left in an orderly condition.
If possible, grade any written work that you have assigned before you leave the building.
14
Revised 11.22.2019 Proper discipline or classroom order is a prerequisite to good teaching. Be firm and business-
like. Should you have some difficulty with discipline, please seek the assistance of the principal
or assistant principal.
When completing a “long term” assignment, the substitute should attend all scheduled meetings
(i.e. faculty, grade level, departmental, etc.). In case of doubt, check with the building principal.
Become acquainted with this handbook and with all school policies as soon as possible, and
familiarize yourself with all school procedures and regulations. Teacher handbooks and student
handbooks are available through the principal’s office or on the school’s website (via
www.littleelmisd.net).
Be aware of the teacher’s expectation for technology in the classroom and the technology policy
at the school.
Helpful Hints
Be firm and fair.
Be professional.
Deal with each child in a kind and just manner.
Demonstrate self-confidence.
Maintain dignity.
Be patient.
Respect each child.
Be enthusiastic.
Talk with students – not at them.
Be prepared to adjust to several kinds of instructional settings.
Have a sense of humor but do not overdo.
Make directions clear and concise.
Be prompt.
Avoid threats.
Follow normal classroom procedures.
Ask for help when needed.
Do not leave students unsupervised.
Discipline
Substitute teachers should exhibit a reasonable degree of dignity, courtesy and congeniality at
all times.
Substitute teachers are expected to assume responsibility for students and to assist in the
correction any irregularities that occur. As temporary members of the faculty, substitute
teachers are charged with the responsibility of maintaining proper building procedures and
rules of conduct.
15
Revised 11.22.2019Every reasonable effort should be made by substitute teachers in attempting to solve problems
before they are referred to the principal or assistant principal. Occasionally, something may
occur which warrants the exclusion of a student from the classroom. Contact the school office
to receive instructions on whom to contact in the event a student needs to be excluded from
the classroom, ensure written communication is provided to the classroom teacher.
Substitute teachers should maintain effective order and control at all times and will be
supported in their reasonable efforts to accomplish this objective. Substitute teachers may not
administer corporal punishment. Corporal punishment is interpreted to mean any physical
punishment. The use of physical force by a substitute teacher should be limited to situations
where it is necessary to prevent injury to another person or yourself.
The substitute teacher is expected to maintain a high level of discipline in the classroom, which
is conducive to good learning. Effective discipline management can be accomplished by
following the school Discipline Management Plan and the teacher’s classroom discipline plan.
The substitute teacher should never leave the class unattended.
TECHNOLOGY ACCEPTABLE USE GUIDELINES FOR FACULTY AND STAFF
These guidelines are provided so that employees are aware of the responsibilities they accept
when they use District-owned computer hardware, operating system software, application
software, stored text, data files, electronic mail, local databases, removable media, digitized
information, communication technologies, and Internet access. In general, this requires
efficient, ethical, and legal utilization of all technology resources.
1. Expectations
Use of computers, other technical hardware, computer networks, and software is only
allowed when granted permission by the employee’s supervisor.
All users are expected to follow existing copyright laws. Copyright guidelines are
posted and/or available in the media center of each campus as well as posted on the
District’s web site.
Although the District has an Internet safety plan in place, employees are expected to
notify their campus or district administrator whenever they come across information or
messages that are inappropriate, dangerous, threatening, or make them feel
uncomfortable.
Employees who identify or know about a security problem are expected to convey the
details to their campus or district administrator without discussing it with others.
Employees are responsible for securing technology devices when not in use and for
returning them in good working condition.
Employees have a right to participate in social networking sites, blogs, forums, wikis,
etc., or other Internet activities for their private use; however, employees should not
post anything (through written messages, images, videos, or otherwise that would
violate student confidentiality rights, and/or District Board policies and procedures
including but not limited to the Code of Ethics and Standard Practices for Texas
Educators (as stated in Board policy DH (EXHIBIT), and/or that would negatively
impact the perception of the employee's ability to be effective in their employment
16
Revised 11.22.2019capacity. Postings that are considered inappropriate or otherwise are violations of
District Board policies and procedures, including but not limited to the Acceptable Use
Procedures, may be addressed by the District and could lead to disciplinary action up
to and including termination.
2. Unacceptable conduct includes but is not limited to the following:
Using the network for illegal activities, such as copyright or contract violations, or
downloading inappropriate materials, viruses, and/or software, including but not
limited to hacking and host file sharing software.
Using the network for financial or commercial gain, advertising, or political activities.
Accessing or exploring online content that does not support the curriculum and/or is
inappropriate for school assignments, including but not limited to pornographic sites.
Vandalizing, tampering, or accessing without permission, equipment, programs, files,
software, system performance or other technology. Use or possession of hacking
software is strictly prohibited.
Causing congestion on the network or interfering with the work of others, e.g., chain
letters, jokes, or pictures to lists or individuals.
Unauthorized or non-curricular use of online video, music, or streaming content.
Gaining unauthorized access anywhere on the network.
Invading the privacy of other individuals.
Using another user’s account, password, or ID card or allowing another user access to
your account, password, or ID.
Coaching, helping, joining, or acquiescing in any unauthorized activity on the network.
Posting anonymous, unlawful, or inappropriate messages or information on a district
owned system.
Engaging in sexual harassment or using any language of a sexual or otherwise
objectionable nature (e.g., racist, terroristic, abusive, threatening, demeaning,
slanderous) in public or private messages.
Falsifying permission and/or authorization of identification documents.
Obtaining copies of or modifying files, data, or passwords belonging to other users on
the network without authorization.
Knowingly placing a computer virus on a computer or network.
Using personal computing devices on the district network, except district-approved
devices.
Transmission of any material that is in violation of any federal or state law. This
includes, but is not limited to, student or other confidential information, copyrighted
material, threatening or obscene material, and computer viruses.
3. Acceptable Use Guidelines
General Guidelines:
o Employees are responsible for the ethical and educational use of technology in
the District and when a district-owned device is used out of District.
o Employees will have access to available forms of electronic media and
communication that is in support of education and research, and in support of
the educational goals and objectives of the District.
17
Revised 11.22.2019o All technology policies and restrictions must be followed.
o Access to the District’s computer online services is a privilege and not a right.
Each employee will be required to sign and adhere to the Acceptable Use
Procedures Agreement.
o When placing, removing, or restricting access to data or online services, school
officials shall apply the same criteria of educational suitability used for other
education resources.
Network Etiquette
o Be polite.
o Use appropriate language.
o Do not reveal personal data (i.e. home address, phone number, or phone
numbers of other people).
o Remember that the other users of technology are human beings whose culture,
language, and humor have different points of reference from your own.
o Users should be discrete when forwarding e-mail and it should only be done on
a need-to-know basis.
E-Mail
o E-mail may be used for educational or administrative purposes only.
o E-mail transmissions, stored data, transmitted data, or any other use of district-
owned technology by employees or any other user is subject to being monitored
at any time by designated staff to ensure appropriate use.
o All e-mail and all contents are property of the District.
Consequences
The employee, in whose name a system account and/or computer hardware is
issued, will be responsible at all times for its appropriate use. Noncompliance with
the guidelines published here, in the Employee Code of Conduct, and in Board
policy may result in suspension or termination of technology privileges and
disciplinary action. Violations of applicable state and federal law, including the
Texas Penal Code, Computer Crimes, Chapter 33 may result in criminal
prosecution, as well as disciplinary action by the District. The District cooperates
fully with local, state, or federal officials in any investigation concerning or relating
to violations of computer crime laws. In addition, contents of e-mail and network
communications using District equipment and network access is governed by the
Texas Public Information Act, and therefore may be subject to public disclosure as
required by law. Any attempt to alter data, the configuration of a computer, or the
files of another user, without the consent of the campus or district administrator,
will be considered an act of vandalism and subject to disciplinary action in
accordance with Board policy.
Professional and Personal Use of Social and Other Electronic Media
This directive applies to Web 2.0 tools and provides instruction on the proper use of these
tools. The tools are included but not limited to the following whether or not used on equipment
or software owned by the District:
Text messaging
Instant messaging
Electronic Mail (e-mail)
18
Revised 11.22.2019 Web logs (blogs)
Wikis
Electronic forums (e.g., chat rooms)
Video Sharing Websites (e.g., YouTube)
Editorial comments posted on the Internet
Social network sites (e.g., FaceBook, Twitter, and Linkedin)
Technology-based materials, activities, and communication tools shall be appropriate for and
within the range of the knowledge, understanding, age, and maturity of the students with whom
they are used.
Use of Electronic Media for Little Elm ISD Purposes
The District believes that the use of electronic media in the classroom and extracurricular
setting can be beneficial to students and parents in the educational process and in the efficient
communication of information. However, any District employee or activity sponsor wishing
to use electronic media with or for communication with students must comply with these
guidelines.
All social media accounts affiliated with Little Elm ISD must first receive approval from the
LEISD Communications Department before creation.
Facebook and Twitter social media accounts may be created for a Little Elm ISD
campus or student organization on your campus.
Social media accounts must be registered with a Little Elm ISD e-mail address.
Usernames and passwords of a Little Elm ISD social media account must be shared
and on file with the Little Elm Communications Coordinator/Director of
Technology. Passwords must be complex enough to enable another layer of online
protection to the district. This is to ensure that if you were to leave LEISD
that the page could continue as intended.
All LEISD social media accounts must acknowledge on the site that it is an official
site of Little Elm ISD.
All Little Elm ISD social media accounts must use one of LEISD’s official logos.
All facilitators of a LEISD social media site must adhere to the LEISD Technology
General Guidelines.
Little Elm ISD social media sites must only follow other Little Elm ISD social
media sites, sites which pertain to your content area, have an educational purpose
to the students and teachers of Little Elm ISD.
Facilitator of social media site must adhere to FERPA guidelines.
Official LEISD information needs to be “retweeted” or “shared” as is.
Technology/Communications Departments have the authority to amend information posted to
the account if it conflicts with district standards.
Commenting on Social Media: Rules of engagement: Facebook
This is a social networking page designed to communicate Little Elm ISD's social news Little
Elm ISD reserves the right to delete or remove a posting that violates any of the rules below:
19
Revised 11.22.2019 No abusive, obscene, vulgar or inappropriate language or postings (this includes
remarks that are racist, homophobic, sexist or sexually explicit)
No comments that easily identify students and/or staff in a defamatory, abusive or
generally negative tone.
Respect copyrights and fair use laws; no plagiarism - give proper credit for other's
work.
No comments or postings that do not show proper consideration for other's privacy
or are likely to offend or provoke others.
No repeated posts with the same messages over and over again.
Staff/Student on Social Media
Staff may communicate with current students on Social Media as it relates to their
education and content in the classroom.
Staff may communicate with current students through Social Media if the material
relates to membership to a student organization.
Staff may communicate with current students about matters within the scope of the
employee’s professional responsibilities.
No posts of pictures of students on an employee’s personal social media site.
We reiterate that it is better to create a school, class or program page than to post
school-related information on your personal page.
No direct communication with students currently enrolled at LEISD using
electronic media that is outside the scope of an employee’s professional
responsibilities.
Staff’s Personal Social Media Sites
“As role models for the district‘s students, employees are responsible for their public conduct
even when they are not acting as district employees. Employees will be held to the same
professional standards in their public use of electronic media as they are for any other public
conduct. If an employee‘s use of electronic media interferes with the employee‘s ability to
effectively perform his or her job duties, the employee is subject to disciplinary action, up to
and including termination of employment. If an employee wishes to use a social network site
or similar media for personal purposes, the employee is responsible for the content on the
employee‘s page, including content added by the employee, the employee‘s friends, or
members of the public who can access the employee‘s page, and for Web links on the
employee‘s page. The employee is also responsible for maintaining privacy settings
appropriate to the content.” ~ LEISD Employee Handbook
Text Messaging with Students
Communication with students through the use of text messaging is permitted only by staff
members who have extracurricular responsibilities and the students participating in the
extracurricular activity over which the employee is responsible.
All communication must comply with the following rules:
Prior to the first communication in a school year, the parent must grant written
permission for each staff member the parent will allow to communicate via text
20
Revised 11.22.2019message with his/her child. A parent must agree that he/she can be copied on all
text messages;
Be professional and appropriate;
Be limited to matter within the scope of the employee’s professional
responsibilities;
Include the parent in all communication to the students except in the case of a health
or safety emergency (change in practice times is not a health or safety emergency);
Be limited to the hours of 6:00 a.m. – 9:00 p.m. unless addressing a matter of
immediate concern;
These rules do not apply to the extent an employee has a social or family
relationship with a student.
All consent forms must be kept at the campus for future reference.
Personal Use of Electronic Media:
Employees are held to the same professional standards in their public use of electronic media
as they are for any other public conduct. Each employee is responsible for all the content on
any social network site the employee maintains (whether or not posted by the employee) and
for choosing privacy settings appropriate to the content.
Employees who maintain their own personal electronic media or social networking sites for
their private use will not share their personal networking sites with students or include students
as members, friends, or links or other associations on the site except as may be specifically
allowed by Board Policy or these guidelines.
If an employee posts messages or picture on social media sites or other web resources which
diminish the employee’s professionalism or discredit the employee’s capacity to maintain the
respect of students and parents, it will impair the employee’s ability to effectively perform
their job. This type of material includes, but is not limited to, text or pictures involving hate
speech, nudity, obscenity, vulgarity, and conduct illegal for minor or sexually explicit content.
Such conduct may be grounds for termination or other disciplinary action.
An employee who uses electronic media for personal purposes shall comply with the
following:
The employee shall limit use of personal electronic communication devices to send
or receive calls, text messages, picture messages, or video messages to their break
time, meal time, or before or after scheduled work hours, except for an emergency
or when use is authorized by a supervisor for the purpose of conducting District
business;
The employee may not create or update a personal social networking page(s) or
make posts or blog on such personal pages using the District’s computers, network,
or equipment;
The employee shall not use the District’s or any campus logo without the written
consent of the employee’s supervisor;
The employee may not post any information regarding any Little Elm ISD student
or employee which would violate District, state, or local law.
21
Revised 11.22.2019REPORTING SUSPECTED CHILD ABUSE
All employees are required by state law to report any suspected child abuse or neglect to a law
enforcement agency, Child Protective Services, or appropriate state agency (e.g. state agency
operating, licensing, certifying, or registering a facility) within 48 hours of the event that led
to the suspicion.
Abuse is defined:
• Mental or emotional injury to a student or minor that results in an observable and material
impairment in the student’s or minor’s development, learning, or psychological functioning;
• Causing or permitting a student or minor to be in a situation in which the student or minor
sustains a mental or emotional injury that results in an observable and material impairment
in the student’s or minor’s development, learning, or psychological functioning;
• Physical injury that results in substantial harm to a student or minor, or the genuine threat
of substantial harm from physical injury to the student or minor, including an injury that is
at variance with the history or explanation given and excluding an accident or reasonable
discipline or
• Sexual conduct harmful to a student’s or minor’s mental, emotional or physical welfare.
Reports to Child Protective Services can be made to the Texas Abuse Hotline at 1-800-252-
5400. State law specifies that an employee may not delegate to or rely on another person to
make the report. Any person reporting or assisting in the investigation of reported child abuse
or neglect is immune from liability unless the report is made in bad faith or with malicious
intent. The District is prohibited from retaliating against an employee who, in good faith,
reports child abuse or neglect or participates in an investigation regarding an allegation of child
abuse/neglect. An employee’s failure to report suspected child abuse may result in prosecution
as a Class A misdemeanor. In addition, a certified employee’s failure to report suspected child
abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and
Standard Practices for Texas Educators. Employees who suspect that a student has been or may
be abused or neglected should also report their concerns to the campus principal. This includes
students with disabilities who are no longer minors. Employees are not required to report their
concern to the principal before making a report the appropriate agency. Reporting the concern
to the principal does not relieve the employee of the requirement to report it to the appropriate
state agency. In addition, employees must cooperate with investigators of child abuse and
neglect. Interference with a child abuse investigation by denying an interviewer’s request to
interview a student at school or requiring the presence of a parent or school administration
against the desires of the duly authorized investigator is prohibited.
22
Revised 11.22.2019REASONABLE ASSURANCE OF EMPLOYMENT
The Little Elm Independent School District may provide you with reasonable assurance of
employment from school year to school year on the same basis that existed during the prior
school year. By virtue of this notice, please understand that you may not be eligible for
unemployment compensation benefits drawn on school wages during any scheduled school
breaks, including, but not limited to, the summer, Christmas, and spring breaks. This assurance
is contingent upon continued school operations and will not apply in the event of any disruption
that is beyond the control of the district (i.e., lack of school funding, natural disasters, court-
orders, public insurrections, war, etc.) Nothing contained herein constitutes an employment
contract. Your continued employment with LEISD is on an "at-will" basis. "At-will" employers
may terminate employees at any time for any reason or for no reason, except for legally
impermissible reasons. "At-will" employees are free to resign at any time for any reason or for
no reason.
23
Revised 11.22.2019You can also read
