Ector County ISD
2021–2022 Employee Handbook
If you have difficulty accessing the information in this document because of a disability, please
email: [email protected]
ECTOR COUNTY ISD Employee Handbook 1
August 4, 2021
Table of Contents
Welcome from our Superintendent .............................................................................................. 5
Introduction .......................................................................................................................... 7
District Information ............................................................................................................... 8
Description of the District ........................................................................................................... 8
District Map ............................................................................................................................... 8
Vision ........................................................................................................................................... 8
Mission Statement, Goals, and Objectives .................................................................................. 8
Board Goals, and Objectives ........................................................................................................ 9
Board of Trustees ........................................................................................................................ 9
Board Meeting Schedule ........................................................................................................... 10
Administration ........................................................................................................................... 11
Superintendent’s Cabinet and Administration .......................................................................... 11
School Calendar ......................................................................................................................... 11
Helpful Contacts ........................................................................................................................ 12
School Directory ........................................................................................................................ 14
Employment ........................................................................................................................ 15
Equal Employment Opportunity ................................................................................................ 15
Job Vacancy Announcements .................................................................................................... 16
Employment after Retirement .................................................................................................. 16
Contract and Noncontract Employment ................................................................................... 16
Certification and Licenses .......................................................................................................... 17
Recertification of Employment Authorization .......................................................................... 17
Searches and Alcohol and Drug Testing .................................................................................... 18
Health Safety Training ............................................................................................................... 19
Reassignments and Transfers .................................................................................................... 19
Workload and Work Schedules ................................................................................................. 20
Breaks for Expression of Breast Milk ......................................................................................... 20
Notification to Parents Regarding Qualifications ...................................................................... 21
Outside Employment and Tutoring ........................................................................................... 21
Performance Evaluation ............................................................................................................ 21
Employee Involvement .............................................................................................................. 22
Staff Development ..................................................................................................................... 22
Compensation and Benefits ................................................................................................. 22
Salaries, Wages, and Stipends ................................................................................................... 22
Paychecks................................................................................................................................... 23
Automatic Payroll Deposit ......................................................................................................... 24
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Payroll Deductions ..................................................................................................................... 24
Overtime Compensation ........................................................................................................... 25
Travel Expense Reimbursement ................................................................................................ 26
Health, Dental, and Life Insurance ............................................................................................ 26
Supplemental Insurance Benefits .............................................................................................. 26
Cafeteria Plan Benefits (Section 125) ........................................................................................ 26
Workers’ Compensation Insurance ........................................................................................... 27
Unemployment Compensation Insurance ................................................................................ 27
Teacher Retirement ................................................................................................................... 28
Other Benefit Programs ............................................................................................................. 28
Leaves and Absences ........................................................................................................... 29
Personal Leave ........................................................................................................................... 30
State Sick Leave ......................................................................................................................... 31
Local Leave ................................................................................................................................. 32
Special Leave of Absence ........................................................................................................... 32
Vacation ..................................................................................................................................... 33
Sick Leave Bank (or Pool) ........................................................................................................... 34
Family and Medical Leave Act (FMLA)....................................................................................... 34
Local Procedures for Implementing Family and Medical Leave Provisions .............................. 36
Temporary Disability Leave ....................................................................................................... 38
Workers’ Compensation Benefits .............................................................................................. 38
Assault Leave ............................................................................................................................. 39
Jury Duty .................................................................................................................................... 39
Compliance with a Subpoena .................................................................................................... 40
Truancy Court Appearances ...................................................................................................... 40
Religious Observance ................................................................................................................ 40
Military Leave ............................................................................................................................ 40
Leave for Peace Officers ............................................................................................................ 41
Quarantine Leave for Peace Officers (HB 2073) ........................................................................ 41
Employee Relations and Communications ............................................................................ 42
Employee Recognition and Appreciation .................................................................................. 42
District Communications ........................................................................................................... 42
Complaints and Grievances ....................................................................................................... 43
Employee Conduct and Welfare ........................................................................................... 51
Standards of Conduct ................................................................................................................ 51
Discrimination, Harassment, and Retaliation ............................................................................ 55
Harassment of Students ............................................................................................................ 61
Reporting Suspected Child Abuse ............................................................................................. 79
Sexual Abuse and Maltreatment of Children ............................................................................ 80
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Reporting Crime ......................................................................................................................... 80
Scope and Sequence .................................................................................................................. 80
Technology Resources ............................................................................................................... 81
Personal Use of Electronic Communications............................................................................. 85
Electronic Communications between Employees, Students, and Parents ............................... 87
Public Information on Private Devices ...................................................................................... 91
Criminal History Background Checks ......................................................................................... 91
Employee Arrests and Convictions ............................................................................................ 91
Alcohol and Drug-Abuse Prevention ......................................................................................... 93
Dress and Grooming .................................................................................................................. 94
Tobacco Products and E-Cigarette Use ..................................................................................... 94
Fraud and Financial Impropriety ............................................................................................... 94
Conflict of Interest ..................................................................................................................... 95
Gifts and Favors ......................................................................................................................... 96
Endorsements ............................................................................................................................ 96
Copyrighted Materials ............................................................................................................... 96
Associations and Political Activities ........................................................................................... 97
Charitable Contributions ........................................................................................................... 97
Safety ......................................................................................................................................... 97
Possession of Firearms and Weapons ....................................................................................... 98
Visitors in the Workplace .......................................................................................................... 98
Asbestos Management Plan ...................................................................................................... 99
Pest Control Treatment ............................................................................................................. 99
General Procedures ............................................................................................................. 99
Emergency School Closing ......................................................................................................... 99
Emergencies ............................................................................................................................ 100
Purchasing Procedures ............................................................................................................ 100
Name and Address Changes .................................................................................................... 100
Personnel Records ................................................................................................................... 101
Facility Use ............................................................................................................................... 101
Termination of Employment .............................................................................................. 102
Resignations ............................................................................................................................. 102
Dismissal or Nonrenewal of Contract Employees ................................................................... 102
Dismissal of Noncontract Employees ...................................................................................... 103
Discharge of Convicted Employees ......................................................................................... 103
Exit Surveys and Procedures ................................................................................................... 104
Reports to Texas Education Agency ........................................................................................ 104
Reports Concerning Court-Ordered Withholding ................................................................... 105
Student Issues ................................................................................................................... 106
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Equal Educational Opportunities ............................................................................................. 106
Student Records ...................................................................................................................... 106
Parent and Student Complaints .............................................................................................. 107
Administering Medication to Students ................................................................................... 107
Dietary Supplements ............................................................................................................... 107
Psychotropic Drugs .................................................................................................................. 108
Student Conduct and Discipline .............................................................................................. 108
Student Attendance ................................................................................................................. 108
Bullying .................................................................................................................................... 109
Hazing ...................................................................................................................................... 112
Index ................................................................................................................................. 113
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Welcome from our Superintendent
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Employee Handbook Receipt
I hereby acknowledge receipt of a copy of the Ector County ISD Employee Handbook. I agree to
read the handbook and abide by the standards, policies, and procedures defined or referenced
in this document.
NOTE: Signature Acknowledgement will be completed via the Employee Self Service (ESS)
system. Employees will receive an email notification to complete.
Employees have the option of receiving the handbook in electronic format or hard copy.
2021-2022 Employee Handbook
Please indicate your choice by checking the appropriate box below:
I choose to receive the employee handbook in electronic format and accept
responsibility for accessing it according to the instructions provided.
I choose to receive a hard copy of the employee handbook and understand I am
required to contact campus administrator to obtain a hard copy.
The information in this handbook is subject to change. I understand that changes in district
policies may supersede, modify, or render obsolete the information summarized in this
document. As the district provides updated policy information, I accept responsibility for
reading and abiding by the changes.
I understand that no modifications to contractual relationships or alterations of at-will
employment relationships are intended by this handbook.
I understand that I have an obligation to inform my supervisor or department head of any
changes in personal information such as phone number, address, etc. I also accept
responsibility for contacting my supervisor or the department head if I have questions or
concerns or need further explanation.
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Introduction
The purpose of this handbook is to provide information that will help with questions and pave
the way for a successful year. Not all district policies and procedures are included. Those that
are, have been summarized. Suggestions for additions and improvements to this handbook are
welcome and may be sent to Staci Ashley, Executive Director of Human Resources.
This handbook is neither a contract nor a substitute for the official district policy manual. Nor is
it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide
to and a brief explanation of district policies and procedures related to employment. These
policies and procedures can change at any time; these changes shall supersede any handbook
provisions that are not compatible with the change. For more information, employees may
refer to the policy codes that are associated with handbook topics, confer with their supervisor,
or call the appropriate district office.
District policies can be accessed online at https://pol.tasb.org/Home/Index/421.
District Regulations can be accessed online at: https://www.ectorcountyisd.org/Page/309.
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District Information
Description of the District
Ector County Independent School District operates with one central goal – equity and
excellence for every child. Believing OUR students are THE Future, the mission of Ector County
ISD is to inspire and challenge every student to be prepared for success and to be adaptable in
an ever-changing society.
To that end, ECISD places a tremendous emphasis on the district Strategic Plan:
1. Foundations of Excellence
2. Invest in Talent
3. The Learning Journey
The district offers very competitive pay; for a complete list of salaries visit 2021-2022
Compensation Plan at:
https://www.ectorcountyisd.org/cms/lib/TX50000506/Centricity/domain/4/pdfs/Ector%20Cou
nty%20ISD%20Compensation%20Resource%20Manual%202021-2022.pdf
Founded in 1921, the Ector County Independent School District will be celebrating its 100
th
year
anniversary. The District is in the top 50 largest school districts in the State of Texas. It covers
906 square miles, utilizes 45 campuses to educate more than 32,000 students, and employs
more than 4,000 people.
The student population breaks down as follows: Hispanic/Latino 78%, White 15.3%, Black or
African-American 3.9%, Asian 1.0%, American-Indian or Alaska Native 0.2%, Native
Hawaiian/Pacific Islander 0.3% and Two or more 1.3%.
District Map http://apps.schoolsitelocator.com/?districtcode=00944
Vision: OUR students…THE future
Mission Statement, Goals, and Objectives
Believing OUR Students are THE Future, the mission of Ector County ISD is
to inspire and challenge every student to be prepared for success and to be
adaptable in an ever-changing society.
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Board Goals, and Objectives: (Policy AE)
1. The percentage of students achieving or exceeding and Meets Standard on state
assessments will increase across all tested content areas from 32% to 60% by May 2024.
2. The percentage of all students in K-3 reading on or above grade level will increase
from 60% to 85% by May 2024.
3. The percentage of high school graduates considered College, Career, or Military
Ready will increase from 11% to 34% by May 2024.
Foundational Excellence
We will create an agile, forward-thinking organization that operates with excellence
today, while continuously researching and innovating tomorrow’s practices.
Investing in Talent
Recruit, develop and retain highly-effective individuals who are invested in looking at
tomorrow to inform their practices today.
Learning Journey
Establish rigorous standards while balancing pressure and support for individuals to
work hard and achieve goals they have yet to dream. Equip students to be adaptable in
an ever-changing society.
Board of Trustees
Policies BA, BB series, BD series, and BE series
Texas law grants the board of trustees the power to govern and oversee the management of
the district’s schools. The board is the policy-making body within the district and has overall
responsibility for the curriculum, school taxes, annual budget, employment of the
superintendent and other professional staff, and facilities. The board has complete and final
control over school matters within limits established by state and federal laws and regulations.
The board of trustees is elected by the citizens of the district to represent the community’s
commitment to a strong educational program for the district’s children. Board members are
Ector County ISD Employee Handbook 10
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elected single-member district and serve four-year terms. Board members serve without
compensation, must be qualified voters, and must reside in the district.
Current board members include:
• Carol Gregg – Secretary - Single Member District #1-Term Expires May 2023
• Delma Abalos – Single Member District #2 – Term Expires May 2025
• Dr. Donna Smith – Single Member District #3 – Term Expires May 2023
• Chris Stanley – Single Member District #4 – Term Expires May 2025
• Dr. Steve Brown – Vice President - Single Member District #5 – Term Expires May 2025
• Tammy Hawkins – President - Single Member District #6 – Term Expires May 2023
• Nelson Minyard - Single Member District #7 – Term Expires May 2025
The board usually meets on the third Tuesday of each month at 6:00 p.m. Work Study meetings
of the Board are held on the second Tuesday preceding the third Tuesday of each month at
6:00 p.m. Special meetings may be called when necessary. A written notice of regular and
special meetings will be posted on the district website and posted at the administration
building at least 72 hours before the scheduled meeting time. The written notice will show the
date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a
one-hour notice.
All meetings are open to the public. In certain circumstances, Texas law permits the board to go
into a closed session from which the public and others are excluded. Closed session may occur
for such things as discussing prospective gifts or donations, real-property acquisition, certain
personnel matters including employee complaints, security matters, student discipline, or
consulting with attorneys regarding pending litigation.
Board Meeting Schedule
July 27, 2021
August 17, 2021
September 21, 2021
October 19, 2021
November 16, 2021
December 14, 2021
January 18, 2022
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February 15, 2022
March 29, 2022
April 19, 2022
May 17, 2022
June 21, 2022
Administration: https://www.ectorcountyisd.org/Page/280
Superintendent’s Cabinet and Administration:
Dr. Scott Muri, Superintendent
_____________, Associate Superintendent
Deborah Ottmers, Chief Financial Officer
Dr. Lilia Nanez – Associate Superintendent for Curriculum & Instruction
Alicia Syverson – Assistant Superintendent for Student & School Support
Dr. Kellie Wilks – Chief Technology Officer
Mike Adkins – Chief Communications Officer
Jason Osborne – Chief Innovation Officer
Staci Ashley – Executive Director of Human Resources
Cortney Smith – Executive Director District Operations
Erin Bueno - Executive Director of Leadership
Robert Cedillo – Executive Director of Leadership
Dr. Keeley Simpson - Executive Director of Leadership
____________ - Executive Director of Leadership
Dr. Corey Seymour - Executive Director of Leadership
School Calendar
The Board of Trustees approved the District’s official calendar in February for the 2020-2021
school year. A revised 2021-2022 calendar was approved on June 16, 2020. The calendar is
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available on the District’s website:
https://www.ectorcountyisd.org/cms/lib/TX50000506/Centricity/domain/4/pdfs/ECISD
%20Academic%20Calendar%202021-2022.pdf
Helpful Contacts
From time to time, employees have questions or concerns. If those questions or concerns
cannot be answered by supervisors or at the campus or department level, the employee is
encouraged to contact the appropriate department as listed below.
Departments
Address
Phone
Contact
Accounting
802 N. Sam Houston
456-9699
Supervisor – Dusty Baumann
Accountability
802 N. Sam Houston
456-5811
Exec. Director – Annette
Macias
Athletics
802 N. Sam Houston
456-9059
Exec Director – Tracey
Borchardt
AVID
302 E. 29
th
St.
456-8549
District Director – Amy
Anderson
Benefits
802 N. Sam Houston
456-9789
Director – Yolanda Gordon
Bilingual
Education/ESL
802 N. Sam Houston
456-8759
Exec Director – Betsabe
Salcido
Career and Technical
Education
802 N. Sam Houston
456-8910
Exec Director – Carla Byrne
Communications
802 N. Sam Houston
456-9019
Chief-Mike Adkins
Community
Engagement for
Partnerships
619 W. 10
th
456-7053
Specialist - Debbie Lieb
Curriculum and
Instruction
802 N. Sam Houston
456-8491
456-8492
Exec Director – Lisa Wills
Exec Director – Jaime Miller
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Custodial
2225 W. 8th
456-9609
Director – Robert Peugh
ECISD Police
1312. Lee
456-9999
Chief – Todd Hiner
Education Foundation
619 W. 10
th
456-7059
Director - Celeste Potter
Executive Directors of
Leadership
802 N. Sam Houston
456-6880
Roberto Cedillo
Erin Bueno
_____________
Dr. Keeley Simpson
Dr. Corey Seymour
Federal and State
Programs
802 N. Sam Houston
456-8769
Exec Director - Julia Willett-
Weekly
Finance
802 N. Sam Houston
456-9709
Director – Albessa Chavez
Fine Arts
300 E. 29
th
456-5243
Exec Director – Dr. Aaron
Hawley
Guidance and
Counseling
802 N. Sam Houston
456-8554
Exec Director – Nancy Vanley
Health Services
4803 Plaza Blvd.
456-8869
Director – Rebecca Rhodes
Human Resources
802 N. Sam Houston
456-9359
Exec Director - Staci Ashley
Information Systems
802 N. Sam Houston
456-9729
Director – Heather Potts
Instructional
Materials and
Records
Management
119 E. 52
nd
456-8979
Coordinator- Robert Sertuche
Maintenance
2225 W. 8th
456-9559
Director-Gary Weatherford
Payroll
802 N. Sam Houston
456-9769
Director-Armando Nunez
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Print Shop/Mail
Room
1621 E. 5th
456-9759
Supervisor – Jamie Subia
Purchasing
802 N. Sam Houston
456-9719
Director-Josette Dobbins
School Nutrition
1120 W. 10th
456-9749
Director-Brandon Reyes
Special Services
804 N. Sam Houston
456-8719
Exec. Director-Leslie Wilson
Student Assistance
301 E. Clements
456-8569
Director-Scott Randolph
Student Admissions
and Transfers
910 N. Lee
456-8892
Specialist – Edith Sanchez
Student and School
Support
802 N. Sam Houston
456-8849
Exec. Director – Ramsey
Daryton
Talent Development
802 N. Sam Houston
456-8481
Exec Director – Ashley
Obsorne
Technology Help Desk
806 N. Lee
456-8646
Supervisor-Alma Munoz
Technology
Specialists
802 N. Sam Houston
456-8481
Director of Digital Learning –
Lauren Tavarez
Information Technology
Director – Toby Lefevers
Testing
119 E. 52
nd
456-8529
Supervisor of State
Assessments – Marissa King
Transportation
2211 W. 10th
456-9869
Director – Roger Cleere
School Directory
https://tx50000506.schoolwires.net/site/default.aspx?PageType=14&DomainID=118&PageID=
279&ModuleInstanceID=1676&ViewID=5e297a0a-8ad3-4901-bc02-
5599a28a44e5&IsMoreExpandedView=True
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Employment
Equal Employment Opportunity
Policies DAA, DIA
In its efforts to promote nondiscrimination and as required by law, Ector County ISD does not
discriminate against any employee or applicant for employment because of race, color, religion,
sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability,
military status, genetic information, or on any other basis prohibited by law. Additionally, the
district does not discriminate against an employee or applicant who acts to oppose such
discrimination or participates in the investigation of a complaint related to a discriminatory
employment practice. Employment decisions will be made on the basis of each applicant’s job
qualifications, experience, and abilities.
In accordance with Title IX, the district does not discriminate on the basis of sex and is required
not to discriminate on the basis of sex in its educational programs or activities. The requirement
not to discriminate extends to employment. Inquiries about the application of Title IX may be
referred to the district’s Title IX coordinator, to the Assistant Secretary for Civil Rights of the
Department of Education, or both.
The district designates and authorizes the following employee as the Title IX coordinator for
employees to address concerns or inquiries regarding discrimination based on sex, including
sexual harassment: Elaine Smith, District Title IX Coordinator, 802 N. Sam Houston, Odessa,
Texas 79761; [email protected]; 432-456-9349. Reports can be made at any
time and by any person, including during non-business hours, by mail, email, or phone. During
district business hours, reports may also be made in person.
The district designates and authorizes the following employee as the ADA/Section 504
coordinator for employees for concerns regarding discrimination on the basis of a disability:
Elaine Smith, District Title IX Coordinator, 802 N. Sam Houston, Odessa, Texas 79761;
[email protected]; 432-456-9349.
Questions or concerns relating to discrimination for any other reason should be directed to the
Superintendent.
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Job Vacancy Announcements
Policy DC
Announcements of job vacancies by position and location are posted on a regular basis to the
district’s website: https://www.ectorcountyisd.org/domain/195.
Employment after Retirement
Policy DC
Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be
employed under certain circumstances on a full- or part-time basis without affecting their
benefits, according to TRS rules and state law. Detailed information about employment after
retirement is available in the TRS publication Employment after Retirement. Employees can
contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is
also available on the TRS Website (www.trs.texas.gov).
Contract and Noncontract Employment
Policy DC series
State law requires the district to employ all full-time professional employees in positions
requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under
probationary, term, or continuing contracts. Employees in all other positions are employed at-
will or by a contract that is not subject to the procedures for nonrenewal or termination under
Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general
description of the employment arrangements used by the district.
Probationary Contracts. Nurses and full-time professional employees new to the district and
employed in positions requiring SBEC certification must receive a probationary contract during
their first year of employment. Former employees who are hired after a two-year lapse in
district employment or employees who move to a position requiring a new class of certification
may also be employed by probationary contract. Probationary contracts are one-year contracts.
The probationary period for those who have been employed as a teacher in public education
for at least five of the eight years preceding employment with the district may not exceed one
school year.
For those with less experience, the probationary period will be three school years (i.e., three
one-year contracts) with an optional fourth school year if the board determines it is doubtful
whether a term or continuing contract should be given.
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Term Contracts. Full-time professionals employed in positions requiring certification and nurses
will be employed by term contracts after they have successfully completed the probationary
period. The terms and conditions of employment are detailed in the contract and employment
policies. All employees will receive a copy of their contract. Employment policies can be
accessed online or copies will be provided upon request.
Noncertified Professional and Administrative Employees. Employees in professional and
administrative positions that do not require SBEC certification (such as noninstructional
administrators) are employed by a one-year contract that is not subject to the provisions for
nonrenewal or termination under the Texas Education Code.
Paraprofessional and Auxiliary Employees. All paraprofessional and auxiliary employees,
regardless of certification, are employed at will and not by contract. Employment is not for any
specified term and may be terminated at any time by either the employee or the district.
Certification and Licenses
Policies DBA, DF
Professional employees whose positions require SBEC certification or a professional license are
responsible for taking actions to ensure their credentials do not lapse. Employees must submit
documentation that they have passed the required certification exam and/or obtained or
renewed their credentials to the appropriate HR Director in a timely manner. Employees
licensed by the Texas Department of Licensing and Regulations (TDLR) must notify the
appropriate HR Director when there is action against, or revocation of, their license.
A certified employee’s contract may be voided without Chapter 21 due process and
employment terminated if the individual does not hold a valid certificate or fails to fulfill the
requirements necessary to renew or extend a temporary certificate, emergency certificate,
probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes
certification because of an individual’s failure to comply with criminal history background
checks. Contact the appropriate HR Director if you have any questions regarding certification or
licensure requirements.
Recertification of Employment Authorization
Policy DC
At the time of hire all employees must complete the Employment Eligibility Verification Form
(Form I-9) and present documents to verify identity and employment authorization.
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Employees whose immigration status, employment authorization, or employment authorization
documents have expired must present new documents that show current employment
authorization. Employees should file the necessary application or petition sufficiently in
advance to ensure that they maintain continuous employment authorization or valid
employment authorization documents. Contact the appropriate HR Director if you have any
questions regarding reverification of employment authorization.
Searches and Alcohol and Drug Testing
Policy CQ, DHE
Non-investigatory searches in the workplace including accessing an employee’s desk, file
cabinets, or work area to obtain information needed for usual business purposes may occur
when an employee is unavailable. Therefore, employees are hereby notified that they have no
legitimate expectation of privacy in those places. In addition, the district reserves the right to
conduct searches when there is reasonable cause to believe a search will uncover evidence of
work-related misconduct. Such an investigatory search may include drug and alcohol testing if
the suspected violation relates to drug or alcohol use. The district may search the employee,
the employee’s personal items, and work areas including district-owned technology resources,
lockers, and private vehicles parked on district premises or work sites or used in district
business.
Employees Required to Have a Commercial Driver’s License. Any employee whose duties
require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes
all drivers who operate a motor vehicle designed to transport 16 or more people counting the
driver, drivers of large vehicles, or drivers of vehicles used in the transportation of hazardous
materials. Teachers, coaches, or other employees who primarily perform duties other than
driving are subject to testing requirements if their duties include driving a commercial motor
vehicle.
Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol
and drug tests will be conducted when reasonable suspicion exists, at random, when an
employee returns to duty after engaging in prohibited conduct, and as a follow-up measure.
Testing may be conducted following accidents. Return-to-duty and follow-up testing will be
conducted if an employee who has violated the prohibited alcohol conduct standards or tested
positive for alcohol or drugs is allowed to return to duty.
All employees required to have a CDL or who otherwise are subject to alcohol and drug testing
will receive a copy of the district’s policy, the testing requirements, and detailed information on
alcohol and drug abuse and the availability of assistance programs.
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Employees with questions or concerns relating to alcohol and drug testing policies and related
educational material should contact the Risk Benefits Manager.
Health Safety Training
Policies DBA, DMA
Certain employees who are involved in physical activities for students must maintain and
submit to the district proof of current certification or training in first aid, cardiopulmonary
resuscitation (CPR), the use of an automated external defibrillator (AED), concussion, and
extracurricular athletic activity safety. Certification or documentation of training must be issued
by the American Red Cross, the American Heart Association, or another organization that
provides equivalent training and certification. Employees subject to this requirement must
submit their certification or documentation to their department director, campus principal or
their designee by the beginning of the school year.
School nurses and employees with regular contact with students must complete a Texas
Education Agency approved, online training regarding seizure disorder aware-ness, recognition,
and related first aid.
Reassignments and Transfers
Policy DK
All personnel are subject to assignment and reassignment by the superintendent or designee
when the superintendent or designee determines that the assignment or reassignment is in the
best interest of the district. Reassignment is a transfer to another position, department, or
facility that does not necessitate a change in the employment contract. Campus reassignments
must be due to enrollment shifts, program changes, or placement by Human Resources.
Extracurricular or supplemental duty assignments may be reassigned at any time unless an
extracurricular or supplemental duty assignment is part of a dual-assignment contract.
Employees who object to a reassignment may follow the district process for employee
complaints as outlined in this handbook and district policy DGBA (Local).
An employee with the required qualifications for a position may request a transfer to another
campus or department. A written request for transfer must be completed and signed by the
employee and the employee’s supervisor. A teacher requesting a transfer to another campus
before the school year begins must submit his or her request during the voluntary teacher
transfer window. Requests for transfer during the school year will be considered only when the
change will not adversely affect students and after a replacement has been found. All transfer
requests will be coordinated by the Human Resources Department and must be approved by
both supervisors and the appropriate Executive Director.
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Workload and Work Schedules
Policies DEAB, DK, DL
Professional Employees. Professional employees and academic administrators are exempt
from overtime pay and are employed according to the work schedules set by the district. A
school calendar is adopted each year designating the work schedule for teachers and all school
holidays. Notice of work schedules including start and end dates and scheduled holidays will be
distributed each school year. The 2021-2022 Duty Calendars can be found on the website at:
https://www.ectorcountyisd.org/Page/2#calendar1/20210621/month.
Classroom teachers will have planning periods for instructional preparation including
conferences. The schedule of planning periods is set at the campus level but must provide at
least 450 minutes within each two-week period in blocks not less than 45 minutes within the
instructional day. Teachers and media specialists (librarians) are entitled to a duty-free lunch
period of at least 30 minutes. The district may require teachers to supervise students during
lunch one day a week when no other personnel are available.
Paraprofessional and Auxiliary Employees. Support employees are employed at will and
receive notification of the required duty days, holidays, and hours of work for their position on
an annual basis. Paraprofessional and auxiliary employees must be compensated for overtime
and are not authorized to work in excess of their assigned schedule without prior approval from
their supervisor. See Overtime Compensation on page 23-24 for additional information.
Breaks for Expression of Breast Milk
Policies DEAB, DG
The district supports the practice of expressing breast milk and makes reasonable
accommodations for the needs of employees who express breast milk. A place, other than a
multiple user bathroom, that is shielded from view and free from intrusion from other
employees and the public where the employee can express breast milk will be provided.
A reasonable amount of break time will be provided when the employee has a need to express
milk. For nonexempt employees, these breaks are unpaid and are not counted as hours worked.
Employees should meet with their supervisor to discuss their needs and arrange break times.
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August 4, 2021
Notification to Parents Regarding Qualifications
Policies DK, DBA
In schools receiving Title I funds, the district is required by the Every Student Succeeds Act
(ESSA) to notify parents at the beginning of each school year that they may request information
regarding the professional qualifications of their child’s teacher. ESSA also requires that parents
be notified if their child has been assigned or taught for four or more consecutive weeks by a
teacher who does not meet applicable state certification or licensure requirements.
Texas law requires that parents be notified if their child is assigned for more than 30
consecutive instructional days to a teacher who does not hold an appropriate teaching
certificate. This notice is not required if parental notice under ESSA is sent. Inappropriately
certified or uncertified teachers include individuals on an emergency permit (including
individuals waiting to take a certification exam) and individuals who do not hold any certificate
or permit. Information relating to teacher certification will be made available to the public upon
request. Employees who have questions about their certification status can contact the
appropriate HR Director.
Outside Employment and Tutoring
Policy DBD
Employees are required to disclose in writing to their immediate supervisor any outside
employment that may create a potential conflict of interest with their assigned duties and
responsibilities or the best interest of the district. An employee shall disclose in writing to
his/her immediate supervisor private tutoring of District students for pay. Supervisors will
consider outside employment on a case-by-case basis and determine whether it should be
prohibited because of a conflict of interest.
Performance Evaluation
Policy DN series
Evaluation of an employee’s job performance is a continuous process that focuses on
improvement. Performance evaluation is based on an employee’s assigned job duties and other
job-related criteria. All employees will participate in the evaluation process with their assigned
supervisor at least annually. Written evaluations will be completed on forms approved by the
district. Reports, correspondence, and memoranda also can be used to document performance
information. All employees will receive a copy of their written evaluation, participate in a
performance conference with their supervisor, and have the opportunity to respond to the
evaluation.
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August 4, 2021
Employee Involvement
Policies BQA, BQB
At both the campus and district levels, Ector County ISD offers opportunities for input in
matters that affect employees and influence the instructional effectiveness of the district. As
part of the district’s planning and decision-making process, employees are elected to serve on
district- or campus-level advisory committees. Plans and detailed information about the shared
decision-making process are available in each campus office or from the appropriate executive
director.
Staff Development
Policy DMA
Staff development activities are organized to meet the needs of employees and the district.
Staff development for instructional personnel is predominantly campus-based, related to
achieving campus performance objectives, addressed in the campus improvement plan, and
approved by a campus-level advisory committee. Staff development for noninstructional
personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued
employee skill development.
Individuals holding renewable SBEC certificates are responsible for obtaining the required
training hours and maintaining appropriate documentation.
Compensation and Benefits
Salaries, Wages, and Stipends
Policies DEA, DEAA, DEAB
Employees are paid in accordance with administrative guidelines and an established pay
structure. The district’s Compensation Plan is reviewed by the administration each year and
adjusted as needed. All district positions are classified as exempt or nonexempt according to
federal law. Each position is classified according to job title within the district’s Compensation
plan based on the qualifications, duties, and market value of the position. Professional
employees and academic administrators are generally classified as exempt and are paid
monthly salaries. They are not entitled to overtime compensation. Other employees are
generally classified as nonexempt and are paid an hourly wage or salary and receive
compensatory time or overtime pay for each hour worked beyond 40 in a workweek. A
nonexempt employee shall have the approval of his or her supervisor before working overtime.
(See Overtime Compensation, page 23-25).
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August 4, 2021
All employees will receive written notice of their pay and work schedules each school year.
Classroom teachers, full-time media specialists (librarians), full-time nurses, and full-time
counselors will be paid no less than the minimum state salary schedule. Contract employees
who perform extracurricular or supplemental duties may be paid a stipend and/or
supplemental pay in addition to their salary according to the District’s Stipend and/or
Supplemental Pay schedule.
Employees should contact the Payroll department for more information about the district’s pay
schedules or their own pay.
Paychecks
All salaried employees are paid monthly. Hourly employees are paid twice per month.
Paychecks will not be released to any person other than the district employee named on the
check without the employee’s written authorization.
The schedule of pay dates for the 2021-2022 school year follows:
2021-2022 PAYDATES
SUBSTITUTE/PAYROLL 7
MONTHLY/PAYROLL 6
July 15, 2021
July 30, 2021
August 13, 2021
August 31, 2021
September 15, 2021
September 30, 2021
October 15, 2021
October 29, 2021
November 15, 2021
November 30, 2021
December 15, 2021
December 16, 2021
January 14, 2022
January 31, 2022
Ector County ISD Employee Handbook 24
August 4, 2021
February 15, 2022
February 28, 2022
March 11, 2022
March 31, 2022
April 14, 2022
April 29, 2022
May 13, 2022
May 31, 2022
June 15, 2022
June 27, 2022
Automatic Payroll Deposit
Employees can have their paychecks electronically deposited into a designated account. A
notification period of 3 weeks is necessary to activate this service. Contact the Payroll
Department for more information about the automatic payroll deposit service.
Payroll Deductions
Policy CFEA
The district is required to make the following automatic payroll deductions:
• Teacher Retirement System of Texas (TRS) or Social Security employee contributions
• Federal income tax required for all full-time employees
• Medicare tax (applicable only to employees hired after March 31, 1986)
• Child support and spousal maintenance, if applicable
• Delinquent federal education loan payments, if applicable
Other payroll deductions employees may elect include deductions for the employee’s share of
premiums for health, dental, life, and vision insurance; annuities; and higher education savings
Ector County ISD Employee Handbook 25
August 4, 2021
plans or prepaid tuition programs. Employees also may request payroll deduction for payment
of membership dues to professional organizations, alternative certification program, housing,
and certain charitable contributions approved by the Board of Trustee. Salary deductions are
automatically made for unauthorized or unpaid leave.
Overtime Compensation
Policies DEAB, DEC
The district compensates overtime for nonexempt employees in accordance with federal wage
and hour laws. Only nonexempt employees (hourly employees and paraprofessional
employees) are entitled to overtime compensation. Nonexempt employees are not authorized
to work beyond their normal work schedule without advance approval from their supervisor. A
nonexempt employee who works overtime without prior approval will be subject to disciplinary
action but shall be compensated in accordance with the Fair Labor Standards Act (FLSA).
Overtime is legally defined as all hours worked in excess of 40 hours in a workweek and is not
measured by the day or by the employee’s regular work schedule. For the purpose of
calculating overtime, a workweek begins at 12:01 a.m. Monday and ends at 11:59 p.m. Sunday.
Nonexempt employees that are paid on a salary basis are paid for up to and including a 40-hour
work week. At the District’s option, non-exempt employees may receive compensatory time off
rather than overtime pay for overtime work.
Employees may be compensated for overtime (i.e., hours beyond 40 in a workweek) at time-
and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to
all nonexempt employees:
• Employees can accumulate up to 40 hours of comp time.
• Comp time must be used in the duty year that it is earned.
• Use of comp time may be at the employee’s request with supervisor approval, as
workload permits, or at the supervisor’s direction.
• An employee is required to use comp time before using available paid leave (e.g., sick,
personal, vacation).
• Weekly time records will be maintained on all nonexempt employees for the purpose of
wage and salary administration.
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August 4, 2021
Travel Expense Reimbursement
Policy DEE
Before any travel expenses are incurred by an employee, the employee’s supervisor and
program director, if applicable, must give approval. For approved travel, employees will be
reimbursed for mileage and other travel expenditures according to the current rate schedule
established by the district. Employees must submit receipts, to the extent possible, to be
reimbursed for allowable expenses other than mileage.
Health, Dental, and Life Insurance
Policy CRD
Group health insurance coverage is available to full-time employees and part-time employees
who qualify for coverage. The district’s contribution to employee insurance premiums is
determined annually by the Board of Trustees. Detailed descriptions of insurance coverage,
prices, and eligibility requirements are provided to all employees on the ECISD Benefits
homepage at: https://www.ectorcountyisd.org/Domain/148.
The health insurance plan year is from January through December. New employees must
complete enrollment forms within the first 31 days of employment. Current employees can
make changes in their insurance coverage during open enrollment employees may make mid-
year changes if they experience a qualifying event (family status change). These events include
birth, death, marriage, divorce, employment changes and gain or loss of coverage. Employees
should contact Benefits Department for more information.
Supplemental Insurance Benefits
Policy CRD
At their own expense, employees may enroll in supplemental insurance programs for _dental,
vision, additional life, disability, cancer, accident, legal shield and identity theft. They may also
enroll in optional retirement benefits through 403b and 457 plans. Premiums for these
programs can be paid by payroll deduction. Employees should contact Benefits Department for
more information.
Cafeteria Plan Benefits (Section 125)
Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS
regulations, must either accept or reject this benefit. This plan enables eligible employees to
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August 4, 2021
pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and
dismemberment, cancer and dread disease, dental, and additional term life insurance). A third-
party administrator handles employee claims made on these accounts.
New employees must accept or reject this benefit during their first month of employment. All
employees must accept or reject this benefit on an annual basis and during the specified time
period.
Workers’ Compensation Insurance
Policy CRE
The district, in accordance with state law, provides workers’ compensation benefits to
employees who suffer a work-related illness or are injured on the job. The district has workers’
compensation coverage through a self-funded worker compensation plan, effective September
1, 1988.
Benefits help pay for medical treatment and make up for part of the income lost while
recovering. Specific benefits are prescribed by law depending on the circumstances of each
case.
All work-related accidents or injuries should be reported immediately to the employee’s
immediate supervisor. Employees who are unable to work because of a work-related injury will
be notified of their rights and responsibilities under the Texas Labor Code. See Workers’
Compensation Benefits, page 36 for information on use of paid leave for such absences.
Unemployment Compensation Insurance
Policy CRF
Employees who have been laid off or terminated through no fault of their own may be eligible
for unemployment compensation benefits. Employees are not eligible to collect unemployment
benefits during regularly scheduled breaks in the school year or the summer months if they
have employment contracts or reasonable assurance of returning to service. Employees with
questions about unemployment benefits should contact the ECISD Benefits Department or
Texas Workforce Solutions at 1-800-939-6631.
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August 4, 2021
Teacher Retirement
All personnel employed on a regular basis for at least four and one-half months are members of
the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement
benefits who work at least 90 days a year are eligible to purchase a year of creditable service in
TRS. TRS provides members with an annual statement of their account showing all deposits and
the total account balance for the year ending August 31, as well as an estimate of their
retirement benefits.
Employees who plan to retire under TRS should notify the ECISD Human Resources Department
as soon as possible. Information on the application procedures for TRS benefits is available
from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698,
or call 800-223-8778 or 512-542-6400. TRS information is also available on the web
(www.trs.texas.gov). See page 15 for information on restrictions of employment of retirees in
Texas public schools.
Other Benefit Programs https://www.ectorcountyisd.org/Page/464
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August 4, 2021
Leaves and Absences
Policies DEC, DECA, DECB
The district offers employees paid and unpaid leaves of absence in times of personal need. This
handbook describes the basic types of leave available and restrictions on leaves of absence.
Employees who expect to be absent for an extended period of more than five days or for an
extended period should call their supervisor. In addition, the employee should contact the
Benefits Department for information about applicable leave benefits, payment of insurance
premiums, and requirements for communicating with the District.
Paid leave must be used in whole or half day increments. Earned comp time must be used
before any available paid state and local leave. Unless an employee requests a different order,
available paid state and local leave will be used in the following order:
• Local Leave
• State sick leave accumulated before the 1995-96 school year
• State personal leave
Employees must follow district and department or campus procedures to report or request any
leave of absence and complete the appropriate form or certification. Any unapproved absences
or absences beyond accumulated or available paid leave shall result in deduction from the
employee’s pay.
Immediate Family. For purposes of leave other than family and medical leave, immediate
family is defined as the following:
• Spouse
• Son or daughter, including a biological, adopted, or foster child, a son- or daughter-in-
law, a stepchild, a legal ward, or a child for whom the employee stands in loco parentis.
• Parent, stepparent, parent-in-law, or other individual who stands in loco parentis to the
employee.
• Sibling, stepsibling, and sibling-in-law
• Grandparent and grandchild
• Any person residing in the employee’s household at the time of illness or death
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August 4, 2021
For purposes of family and medical leave, the definition of family is limited to spouse, parent,
son or daughter, and next of kin. The definition of these are found in Policy DECA (LEGAL).
Medical Certification. Any employee, who is absent more than 5 days because of a personal or
family illness, must submit a medical certification from a qualified health care provider
confirming the specific dates of the illness, the reason for the illness, and—in the case of
personal illness—the employee’s fitness to return to work.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits covered employers
from requesting or requiring genetic information of an individual or family member of the
individual, except as specifically allowed by this law. To comply with this law, we ask that
employees and health care providers do not provide any genetic information in any medical
certification. ‘Genetic information,’ as defined by GINA, includes an individual’s family medical
history, the results of an individual’s or family member’s genetic tests, the fact that an
individual or an individual’s family member sought or received genetic services, and genetic
information of a fetus carried by an individual or an individual’s family member, or an embryo
lawfully held by an individual or family member receiving assistive reproductive services.
Continuation of Health Insurance. Employees, on an approved leave of absence other than
family and medical leave, may continue their insurance benefits at their own expense. Health
insurance benefits for employees on paid leave and leave designated under the Family and
Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the
district does not pay any portion of insurance premiums for employees who are on unpaid
leave.
If an employee’s unpaid leave extends for more than six months, the district will provide the
employee with notice of COBRA rights.
Personal Leave
State law entitles all employees to five days of paid personal leave per year. Personal leave is
available for use at the beginning of the year. A day of personal leave is equivalent to the
number of hours per day in an employee’s usual assignment, whether full-time or part-time.
State personal leave accumulates without limit, is transferable to other Texas school districts,
and generally transfers to education service centers. Leave accepted by an employee who was
formerly employed by a regional education service center (ESC), not to exceed five days per
year for each year of employment. Personal leave may be used for two general purposes:
nondiscretionary and discretionary.
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August 4, 2021
Nondiscretionary. Nondiscretionary use of leave shall be for the same reasons and in the same
manner as state sick leave accumulated before May 30, 1995.
Nondiscretionary use includes leave related to the birth or placement of a child and taken
within the first year after the child’s birth, adoption, or foster placement. Leave taken for
personal or family illness, family emergency, a death in the family, or active military service is
considered nondiscretionary leave.
Discretionary. Discretionary use of leave is at the individual employees’ discretion, subject to
the following limitations. In deciding whether to approve or deny a request for discretionary
use of state personal leave, the supervisor shall not seek or consider the reasons for which an
employee requests to use leave. The supervisor shall however, consider the duration of the
requested absence in conjunction with the effect of the employee’s absence on the
educational program and District operations, as well as the availability of substitutes.
Individual campus supervisors have the authority to place limitations on the number of
instructional staff who request discretionary leave on the same workday. Employees may not
use discretionary leave on state-mandated test days, on District-approved staff development
days, during the first or last five days of the semester, or on the school day preceding or
following a District, state, or national holiday.
Leave Proration. If an employee separates from employment with the district before his or her
last duty day of the year, or begins employment after the first duty day, state personal leave
will be prorated based on the actual time employed.
When an employee separates from employment before the last duty day of the school year, the
employee’s final paycheck will be reduced by the amount of state personal leave the employee
used beyond his or her pro rata entitlement for the school year.
State Sick Leave
State sick leave accumulated before 1995 is available for use and may be transferred to other
school districts in Texas. State sick leave can be used only in whole or half day increments. State
sick leave may be used for the following reasons only:
• Employee illness
• Illness in the employee’s immediate family
• Family emergency (i.e., natural disasters or life-threatening situations)
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• Death in the immediate family
• Active military service
Local Leave
Each full-time employee shall earn paid local leave days per school year in accordance with the
following:
Duty schedule
Local leave days earned
Up to 187 days (10.0 months)
5.0
197 days (10.5 months)
5.5
207 days (11.0 months)
6.0
217 days (11.5 months)
6.5
227 days or more (12.0 months)
7.0
Accumulation of local leave shall be based on the number of days in the employee’s annual
duty schedule. When unused local leave is combined with accumulated state leave, the total
shall not exceed one-half of the total number of days in the employee’s annual duty
schedule.
Local leave shall be used according to the terms and conditions of state sick leave
accumulated before the 1995–96 school year, except that an employee may donate local
leave to a sick leave pool. See DEC(LOCAL)
Special Leave of Absence
A district employee with at least five years of service with the District may be granted a one-
year special leave of absence. Each request shall be considered on a case-by-case basis.
An employee shall submit an application (DEC Regulation (Exhibit D) stating the nature of leave
and purposes for which leave is requested. The application shall be submitted to the Human
Resources appropriate HR Director. If the request for leave is granted, it shall be subject to the
following conditions:
1. The special leave of absence shall be granted for no more than one year.
2. Upon return, the employee shall be reinstated any accumulated leave that was
available at the beginning of the employee’s special leave of absence.
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3. Reassignment, if available, shall be made to the same position held at the time the
special leave of absence was granted.
By March 1
st
of the year of the special leave of absence, the employee on leave must state in
written form his or her intention to return to the District. Such statements must be sent by
certified mail with a return receipt requested to the appropriate HR Director. The employee
shall return to the position to which he or she was assigned at the time of the special leave of
absence, if a position is available. Otherwise, the employee shall be considered an excess
employee with placement at another District location. Failure to comply with this policy may
result in disciplinary action, including termination of employment. See DF(LOCAL)
Vacation
Policy DED
Only permanent, full-time, 12-month positions will be eligible for vacation leave. The use of
any employee leave requires the advance approval of the immediate supervisor and
administrator and is dependent upon the ability of each department to maintain delivery of
services.
Eligible employees will annually earn a maximum of ten vacation days at one day per month
from September 1
st
through June 30
th
. Employees who earned more than ten days per year
before May 16, 1995, will earn one-tenth of their vacation rate per month up to their
maximum per year. New District employees may not use vacation days until they have worked
six months. Employees promoted or assigned to a 12-month position will be eligible for
proration of the maximum ten-day vacation leave. If an employee is promoted/assigned in the
first half of a calendar month (by the 15th of each month), he or she shall be eligible for a day
for that month. A terminating employee who works through the 15th of the month shall also
be eligible for a vacation day for that month.
Unused vacation leave shall be paid at the end of employment with the District. Effective
with the 1999–2000 school year, 15 days shall be the maximum amount eligible for
remuneration.
Employees who accrued more than ten days of vacation before May 16, 1995, shall retain
and maintain the number of days they earned before that date. Effective for the 1999–2000
school year, 20 days shall be the maximum amount eligible for remuneration.
Employees may carry unused earned vacation leave from one year to the next with a maximum
of 15 days. The end of a year for this purpose is August. Unused vacation leave will be paid after
the end of employment with the District.
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Sick Leave Bank (or Pool)
DEC (Regulation)
A Sick Leave Fund program is available to eligible employees with personal or family
catastrophic illnesses or injuries. Employees must request approval for donations according to
DEC (LOCAL). Contact the Benefits Department for more information.
Family and Medical Leave Act (FMLA)—General Provisions
The following text is from the federal notice, Employee Rights and Responsibilities Under the
Family and Medical Leave Act. Specific information that the district has adopted to implement
the FMLA follows this general notice.
Leave Entitlements
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
protected leave in a 12-month period for the following reasons:
• The birth of a child or placement of a child for adoption or foster care;
• To bond with a child (leave must be taken within 1 year of the child’s birth or
placement);
• To care for the employee’s spouse, child, or parent who has a qualifying serious health
condition;
• For the employee’s own qualifying serious health condition that makes the employee
unable to perform the employee’s job;
• For qualifying exigencies related to the foreign deployment of a military member who is
the employee’s spouse, child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin
may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the
servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or
otherwise permitted, employees may take leave intermittently or on a reduced schedule.
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Employees may choose, or an employer may require, use of accrued paid leave while taking
FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must
comply with the employer’s normal paid leave policies.
Benefits and Protections
While employees are on FMLA leave, employers must continue health insurance coverage as if
the employees were not on leave.
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
identical to it with equivalent pay, benefits, and other employment terms and conditions.
An employer may not interfere with an individual’s FMLA rights or retaliate against someone
for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or
being involved in any proceeding under or related to the FMLA.
Eligibility Requirements
An employee who works for a covered employer must meet three criteria in order to be eligible
for FMLA leave. The employee must:
• Have worked for the employer for at least 12 months;
• Have at least 1,250 hours of service in the 12 months before taking leave*; and
• Work at a location where the employer has at least 50 employees within 75 miles of the
employee’s worksite.
*Special hours of service eligibility requirements apply to airline flight crew employees.
Requesting Leave
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
generally, follow the employer’s usual procedures.
Employees do not have to share a medical diagnosis but must provide enough information to
the employer so it can determine if the leave qualifies for FMLA protection.
Sufficient information could include informing an employer that the employee is or will be
unable to perform his or her job functions, that a family member cannot perform daily
activities, or that hospitalization or continuing medical treatment is necessary. Employees must
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August 4, 2021
inform the employer if the need for leave is for a reason for which FMLA leave was previously
taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If
the employer determines that the certification is incomplete, it must provide a written notice
indicating what additional information is required.
Employer Responsibilities
Once an employer becomes aware that an employee’s need for leave is for a reason that may
qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA
leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If
the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how
much leave will be designated as FMLA leave.
Enforcement
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or
may bring a private lawsuit against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any
state or local law or collective bargaining agreement that provides greater family or medical
leave rights.
For additional information:
1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
www.wagehour.dol.gov
Local Procedures for Implementing Family and Medical
Leave Provisions
Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period measured
backward from the date an employee uses FML. When an employee requests leave, the
employee shall provide, certification, in accordance with FML regulations, of the need for leave.
Use of Paid Leave. FML runs concurrently with accrued sick and personal leave, temporary
disability leave, compensatory time, assault leave, and absences due to a work-related illness or
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August 4, 2021
injury. The District will designate the leave as FML, if applicable, and notify the employee that
accumulated leave will run concurrently.
Combined Leave for Spouses. Spouses who are employed by the district are limited to a
combined total of 12 weeks of FML to care for a parent with a serious health condition; or for
the birth, adoption, or foster placement of a child. Military caregiver leave for spouses is limited
to a combined total of 26 weeks.
Intermittent Leave. When medically necessary or in the case of a qualifying exigency, an
employee may take leave intermittently or on a reduced schedule. The district does not permit
the use of intermittent or reduced-schedule leave for the care of a newborn child or for
adoption or placement of a child with the employee.
Fitness for Duty. An employee that takes FML due to the employee’s own serious health
condition shall provide, before resuming work, a fitness-for-duty certification from the health
care provider. When leave is taken for the employee’s own serious health condition, the
certification must address the employee’s ability to perform essential job functions. The district
shall provide a list of essential job functions (e.g., job description) to the employee with the
FML designation notice to share with the health care provider.
Reinstatement. An employee returning to work at the end of FML will be returned to the same
position held when the leave began or to an equivalent position with equivalent employment
benefits, pay, and other terms and conditions of employment.
In certain cases, instructional employees desiring to return to work at or near the conclusion of
a semester may be required to continue on family and medical leave until the end of the
semester. The additional time off is not counted against the employee’s FML entitlement, and
the district will maintain the employees group health insurance and reinstate the employee at
the end of the leave according the procedures outlined in policy (see DECA (LEGAL)).
Failure to Return. If, at the expiration of FML, the employee is able to return to work but
chooses not to do so, the district may require the employee to reimburse the district’s share of
insurance premiums paid during any portion of FML when the employee was on unpaid leave. If
the employee fails to return to work for a reason beyond the employee’s control, such as a
continuing personal or family serious health condition or a spouse being unexpectedly
transferred more than 75 miles from the district, the district may not require the employee to
reimburse the district’s share of premiums paid.
District Contact. Employees that require FML or have questions should contact the ECISD
Benefits Department for details on eligibility, requirements, and limitations.
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Temporary Disability Leave
Certified Employees. Any full-time employee whose position requires certification from the
State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The
purpose of temporary disability leave is to provide job protection to full-time educators who
cannot work for an extended period of time because of a mental or physical disability of a
temporary nature. Temporary disability leave must be taken as a continuous block of time. It
may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to
pregnancy are treated the same as any other temporary disability.
Employees must request approval for temporary disability leave from Human Resources. An
employee’s notification of need for extended absence due to the employee’s own medical
condition shall be accepted as a request for temporary disability leave. The request must be
accompanied by a physician’s statement confirming the employee’s inability to work and
estimating a probable date of return. If disability leave is approved, the length of leave is no
longer than 180 calendar days.
If an employee is placed on temporary disability leave involuntarily, he or she has the right to
request a hearing before the Board of Trustees. The employee may protest the action and
present additional evidence of fitness to work.
When an employee is ready to return to work, the Human Resources Department and Benefits
Department should be notified at least 30 days in advance. The return-to-work notice must be
accompanied by a physician’s statement confirming that the employee is able to resume
regular duties. Certified employees returning from leave will be reinstated to the school to
which they were previously assigned if a position is available. If a position is not available, the
employee may be assigned to another campus, subject to certification and the approval of the
campus principal or Executive Director of Leadership.
Workers’ Compensation Benefits
An employee absent from duty because of a job-related illness or injury may be eligible for
workers’ compensation weekly income benefits if the absence exceeds seven calendar days.
An employee receiving workers’ compensation wage benefits for a job-related illness or injury
may choose to use accumulated sick leave or any other paid leave benefits. An employee
choosing to use paid leave will not receive workers’ compensation weekly income benefits until
all paid leave is exhausted or to the extent that paid leave does not equal the pre-illness or -
injury wage. If the use of paid leave is not elected, then the employee will only receive workers’
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compensation wage benefits for any absence resulting from a work-related illness or injury,
which may not equal his or her pre-illness or -injury wage.
Assault Leave
Assault leave provides extended job income and benefits protection to an employee who is
injured as the result of a physical assault suffered during the performance of his or her job. An
incident involving an assault is a work-related injury and should be immediately reported to the
ECISD Police Department.
An injury is treated as an assault if the person causing the injury could be prosecuted for assault
or could not be prosecuted only because that person’s age or mental capacity renders the
person non-responsible for purposes of criminal liability.
An employee who is physically assaulted at work may take all the leave time medically
necessary (up to two years) to recover from the physical injuries he or she sustained. At the
request of an employee, the district will immediately assign the employee to assault leave. Days
of leave granted under the assault leave provision will not be deducted from accrued personal
leave and must be coordinated with workers’ compensation benefits. Upon investigation the
district may change the assault leave status and charge leave used against the employee’s
accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.
Jury Duty
Policies DEC, DG
The district provides paid leave to employees who are summoned to jury duty including service
on a grand jury. The district will not discharge, threaten to discharge, intimidate, or coerce any
regular employee because of juror or grand juror service or for the employee’s attendance or
scheduled attendance in connection with the service in any court in the United States.
Employees who report to the court for jury duty may keep any compensation the court
provides. An employee should report a summons for jury duty to his or her supervisor as soon
as it is received and may be required to provide the district a copy of the summons to
document the need for leave.
An employee may be required to report back to work as soon as they are released from jury
duty. The supervisor may consider the travel time required and the nature of the individual’s
position when determining the need to report to work. A copy of the release from jury duty or
documentation of time spent at the court may be required.
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Compliance with a Subpoena
Employees will be paid while on leave to comply with a valid subpoena to appear in a civil,
criminal, legislative, or administrative proceeding and will not be required to use personal
leave. Employees may be required to submit documentation of their need for leave for court
appearances.
Truancy Court Appearances
An employee who is a parent, guardian of a child, or a court-appointed guardian ad litem of a
child who is required to miss work to attend a truancy court hearing may use personal leave or
compensatory time for the absence. Employees who do not have paid leave available will be
docked for any absence required because of the court appearance.
Religious Observance
The district will reasonably accommodate an employee’s request for absence for a religious
holiday or observance. Accommodations such as changes to work schedules or approving a day
of absence will be made unless they pose an undue hardship to the district. The employee may
use any accumulated personal leave for this purpose. Employees who have exhausted
applicable paid leave may be granted an unpaid day of absence.
Military Leave
Paid Leave for Military Service. Any employee who is a member of the Texas National Guard,
Texas State Guard, reserve component of the United States Armed Forces, or a member of a
state or federally authorized Urban Search and Rescue Team is entitled to 15 days of paid leave
per fiscal year when engaged in authorized training or duty orders by proper authority.
Effective September 1, 2021, an employee as described above, who is called to state active duty
by the governor or another appropriate authority in response to a disaster is entitled to a paid
leave of absence from the person’s duties for each day the person is called to active duty during
the disaster, not to exceed seven workdays in a fiscal year. During this leave of absence, the
person may not be subjected to loss of time, efficiency rating, personal time, sick leave, or
vacation time.
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Reemployment after Military Leave. Employees who leave the district to enter into the United
States uniformed services or who are ordered to active duty as a member of the military force
of any state (e.g., National or State Guard) may return to employment if they are honorably
discharged. Employees who wish to return to the district will be reemployed provided they can
be qualified to perform the required duties. Employees returning to work following military
leave should contact the Human Resources Department. In most cases, the length of federal
military service cannot exceed five years.
Continuation of Health Insurance. Employees who perform service in the uniformed services
may elect to continue their health plan coverage at their own cost for a period not to exceed 24
months. Employees should contact the Benefits Department for details on eligibility,
requirements, and limitations.
Leave for Peace Officers
Mental Health Leave for Peace Officers (SB1359)
Effective September 1, 2021, any school district peace officer who experiences a traumatic
event in the scope of employment may be granted up to three days of paid mental health
leave. The leave will be made available without a deduction in compensation. Guidelines for
granting and use of mental health leave may be obtained from the District Benefits
Department.
Quarantine Leave for Peace Officers (HB 2073)
Effective June 15, 2021, a peace officer may be ordered to isolate or quarantine because of a
possible exposure to a communicable disease while performing district assigned duties. This
applies only when the peace officer is required to isolate by his/her supervisor or the District’s
health authority. The peace officer (while isolated) shall receive all employment benefits and
compensation for the duration of the leave and reimbursement for reasonable costs of the
isolation or quarantine. It is important to note, the peace officer is covered only when the
exposure occurs while performing a district assigned duty and has been ordered by the
supervisor or the district’s health authority. Refer all questions regarding this section, to the
Benefits Department.
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Employee Relations and Communications
Employee Recognition and Appreciation
Continuous efforts are made throughout the year to recognize employees who make an extra
effort to contribute to the success of the district. Employees are recognized on the campus,
board meetings, in the district newsletter, and through special events and activities.
Recognition and appreciation activities also include: Staff Recognition, Teacher Appreciation
and Employee Service Awards.
District Communications
Throughout the school year, the Communication Department publishes newsletters, brochures,
fliers, calendars, news releases, and other communication materials. These publications offer
employees and the community information pertaining to school activities and achievements.
They include the following:
• Daily updates to Ector County ISD Facebook and Twitter accounts.
• Weekly Facebook Live presentations from Dr. Muri
• ECISD e-News (e-mails sent to all staff every Friday, and after each school board
meeting)
• Monthly recognition of students and/or staff achievements at Board of Trustee
meetings
• Book calendar for employees
• Various ECISD brochures and fliers
• Regular communication with and story ideas sent to local media outlets
• School Board Recognition Month activities in January
• United Way Campaign coordination in October
• Awards for excellence student recognition in May
• Communications Council for Instructional (CCIS) monthly meetings with the
superintendent and leadership team
• Texas Public Information Act requests
• Teacher of the Year Awards
• Employee of the Year Awards
• Employee Service Awards
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Complaints and Grievances
Policy DGBA
In an effort to hear and resolve employee concerns or complaints in a timely manner and at the
lowest administrative level possible, the board has adopted an orderly grievance process.
Employees are encouraged to discuss their concerns or complaints with their supervisors or an
appropriate administrator at any time.
The formal process provides all employees with an opportunity to be heard up to the highest
level of management if they are dissatisfied with an administrative response. Once all
administrative procedures are exhausted, employees can bring concerns or complaints to the
board of trustees. For ease of reference, the district’s policy concerning the process of bringing
concerns and complaints is reprinted as follows:
Policy DBGA (LOCAL)
DGBA Exhibit – Personnel Management Relations: Employee Complaints/Grievances
documents
DGBA(LOCAL) Personnel – Management Relations Employee Complaints/Grievances
Complaints: In this policy, the terms “complaint” and “grievance” shall have the same
meaning.
Other Complaint Processes: Employee complaints shall be filed in accordance with this policy,
except as required by the policies listed below. Some of these policies require appeals to be
submitted in accordance with DGBA after the relevant complaint process:
1. Complaints alleging discrimination, including violations of Title IX (gender), Title VII
(sex, race, color, religion, national origin), ADEA (age), or Section 504 (disability), shall be
submitted in accordance with DIA.
2. Complaints alleging certain forms of harassment, including harassment by a
supervisor and violation of Title VII, shall be submitted in accordance with DIA.
3. Complaints concerning retaliation relating to discrimination and harassment shall be
submitted in accordance with DIA.
4. Complaints concerning instructional resources shall be submitted in accordance with
EF.
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5. Complaints concerning a commissioned peace officer who is an employee of the
District shall be submitted in accordance with CKE.
6. Complaints concerning the proposed nonrenewal of a term contract issued under
Chapter 21 of the Education Code shall be submitted in accordance with DFBB.
7. Complaints concerning the proposed termination or suspension without pay of an
employee on a probationary, term, or continuing contract issued under Chapter 21 of
the Education Code during the contract term shall be submitted in accordance with
DFAA, DFBA, or DFCA.
Notice to Employees - The District shall inform employees of this policy through appropriate
District publications.
Guiding Principles:
Informal Process - The Board encourages employees to discuss their concerns with
their supervisor, principal, or other appropriate administrator who has the authority to
address the concerns. Concerns should be expressed as soon as possible to allow early
resolution at the lowest possible administrative level.
Informal resolution shall be encouraged but shall not extend any deadlines in this policy,
except by mutual written consent.
Direct Communication with Board Trustees - Employees shall not be prohibited from
communicating with a member of the Board regarding District operations except when
communication between an employee and a Board member would be inappropriate
because of a pending hearing or appeal related to the employee.
Formal Process - An employee may initiate the formal process described below by
timely filing a written complaint form. Even after initiating the formal complaint
process, employees are encouraged to seek informal resolution of their concerns. An
employee whose concerns are resolved may withdraw a formal complaint at any time.
The process described in this policy shall not be construed to create new or additional
rights beyond those granted by law or Board policy, nor to require a full evidentiary
hearing or “mini-trial” at any level.
Freedom from Retaliation - Neither the Board nor any District employee shall unlawfully
retaliate against an employee for bringing a concern or complaint.
Whistleblower Complaints - Whistleblower complaints shall be filed within the time specified
by law and may be made to the Superintendent or designee beginning at Level Two. Time lines
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for the employee and the District set out in this policy may be shortened to allow the Board to
make a final decision within 60 calendar days of the initiation of the complaint. [See DG]
Complaints Against Supervisors - Complaints alleging a violation of law by a supervisor may be
made to the Superintendent or designee. Complaint forms alleging a violation of law by the
Superintendent may be submitted directly to the Board or designee.
General Provisions
Filing - Complaint forms and appeal notices may be filed by hand-delivery, electronic
communication, including e-mail and fax, or U.S. Mail. Hand-delivered filings shall be
timely filed if received by the appropriate administrator or designee by the close of
business on the deadline. Filings submitted by electronic communication shall be timely
filed if they are received by the close of business on the deadline, as indicated by the
date/time shown on the electronic communication. Mail filings shall be timely filed if
they are postmarked by U.S. Mail on or before the deadline and received by the
appropriate administrator or designated representative no more than three days after
the deadline.
Scheduling Conferences - The District shall make reasonable attempts to schedule
conferences at a mutually agreeable time. If the employee fails to appear at a scheduled
conference, the District may hold the conference and issue a decision in the employee’s
absence.
Response - At Levels One and Two, “response” shall mean a written communication to
the employee from the appropriate administrator. Responses may be hand-delivered,
sent by electronic communication to the employee’s e-mail address of record, or sent by
U.S. Mail to the employee’s mailing address of record. Mailed responses shall be timely
if they are postmarked by U.S. Mail on or before the deadline.
Days - “Days” shall mean District business days, unless otherwise noted. In calculating
time lines under this policy, the day a document is filed is “day zero.” The following
business day is “day one.”
Representative - “Representative” shall mean any person who or an organization that
does not claim the right to strike and is designated by the employee to represent him or
her in the complaint process.
The employee may designate a representative through written notice to the District at
any level of this process. The representative may participate in person or by telephone
conference call. If the employee designates a representative with fewer than three days’
notice to the District before a scheduled conference or hearing, the District may
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reschedule the conference or hearing to a later date, if desired, in order to include the
District’s counsel. The District may be represented by counsel at any level of the
process.
Consolidating Complaints - Complaints arising out of an event or a series of related
events shall be addressed in one complaint. Employees shall not file separate or serial
complaints arising from any event or series of events that have been or could have been
addressed in a previous complaint.
When two or more complaints are sufficiently similar in nature and remedy sought to
permit their resolution through one proceeding, the District may consolidate the
complaints.
Untimely Filings - All time limits shall be strictly followed unless modified by mutual
written consent.
If a complaint form or appeal notice is not timely filed, the complaint may be dismissed,
on written notice to the employee, at any point during the complaint process. The
employee may appeal the dismissal by seeking review in writing within ten days from
the date of the written dismissal notice, starting at the level at which the complaint was
dismissed. Such appeal shall be limited to the issue of timeliness.
Costs Incurred - Each party shall pay its own costs incurred in the course of the
complaint.
Complaint and Appeal Forms - Complaints and appeals under this policy shall be
submitted in writing on a form provided by the District.
Copies of any documents that support the complaint should be attached to the
complaint form. If the employee does not have copies of these documents, they may be
presented at the Level One conference. After the Level One conference, no new
documents may be submitted by the employee unless the employee did not know the
documents existed before the Level One conference.
A complaint or appeal form that is incomplete in any material aspect may be dismissed
but may be refiled with all the required information if the refiling is within the
designated time for filing.
Audio Recording - As provided by law, an employee shall be permitted to make an audio
recording of a conference or hearing under this policy at which the substance of the
employee’s complaint is discussed. The employee shall notify all attendees present that
an audio recording is taking place.
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Level One
Complaint forms must be filed:
1. Within 15 days of the date the employee first knew, or with reasonable
diligence should have known, of the decision or action giving rise to the
complaint or grievance; and
2. With the lowest level administrator who has the authority to remedy the
alleged problem.
In most circumstances, employees on a school campus shall file Level One
complaints with the campus principal; other District employees shall file Level
One complaints with their immediate supervisor or the District administrator
with authority to remedy the alleged problem.
If the only administrator who has authority to remedy the alleged problem is the
Superintendent or designee, the complaint may begin at Level Two following the
procedure, including deadlines, for filing the complaint form at Level One.
If the complaint is not filed with the appropriate administrator, the receiving
administrator must note the date and time the complaint form was received and
immediately forward the complaint form to the appropriate administrator.
The appropriate administrator shall investigate as necessary and schedule a conference
with the employee within ten days after receipt of the written complaint. The
administrator may set reasonable time limits for the conference.
Absent extenuating circumstances, the administrator shall provide the employee a
written response within ten days following the conference. The written response shall
set forth the basis of the decision. In reaching a decision, the administrator may
consider information provided at the Level One conference and any other relevant
documents or information the administrator believes will help resolve the complaint.
Level Two
If the employee did not receive the relief requested at Level One or if the time for a
response has expired, the employee may request a conference with the Superintendent
or designee to appeal the Level One decision.
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The appeal notice must be filed in writing, on a form provided by the District, within ten
days of the date of the written Level One response or, if no response was received,
within ten days of the Level One response deadline.
After receiving notice of the appeal, the Level One administrator shall prepare and
forward a record of the Level One complaint to the Level Two administrator. The
employee may request a copy of the Level One record.
The Level One record shall include:
1. The original complaint form and any attachments.
2. All other documents submitted by the employee at Level One.
3. The written response issued at Level One and any attachments.
4. All other documents relied upon by the Level One administrator in reaching
the Level One decision.
The Superintendent or designee shall schedule a conference within ten days after the
appeal notice is filed. The conference shall be limited to the issues and documents
considered at Level One. At the conference, the employee may provide information
concerning any documents or information relied upon by the administration for the
Level One decision. The Superintendent or designee may set reasonable time limits for
the conference.
The Superintendent or designee shall provide the employee a written response within
ten days following the conference. The written response shall set forth the basis of the
decision. In reaching a decision, the Superintendent or designee may consider the Level
One record, information provided at the Level Two conference, and any other relevant
documents or information the Superintendent or designee believes will help resolve the
complaint.
Recordings of the Level One and Level Two conferences, if any, shall be maintained with
the Level One and Level Two records.
Level Three
If the employee did not receive the relief requested at Level Two or if the time for a
response has expired, the employee may appeal the decision to the Board.
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The appeal notice must be filed in writing, on a form provided by the District, within ten
days of the date of the written Level Two response or, if no response was received,
within ten days of the Level Two response deadline.
The Superintendent or designee shall inform the employee of the date, time, and place
of the Board meeting at which the complaint will be on the agenda for presentation to
the Board.
The Superintendent or designee shall provide the Board the record of the Level Two
appeal. The employee may request a copy of the Level Two record. The Level Two
record shall include:
1. The Level One record.
2. The notice of appeal from Level One to Level Two.
3. The written response issued at Level Two and any attachments.
4. All other documents relied upon by the administration in reaching the Level Two
decision.
The appeal shall be limited to the issues and documents considered at Level Two, except
that if at the Level Three hearing the administration intends to rely on evidence not
included in the Level Two record, the administration shall provide the employee notice
of the nature of the evidence at least three days before the hearing.
The District shall determine whether the complaint will be presented in open or closed
meeting in accordance with the Texas Open Meetings Act and other applicable law. [See
BE]
The presiding officer may set reasonable time limits and guidelines for the presentation,
including an opportunity for the employee and administration to each make a
presentation and provide rebuttal and an opportunity for questioning by the Board. The
Board shall hear the complaint and may request that the administration provide an
explanation for the decisions at the preceding levels.
In addition to any other record of the Board meeting required by law, the Board shall
prepare a separate record of the Level Three presentation. The Level Three
presentation, including the presentation by the employee or the employee’s
representative, any presentation from the administration, and questions from the Board
with responses, shall be recorded by audio recording, video/audio recording, or court
reporter.
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The Board shall then consider the complaint. It may give notice of its decision orally or in
writing at any time up to and including the next regularly scheduled Board meeting. If
the Board does not make a decision regarding the complaint by the end of the next
regularly scheduled meeting, the lack of a response by the Board upholds the
administrative decision at Level Two.
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Employee Conduct and Welfare
Standards of Conduct
Policy DH
All employees are expected to work together in a cooperative spirit to serve the best interests
of the district and to be courteous to students, one another, and the public. Employees are
expected to observe the following standards of conduct:
• Recognize and respect the rights of students, parents, other employees, and members
of the community.
• Maintain confidentiality in all matters relating to students and coworkers.
• Report to work according to the assigned schedule.
• Notify their immediate supervisor in advance or as early as possible in the event that
they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness,
and failure to follow procedures for reporting an absence may be cause for disciplinary
action.
• Know and comply with department and district policies and procedures.
• Express concerns, complaints, or criticism through appropriate channels.
• Observe all safety rules and regulations and report injuries or unsafe conditions to a
supervisor immediately.
• Use district time, funds, and property for authorized district business and activities only.
All district employees should perform their duties in accordance with state and federal law,
district policies and procedures, and ethical standards. Violation of policies, regulations, or
guidelines, including intentionally making a false claim, offering false statements, or refusing to
cooperate with a district investigation may result in disciplinary action, including termination.
Alleged incidents of certain misconduct by educators, including having a criminal record, must
be reported to SBEC not later than the seventh day after the superintendent knew of the
incident. See Reports to the Texas Education Agency, page 104 for additional information.
The Educators’ Code of Ethics, adopted by the State Board for Educator Certification, which all
district employees must adhere to, is reprinted below:
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Texas Educators’ Code of Ethics
Purpose and Scope
The Texas educator shall comply with standard practices and ethical conduct toward students,
professional colleagues, school officials, parents, and members of the community and shall
safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession,
shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and
good moral character. The Texas educator, in exemplifying ethical relations with colleagues,
shall extend just and equitable treatment to all members of the profession. The Texas educator,
in accepting a position of public trust, shall measure success by the progress of each student
toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling
responsibilities in the community, shall cooperate with parents and others to improve the
public schools of the community. This chapter shall apply to educators and candidates for
certification. (19 TAC 247.1(b))
Enforceable Standards
1. Professional Ethical Conduct, Practices, and Performance
Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in deceptive
practices regarding official policies of the school district, educational institution, educator
preparation program, the Texas Education Agency, or the State Board for Educator Certification
(SBEC) and its certification process.
Standard 1.2 The educator shall not intentionally, knowingly, or recklessly misappropriate,
divert, or use monies, personnel, property, or equipment committed to his or her charge for
personal gain or advantage.
Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses,
or pay.
Standard 1.4 The educator shall not use institutional or professional privileges for personal or
partisan advantage.
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair
professional judgment or that are used to obtain special advantage. This standard shall not
restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of
students, or other persons or organizations in recognition or appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.
Standard 1.7 The educator shall comply with state regulations, written local school board
policies, and other state and federal laws.
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Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility
on the basis of professional qualifications.
Standard 1.9 The educator shall not make threats of violence against school district
employees, school board members, students, or parents of students.
Standard 1.10 The educator shall be of good moral character and be worthy to instruct or
supervise the youth of this state.
Standard 1.11 The educator shall not intentionally, knowingly, or recklessly misrepresent his or
her employment history, criminal history, and/or disciplinary record when applying for
subsequent employment.
Standard 1.12 The educator shall refrain from the illegal use, abuse, or distribution of
controlled substances, prescription drugs and toxic inhalants.
Standard 1.13 The educator shall not be under the influence of alcohol or consume alcoholic
beverages on school property or during school activities when students are present.
2. Ethical Conduct toward Professional Colleagues
Standard 2.1 The educator shall not reveal confidential health or personnel information
concerning colleagues unless disclosure serves lawful professional purposes or is required by
law.
Standard 2.2 The educator shall not harm others by knowingly making false statements about
a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school board policies and state and
federal laws regarding the hiring, evaluation, and dismissal of personnel.
Standard 2.4 The educator shall not interfere with a colleague’s exercise of political,
professional, or citizenship rights and responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of
race, color, religion, national origin, age, gender, disability, family status, or sexual orientation.
Standard 2.6 The educator shall not use coercive means or promise of special treatment in
order to influence professional decisions or colleagues.
Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint
with the SBEC or who provides information for a disciplinary investigation or proceeding under
this chapter.
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Standard 2.8 The educator shall not intentionally or knowingly subject a colleague to sexual
harassment.
3. Ethical Conduct toward Students
Standard 3.1 The educator shall not reveal confidential information concerning students
unless disclosure serves lawful professional purposes or is required by law.
Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a student or
minor in a manner that adversely affects or endangers the learning, physical health, mental
health, or safety of the student or minor.
Standard 3.3 The educator shall not intentionally, knowingly, or recklessly misrepresent facts
regarding a student.
Standard 3.4 The educator shall not exclude a student from participation in a program, deny
benefits to a student, or grant an advantage to a student on the basis of race, color, gender,
disability, national origin, religion, family status, or sexual orientation.
Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physical
mistreatment, neglect, or abuse of a student or minor.
Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic
relationship with a student or minor.
Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any
person under 21 years of age unless the educator is a parent or guardian of that child or
knowingly allow any person under 21 years of age unless the educator is a parent or guardian of
that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator.
Standard 3.8 The educator shall maintain appropriate professional educator-student
relationships and boundaries based on a reasonably prudent educator standard.
Standard 3.9 The educator shall refrain from inappropriate communication with a student or
minor, including, but not limited to, electronic communication such as cell phone, text
messaging, email, instant messaging, blogging, or other social network communication. Factors
that may be considered in assessing whether the communication is inappropriate include, but
are not limited to:
(i) the nature, purpose, timing, and amount of the communication;
(ii) the subject matter of the communication;
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(iii) whether the communication was made openly or the educator attempted to conceal
the communication;
(iv) whether the communication could be reasonably interpreted as soliciting sexual
contact or a romantic relationship;
(v) whether the communication was sexually explicit; and
(vi) whether the communication involved discussion(s) of the physical or sexual
attractiveness or the sexual history, activities, preferences, or fantasies of either the
educator or the student.
Discrimination, Harassment, and Retaliation
Policies DH, DIA
Employees shall not engage in prohibited harassment, including sexual harassment, of other
employees, unpaid interns, student teachers, or students. While acting in the course of their
employment, employees shall not engage in prohibited harassment of other persons including
board members, vendors, contractors, volunteers, or parents. A substantiated charge of
harassment will result in disciplinary action.
Individuals who believe they have been discriminated or retaliated against or harassed are
encouraged to promptly report such incidents to the campus principal, supervisor, or
appropriate district official. If the campus principal, supervisor, or district official is the subject
of a complaint, the complaint should be made directly to the superintendent. A complaint
against the superintendent may be made directly to the Board.
Any district employee who believes that he or she has experienced prohibited conduct based
on sex, including sexual harassment, or believes that another employee has experienced such
prohibited conduct, should immediately report the alleged acts. The employee may report the
alleged acts to his or her supervisor, the campus principal, the Title IX coordinator, or the
superintendent. The district’s Title IX coordinator’s name and contact information is listed in
the Equal Employment Opportunity section of this handbook.
The district’s policy that includes definitions and procedures for reporting and investigating
discrimination, harassment, and retaliation is reprinted below:
Policy DIA (LOCAL) Employee Welfare: Freedom from Discrimination, Harassment, and
Retaliation.
DIA (REGULATION)
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______________________________________________________________________________
DIA(LOCAL)
EMPLOYEE WELFARE: FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
Note: This policy addresses discrimination, harassment, and retaliation involving District
employees. For discrimination, harassment, and retaliation involving students, see FFH. For
reporting requirements related to child abuse and neglect, see FFG
STATEMENT OF NONDISCRIMINATION - The District prohibits discrimination, including
harassment, against any employee on the basis of race, color, religion, gender, national origin,
age, disability, or any other basis prohibited by law. Retaliation against anyone involved in the
complaint process is a violation of District policy.
DISCRIMINATION - Discrimination against an employee is defined as conduct directed at an
employee on the basis of race, color, religion, gender, national origin, age, disability, or any
other basis prohibited by law, that adversely affects the employee’s employment.
HARASSMENT - Prohibited harassment of an employee is defined as physical, verbal, or
nonverbal conduct based on an employee’s race, color, religion, gender, national origin, age,
disability, or any other basis prohibited by law, when the conduct is so severe, persistent, or
pervasive that the conduct:
1. Has the purpose or effect of unreasonably interfering with the employee’s work
performance;
2. Creates an intimidating, threatening, hostile, or offensive work environment; or
3. Otherwise adversely affects the employee’s performance, environment, or
employment opportunities.
EXAMPLES - Examples of prohibited harassment may include offensive or derogatory
language directed at another person’s religious beliefs or practices, accent, skin color,
gender identity, or need for workplace accommodation; threatening or intimidating
conduct; offensive jokes, name calling, slurs, or rumors; physical aggression or assault;
display of graffiti or printed material promoting racial, ethnic, or other stereotypes; or
other types of aggressive conduct such as theft or damage to property.
SEXUAL HARASSMENT - Sexual harassment is a form of sex discrimination defined as
unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or
nonverbal conduct; or other conduct or communication of a sexual nature when:
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1. Submission to the conduct is either explicitly or implicitly a condition of an
employee’s employment, or when submission to or rejection of the conduct is
the basis for an employment action affecting the employee; or
2. The conduct is so severe, persistent, or pervasive that it has the purpose or
effect of unreasonably interfering with the employee’s work performance or
creates an intimidating, threatening, hostile, or offensive work environment.
EXAMPLES - Examples of sexual harassment may include sexual advances; touching
intimate body parts; coercing or forcing a sexual act on another; jokes or conversations
of a sexual nature; and other sexually motivated conduct, communication, or contact.
RETALIATION - The District prohibits retaliation against an employee who makes a claim
alleging to have experienced discrimination or harassment, or another employee who, in good
faith, makes a report, serves as a witness, or otherwise participates in an investigation.
An employee who intentionally makes a false claim, offers false statements, or refuses to
cooperate with a District investigation regarding harassment or discrimination is subject to
appropriate discipline.
EXAMPLES - Examples of retaliation may include termination, refusal to hire, demotion,
and denial of promotion. Retaliation may also include threats, unjustified negative
evaluations, unjustified negative references, or increased surveillance.
PROHIBITED CONDUCT - In this policy, the term “prohibited conduct” includes discrimination,
harassment, and retaliation as defined by this policy, even if the behavior does not rise to the
level of unlawful conduct.
REPORTING PROCEDURES - An employee who believes that he or she has experienced
prohibited conduct or believes that another employee has experienced prohibited conduct
should immediately report the alleged acts. The employee may report the alleged acts to his or
her supervisor or campus principal. Alternatively, the employee may report the alleged acts to
one of the District officials below.
DEFINITION OF DISTRICT OFFICIALS - For the purposes of this policy, District officials are the
Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent.
TITLE IX COORDINATOR - Reports of discrimination based on sex, including sexual harassment,
may be directed to the Title IX coordinator. By regulation, the District shall designate, from time
to time, persons to coordinate its efforts to comply with Title IX of the Education Amendments
of 1972, as amended.
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ADA/SECTION 504 COORDINATOR - Reports of discrimination based on disability may be
directed to the ADA/Section 504 coordinator. The District shall, by regulation, designate from
time to time persons to coordinate its efforts to comply with Title II of the Americans with
Disabilities Act of 1990, as amended, which incorporates and expands upon the requirements
of Section 504 of the Rehabilitation Act of 1973, as amended.
SUPERINTENDENT - The Superintendent shall serve as coordinator for purposes of District
compliance with all other antidiscrimination laws.
ALTERNATIVE REPORTING PROCEDURES - An employee shall not be required to report
prohibited conduct to the person alleged to have committed it. Reports concerning prohibited
conduct, including reports against the Title IX coordinator or ADA/Section 504 coordinator, may
be directed to the Superintendent.
A report against the Superintendent may be made directly to the Board. If a report is made
directly to the Board, the Board shall appoint an appropriate person to conduct an
investigation.
TIMELY REPORTING - Reports of prohibited conduct shall be made as soon as possible after the
alleged act or knowledge of the alleged act. A failure to promptly report may impair the
District’s ability to investigate and address the prohibited conduct.
INVESTIGATION OF THE REPORT - The District may request, but shall not insist upon, a written
report. If a report is made orally, the District official shall reduce the report to written form.
Upon receipt or notice of a report, the District official shall determine whether the allegations,
if proven, would constitute prohibited conduct as defined by this policy. If so, the District
official shall immediately authorize or undertake an investigation, regardless of whether a
criminal or regulatory investigation regarding the same or similar allegations is pending. If
appropriate, the District shall promptly take interim action calculated to prevent prohibited
conduct during the course of an investigation. The investigation may be conducted by the
District official or a designee, such as the campus principal, or by a third party designated by the
District, such as an attorney. When appropriate, the campus principal or supervisor shall be
involved in or informed of the investigation. The investigation may consist of personal
interviews with the person making the report, the person against whom the report is filed, and
others with knowledge of the circumstances surrounding the allegations. The investigation may
also include analysis of other information or documents related to the allegations.
CONCLUDING THE INVESTIGATION - Absent extenuating circumstances, the investigation
should be completed within ten District business days from the date of the report; however,
the investigator shall take additional time if necessary to complete a thorough investigation.
The investigator shall prepare a written report of the investigation. The report shall be filed
with the District official overseeing the investigation.
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DISTRICT ACTION - If the results of an investigation indicate that prohibited conduct occurred,
the District shall promptly respond by taking appropriate disciplinary or corrective action
reasonably calculated to address the conduct. The District may take action based on the results
of an investigation, even if the conduct did not rise to the level of prohibited or unlawful
conduct.
CONFIDENTIALITY - To the greatest extent possible, the District shall respect the privacy of the
complainant, persons against whom a report is filed, and witnesses. Limited disclosures may be
necessary in order to conduct a thorough investigation and comply with applicable law.
APPEAL - A complainant who is dissatisfied with the outcome of the investigation may appeal
through DGBA(LOCAL), beginning at the appropriate level. The complainant may have a right to
file a complaint with appropriate state or federal agencies.
RECORDS RETENTION - Copies of reports alleging prohibited conduct, investigation reports, and
related records shall be maintained by the District for a period of at least three years. [See CPC]
ACCESS TO POLICY - This policy shall be distributed annually to District employees. Copies of
the policy shall be readily available at each campus and the District administrative offices.
DIA (REGULATION)
The following are guidelines for the reporting and conducting of an investigation of a complaint
pertaining to sexual harassment.
Initial Report: Any District employee who receives a complaint of sexual harassment shall
immediately report the alleged act to the building principal or appropriate administrator of the
facility in which said act is alleged to have occurred. The building principal or appropriate
administrator of any facility shall be responsible upon receipt of any such report to immediately
report the same to the Title IX Coordinator and Superintendent.
Depending on the allegation, District employees may additionally be required to report the
complaint to third-part agents, law enforcement of other state agencies. Should the employee
have questions pertaining to the obligation to make said report, then he/she should consult
with his/her immediate supervisor or District officials.
Written Complaint: The building principal or other person receiving the complaint should
attempt to have the same reduced to writing within 24 hours of the initial report. In the event
that the complaint is against an employee of the District, then the complaint may be on form
Sexual Harassment Report Form, DIA (EXHIBIT)A. In the event that the complaint is against a
student, the complaint may also be made on DIA (EXHIBIT)A and/or the District’s Disciplinary
Action Report form. Copies of any complaint, whether involving employee-to-employee or
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employee-to-student conduct, shall immediately be forwarded to the Title IX Coordinator and
Superintendent.
Use of formal reporting forms is not mandatory.
Investigations: Complaints Against an Employee: By authority of the District, the Title IX
Coordinator, upon receipt of a complaint against an employee of the District, shall immediately
authorize an investigation. The investigation may be conducted by District officials or by a third
party designated by the District.
To the extent possible, all the investigations shall be completed within 30 calendar days of
receipt of the complaint. If a third party does the investigation, a copy of the investigation shall
be given to the Title IX Coordinator and Superintendent. To the extent allowed by law, written
notification of the outcome of the investigation shall be given to both the complainant and the
accused. If the complaint involves a student, a copy of the final report of the investigation will
be given to the parents of the student.
Notification of the outcome of the investigation of an employee shall be in writing and shall
include the following statement:
“If you are not satisfied with the District’s initial response to the complaint, you may appeal to
the Superintendent or designee. The Superintendent or designee will hold a conference with
you and attempt to resolve the situation. If you still feel that the problem has not been
resolved, please be advised that you may have this matter placed on the agenda of a meeting
of the Ector County Independent School District Board of Trustees for their consideration.”
Grievance Procedures: Nothing in this regulation is intended to diminish or otherwise impair
any grievance procedures in grievance policy or procedures that a person may be entitled to
under the policies and regulations of the District.
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Harassment of Students
Policies DH, DHB, FFG, FFH, FFI
Sexual and other harassment of students by employees are forms of discrimination and are
prohibited by law. Romantic or inappropriate social relationships between students and district
employees are prohibited.
Employees who suspect a student may have experienced prohibited harassment are obligated
to report their concerns to the campus principal or other appropriate district official. Any
district employee who suspects or receives direct or indirect notice that a student or group of
students has or may have experienced prohibited conduct based on sex, including sexual
harassment, of a student shall immediately notify the district’s Title IX coordinator, the
ADA/Section 504 coordinator, or superintendent and take any other steps required by district
policy.
All allegations of prohibited harassment of a student by an employee or adult will be reported
to the student’s parents and promptly investigated. An employee who knows of or has
reasonable cause to believe that child abuse or neglect occurred child abuse must also report
his or her knowledge or suspicion to the appropriate authorities, as required by law. See
Reporting Suspected Child Abuse, page 79 and Bullying, page 109 for additional information.
The district’s policy that includes definitions and procedures for reporting and investigating
harassment of students is reprinted below:
DHB (LEGAL) Employee Standards of Conduct: Reports to State Board for Educator
Certification
DHB (Legal) Employee Standards of Conduct: Reports to State Board for Educator Certification
____________________________________________________________________________
Note: This policy applies to a district of innovation under Education Code, Chapter 12A. [See AF]
_____________________________________________________________________________
Permissive Reports: The superintendent may notify the State Board for Educator Certification
(SBEC) of any educator misconduct that he or she believes in good faith may be subject to
sanctions under 19 Administrative Code, Chapter 249, Disciplinary Proceedings, Sanctions, and
Contested Cases, and/or Chapter 247, Educators' Code of Ethics. 19 TAC 249.14(d)
Required Reports: A superintendent shall notify SBEC if:
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1. An educator employed by or seeking employment with the district, or an applicant or
holder of an SBEC certificate, has a criminal record and the district obtained information
about the educator’s criminal record by a means other than the criminal history
clearinghouse established by the Texas Department of Public Safety under Government
Code 411.0845;
2. An educator’s employment at the district was terminated and there is evidence that
the educator engaged in misconduct listed below [see Reportable Misconduct, below];
3. The educator submitted a notice of resignation and there is evidence that the
educator engaged in misconduct listed below [see Reportable Misconduct, below]; or
4. The educator engaged in conduct that violated the assessment instrument security
procedures established under Education Code 39.0301.
Education Code 21.006, 22.087; 19 TAC 249.14(d)
Reportable Misconduct: A superintendent shall make a report to SBEC under items 2 and 3,
above, if an educator was terminated or resigned and there is evidence that the educator:
1. Sexually or physically abused a student or minor or engaged in any other illegal
conduct with a student or minor;
2. Possessed, transferred, sold, or distributed a controlled substance, as defined by
Health and Safety Code Chapter 481 or by 21 U.S.C. 801 et seq.;
3. Illegally transferred, appropriated, or expended school property or funds;
4. Attempted by fraudulent or unauthorized means to obtain or alter any certificate or
permit that would entitle the individual to be employed in a position requiring such
certificate or permit or to receive additional compensation associated with a position;
5. Committed a crime, any part of such crime having occurred on school property or at a
school-sponsored event; or
6. Solicited or engaged in sexual conduct or a romantic relationship with a student or
minor.
Education Code 21.006(b); 19 TAC 249.14(d)
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Investigation: A superintendent shall complete an investigation of an educator that involves
evidence that the educator may have engaged in misconduct described above at Reportable
Misconduct, items 1 and 6, despite the educator's resignation from employment before
completion of the investigation. Education Code 21.006(b-1); 19 TAC 249.14(d)(3)(C)
Deadline to Report: The superintendent shall promptly notify SBEC in writing by filing a report
within seven business days after the date the superintendent receives a report from a principal
[see DP(LEGAL)] or knew of the circumstances described above. Education Code 21.006(c); 19
TAC 249.14(d) [See Required Reports, above]
Contents of Report: The report must be in writing and in a form prescribed by SBEC and may be
filed through a confidential and secure internet portal developed and maintained by SBEC. The
report shall include the name or names of any student or minor who is the victim of abuse or
unlawful conduct by an educator and the factual circumstances requiring the report and the
subject of the report by providing the following available information:
1. Name and any aliases;
2. Certificate number, if any, or social security number;
3. Last known mailing address and home and daytime phone numbers;
4. All available contact information for any alleged victim or victims;
5. Name or names and any available contact information of any relevant witnesses to
the circumstances requiring the report;
6. Current employment status of the subject, including any information about proposed
termination, notice of resignation, or pending employment actions; and
7. Involvement by a law enforcement or other agency, including the name of the
agency.
Education Code 21.006(c-1); 19 TAC 249.14(f)
The name of the student or minor is not public information under the Public Information
Act. [See GBAA] Education Code 21.006(h)
Notice to the Board and Educator: A superintendent shall notify the board and the educator of
the filing of a written report with SBEC. The superintendent shall notify the board before filing
the report. Education Code 21.006(d); 19 TAC 249.14(d)(3)(B)
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Notice Before Accepting Resignation: Before accepting an employee's resignation that requires
filing a report, the superintendent shall inform the educator in writing that a report will be filed
and that sanctions against his or her certificate may result as a consequence. 19 TAC
249.14(d)(3)(A)
Exception to Notice Requirements: A superintendent is not required to notify SBEC or file a
report with the board if, before the educator’s termination or resignation, the superintendent:
1. Completes an investigation into an alleged incident of misconduct for:
a. Abuse or unlawful act with a student or minor; or
b. Involvement in a romantic relationship with or solicitation or engagement in
sexual contact with a student or minor; and
2. Determines the educator did not engage in the alleged incident of misconduct.
Education Code 21.006(c-2); 19 TAC 249.14(d)
Policy to Notify Parents: The board shall adopt a policy under which notice is provided to the
parent or guardian of a student with whom an educator is alleged to have abused or otherwise
committed an unlawful act with a student or minor. [See FFF] Education Code 21.0061
Sanctions for Failure to Report: SBEC shall determine whether to impose sanctions, including
an administrative penalty against a superintendent who fails to file a report. Education Code
21.006(f); 19 TAC 249.14(d), (h), .15(b)(4)
Administrative Penalty: If a superintendent is required to file a report and fails to file
the report by the required date, SBEC may impose an administrative penalty of not less
than $500 and not more than $10,000. SBEC may not renew the certification of an
educator against whom an administrative penalty is imposed until the penalty is paid.
Education Code 21.006(i)
Criminal Offense: A superintendent required to file a report commits a state jail felony if the
superintendent fails to file the report by the required date with intent to conceal an educator's
criminal record or alleged incident of misconduct. Education Code 21.006(j)
Immunity: A superintendent or principal who, in good faith and while acting in an official
capacity, files a report with SBEC or communicates with another superintendent or principal
concerning an educator's criminal record or alleged incident of misconduct is immune from civil
or criminal liability that might otherwise be incurred or imposed. Education Code 21.006(e)
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Definitions: “Abuse” includes the following acts or omissions:
1. 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;
2. 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;
3. 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
4. Sexual conduct harmful to a student’s or minor’s mental, emotional, or physical
welfare.
19 TAC 249.3(1)
Reported Criminal History: “Reported criminal history” means information concerning any
formal criminal justice system charges and dispositions. The term includes arrests, detentions,
indictments, criminal information, convictions, deferred adjudications, and probations in any
state or federal jurisdiction. 19 TAC 249.3(44)
Solicitation of a Romantic Relationship: “Solicitation of a romantic relationship” means
deliberate or repeated acts that can be reasonably interpreted as the solicitation by an
educator of a relationship with a student that is romantic in nature. A romantic relationship is
often characterized by a strong emotional or sexual attachment and/or patterns of exclusivity,
but does not include appropriate educator-student relationships that arise out of legitimate
contexts such as familial connections or longtime acquaintance. The following acts, considered
in context, may constitute prima facie evidence of the solicitation by an educator of a romantic
relationship with a student:
1. Behavior, gestures, expressions, or communications with a student that are unrelated
to the educator’s job duties and evidence a romantic intent or interest in the student,
including statements of love, affection, or attraction. Factors that may be considered in
determining the romantic intent of such communications or behavior include:
a. The nature of the communications;
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b. The timing of the communications;
c. The extent of the communications;
d. Whether the communications were made openly or secretly;
e. The extent that the educator attempts to conceal the communications;
f. If the educator claims to be counseling a student, SBEC may consider whether
the educator’s job duties included counseling, whether the educator reported
the subject of the counseling to the student’s guardians or to the appropriate
school personnel, or, in the case of alleged abuse or neglect, whether the
educator reported the abuse or neglect to the appropriate authorities; and
g. Any other evidence tending to show the context of the communications
between educator and student.
2. Making inappropriate comments about a student’s body, creating or transmitting
sexually suggestive photographs or images, or encouraging the student to transmit
sexually suggestive photographs or images.
3. Making sexually demeaning comments to a student.
4. Making comments about a student’s potential sexual performance.
5. Requesting details of a student’s sexual history.
6. Requesting a date, sexual contact, or any activity intended for the sexual gratification
of the educator.
7. Engaging in conversations regarding the sexual problems, preferences, or fantasies of
either party.
8. Inappropriate hugging, kissing, or excessive touching.
9. Providing the student with drugs or alcohol.
10. Violating written directives from school administrators regarding the educator's
behavior toward a student.
11. Suggestions that a romantic relationship is desired after the student graduates,
including post-graduation plans for dating or marriage.
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12. Any other acts tending to show that the educator solicited a romantic relationship
with the student.
19 TAC 249.3(51)
_____________________________________________________________________________
Note the definition of ‘solicitation of a romantic relationship’ from policy DHB(LEGAL) can be
found below:
“Solicitation of a romantic relationship” means deliberate or repeated acts that can be
reasonably interpreted as the solicitation by an educator of a relationship with a student that is
romantic in nature. A romantic relationship is often characterized by a strong emotional or
sexual attachment and/or patterns of exclusivity, but does not include appropriate educator-
student relationships that arise out of legitimate contexts such as familial connections or
longtime acquaintance. The following acts, considered in context, Reporting Suspected Child
Abuse may constitute prima facie evidence of the solicitation by an educator of a romantic
relationship with a student:
1. Behavior, gestures, expressions, or communications with a student that are unrelated
to the educator’s job duties and evidence a romantic intent or interest in the student,
including statements of love, affection, or attraction. Factors that may be considered in
determining the romantic intent of such communications or behavior include:
a. The nature of the communications;
b. The timing of the communications;
c. The extent of the communications;
d. Whether the communications were made openly or secretly;
e. The extent that the educator attempts to conceal the communications;
f. If the educator claims to be counseling a student, SBEC may consider whether
the educator’s job duties included counseling, whether the educator reported
the subject of the counseling to the student’s guardians or to the appropriate
school personnel, or, in the case of alleged abuse or neglect, whether the
educator reported the abuse or neglect to the appropriate authorities; and
g. Any other evidence tending to show the context of the communications
between educator and student.
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2. Making inappropriate comments about a student’s body, creating or transmitting
sexually suggestive photographs or images, or encouraging the student to transmit
sexually suggestive photographs or images.
3. Making sexually demeaning comments to a student.
4. Making comments about a student’s potential sexual performance.
5. Requesting details of a student’s sexual history.
6. Requesting a date, sexual contact, or any activity intended for the sexual gratification
of the educator.
7. Engaging in conversations regarding the sexual problems, preferences, or fantasies of
either party.
8. Inappropriate hugging, kissing, or excessive touching.
9. Providing the student with drugs or alcohol.
10. Violating written directives from school administrators regarding the educator's
behavior toward a student.
11. Suggestions that a romantic relationship is desired after the student graduates,
including post-graduation plans for dating or marriage.
12. Any other acts tending to show that the educator solicited a romantic relationship
with the student.
The link to and reprint of the district’s policy that includes definitions and procedures for
reporting and investigating harassment of students is below:
Policy FFH (LOCAL) Student Welfare: Freedom from Discrimination, Harassment, and
Retaliation
FFH (LOCAL)
STUDENT WELFARE: FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION
Note: This policy addresses discrimination, harassment, and retaliation involving District
students. For provisions regarding discrimination, harassment, and retaliation involving
District employees, see DIA. For reporting requirements related to child abuse and neglect, see
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FFG. Note that FFH shall be used in conjunction with FFI (bullying) for certain prohibited
conduct.
STATEMENT OF NONDISCRIMINATION - The District prohibits discrimination, including
harassment, against any student on the basis of race, color, religion, sex, gender, national origin
disability, age or any other basis prohibited by law. The District prohibits dating violence, as
defined by this policy. Retaliation against anyone involved in the complaint process is a
violation of District policy and is prohibited.
DISCRIMINATION - Discrimination against a student is defined as conduct directed at a student
on the basis of race, color, religion, sex, gender, national origin, disability, age or on any other
basis prohibited by law, that adversely affects the student.
PROHIBITED HARASSMENT - Prohibited harassment of a student is defined as physical, verbal,
or nonverbal conduct based on the student’s race, color, religion, gender, national origin,
disability or any other basis prohibited by law that is so severe, persistent, or pervasive that the
conduct:
1. Affects a student’s ability to participate in or benefit from an educational
program or activity, or creates an intimidating, threatening, hostile, or offensive
educational environment;
2. Has the purpose of substantially or unreasonable interfering with the student’s
academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
Prohibited harassment includes dating violence as defined by this policy.
EXAMPLES – Examples of prohibited harassment may include offensive or derogatory
language directed at another person’s religious beliefs or practices, accent, skin
color, or need for accommodation; threatening, intimidating, or humiliating conduct,
offensive jokes, name calling, slurs, or rumors; physical aggression or assault; display of
graffiti or printed material promoting racial, ethnic, or other negative stereotypes; or
other kinds of aggressive conduct such as theft or damage to property.
SEXUAL HARASSMENT
BY AN EMPLOYEE Sexual harassment of a student by a District employee includes both
welcome and unwelcome sexual advances; requests for sexual favors; sexually motivated
physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature
when:
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1. A District employee causes the student to believe that the student must submit
to the conduct in order to participate in school program or activity, or that the
employee will make an educational decision based on whether or not the
student submits to the conduct:
Or
2. The conduct is so severe, persistent, or pervasive that it:
a. Affects student’s ability to participate in or benefits from an educational
program or activity, or otherwise adversely affects the student’s
educational opportunities; or
b. Creates an intimidating, threatening, hostile, or abusive educational
environment.
Romantic or inappropriate social relationships between students and District employees
are prohibited. Any sexual relationship between a student and a District employee is
always prohibited, even if consensual. [See DH]
BY OTHERS - Sexual harassment of a student, including harassment committed by another
student includes unwelcome sexual advances; requests for sexual favors; or sexually motivated
physical, verbal, or nonverbal conduct when the conduct is so severe, persistent, or pervasive
that it:
1. Affects a student’s ability to participate in or benefit from an educational
program or activity, or creates an intimidating, threatening, hostile, or offensive
educational environment;
2. Has the purpose or effect of substantially or unreasonably interfering with the
student’s academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
EXAMPLES -Examples of sexual harassment of a student may include sexual advances;
touching intimate body parts or coercing physical contact that is sexual in nature; jokes
or conversations of a sexual nature; and other sexually motivated conduct,
communications, or contact.
Necessary or permissible physical contact such as assisting a child by taking the child’s
hand, comforting a child with a hug, or other physical contact not reasonably construed
as sexual in nature is not sexual harassment.
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Gender-Based Harassment - Gender-based harassment includes physical, verbal, or nonverbal
conduct based on the student’s gender, the student’s expression of characteristics perceived as
stereotypical for the student’s gender, or the student’s failure to conform to stereotypical
notions of masculinity or femininity. For purposes of this policy, gender-based harassment is
considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the
conduct: 1. Affects a student’s ability to participate in or benefit from an educational program
or activity, or creates an intimidating, threatening, hostile, or offensive educational
environment; 2. Has the purpose or effect of substantially or unreasonably interfering with the
student’s academic performance; or 3. Otherwise adversely affects the student’s educational
opportunities.
Examples - Examples of gender-based harassment directed against a student, regardless
of the student’s or the harasser’s actual or perceived sexual orientation or gender
identity, may include offensive jokes, name-calling, slurs, or rumors; physical aggression
or assault; threatening or intimidating conduct; or other kinds of aggressive conduct
such as theft or damage to property
DATING VIOLENCE - Dating violence occurs when a person in a current or past dating
relationship uses physical, sexual, verbal, or emotional abuse to harm, threaten, intimidate, or
control the other person in the relationship. Dating violence also occurs when a person
commits these acts against a person in a marriage or dating relationship with the individual
who is or was once in a marriage or dating relationship with the person committing the offense.
EXAMPLES - Examples of dating violence against a student may include physical or
sexual assaults name-calling; put-downs; or threats directed at the student, the
student’s family members, or members of the student’s household. Additional
examples may include destroying property belonging to the student, threatening to
commit suicide or homicide if the student ends the relationship, attempting to isolate
the student from friends and family, stalking, threatening a student's spouse or current
dating partner, or encouraging others to engage in these behaviors.
For purposes of this policy, dating violence is considered prohibited harassment if the
conduct is so severe, persistent, or pervasive that the conduct:
1. Affects a student’s ability to participate in or benefit from an educational
program or activity, or creates an intimidating, threatening, hostile, or
offensive educational environment.
2. Has the purpose or effect of substantially or unreasonably interfering
with the student’s Academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
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Examples - Examples of dating violence against a student may include physical or sexual
assaults; name-calling; put-downs; or threats directed at the student, the student’s
family members, or members of the student’s household. Additional examples may
include destroying property belonging to the student, threatening to commit suicide or
homicide if the student ends the relationship, attempting to isolate the student from
friends and family, stalking, threatening a student’s spouse or current dating partner, or
encouraging others to engage in these behaviors.
RETALIATION - The District prohibits retaliation by a student or District employee against a
student alleged to have experienced discrimination or harassment, including dating violence, or
another student who, in good faith, makes a report of harassment or discrimination, serves as a
witness, or participates in an investigation.
EXAMPLES - Examples of retaliation may include threats, rumor spreading, ostracism,
assault, destruction of property, unjustified punishments, or unwarranted grade
reductions. Unlawful retaliation does not include petty slights or annoyances.
False Claim - A student who intentionally makes a false claim, offers false statements, or
refuses to cooperate with a District investigation regarding discrimination or harassment,
including dating violence, shall be subject to appropriate disciplinary action.
PROHIBITED CONDUCT - In this policy, the term “prohibited conduct” includes discrimination,
harassment, dating violence, and retaliation as defined by this policy, even if the behavior does
not rise to the level of unlawful conduct.
REPORTING PROCEDURES – Student Report - Any student who believes that he or she has
experienced prohibited conduct or believes that another student has experienced prohibited
conduct should immediately report the alleged acts to a teacher, counselor, principal, other
District employee, or the appropriate District official listed in this policy.
Employee Report - Any District employee who suspects or receives notice that a student or
group of students has or may have experienced prohibited conduct shall immediately notify the
appropriate District official listed in this policy and take any other steps required by this policy.
DEFINITION OF DISTRICT OFFICIALS - For the purposes of this policy, District officials are the
Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent.
TITLE IX COORDINATOR -Reports of discrimination based on sex, including sexual harassment
or gender-based harassment, may be directed to the designated Title IX coordinator for
students. [See FFH(EXHIBIT)]
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ADA/SECTION 504 COORDINATOR - Reports of discrimination based on disability may be
directed to the ADA/Section 504 coordinator for students. [See FFH(EXHIBIT)]
SUPERINTENDENT - The Superintendent shall serve as coordinator for purposes of District
compliance with all other nondiscrimination laws.
Alternative Reporting Procedures - A student shall not be required to report prohibited
conduct to the person alleged to have committed the conduct. Reports concerning prohibited
conduct, including reports against the Title IX coordinator or ADA/Section 504 coordinator, may
be directed to the Superintendent. A report against the Superintendent may be made directly
to the Board. If a report is made directly to the Board, the Board shall appoint an appropriate
person to conduct an investigation.
Timely Reporting - Reports of prohibited conduct shall be made as soon as possible after the
alleged act or knowledge of the alleged act. A failure to immediately report may impair the
District’s ability to investigate and address the prohibited conduct.
Notice to Parents - The District official or designee shall promptly notify the parents of any
student alleged to have experienced prohibited conduct by a District employee or another
adult. [For parental notification requirements regarding an allegation of educator misconduct
with a student, see FFF.]
Investigation of the Report - The District may request, but shall not require, a written report. If
a report is made orally, the District official shall reduce the report to written form.
Initial Assessment - Upon receipt or notice of a report, the District official shall
determine whether the allegations, if proven, would constitute prohibited conduct as
defined by this policy. If so, the District shall immediately undertake an investigation,
except as provided below at Criminal Investigation. If the District official determines that
the allegations, if proven, would not constitute prohibited conduct as defined by this
policy, the District official shall refer the complaint for consideration under FFI.
Interim Action - If appropriate and regardless of whether a criminal or regulatory
investigation regarding the alleged conduct is pending, the District shall promptly take
interim action calculated to address prohibited conduct or bullying prior to the
completion of the District’s investigation.
District Investigation - The investigation may be conducted by the District official or a
designee, such as the principal, or by a third party designated by the District, such as an
attorney. When appropriate, the principal shall be involved in or informed of the
investigation.
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The investigation may consist of personal interviews with the person making the report,
the person against whom the report is filed, and others with knowledge of the
circumstances surrounding the allegations. The investigation may also include analysis
of other information or documents related to the allegations.
Criminal Investigation - If a law enforcement or regulatory agency notifies the District
that a criminal or regulatory investigation has been initiated, the District shall confer
with the agency to determine if the District investigation would impede the criminal or
regulatory investigation. The District shall proceed with its investigation only to the
extent that it does not impede the ongoing criminal or regulatory investigation. After
the law enforcement or regulatory agency has finished gathering its evidence, the
District shall promptly resume its investigation.
Concluding the Investigation - Absent extenuating circumstances, such as a request by a
law enforcement or regulatory agency for the District to delay its investigation, the
investigation should be completed within ten District business days from the date of the
report; however, the investigator shall take additional time if necessary to complete a
thorough investigation.
The investigator shall prepare a written report of the investigation. The report shall
include a determination of whether prohibited conduct or bullying occurred. The report
shall be filed with the District official overseeing the investigation.
Notification of Outcome - Notification of the outcome of the investigation shall be
provided to both parties in compliance with FERPA.
District Action –
Prohibited Conduct - If the results of an investigation indicate that prohibited conduct
occurred, the District shall promptly respond by taking appropriate disciplinary action in
accordance with the Student Code of Conduct and may take corrective action
reasonably calculated to address the conduct.
Corrective Action - Examples of corrective action may include a training program for
those involved in the complaint, a comprehensive education program for the school
community, counseling to the victim and the student who engaged in prohibited
conduct, follow-up inquiries to determine if any new incidents or any instances of
retaliation have occurred, involving parents and students in efforts to identify problems
and improve the school climate, increasing staff monitoring of areas where prohibited
conduct has occurred, and reaffirming the District’s policy against discrimination and
harassment.
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Bullying - If the results of an investigation indicate that bullying occurred, as defined by FFI, the
District official shall refer to FFI for appropriate notice to parents and District action. The
District official shall refer to FDB for transfer provisions.
Improper Conduct - If the investigation reveals improper conduct that did not rise to the level
of prohibited conduct or bullying, the District may take disciplinary action in accordance with
the Student Code of Conduct or other corrective action reasonably calculated to address the
conduct.
Confidentiality - To the greatest extent possible, the District shall respect the privacy of the
complainant, persons against whom a report is filed, and witnesses. Limited disclosures may be
necessary in order to conduct a thorough investigation and comply with applicable law.
Appeal - A student or parent who is dissatisfied with the outcome of the investigation may
appeal through FNG(LOCAL), beginning at the appropriate level. A student or parent shall be
informed of his or her right to file a complaint with the United States Department of Education
Office for Civil Rights.
Records Retention - The District shall retain copies of allegations, investigation reports, and
related records regarding any prohibited conduct in accordance with the District’s records
retention schedules, but for no less than the minimum amount of time required by law. [See
CPC]
Access to Policy and Procedures - Information regarding this policy and any accompanying
procedures shall be distributed annually in the employee and student handbooks. Copies of the
policy and procedures shall be posted on the District’s website, to the extent practicable, and
readily available at each campus and the District’s administrative offices.
FFH (REGULATION)
Note: The procedures below address allegations of prohibited conduct other than
allegations of sexual harassment prohibited by Title IX. [See FFH] For TASB’s Title IX model
procedures, see TASB Legal Services’ eSource.
1
For provisions regarding bullying, see FFI. Note that FFH should be used in conjunction with
FFI for conjunction with FFI for certain alleged conduct.
Please see the student handbook for further information and resources on child sexual abuse,
including awareness, prevention, and appropriate action.
_____________________________________________________________________________
Initial Assessment: Except for allegations of conduct that, if proved, would meet the
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definition of sexual harassment under Title IX, the following guidelines apply when
assessing student complaints of discrimination, harassment, or retaliation committed by an
employee or another adult associated with the District or a complaint of student-to-student
harassment or dating violence when the allegations presented, if proven, would constitute
prohibited conduct as defined by District policy at FFH.
In the event that the allegations, if proven, would not constitute prohibited conduct as defined
by District policy at FFH, the Superintendent or designee may then need to refer to policies
and procedures at FFI, regarding bullying, or the Student Code of Conduct for other improper
conduct.
Investigative Procedures: The investigator must maintain confidentiality to the extent
possible and as allowed by law and must advise the complainant that limited disclosure may
be necessary to complete a thorough investigation. Records of the investigation must be
maintained in accordance with FB(LOCAL)
General Consideration: If possible, when investigating allegations of discrimination and/or
gender-based harassment, the investigator should be the same sex as the student. During the
investigative process, the student to be permitted to be accompanied by a parent, friend, or
advisor.
In the course of the investigation, the investigator may also need to determine whether
the allegations, if proven, would constitute bullying as defined by District policy. If the
allegations would constitute bullying, the investigator will need to make a determination
about the bullying incident in accordance with policies and procedures at FFI.
Investigative Procedures:
In conducting the investigation, the investigator will:
1.
Take immediate action to protect the student from the alleged situation.
2.
Notify parents of the allegations, explain to them the purpose of the investigation,
and keep them apprised during the process.
3.
Assure complainant of protection from retaliation.
4.
Advise complainant that the District does not tolerate discrimination, harassment, dating
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violence, or retaliation and help the complainant feel secure about presenting allegations
of wrongdoing.
5.
Notify Child Protective Services of the Department of Family and Protective Services or
local law enforcement within 48 hours, if there is a cause to believe the student has been
sexually abused or neglected or has been a victim of indecency with a child.
6.
If a law enforcement or regulatory agency notifies the District that a criminal or regulatory
investigation has been initiated, confer with the agency to determine if the District
investigation would impede the criminal or regulatory investigation and proceed only to
the extent that the District’s investigation does not impede the ongoing agency
investigation. After the law enforcement or regulatory agency has
7.
Reduce all complaints to writing. If the student refuses to make or sign a written complaint,
the administrator will carefully document the allegations in writing and record the date and
circumstances of the interview.
8.
Take a sworn statement if at all possible.
9.
Secure any physical evidence.
10.
Interview the complainant first, proceeding chronologically through the allegations.
11.
Interview the alleged victim, if that person is not also the complainant. Assure the
alleged victim of protection from retaliation.
12.
Interview any witnesses.
13.
Maintain detailed notes of all interviews. Notes will be read to witnesses to verify
details and to ensure accuracy. Record facts, not conclusions. In addition, the
interviewer may audio-record the interview.
14.
Develop a summary of interview notes, which should be signed by a witness to verify
the accuracy of their statements. If a witness declines to sign the summary or to
allow the use of his or her name, the interviewer will note that restriction and retain
the unsigned document.
15.
Interview the alleged harasser and take a written or sworn statement, if possible.
The alleged harasser will be presented with all allegations and allowed the
opportunity to respond to each.
16.
Advise the alleged harasser that retaliation against the victim or any witnesses is
strictly prohibited by the District’s sexual harassment policy.
17.
Not concede the truth or falsehood of the allegations during the course of the
investigation.
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18.
Not divulge information regarding the identity of the victim or alleged perpetrator
unnecessarily when interviewing other witnesses.
19.
Document all efforts made to investigate the alleged abuse or harassment.
20.
If alleged harasser is a District employee, complete the investigation even if the
employee resigns from employment before completion of the investigation.
21.
Prepare a written report of the investigation.
Investigation Report: The Superintendent or designee will communicate the results of the
investigation to the alleged victim, the alleged victim’s parents, the alleged harasser, and the
alleged harasser’s parents, in accordance with the Family Educational Rights and Privacy Act
(FERPA).
The investigation report should include any determinations made by the investigator regarding
prohibited conduct and bullying and the actions to be taken in response to such
determinations.
Disciplinary Action Against a Student: If upon completion of the investigation the investigator
determines that disciplinary action against a student is warranted, the investigator will proceed
with the appropriate course of action, in accordance with the District’s Student Code of
Conduct.
Against an Employee: If, upon completion of the investigation, the investigator determines that
misconduct occurred or disciplinary action against an employee is warranted, the investigator
will notify the principal and the Superintendent.
Principal Report to Superintendent: Within timelines established by law, a principal must notify
the Superintendent about an employee’s termination or resignation following an allegation of
certain misconduct under law. (See DF, DP)
Superintendent Report to SBEC: Within timelines established by law, the Superintendent must
notify TEA’s Division of Educator Investigations upon gaining knowledge about an employee’s
termination or resignation when there is evidence of certain misconduct under law or upon
receiving the above required notification from the principal. (See DF, DHB, DHC)
Note: Information regarding Superintendent Reporting Requirements can be found on TEA’s
website.
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Reporting Suspected Child Abuse
Policies DG, FFG, GRA
All employees with reasonable cause to believe that a child’s physical or mental health or
welfare has been adversely affected by abuse or neglect, as defined by Texas Family Code
§261.001, are required by state law to make a report to a law enforcement agency, Child
Protective Services (CPS), or appropriate state agency (e.g., state agency operating, licensing,
certifying, or registering the facility) within 48 hours of the event that led to the suspicion.
Alleged abuse or neglect involving a person responsible for the care, custody, or welfare of the
child (including a teacher) must be reported to CPS.
Employees are also required to make a report if they have reasonable cause to believe that an
adult was a victim of abuse or neglect as a child and they determine in good faith that the
disclosure of the information is necessary to protect the health and safety of another child,
elderly person, or person with a disability.
Reports to Child Protective Services can be made online at
https://www.txabusehotline.org/Login/Default.aspx or to the Texas Abuse Hotline (800-252-
5400). State law specifies that an employee may not delegate to or rely on another person or
administrator to make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse
or neglect is immune from liability unless the report is made in bad faith or with malicious
intent. In addition, the district is prohibited from taking an adverse employment action against
a certified or licensed professional who, in good faith, reports child abuse or neglect or who
participates in an investigation regarding an allegation of child abuse or neglect.
An employee’s failure to make the required report may result in prosecution as a Class A
misdemeanor. The offense of failure to report by a professional may be a state jail felony if it is
shown the individual intended to conceal the abuse or neglect. In addition, a certified
employee’s failure to report may result in disciplinary procedures by SBEC for a violation of the
Texas Educators’ Code of Ethics.
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 to 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
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parent or school administrator against the desires of the duly authorized investigator is
prohibited.
Sexual Abuse and Maltreatment of Children
The district has established a plan for addressing sexual abuse and other maltreatment of
children, which may be accessed at FFG (LEGAL) and (LOCAL). As an employee, it is important
for you to be aware of warning signs that could indicate a child may have been or is being
sexually abused or maltreated. Sexual abuse in the Texas Family Code is defined as any sexual
conduct harmful to a child’s mental, emotional, or physical welfare as well as a failure to make
a reasonable effort to prevent sexual conduct with a child. Maltreatment is defined as abuse or
neglect. Anyone who has reasonable cause to believe that a child has been or may be abused or
neglected has a legal responsibility under state law for reporting the suspected abuse or neglect
following the procedures described above in Reporting Suspected Child Abuse.
Reporting Crime
Policy DG
The Texas Whistleblower Act protects district employees who make good faith reports of
violations of law by the district to an appropriate law enforcement authority. The district is
prohibited from suspending, terminating the employment of, or taking other adverse personnel
action against, an employee who makes a report under the Act. State law also provides
employees with the right to report a crime witnessed at the school to any peace officer with
authority to investigate the crime.
Scope and Sequence
Policy DG
If a teacher determines that students need more or less time in a specific area to demonstrate
proficiency in the Texas Essential Knowledge and Skills (TEKS) for that subject and grade level,
the district will not penalize the teacher for not following the district’s scope and sequence.
The district may take appropriate action if a teacher does not follow the district’s scope and
sequence based on documented evidence of a deficiency in classroom instruction. This
documentation can be obtained through observation or substantiated and documented third-
party information.
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Technology Resources
Policy CQ
The district’s technology resources, including its networks, computer systems, email accounts,
devices connected to its networks, and all district-owned devices used on or off school
property, are primarily for administrative and instructional purposes. Limited personal use is
permitted if the use:
• Imposes no tangible cost to the district.
• Does not unduly burden the district’s technology resources.
• Has no adverse effect on job performance or on a student’s academic performance.
Electronic mail transmissions and other use of the technology resources are not confidential
and can be monitored at any time to ensure appropriate use.
Employees are required to abide by the provisions of the district’s acceptable use agreement
and administrative procedures. Failure to do so can result in suspension of access or
termination of privileges and may lead to disciplinary and legal action. Employees with
questions about computer use and data management can contact the Technology Department.
TECHNOLOGY RESOURCES CQ (EXHIBIT)C
____________________________________________________________
Introduction
The purpose of this handbook is to provide information that will help with questions and pave
the way for a successful year. Not all district policies and procedures are included. Those that are,
have been summarized. Suggestions for additions and improvements to this handbook are
welcome and may be sent to Staci Ashley, Executive Director of Human Resources.
This handbook is neither a contract nor a substitute for the official district policy manual. Nor is
it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide
to and a brief explanation of district policies and procedures related to employment. These
policies and procedures can change at any time; these changes shall supersede any handbook
provisions that are not compatible with the change. For more information, employees may refer
to the policy codes that are associated with handbook topics, confer with their supervisor, or call
the appropriate district office.
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District policies can be accessed on line at http://pol.tasb.org/Home/Index/421 District
regulations can be accessed on line at https://www.ectorcountyisd.org/page/1069
EMPLOYEE AGREEMENT FOR ACCEPTABLE USE OF THE
ELECTRONIC COMMUNICATIONS SYSTEM
You are being given access to the District’s technology resources. Through this system, you
will be able to communicate with other schools, colleges, organizations, and people around
the world through the Internet and other technology resources/networks. You will have access
to hundreds of databases, libraries, and computer services all over the world.
With this opportunity comes responsibility. It is important that you read the District
policy, administrative regulations, and agreement form and ask questions if you need help
in understanding them. Inappropriate system use will result in suspension or revocation of
the privilege of using this educational and administrative tool.
Please note that the Internet is a network of many types of communication and
information networks. It is possible that you may run across some material you might find
objectionable. While the District will use filtering technology to restrict access to such
material, it is not possible to absolutely prevent such access. It will be your responsibility to
follow the rules for appropriate use.
RULES FOR APPROPRIATE USE
The account is to be used mainly for educational purposes, but limited personal use is
permitted.
You will be held responsible at all times for the proper use of your account, and the District
may suspend or revoke your access if you violate the rules.
Remember that people who receive e-mail from you with a school address might think your
message represents the school’s point of view.
INAPPROPRIATE USES
Using the system for any illegal purpose.
Disabling, bypassing or attempting to disable any Internet filtering device.
Encrypting communications to avoid security review.
Borrowing someone else’s account without permission.
Pretending to be someone else when transmitting or receiving messages.
Using inappropriate language such as swear words, vulgarity, ethnic or racial slurs, and
any other inflammatory language.
Downloading or using copyrighted information without permission from the copyright
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holder.
Intentionally introducing a virus to the computer system.
Transmitting or accessing materials that is abusive, obscene, sexually oriented
threatening, harassing, damaging to another’s reputation, or illegal.
Transmitting pictures without obtaining prior permission from all individuals depicted,
or from parents or depicted individuals who are under the age of 18.
Posting messages or accessing materials that are abusive, obscene, sexually
oriented, threatening, harassing, damaging to another’s reputation, or illegal.
Wasting school resources through improper use of the computer system, including
sending chain letters.
Gaining unauthorized access to restricted information or resources.
Using personal internet connections for students or direct instruction.
CONSEQUENCES FOR INAPPROPRIATE USE
Suspension of access to the system;
Revocation of the computer system account; or
Other disciplinary or legal action, in accordance with the District policies and
applicable laws.
EMPLOYEE DATA MANAGEMENT AND USER CONFIDENTIALITY AGREEMENT
This section applies for employees who currently use or will use an ECISD online database
system. ECISD online database systems include but are not limited to such systems as iTCCS,
txGradebook, MUNIS, KRONOS and Eduphoria. The opportunity to use this system will provide
effective and efficient data management with the online maintenance and/or read-only access
to student, personnel and/or business applications. With this opportunity comes responsibility
due to the extremely sensitive/confidential nature of this data.
Access to the ECISD online databases is for professional school use only. You will be held
responsible at all times for the proper use of this account, and access may be suspended or
revoked if you violate any of the terms of this agreement. Any disclosure by verbal or written
means, copying, distribution, or use of the information in the database by an unauthorized
person is prohibited. With the exception of documents produced from the system specifically
designed for release to individuals or groups in the public, the information is not to be shared
with person/s outside of ECISD.
Access to the databases from outside the workplace/ECISD network is a privilege offered to
ECISD exempt personnel only. Access to databases by non-exempt personnel from outside the
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workplace/ECISD network is prohibited in an effort to prevent potential problems stemming
from FLSA regulations.
Those exempt personnel who access their login information from outside of the ECISD network
assume the responsibility for resolving connectivity problems. It is not within the scope of
responsibilities of either the Information Systems Department or the Information Technology
Department to resolve connectivity problems or to trouble shoot response time issues or any
other issues that are incurred outside of the ECISD network.
A. To this end, this agreement is incorporated as part of the overall ECISD Employee
Agreement for Acceptable Use of Electronic Communications and Data Management
Systems:
B. The user understands that any user ID and password assigned for access to databases is
to be considered private and confidential and that sharing user IDs and/or passwords is
prohibited. The user understands that using someone else’s account is prohibited.
C. The user is responsible for any computer transactions performed as a result of access
authorized through his user ID and password.
D. The user is responsible for changing his/her password if he/she suspects that it has been
compromised.
E. The user will not intentionally or knowingly enter any unauthorized data, or change any
data without authorization.
F. The user understands that confidential information includes, but is not limited to, any
information that has the potential to identify a student, including aggregates with fewer
than five members; social security numbers for students or staff; and e-mail addresses of
members of the public.
G. The user agrees that access and viewing of confidential data will be limited to the purpose
intended by the application.
H. The user agrees to monitor and protect confidential information.
I. The user understands that any unauthorized disclosure of confidential student
information is illegal as provided in the Family Educational Rights and Privacy Act of 1974
(FERPA) and in the implementing of federal regulations found in 34 CFR, Part 99. FERPA
is specially incorporated into the Texas Open Records Act as an exception to records that
are subject to disclosures to the public (Government Code, Section 552.026). The user
understands that release of confidential student information is prohibited by the Texas
Government Code, Section 552.352, and that such an offense constitutes a Class A
misdemeanor.
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J. The user understands that any data sets or output reports that he/she may generate
using confidential data shall be protected. The user shall not distribute to any
unauthorized person any data sets or reports that contains confidential data.
K. The user certifies that the information contained in this form with which this agreement
is declared is, to the best of his/her knowledge, correct and that he has been duly
authorized to access this confidential information. User further certifies that any
ensuing program and activity will be conducted in accordance with all applicable Federal
and State laws and regulations.
The employee agreement shall be renewed each academic year.
I understand that my computer use is not private and that the District may monitor my
activity on the computer system at any time.
I have read the District’s Electronic Communications system policy CQ(LOCAL) and CQ
(Regulations) and agree to abide by their provisions. I understand that the policy can be
located on the ECISD website at: http://pol.tasb.org/Home/Index/421
In consideration of the privilege of using the District’s electronic communications system and
in consideration for having access to the public networks, I hereby release the District, its
operators, and any institutions with which they are affiliated from any and all claims and
damages of any nature arising from my use of, or inability to use, the system, including, without
limitation, the type of damages identified in the District’s policy and administrative regulations
including the transfer of files between home and District workstations.
NOTE: Signature Acknowledgement will be completed via the Employee Self Service (ESS)
system. Employees will receive an email notification to complete.
Personal Use of Electronic Communications
Policy CQ, DH
Electronic communications include all forms of social media, such as text messaging, instant
messaging, electronic mail (email), web logs (blogs), wikis, electronic forums (chat rooms),
video-sharing websites (e.g., YouTube, TikTok), editorial comments posted on the Internet, and
social network sites (e.g., Facebook, Twitter, LinkedIn, Instagram). Electronic communications
also include all forms of telecommunication such as landlines, cell phones, and web-based
applications.
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 communications as they are for any
other public conduct. If an employee’s use of electronic communications interferes with the
employee’s ability to effectively perform his or her job duties, the employee is subject to
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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.
An employee who uses electronic communications for personal purposes shall observe the
following:
• The employee may not set up or update the employee’s personal social network page(s)
using the district’s computers, network, or equipment.
• The employee shall limit use of personal electronic communication devices to send or
receive calls, text messages, pictures, and videos to breaks, meal times, and before and
after scheduled work hours, unless there is an emergency or the use is authorized by a
supervisor to conduct district business.
• The employee shall not use the district’s logo or other copyrighted material of the
district without express written consent.
• An employee may not share or post, in any format, information, videos, or pictures
obtained while on duty or on district business unless the employee first obtains written
approval from the employee’s immediate supervisor. Employees should be cognizant
that they have access to information and images that, if transmitted to the public, could
violate privacy concerns.
• The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Texas Educators’ Code of Ethics, even when
communicating regarding personal and private matters, regardless of whether the
employee is using private or public equipment, on or off campus. These restrictions
include:
o Confidentiality of student records. [See Policy FL]
o Confidentiality of health or personnel information concerning colleagues, unless
disclosure serves lawful professional purposes or is required by law. [See DH
(EXHIBIT)]
o Confidentiality of district records, including educator evaluations and private
email addresses. [See Policy GBA]
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o Copyright law [See Policy CY]
o Prohibition against harming others by knowingly making false statements about
a colleague or the school system. [See DH (EXHIBIT)]
See Electronic Communications between Employees, Students, and Parents, below, for
regulations on employee communication with students through electronic media.
Electronic Communications between Employees, Students,
and Parents
Policy DH
A certified or licensed employee, or any other employee designated in writing by the
superintendent or a campus principal, may use electronic communications with students who
are currently enrolled in the district. The employee must comply with the provisions outlined
below. Electronic communications between all other employees and students who are enrolled
in the district are prohibited. Employees are not required to provide students with their
personal phone number or email address.
An employee is not subject to the provisions regarding electronic communications with a
student to the extent the employee has a social or family relationship with a student. For
example, an employee may have a relationship with a niece or nephew, a student who is the
child of an adult friend, a student who is a friend of the employee’s child, or a member or
participant in the same civic, social, recreational, or religious organization. An employee who
claims an exception based on a social relationship shall provide written consent from the
student’s parent. The written consent shall include an acknowledgement by the parent that:
• The employee has provided the parent with a copy of this protocol;
• The employee and the student have a social relationship outside of school;
• The parent understands that the employee’s communications with the student are
excepted from district regulation; and
• The parent is solely responsible for monitoring electronic communications between the
employee and the student.
The following definitions apply for the use of electronic media with students:
• Electronic communications means any communication facilitated by the use of any
electronic device, including a telephone, cellular telephone, computer, computer
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network, personal data assistant, or pager. The term includes email, text messages,
instant messages, and any communication made through an Internet website, including
a social media website or a social networking website.
• Communicate means to convey information and includes a one-way communication as
well as a dialogue between two or more people. A public communication by an
employee that is not targeted at students (e.g., a posting on the employee’s personal
social network page or a blog) is not a communication: however, the employee may be
subject to district regulations on personal electronic communications. See Personal Use
of Electronic Media, above. Unsolicited contact from a student through electronic
means is not a communication.
• Certified or licensed employee means a person employed in a position requiring SBEC
certification or a professional license, and whose job duties may require the employee
to communicate electronically with students. The term includes classroom teachers,
counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians,
licensed therapists, and athletic trainers.
An employee who communicates electronically with students shall observe the following:
• The employee is prohibited from knowingly communicating with students using any
form of electronic communications, including mobile and web applications, that are not
provided or accessible by the district unless a specific exception is noted below.
• The employee shall limit communications to matters within the scope of the employee’s
professional responsibilities (e.g., for classroom teachers, matters relating to class work,
homework, and tests; for an employee with an extracurricular duty, matters relating to
the extracurricular activity).
• The employee is prohibited from knowingly communicating with students through a
personal social network page; the employee must create a separate social network page
(“professional page”) for the purpose of communicating with students. The employee
must enable administration and parents to access the employee’s professional page.
• The employee shall not communicate directly with any student between the hours of 7
p.m. and 7 a.m. An employee may, however, make public posts to a social network site,
blog, or similar application at any time.
• The employee does not have a right to privacy with respect to communications with
students and parents.
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• The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Texas Educators’ Code of Ethics including:
o Compliance with the Public Information Act and the Family Educational Rights
and Privacy Act (FERPA), including retention and confidentiality of student
records. [See Policies CPC and FL]
o Copyright law [Policy CY]
o Prohibitions against soliciting or engaging in sexual conduct or a romantic
relationship with a student. [See Policy DH]
• Upon request from administration, an employee will provide the phone number(s),
social network site(s), or other information regarding the method(s) of electronic media
the employee uses to communicate with one or more currently-enrolled students.
• Upon written request from a parent or student, the employee shall discontinue
communicating with the student through email, text messaging, instant messaging, or
any other form of one-to-one communication.
• An employee may request an exception from one or more of the limitations above by
submitting a written request to his or her immediate supervisor.
• All staff are required to use school email accounts for all electronic communications
with parents. Communication about school issues through personal email accounts or
text messages are not allowed as they cannot be preserved in accordance with the
district’s record retention policy.
• An employee shall notify his or supervisor in writing within one business day if a student
engages in an improper electronic communication with the employee. The employee
should describe the form and content of the electronic communication.
DH EXHIBIT B: EMPLOYEE AGREEMENT FOR ELECTRONIC COMMUNICATIONS
WITH STUDENTS
Employee’s name (print): _______________________________________________
Indicate the electronic communications tool(s) that you would like to use:
__ I do not use any type of electronic communication with students.
__ Text (must include parent receipt)
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__ E-mail
__ Messages through District approved websites, including social media or social
networking websites
__ Other
If other, please describe here: ___________________________________________
__________________________________________________________
Provide a brief description of the class/group that will be using the electronic communication
tool and the purpose of the intended use.
___________________________________________________________________________
Indicate whether the electronic communications tool listed above will be open to the school
community, limited to a particular class or particular grade or group within the school, or open
to a larger community.
(check only one)
__ Open within the school community
__ Limited (indicate which class, grade, or group has access)
__Open to larger community
Explain: _______________________________________________________________
Please verify that the electronic communications tool indicated above and your use of the tool
complies with relevant District policies and regulations and that you have reviewed these
policies and regulations to determine whether it is appropriate for use by your intended
audience. In addition, verify that you have reviewed with your students the policies and
guidelines relating to acceptable use of electronic communications. [See CQ and DH]
Employee’s Signature: _________________________________________________________
Employee’s mobile number that will be used for this purpose: _________________________
Date: __________________________
____________________________________________________________________________
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For Office Use Only
__ Approved
__ Denied
Reason if denied: _______________________________________________________
Principal’s Signature: __________________________________________________________
Date: ___________________________
Public Information on Private Devices
Policy DH
Employees should not maintain district information on privately owned devices. Any district
information must be forwarded or transferred to the district to be preserved. The district will
take reasonable efforts to obtain public information in compliance with the Public Information
Act. Reasonable efforts may include:
• Verbal or written directive
• Remote access to district-owned devices and services
Criminal History Background Checks
Policy DBAA
Employees may be subject to a review of their criminal history record information at any time
during employment. National criminal history checks based on an individual’s fingerprints,
photo, and other identification will be conducted on certain employees and entered into the
Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and
SBEC with access to an employee’s current national criminal history and updates to the
employee’s subsequent criminal history.
Employee Arrests and Convictions
Policy DH
An employee must notify his or her principal or immediate supervisor within three calendar
days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any
felony, and any of the other offenses listed below:
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• Crimes involving school property or funds
• Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any
certificate or permit that would entitle any person to hold or obtain a position as an
educator
• Crimes that occur wholly or in part on school property or at a school-sponsored activity
• Crimes involving moral turpitude
Moral turpitude includes the following:
• Dishonesty
• Fraud
• Deceit
• Theft
• Misrepresentation
• Deliberate violence
• Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of
the actor
• Crimes involving any felony possession or conspiracy to possess, or any misdemeanor or
felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any
controlled substance
• Felonies involving driving while intoxicated (DWI)
• Acts constituting abuse or neglect under the Texas Family Code.
If an educator is arrested or criminally charged, the superintendent is also required to report
the educator’s criminal history to the Division of Investigations at TEA.
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Alcohol and Drug-Abuse Prevention
Policy DH
Ector County ISD is committed to maintaining an alcohol- and drug-free environment and will
not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or
school-sanctioned activities on or off school property. Employees who use or are under the
influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during
working hours may be dismissed. The district’s policy regarding employee drug use follows:
Alcohol and Drugs/Notice of Drug-Free Workplace: An employee shall not manufacture,
distribute, dispense, possess, use, or be under the influence of any of the following substances
during working hours while on District property or at school-related activities during or outside
of usual working hours:
1. Any controlled substance or dangerous drug as defined by law, including but not limited to
marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or
barbiturate.
2. Alcohol or any alcoholic beverage.
3. Any abusable glue, aerosol paint, or any other chemical substance for inhalation.
4. Any other intoxicant or mood-changing, mind-altering, or behavior-altering drug.
An employee need not be legally intoxicated to be considered “under the influence” of a
controlled substance.
Exceptions: It shall not be considered a violation of this policy if the employee:
1. Manufactures, possesses, or dispenses a substance listed above as part of the employee’s job
responsibilities;
2. Uses or possesses a controlled substance or drug authorized by a licensed physician
prescribed for the employee’s personal use; or
3. Possesses a controlled substance or drug that a licensed physician has prescribed for the
employee’s child or other individual for whom the employee is a legal guardian.
Sanctions: An employee who violates these drug-free workplace provisions shall be subject to
disciplinary sanctions. Sanctions may include:
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1. Referral to drug and alcohol counseling or rehabilitation programs;
2. Referral to employee assistance programs;
3. Termination from employment with the District; and
4. Referral to appropriate law enforcement officials for prosecution.
Notice: Employees shall receive a copy of this policy. DH(LOCAL)
Dress and Grooming
An employee’s dress and grooming shall be clean, neat, in a manner appropriate for his or her
assignment, and in accordance with any additional standards established by his or her
supervisor and approved by the Superintendent.
Tobacco Products and E-Cigarette Use
Policies DH, FNCD, GKA
State law prohibits smoking, using tobacco products, or e-cigarettes on all district-owned
property and at school-related or school-sanctioned activities, on or off school property. This
includes all buildings, playground areas, parking facilities, and facilities used for athletics and
other activities. Drivers of district-owned vehicles are prohibited from smoking, using tobacco
products, or e-cigarettes while inside the vehicle. Notices stating that smoking is prohibited by
law and punishable by a fine are displayed in prominent places in all school buildings. E-
cigarettes is identified in the Texas Health and Safety code Section 161.081.
Fraud and Financial Impropriety
Policy CAA
All employees should act with integrity and diligence in duties involving the district’s financial
resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and
financial impropriety include the following:
• Forgery or unauthorized alteration of any document or account belonging to the district
• Forgery or unauthorized alteration of a check, bank draft, or any other financial
document
• Misappropriation of funds, securities, supplies, or other district assets including
employee time
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• Impropriety in the handling of money or reporting of district financial transactions
• Profiteering as a result of insider knowledge of district information or activities
• Unauthorized disclosure of confidential or proprietary information to outside parties
• Unauthorized disclosure of investment activities engaged in or contemplated by the
district
• Accepting or seeking anything of material value from contractors, vendors, or other
persons providing services or materials to the district, except as otherwise permitted by
law or district policy
• Inappropriately destroying, removing, or using records, furniture, fixtures, or equipment
• Failing to provide financial records required by federal, state, or local entities
• Failure to disclose conflicts of interest as required by law or district policy
• Any other dishonest act regarding the finances of the district
• Failure to comply with requirements imposed by law, the awarding agency, or a pass-
through entity for state and federal awards
Conflict of Interest
Policy CB, DBD
Employees are required to disclose in writing to the district any situation that creates a
potential conflict of interest with proper discharge of assigned duties and responsibilities or
creates a potential conflict of interest with the best interests of the district. This includes the
following:
• A personal financial interest,
• A business interest,
• Any other obligation or relationship,
• Non-school employment.
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An employee shall disclose in writing to his or her immediate supervisor any outside
employment that in any way creates a potential conflict of interest with the proper discharge of
assigned duties and responsibilities or with the best interest of the District.
An employee shall disclose in writing to his or her immediate supervisor any private tutoring of
District students for pay.
No employee shall use his/her position with the District to attempt to sell products or services.
Gifts and Favors
Policy DBD
Employees may not accept gifts or favors that could influence, or be construed to influence, the
employee’s discharge of assigned duties. The acceptance of a gift, favor, or service by an
administrator or teacher that might reasonably tend to influence the selection of textbooks,
electronic textbooks, instructional materials or technological equipment may result in
prosecution of a Class B misdemeanor offense. This does not include staff development,
teacher training, or instructional materials such as maps or worksheets that convey information
to students or contribute to the learning process.
Endorsements
Policy DBD
Employees shall not recommend, endorse, or require students to purchase any product,
material, or service in which the employee has a financial interest or that is sold by a company
that employs or retains the District employee during non-school hours.
Employees shall not require students to purchase a specific brand of school supplies if other
brands are equal and suitable for the intended instructional purpose.
Copyrighted Materials
Policy CY
Employees are expected to comply with the provisions of federal copyright law relating to the
unauthorized use, reproduction, distribution, performance, or display of copyrighted materials
(i.e., printed material, videos, computer data and programs, etc.). Electronic media, including
motion pictures and other audiovisual works, are to be used in the classroom for instructional
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purposes only. Duplication or backup of computer programs and data must be made within the
provisions of the purchase agreement.
Associations and Political Activities
Policy DGA
The district will not directly or indirectly discourage employees from participating in political
affairs or require any employee to join any group, club, committee, organization, or association.
Employees may join or refuse to join any professional association or organization.
An individual’s employment will not be affected by membership or a decision not to be a
member of any employee organization that exists for the purpose of dealing with employers
concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions
of work. Use of district resources including work time for political activities is prohibited.
The district encourages personal participation in the political process, including voting.
Employees who need to be absent from work to vote during the early voting period or on
election day must communicate with their immediate supervisor prior to the absence.
Charitable Contributions
Policy DG
The Board or any employee may not directly or indirectly require or coerce an employee to
make a contribution to a charitable organization or in response to a fundraiser. Employees
cannot be required to attend a meeting called for the purpose of soliciting charitable
contributions. In addition, the Board or any employee may not directly or indirectly require or
coerce an employee to refrain from making a contribution to a charitable organization or in
response to a fundraiser or attending a meeting called for the purpose of soliciting charitable
contributions.
Safety
Policy CK series
The district has developed and promotes a comprehensive program to ensure the safety of its
employees, students, and visitors. The safety program includes guidelines and procedures for
responding to emergencies and activities to help reduce the frequency of accidents and
injuries. See Emergencies on page 96 for additional information.
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To prevent or minimize injuries to employees, coworkers, and students and to protect and
conserve district equipment, employees must comply with the following requirements:
• Observe all safety rules.
• Keep work areas clean and orderly at all times.
• Immediately report all accidents to their supervisor.
• Operate only equipment or machines for which they have training and authorization.
While driving on district business, employees are required to abide by all state and local traffic
laws. Employees driving on district business are prohibited from texting and using other
electronic devices that require both visual and manual attention while the vehicle is in motion.
Employees will exercise care and sound judgment on whether to use hands-free technology
while the vehicle is in motion.
Employees with questions or concerns relating to safety programs and issues can contact their
immediate supervisor.
Possession of Firearms and Weapons
Policies DH, FNCG, GKA
Employees, visitors, and students, including those with a license to carry a handgun, are
prohibited from bringing firearms, knives, clubs, or other prohibited weapons onto school
premises (i.e., building or portion of a building) or any grounds or building where a school-
sponsored activity takes place. A person, including an employee, who holds a license to carry a
handgun may transport or store a handgun or other firearm or ammunition in a locked vehicle
in a parking lot, garage, or other district provided parking area, provided the handgun or
firearm or ammunition is properly stored, and not in plain view. To ensure the safety of all
persons, employees who observe or suspect a violation of the district’s weapons policy should
report it to their supervisor or call ECISD Police immediately.
Visitors in the Workplace
Policy GKC
All visitors are expected to enter any district facility through the main entrance and sign in or
report to the building’s main office. Authorized visitors will receive directions or be escorted to
their destination. Employees who observe an unauthorized individual on the district premises
should immediately direct him or her to the building office or contact the administrator in
charge.
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Asbestos Management Plan
Policy CKA
The district is committed to providing a safe environment for employees. An accredited
management planner has developed an asbestos management plan for each school. A copy of
the district’s management plan is kept in the ECISD District Operations office and is available for
inspection during normal business hours.
Pest Control Treatment
Policies CLB, DI
Employees are prohibited from applying any pesticide or herbicide without appropriate training
and prior approval of the integrated pest management (IPM) coordinator. Any application of
pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated
pest management program.
Notices of planned pest control treatment will be posted in a district building 48 hours before
the treatment begins. Notices are generally located at every facility at the entrance of the
building. In addition, individual employees may request in writing to be notified of pesticide
applications. An employee who requests individualized notice will be notified by telephone,
written, or electric means. Pest control information sheets are available from campus principals
or facility managers upon request.
General Procedures
Emergency School Closing
The district may close schools because of severe weather, epidemics, or other emergency
conditions. When such conditions exist, the Superintendent will make the official decision
concerning the closing of the district’s facilities. When it becomes necessary to open late, to
release students early, or to cancel school, district officials will post a notice on the district’s
website and notify the following radio and television stations:
Big 2‐ KMID
CBS 7‐ KOSA
NewsWest 9‐ KWES/Telemundo
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ICA Radio‐ KCRS AM
Fox‐ KPEJ West Texas Radio Group – Kiks99
Cumulus Radio – KODM
Univision – KUPB
Information about changes to the school day schedule or closures will be posted to ECISD
Facebook and Twitter.
Emergencies
Policies CKC, CKD
All employees should be familiar with the safety procedures for responding to emergencies,
including a medical emergency. Employees should locate evacuation diagrams posted in their
work areas and be familiar with shelter in place, lockout, and lockdown procedures. Emergency
drills will be conducted to familiarize employees and students with safety and evacuation
procedures. Each campus is equipped with an automatic external defibrillator. Fire
extinguishers are located throughout all district buildings. Employees should know the location
of these devices and procedures for their use.
Purchasing Procedures
Policy CH
All requests for purchases must be submitted to the Purchasing department on an official
district purchase order (PO) form with the appropriate approval signatures. No purchases,
charges, or commitments to buy goods or services for the district can be made without a PO
number. The district will not reimburse employees or assume responsibility for purchases made
without authorization. Employees are not permitted to purchase supplies or equipment for
personal use through the district’s business office. Contact Purchasing Department for
additional information on purchasing procedures.
Name and Address Changes
It is important that employment records be kept up to date. It is the responsibility of the
employee if there are any changes or corrections to their name, home address, contact
telephone number, or emergency contact. The form to initiate a change is located under
Employee Self Service under Personal Information.
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Personnel Records
Policy DBA, GBA
Most district records, including personnel records, are public information and must be released
upon request. In most cases, an employee’s personal email address is confidential and may not
be released without the employee’s permission.
Employees may choose to have the following personal information withheld:
• Address
• Phone number, including personal cell phone number
• Emergency contact information
• Information that reveals whether they have family members
The choice to not allow public access to this information or change an existing choice may be
made at any time by submitting a written request to Human Resources Director. New or
terminated employees have 14 days after hire or termination to submit a request. Otherwise,
personal information may be released to the public until a request to withhold the information
is submitted or another exception for release of information under law applies. An employee is
responsible for notifying the district if he or she is subject to any exception for disclosure of
personal or confidential information.
Facility Use
Policies DGA, GKD
Employees who wish to use district facilities after school hours must follow established
procedures. The District Operations office is responsible for scheduling the use of facilities after
school hours, and to request to use school facilities, as well as, to obtain information on the
fees charged.
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Termination of Employment
Resignations
Policy DFE, DHB
Contract Employees. Contract employees may resign their position without penalty at the end
of any school year if electric notice (for teachers) or written notice (for all other employees) is
received at least 45 days before the first day of instruction of the following school year. An
electronic/written notice of resignation should be submitted to the Human Resources
Department. Contract employees may request to be released from contract at any other time
only with the approval of the Superintendent or the Board of Trustees. Resignation without
consent may result in disciplinary action by the State Board for Educator Certification (SBEC).
The principal is required to notify the superintendent of an educator’s resignation within seven
business days following an alleged incident of misconduct for any of the acts listed in Reports to
Texas Education Agency on page 104. The superintendent will notify SBEC when an employee
resigns and there is evidence to indicate that the employee has engaged in such misconduct.
Noncontract Employees. Noncontract employees may resign their position at any time. A
written notice of resignation should be submitted to appropriate HR Director at least two
weeks prior to the effective date. Employees are encouraged to include the reasons for leaving
in the letter of resignation but are not required to do so.
The principal is required to notify the appropriate HR Director of a noncertified employee’s
resignation or termination within seven business days following an alleged incident of
misconduct of abuse of a student, or was involved in a romantic relationship with or solicited or
engaged in sexual conduct with a student or minor. The superintendent or designee will notify
TEA within seven business days of receiving a report from a principal, or of knowing about an
employee’s resignation or termination following an alleged incident of misconduct described
above.
Dismissal or Nonrenewal of Contract Employees
Policies DF Series, DHB
Employees on probationary, term, and continuing contracts can be dismissed during the school
year according to the procedures outlined in district policies. Employees on probationary or
term contracts can be nonrenewed at the end of the contract term. Contract employees
dismissed during the school year, suspended without pay, or subject to a reduction in force are
entitled to receive notice of the recommended action, an explanation of the charges against
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them, and an opportunity for a hearing. The timelines and procedures to be followed when a
suspension, termination, or nonrenewal occurs will be provided when a written notice is given
to an employee.
The principal is required to notify the superintendent of an educator’s termination within seven
business days following an alleged incident of misconduct for any of the acts listed in Reports to
Texas Education Agency on page 104. The superintendent or designee will notify SBEC when an
employee is terminated and there is evidence to indicate that the employee has engaged in
such misconduct.
Advance notification requirements do not apply when a contract employee is dismissed for
failing to obtain or maintain appropriate certification or when the employee’s certification is
revoked for misconduct. Information on the timelines and procedures can be found in the DF
series policies that are provided to employees or are available online.
Dismissal of Noncontract Employees
Policies DCD, DP
Noncontract employees are employed at will and may be dismissed without notice, a
description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any
employee for reasons of race, color, religion, sex, national origin, age, disability, military status,
genetic information, any other basis protected by law, or in retaliation for the exercise of
certain protected legal rights. Noncontract employees who are dismissed have the right to
grieve the termination. The dismissed employee must follow the district process outlined in this
handbook when pursuing the grievance. (See Complaints and Grievances, page 43.)
The principal is required to notify the superintendent of a noncertified employee’s resignation
or termination within seven business days following an alleged incident of misconduct of abuse
of a student, or was involved in a romantic relationship with or solicited or engaged in sexual
conduct with a student or minor. The superintendent or designee will notify TEA within seven
business days of receiving a report from a principal, or knew about an employee’s resignation
or termination following an alleged incident of misconduct described above.
Discharge of Convicted Employees
Policy DF
The district shall discharge any employee who has been convicted of or placed on deferred
adjudication community supervision for an offense requiring the registration as a sex offender
or convicted of a felony under Title 5 Penal Code if the victim was a minor.
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If the offense is more than 30 years before the date the person’s employment began or the
person satisfied all terms of the court order entered on conviction the requirement to discharge
does not apply.
Exit Surveys and Procedures
Exit surveys will be sent to all employees leaving the district. Separating employees are asked to
provide the district with a forwarding address and phone number and complete a questionnaire
that provides the district with feedback on his or her employment experience. All district keys,
books, property, including employee I.D. badge, and equipment (including but not limited to
computer, iPad, etc.) must be returned upon separation from employment.
Reports to Texas Education Agency
Policies DF, DHB, DHC
Certified Employees. The resignation or termination of a certified employee must be reported
to the Division of Investigations at TEA if there is evidence that the employee was involved in
any of the following:
• Any form of sexual or physical abuse of a minor, or any other unlawful conduct with a
student or a minor
• Soliciting or engaging in sexual contact or a romantic relationship with a student or
minor
• The possession, transfer, sale, or distribution of a controlled substance
• The illegal transfer, appropriation, or expenditure of district or school property or funds
• An attempt by fraudulent or unauthorized means to obtain or alter any certificate or
permit for the purpose of promotion or additional compensation
• Committing a criminal offense or any part of a criminal offense on district property or at
a school-sponsored event.
The reporting requirements above are in addition to the superintendent’s ongoing duty to
notify TEA when a certified employee or an applicant for certification has a reported criminal
history or engaged in conduct violating the assessment security procedures established under
TEC §39.0301. “Reported criminal history” means any formal criminal justice system charges
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and dispositions including arrests, detentions, indictments, criminal information, convictions,
deferred adjudications, and probations in any state or federal jurisdiction that is obtained by a
means other than the Fingerprint-based Applicant Clearinghouse of Texas (FACT).
Noncertified Employees. The voluntary or involuntary separation of a noncertified employee
from the District must be reported to the Division of Investigations at TEA by the
superintendent or designee if there is evidence the employee abused or otherwise committed
an unlawful act with a student or minor, was involved in a romantic relationship with a student
or minor, or solicited or engaged in sexual contact with a student or minor.
Reports Concerning Court-Ordered Withholding
The district is required to report the termination of employees that are under court order or
writ of withholding for child support or spousal maintenance. Notice of the following must be
sent to the support recipient and the court or, in the case of child support, the Texas Attorney
General Child Support Division:
• Termination of employment not later than the seventh day after the date of termination
• Employee’s last known address
• Name and address of the employee’s new employer, if known
Ector County ISD Employee Handbook 106
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Student Issues
Equal Educational Opportunities
Policies FB, FFH
In an effort to promote nondiscrimination and as required by law, Ector County ISD does not
discriminate on the basis of race, color, religion, national origin, age, sex, or disability in
providing education services, activities, and programs, including Career and Technical Education
(CTE) programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX
of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as
amended.
Questions or concerns about discrimination against students based on sex, including sexual
harassment should be directed to Elaine Smith, Title IX Coordinator/HR Director, 802 N. Sam
Houston, Odessa, Texas; [email protected]; 432-456-4359, the district Title IX
coordinator for students.
Questions or concerns about discrimination on the basis of a disability should be directed to
Heidi Helferich, Supervisor Dyslexia/Section 504; 802 N. Sam Houston, Odessa, Texas;
[email protected]; 432-456-0060, the district ADA/Section 504 coordinator for
students.
Student Records
Policy FL
Student records are confidential and are protected from unauthorized inspection or use.
Employees should take precautions to maintain the confidentiality of all student records. The
following people are the only people who have general access to a student’s records:
• Parents: Married, separated, or divorced unless parental rights have been legally
terminated and the school has been given a copy of the court order terminating
parental rights
• The student: The rights of parents transfer to a student who turns 18 or is enrolled in an
institution of post-secondary education. A district is not prohibited from granting the
student access to the student’s records before this time.
• School officials with legitimate educational interests
Ector County ISD Employee Handbook 107
August 4, 2021
The student handbook provides parents and students with detailed information on student
records. Parents or students who want to review student records should be directed to the
campus principal or administrator, as applicable, for assistance.
Parent and Student Complaints
Policy FNG
In an effort to hear and resolve parent and student complaints in a timely manner and at the
lowest administrative level possible, the board has adopted orderly processes for handling
complaints on different issues. Any campus office or the office of Student and School Support
can provide parents and students with information on filing a complaint.
Parents are encouraged to discuss problems or complaints with the teacher or the appropriate
administrator at any time. Parents and students with complaints that cannot be resolved to
their satisfaction should be directed to the campus principal. The formal complaint process
provides parents and students with an opportunity to be heard up to the highest level of
management if they are dissatisfied with a principal’s response.
Administering Medication to Students
Policy FFAC
Only designated employees may administer prescription medication, nonprescription
medication, and herbal or dietary supplements to students. Exceptions apply to the self-
administration of asthma medication, medication for anaphylaxis (e.g., EpiPen
), and
medication for diabetes management, if the medication is self-administered in accordance with
district policy and procedures. A student who must take any other medication during the school
day must bring a written request from his or her parent and the medicine in its original,
properly labeled container. Contact the principal or school nurse for information on procedures
that must be followed when administering medication to students.
Dietary Supplements
Policies DH, FFAC
District employees are prohibited by state law from knowingly selling, marketing, or distributing
a dietary supplement that contains performance-enhancing compounds to a student with
whom the employee has contact as part of his or her school district duties. In addition,
employees may not knowingly endorse or suggest the ingestion, intranasal application, or
inhalation of a performance-enhancing dietary supplement to any student.
Ector County ISD Employee Handbook 108
August 4, 2021
Psychotropic Drugs
Policy FFAC
A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease
or as a component of a medication. It is intended to have an altering effect on perception,
emotion, or behavior and is commonly described as a mood- or behavior-altering substance.
District employees are prohibited by state law from doing the following:
• Recommending that a student use a psychotropic drug
• Suggesting a particular diagnosis
• Excluding from class or school-related activity a student whose parent refuses to
consent to a psychiatric evaluation or to authorize the administration of a psychotropic
drug to a student
Student Conduct and Discipline
Policies in the FN series and FO series
Students are expected to follow the classroom rules, campus rules, and rules listed in the
Student Handbook and Student Code of Conduct. Teachers and administrators are responsible
for taking disciplinary action based on a range of discipline management strategies that have
been adopted by the district. Other employees that have concerns about a particular student’s
conduct should contact the classroom teacher or campus principal.
Student Attendance
Policy FEB
Teachers and staff should be familiar with the district’s policies and procedures for attendance
accounting. These procedures require minor students to have parental consent before they are
allowed to leave campus. These requirements are addressed in campus training and in the
student handbook. Contact the campus principal for additional information.
Ector County ISD Employee Handbook 109
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Bullying
Policy FFI
Bullying is defined by §TEC 37.0832. All employees are required to report student complaints of
bullying, including cyberbullying, to teacher, school counselor, principal or other employee. The
district’s policy includes definitions and procedures for reporting and investigating bullying of
students and is reprinted below:
FFI (LOCAL) Student Welfare: Freedom From Bullying
FFI (LOCAL) STUDENT WELFARE: FREEDOM FROM BULLYING
_________________________________________________________________________
Note: This policy addresses bullying of District students. For purposes of this policy, the term
bullying includes cyberbullying. For provisions regarding discrimination and harassment
involving District students, see FFH. Note that FFI shall be used in conjunction with FFH for
certain prohibited conduct. For reporting requirements related to child abuse and neglect, see
FFG.
_____________________________________________________________________________________
Bullying Prohibited: The District prohibits bullying, including cyberbullying, as defined by state
law. Retaliation against anyone involved in the complaint process is a violation of District policy
and is prohibited.
Examples: Bullying of a student could occur by physical contact or through electronic
means and may include hazing, threats, taunting, teasing, confinement, assault,
demands for money, destruction of property, theft of valued possessions, name calling,
rumor spreading, or ostracism.
Retaliation: The District prohibits retaliation by a student or District employee against any
person who in good faith makes a report of bullying, serves as a witness, or participates in an
investigation.
Examples: Examples of retaliation may include threats, rumor spreading, ostracism,
assault, destruction of property, unjustified punishments, or unwarranted grade
reductions. Unlawful retaliation does not include petty slights or annoyances.
False Claim: A student who intentionally makes a false claim, offers false statements, or refuses
to cooperate with a District investigation regarding bullying shall be subject to appropriate
disciplinary action.
Ector County ISD Employee Handbook 110
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Timely Reporting: Reports of bullying shall be made as soon as possible after the alleged act or
knowledge of the alleged act. A failure to immediately report may impair the District’s ability to
investigate and address the prohibited conduct.
Reporting Procedures:
Student Report: To obtain assistance and intervention, any student who believes that
he or she has experienced bullying or believes that another student has experienced bullying
should immediately report the alleged acts to a teacher, school counselor, principal, or other
District employee. The Superintendent shall develop procedures allowing a student to
anonymously report an alleged incident of bullying.
Employee Report: Any District employee who suspects or receives notice that a student
or group of students has or may have experienced bullying shall immediately notify the
principal or designee.
Report Format: A report may be made orally or in writing. The principal or designee
shall reduce any oral reports to written form.
Notice of Report:
When an allegation of bullying is reported, the principal or designee shall notify a parent
of the alleged victim on or before the third business day after the incident is reported. The
principal or designee shall also notify a parent of the student alleged to have engaged in the
conduct within a reasonable amount of time after the incident is reported.
Prohibited Conduct:
The principal or designee shall determine whether the allegations in the report, if
proven, would constitute prohibited conduct as defined by policy FFH, including dating violence
and harassment or discrimination on the basis of race, color, religion, sex, gender, national
origin, or disability. If so, the District shall proceed under policy FFH. If the allegations could
constitute both prohibited conduct and bullying, the investigation under FFH shall include a
determination on each type of conduct.
Investigation of Report:
The principal or designee shall conduct an appropriate investigation based on the
allegations in the report. The principal or designee shall promptly take interim action calculated
to prevent bullying during the course of an investigation, if appropriate.
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Concluding the Investigation:
Absent extenuating circumstances, the investigation should be completed within ten
District business days from the date of the initial report alleging bullying; however, the principal
or designee shall take additional time if necessary to complete a thorough investigation.
The principal or designee shall prepare a final, written report of the investigation. The
report shall include a determination of whether bullying occurred, and if so, whether the victim
used reasonable self-defense. A copy of the report shall be sent to the Superintendent or
designee.
Notice to Parents:
If an incident of bullying is confirmed, the principal or designee shall promptly notify the
parents of the victim and of the student who engaged in bullying.
District Action:
Bullying: If the results of an investigation indicate that bullying occurred, the District
shall promptly respond by taking appropriate disciplinary action in accordance with the
District’s Student Code of Conduct and may take corrective action reasonably calculated to
address the conduct. The District may notify law enforcement in certain circumstances.
Discipline: A student who is a victim of bullying and who used reasonable self-defense in
response to the bullying shall not be subject to disciplinary action. The discipline of a student
with a disability is subject to applicable state and federal law in addition to the Student Code of
Conduct.
Corrective Action: Examples of corrective action may include a training program for the
individuals involved in the complaint, a comprehensive education program for the school
community, follow-up inquiries to determine whether any new incidents or any instances of
retaliation have occurred, involving parents and students in efforts to identify problems and
improve the school climate, increasing staff monitoring of areas where bullying has occurred,
and reaffirming the District’s policy against bullying.
Transfers: The principal or designee shall refer to FDB for transfer provisions.
Counseling: The principal or designee shall notify the victim, the student who engaged in
bullying, and any students who witnessed the bullying of available counseling options.
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August 4, 2021
Improper Conduct: If the investigation reveals improper conduct that did not rise to the level of
prohibited conduct or bullying, the District may take action in accordance with the Student
Code of Conduct or any other appropriate corrective action.
Confidentiality: To the greatest extent possible, the District shall respect the privacy of the
complainant, persons against whom a report is filed, and witnesses. Limited disclosures may be
necessary in order to conduct a thorough investigation.
Appeal: A student who is dissatisfied with the outcome of the investigation may appeal
through FNG(LOCAL), beginning at the appropriate level.
Records Retention: Retention of records shall be in accordance with CPC(LOCAL).
Access to Policy and Procedures: This policy and any accompanying procedures shall be
distributed annually in the employee and student handbooks. Copies of the policy and
procedures shall be posted on the District’s website, to the extent practicable, and shall be
readily available at each campus and the District’s administrative offices.
Hazing
Policy FNCC
Students must have prior approval from the principal or designee for any type of “initiation
rites” of a school club or organization. While most initiation rites are permissible, engaging in or
permitting “hazing” is a criminal offense. Any teacher, administrator, or employee who
observes a student engaged in any form of hazing, who has reason to know or suspect that a
student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion
to the designated campus administrator.
Ector County ISD Employee Handbook 113
August 4, 2021
Index
Administering medication, 102
Administration, 11
Alcohol and drug
abuse prevention, 87
testing, 18
Arrests and convictions, 86
Asbestos management plan, 93
Assault leave, 39
Associations and political activities, 91
At-will employment, 17
Automatic payroll deposits, 24
Background checks, 86
Bad weather closing, 94
Benefits
cafeteria plan, 26
health insurance, 26
leave, 29
retirement, 28
supplemental insurance, 26
workers’ compensation, 27, 38
Board of Trustees
information, 9
meeting schedule, 11
members, 10
Breaks, 20
Breast milk, 20
Bullying, 104
Cafeteria plan benefits, 26
Certification
health and safety training, 19
maintaining, 17
parent notification, 21
Change of address, 95
Charitable contributions, 92
Child abuse
reporting, 73
sexual, 74
Code of ethics, 52
Committees, 22
Compensation, 22
Complaints
employee, 43
parent and student, 102
Compliance coordinators, 15, 101
Compliance with a subpoena, 40
Conduct and welfare, 51
Conflict of interest, 90
Contract
employment, 16
noncertified employees, 17
nonrenewal, 97
Copyright materials, 91
Court appearances, 40
Court-ordered withholding, 100
Crime reporting, 75
Criminal history, 86
Dietary supplements, 102
Directories
helpful contacts, 12
school, 14
Discrimination
employee, 55
student, 101
Dismissal
contract employees, 97
noncontract employees, 97
District
communications, 42
description, 8
information, 8
map, 8
mission statement, 8
Ector County ISD Employee Handbook 114
August 4, 2021
Drug
abuse prevention, 87
psychotropic, 103
testing, 18
E-cigarettes, 89
Electronic communications, 80, 81
Emergencies, 95
Employee
conduct and welfare, 51
involvement, 22
recognition, 42
Employment
after retirement, 16
at-will, 17
authorization documents, 17
contract, 16
noncontract, 16
outside, 21
Equal opportunity
educational, 101
employment, 15
Every Student Suceeds Act, 21
Exit interviews, 99
Facility use, 96
Family and medical leave, 34
Firearms, 93
Form I-9, 17
Fraud, 89
General procedures, 94
Gifts and favors, 91
Grievances, 43
Harassment, 55, 61
Hazing, 107
Health insurance, 26
Health safety training, 19
Helpful contacts, 12
Insurance
health, 26
supplemental, 26
unemployment, 27
Internet use, 80, 81
Job vacancy announcements, 16
Jury duty, 39
Leave
assault, 39
bank, 34
court appearance, 40
discretionary, 31
extended, 33
family and medical, 34
jury duty, 39
local, 33
medical certification, 30
military, 40
nondiscretionary, 31
peace officers, 41
personal, 30
pool, 34
proration, 31
religious observance, 40
sick, 31
temporary disability, 38
truancy court appearance, 40
workers' compensation, 38
Maltreatment of children, 74
Medications, 102
Military leave, 40
Mission statement, 8
Name and address changes, 95
Nonrenewals, 97
Nursing mothers, 20
Outside employment, 21
Overtime, 25
Parent and student complaints, 102
Parent notification, 21
Paychecks, 23
Payroll
automatic deposits, 24
deductions, 24
schedule, 23
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August 4, 2021
Peace officer leave, 41
Performance evaluation, 21
Personal leave, 30
Personnel records, 96
Pest control treatment, 94
Political activities, 91
Possession of firearms and weapons, 93
Psychotropic drugs, 103
Public information, 86
Purchasing procedures, 95
Qualifying exigency, 37
Reassignments, 19
Religious observance, 40
Resignations, 97
contract employees, 97
noncontract employees, 97
Retaliation, 55
Retirement
benefits, 28
employment after, 16
Safety, 92
Salaries, 22
School
calendar, 12
closing, 94
directory, 14
Scope and sequence, 75
Searches, 18
Sexual harassment, 61
Sick leave, 31
Staff development, 22
Standards of conduct, 51
Student
attendance, 103
bullying, 104
complaints, 102
dietary supplements, 102
discipline, 103
equal educational opportunities, 101
harassment, 61
hazing, 107
medication, 102
records, 101
Supplemental insurance, 26
TEA reports, 99
Teacher retirement, 28
Technology resources, 75
Temporary disability leave, 38
Termination
discharge of convicted employees, 98
disimissal during the contract term, 97
exit interviews, 99
noncontract employees, 98
nonrenewal, 97
reports to TEA, 97, 99
resignation, 97
Text messaging, 81
Tobacco
products, 89
use, 89
Training
health and safety, 19
staff development, 22
Transfers, 19
Travel expenses, 26
Truancy court appearances, 40
Tutoring, 21
Unemployment insurance, 27
Vacancy announcements, 16
Vacation, 33
Visitors, 93
Wages, 22
Weapons, 93
Whistleblower Act, 75
Work schedule, 20
Workers’ compensation benefits, 27, 38
Workload, 20