• Compliance Coordinator
• Coordinator of curriculum, instruction, and assessment; MOCAP
• Professional development, school improvement (MSIP 6)
• Reading Support Plans
• Human resources, employee recruitment, and retention

• Budget, Finance, Audit
• Skyward administrator
• Payroll
• Employee or retiree benefits and options
• Worker's compensation
• Timeclock

• IDEA compliance
• Supervision of special education programming
• Nonpublic, ESEA, Title IA, Title IIA, Title IIIA, Title IVA
• Coordinator of ELL services, gifted programming, and MAP-A
• Public notices

• McKinney-Vento Homeless, homebound, foster care
• Title IX Coordinator and 504 Coordinator
• Social work, counseling, bullying and harassment
• Safety Coordinator

• District communications plan, community relations
• External communications, liaison with media
• Internal communications
• Administrator of website and social media accounts
• Crisis communications, Public Information Officer

• Core Data/MOSIS
• Enrollment/Student Information
• Assistant to Executive Director of Special Programs
• Assistant to Executive Director of Student Services

• Bills and invoices
• Expense checks
• Purchase orders
• Purchasing cards
• Red Rover (Substitute teacher portal)
• Coordinates Missouri Unified School Insurance Council training for staff (Vector Solutions)

• Employee recruitment
• Employee onboarding (employee benefits, Skyward, leave)
• Background checks, and badges
• TalentEd

• Board Secretary
• Certification
• Board Policy

• 8/18 All Staff Breakfast required attendance
• Snow days eligible for paid leave if accumulated
• Less than 12 month staff do not work on non-student attendance days, such as winter or spring break.  Exceptions include the before/after school year and professional development days listed above.

Policy AC
The Fulton School District No. 58 Board of Education is committed to maintaining a workplace and educational environment that is free from illegal discrimination, harassment and retaliation in admission or access to, or treatment or employment in, its programs, services, activities and facilities. In accordance with law, the district strictly prohibits discrimination and harassment against employees, students or others on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic information or any other characteristic protected by law. The Fulton School District No. 58 is an equal opportunity employer.

In accordance with state law, the Fulton School District No. 58 is required to provide all employees with information regarding eligibility for the Public Service Loan Forgiveness Program. Employees who work full-time in a public school district might be eligible for this program. The Public Service Loan Forgiveness Program forgives the remaining balance on Direct Student Loans for borrowers after they have made 120 qualifying monthly payments under a qualifying repayment plan, as long as the borrower is not in default. Visit https://dhewd.mo.gov/ppc/public-service-loan-forgiveness for more information about the program and to determine whether you are eligible under this program.

Policy GCA & Policy GDA
The Board of Education may, upon the recommendation of the superintendent, elect and appoint certificated professional staff positions, assistant principals, principals, directors, and other supervisory personnel as may be required for proper classification and accreditation of the schools, and to accomplish the district's goals and objectives.

Policy GBEBC
The district is committed to providing a safe learning environment for students. As part of this effort, in accordance with this policy, the district will require criminal background checks of employees as well as certain volunteers and others present on district property. The board directs the superintendent or designee to develop procedures and practices consistent with this policy.

Policy GCG
The superintendent shall recommend employment for the professional staff, maintain personnel records, administer leaves, evaluate performance, keep the Board apprised of the performance of district employees and take action when necessary to discipline or terminate employees. If a question exists as to when a teacher will earn tenure or whether an employee is tenured, the superintendent or designee is authorized to contact the district's attorney for advice.

1. Alcohol.
2. Controlled substances for which the employee does not have a valid prescription.
3. Unauthorized inhalants.
4. Counterfeit or imitation controlled substances.
5. Marijuana or marijuana-infused products.
6. Any other illegal drug.
7. Any drug or medicine prohibited on district property by law or policy.
8. Substances intended to create a false negative on a drug test.

Policy GBCB
It is the responsibility of all employees to project a positive image for the students served by the Fulton School District. Every employee is expected to present a neat, well-groomed appearance during working hours. Each school or department has established its own dress code guidelines within the professional expectations established by the Board of Education and the Superintendent. Employees will dress in accordance with their job responsibilities. Instructional staff should dress appropriately for the teaching assignment. Other employees may be required to wear specific clothing types or safety equipment. Questions about appropriate attire, equipment, or dress code should be directed to the immediate supervisor.

Policy GCN
The Board requires a program of comprehensive, performance-based evaluations for the teachers and other professional staff members it employs in order to ensure high-quality staff performance that improves student achievement. Evaluation instruments used by the district will minimally reflect the Essential Principles of Effective Evaluation as adopted by the Missouri State Board of Education (State Board). Fulton Public Schools will use the Network for Educator Effectiveness (NEE) for performance-based teacher evaluation in 2021-2022. The NEE platform has multiple evaluation tools including the professional development plan, classroom observation, and summative evaluation. View the teacher evaluation handbook for additional information.

Policy GDN
The superintendent or designee will regularly evaluate the performance of all support staff employees in the district. The primary purpose of the evaluation is to promote the continuous growth of support staff employees in a manner that is aligned with the district's Comprehensive School Improvement Plan (CSIP) and, where applicable, building improvement plans (BIPs) with the goal of contributing to a positive education environment. Results of the evaluation will inform employment and compensation decisions, but may not be the only factor considered.

Policy GBL
It is the intent of the Board of Education to maintain complete and current personnel files for all district employees. Personnel records will include, but are not limited to: documentation of necessary certifications and licenses; compensation records; documentation of benefits received or offered and overtime or compensatory time earned; performance evaluations; records of disciplinary actions; and other records the district determines are necessary to effectively manage the employment relationship and verify compliance with relevant state and federal laws. Personnel records will be retained in accordance with the Missouri Secretary of State's applicable retention manuals.

Policy GBCA
All employees of the Fulton School District No. 58 shall adhere to the laws regarding conflict of interest and avoid situations where their decisions or actions in their employment capacities violate the provisions of this policy or conflict with the mission of the district.

Upon initial employment and annually thereafter, all employees are required to complete the online insurance training for school safety. The due date for completion is the end of business day on August 21, 2026. This website can be accessed at https://fulton-mo.safeschools.com/login. The username is the first four letters of your first name and your entire last name. No password is required. Please contact Central Office if you have additional questions.

Policy GCL
The Board of Education of the Fulton School District No. 58 recognizes the relationship between high-quality professional development and student achievement and therefore commits to a high-quality professional staff development program. The program will be aligned with the current District Strategic Plan and based on available student achievement data and the results of needs assessment at the school and district level.

All employees are required to have direct deposit. Changes to direct deposit MUST be received at Central Office by the 1st of any month to make it effective for that month’s payroll. Paystubs are available to view online through the district’s Skyward Employee Access and is available via our website fulton58.org under the staff link.

Automatic payroll deductions for the Missouri Public School Retirement System (PSRS) or the Public Education Employee’s Retirement System (PEERS) are required for all eligible employees. Social Security, Medicare, State and Federal income tax are required for all employees. Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, and life insurance, flexible fringe benefit programs, and tax deferred savings plan. Salary deductions are automatically made for unauthorized or unpaid leave for contracted staff.

All hourly staff will be required to certify their time for work performed at the end of each week in Skyward Time Tracking. Staff will review hours worked, leave requested, make appropriate corrections and then submit certification that the hours are verified. Staff abusing the time tracking system by inflating hours, excessive edits or misrepresenting their time worked may be subject to dismissal.

• Food service staff opening the cafeteria at 5:30 am then school is canceled at 5:45 am will be allowed two hours of compensation at the individual's regular rate.
• Maintenance staff called in at midnight will be allowed two hours of regular rate if the work takes two hours or less; if the work requires more than two hours, pay will be for the actual time.
• Para’s required to extend the day for a meeting or supervision with the assigned student(s) will be paid at the regular rate; if required to complete tasks in the summer or at other times will qualify for the two hour minimum.
• Building secretaries required to extend the work day in conjunction with regular hours will be paid at the regular rate; if required to complete tasks in the summer or at other times will qualify for the two hour minimum.

All employees choosing a high deductible plan will receive an H.S.A. account through Pinnacle. If you currently have an account at another financial institution, you can retain that if you prefer. All PPO plans are eligible for participation in a traditional Flexible Spending Account (F.S.A.) for all medical related expenses. The district provides access to a flexible spending account through payroll deduction as elected by the employee with American Fidelity for each school year.

Employees who are scheduled to work 30+ hours per week are eligible to purchase dental and/or vision insurance benefits through MetLife. Enrollment for each plan is linked with your health enrollment online. Because the premiums are withheld pre-tax, dental and/or vision insurance may only be elected upon initial enrollment, or annually during our open enrollment period for the following year. Benefits may only be canceled through termination of employment or open enrollment each year. Coverage summaries for dental and vision benefits may be found on the district website, fulton58.org/staff/employee benefit information.

Any employee who works 20+ hours per week is eligible to participate in Section 403(b) or Section 457 plans. Staff interested in contributing to a 403b or 457 should contact Jennifer Milligan, jmilligan@fulton58.org or 573-590-8008 for current representative information.

Policy GBEA
Pursuant to state law, an employee of the Fulton School District No. 58 who is injured, killed or who is exposed to and contracts any occupational disease arising out of and in the course of employment is eligible for compensation in accordance with this policy and the Missouri Workers' Compensation Law.

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 during the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the Central Office.

Several staff members in the Central Office hold commissions as a public notary.

Jackie Hudson - jhudson@fulton58.org
Sara Kneedler - skneedler@fulton58.org
Amanda Miles - ammiles@fulton58.org

Policy GCBDA

Paid Time Off (PTO) is awarded upon employment, then annually at the beginning of the academic year, in the amount of 10 days.  Staff beginning mid-year will be prorated based upon the remaining months in their contract. Unused paid time off will accumulate as sick leave up to 60 days.  PTO, if available, must be used first for all leave requests.     

Full time staff will receive $100 per full unused day of PTO per fiscal year (maximum of 10 days) to be paid in July at the conclusion of the fiscal year.  Part-time professional staff will receive $50 per full unused day of PTO per fiscal year.  PTO leave utilized on inclement weather days when school is cancelled by the district will be considered 'unused' leave for the purpose of receiving $100 per full unused day of PTO.

Absences may be charged against PTO for any reason.  The district reserved the right to limit paid time off requests by building or district-wide.  The district may also further limit requests based upon established blackout days for the district academic calendar.  If possible, paid time off requests should be submitted for approval at least 48 hours in advance.

Legacy Leave for the transition period of 2026-2027, all current accumulated sick and personal leave hours recorded as June 30, 2026, will be moved to 'legacy' leave. Legacy leave is available to use for traditional sick leave reasons as listed in policy, and is considered eligible for payout upon resignation or retirement.  Payout rates per day are listed in policy and depend upon the length of service to the district.

Sick Leave will receive transferred hours from unused PTO at the conclusion of each fiscal year, to a maximum of 60 days.  Sick leave must be used last for absences, after PTO and legacy leave is exhausted.  Additional information including reasons for use may be found in the policy.

Vacation Leave is awarded to all full time professional staff employed on a 12 month basis, in the amount of 20 days.  Staff beginning mid-year will be prorated based upon the remaining months in their contract.  Unused vacation at the end of the fiscal year is forfeited.

Parental Leave may be matched up to 15 days with any other leave type within the first six weeks after the event for the birth and care of a newborn child, adoption placement, or for a new foster care placement.  Staff must use PTO first, then legacy, and finally sick leave.  Staff without any accumulated paid leave would not be eligible for this benefit.

Policy GDBDA

Paid Time Off (PTO) is awarded on a monthly basis, for a total of ten days of leave per academic year.  Support staff employed for 9-11 months will receive 1 day per month worked from August to May.  Support staff employed for 12 months will receive 5/6 per day per month worked from July to June.  Unused paid time off will accumulate as sick leave up to 60 days.  PTO, if available, must be used first for all leave requests..     

Full time staff will receive $100 per full unused day of PTO per fiscal year (maximum of 10 days) to be paid in July at the conclusion of the fiscal year.  Part-time staff will receive $50 per full unused day of PTO per fiscal year.  PTO leave utilized on inclement weather days when school is cancelled by the district will be considered 'unused' leave for the purpose of receiving $100 per full unused day of PTO.

Absences may be charged against PTO for any reason.  The district reserved the right to limit paid time off requests by building or district-wide.  The district may also further limit requests based upon established blackout days for the district academic calendar.  If possible, paid time off requests should be submitted for approval at least 48 hours in advance.

Legacy Leave for the transition period of 2026-2027, all current accumulated sick and personal leave hours recorded as June 30, 2026, will be moved to 'legacy' leave. Legacy leave is available to use for traditional sick leave reasons as listed in policy, and is considered eligible for payout upon resignation or retirement.  Payout rate per day is 20% of the employee's current daily rate.

Sick Leave will receive transferred hours from unused PTO at the conclusion of each fiscal year, to a maximum of 60 days.  Sick leave must be used last for absences, after PTO and legacy leave is exhausted.  Additional information including reasons for use may be found in the policy.

Vacation Leave is awarded to all full time support staff employed on a 12 month basis.  Staff employed with FPS for 0-5 years earn one day per month; staff employed for 6-10 years earn 1.25 days per month, and staff employed 11+ years earn 1.5 days per month.  Maximum vacation accrual is equal to 12 months.  Excess accumulated hours will be paid out in July, for hours earned in the previous year above the maximum accrual limit.

Parental Leave may be matched up to 15 days with any other leave type within the first six weeks after the event for the birth and care of a newborn child, adoption placement, or for a new foster care placement.  Staff must use PTO first, then legacy, and finally sick leave.  Staff without any accumulated paid leave would not be eligible for this benefit.

Blackout days have been identified for the 2026-2027 school year to ensure consistent staffing during the most critical times in the school year, such as the start and end of school, assessment windows, and days around major breaks, when continuity of instruction and student supervision are especially important.  By clearly identifying these dates, the district promotes fairness, reduces disruptions, and protects the overall quality of the learning environment.

PTO will not be approved for certified and professional staff on professional development days, the first and last five student days of the school; year, or on the days immediately before or after scheduled breaks of holidays.

Exceptions to this administrative procedure require documentation and must be approved through the Superintendent's office.  Exception requests should be submitted to the Superintendent in writing at least 1 week in advance, unless it is an emergency.  Documentation is expected in emergency situations.

Listing of Blackout Days (PTO is not permitted on these days)

Policy GBBDA
The district will administer leave that qualifies for Family and Medical Leave Act (FMLA) protection in accordance with federal law. This policy is intended for guidance and shall not be interpreted to expand the district's responsibilities beyond the requirements of the law. For employees who are not eligible for FMLA leave, including employees who have exhausted available FMLA-protected leave, requests for leave shall proceed according to the district's established policies.

Mo. Rev. Stat. § 285.625
Domestic violence leave is available for staff, if necessary, for up to 2 weeks unpaid. There are several reasons where domestic leave would be appropriate including, but not limited to: (1) seeking medical attention for physical or psychological injuries, (2) obtaining services from a victim services organization, (3) obtaining counseling, (4) participating in safety planning, relocating or taking other actions to increase safety or economic security, or (5) seeking legal assistance or remedies, including preparing for or participating in civil or criminal proceedings. Employees should communicate with their building administration should they need to utilize domestic violence leave. Additional certification may be required and will be retained in the strictest confidence. Although domestic violence leave is unpaid, it protects your job with FPS and district provided health benefits. Questions should be referred to the Chief Financial Officer or Assistant Superintendent.

• July 3, 2026 - Independence Day
• September 7, 2026 - Labor Day
• November 26 & 27, 2026 - Thanksgiving
• December 24 & 25, 2026 - Christmas Eve & Christmas Day
• December 31, 2026 - New Year’s Eve
• January 1, 2027 - New Year’s Day
• January 18, 2027 - Martin Luther King Jr. Day
• February 15, 2027 - Presidents’ Day
• March 26, 2027 - Mid-Semester Break
• May 31, 2027 - Memorial Day

• September 7 2026 - Labor Day
• November 26, 2026 - Thanksgiving
• December 25, 2026 - Christmas

1. Grievances must be filed within ten (10) days of the occurrence that is the basis of the grievance. The grievance must be in writing, on the forms provided by the district, and include a copy of the provision of the collective bargaining agreement, policy or regulation alleged to be violated or misinterpreted, as well as a statement of the relief requested. Grievance Initiation Form
2. Grievances will be processed according to the step-by-step process outlined below, with the following exceptions. If a person designated to hear a grievance is the subject of the grievance, the grievance process will begin at the next highest step. If a grievance is directly based on official Board action, the grievance shall be directed to the Board secretary. The grievance may be heard by the Board at the sole discretion of the Board.
3. No new information may be added and no new claims may be made after Step 1. Each subsequent appeal will address only the facts and issues presented at Step 1.
4. The deadlines established under this policy may be extended upon the written request of the grievant or the supervisor, but the final decision regarding any extension shall be made by the superintendent at his or her sole discretion. Investigation and reporting deadlines will be extended when more time is necessary to adequately conduct an investigation and to render a decision. The grievant will be notified when deadlines are extended.
5. Failure of the grievant to appeal within the timelines given will be considered acceptance of the findings and remedial action taken. The district will not consider late appeals.
6. Once a decision is rendered under this grievance process, the decision is final. Grievance decisions cannot be the subject of a new grievance.
7. Because the point of a grievance is to provide resolution outside the court system, an employee is not entitled to bring an attorney to grievance proceedings. Once an attorney becomes involved in the process, the superintendent or designee will refer the matter to the district's private attorney and the grievance process will end.

1. Employees are encouraged to informally notify their immediate supervisor of a grievance. If the issue is not resolved, the employee should submit a written grievance, on forms provided by the district, to the immediate supervisor. The written grievance must clearly indicate that it is a grievance and specify which provision(s) of policy, regulation or collective bargaining agreement were allegedly violated.
2. Within ten (10) days of receiving the written grievance, the immediate supervisor will investigate the matter and render a decision in writing. A copy of the decision will be provided to the grievant.

1. Within five (5) days after receiving the decision at Step 1, the grievant may appeal the decision in writing, using forms provided by the district, to the principal or designee. The appeal must clearly state why the previous decision is erroneous.
2. The principal or designee will, within ten (10) days of receipt of the appeal, review the investigation and render a decision in writing to the grievant and the grievant's immediate supervisor.

1. Within five (5) days after receiving the decision at Step 2, the grievant may appeal the decision in writing, using forms provided by the district, to the superintendent or designee. The appeal must clearly state why the previous decision is erroneous.
2. The superintendent or designee will, within ten (10) days of receipt of the appeal, review the investigation and render a decision in writing to the grievant, the principal or designee and the grievant's immediate supervisor.

District Compliance Officer
Dr. Chris Hubbuch - Assistant Superintendent
Fulton School District No. 58
2 Hornet Drive
Fulton MO 65251
Phone: 573.590.8000
Fax: 573.590.8090
chubbuch@fulton58.org

District Title IX Coordinator
Dr. Daniel Rector - Executive Director of Student Services
Fulton School District No. 58
2 Hornet Drive
Fulton MO 65251
Phone: 573.590.8000
Fax: 573.590.8090
drector@fulton58.org

An employee shall not leave the district premises during school hours, unless proper arrangements have been made and consent of the principal or designee has been obtained. Administrative and supervisory personnel assigned to schools or to the Central Office will observe a uniform working day approved by the Board of Education.

1. Become familiar with, enforce and follow all applicable Board policies and regulations, administrative procedures, other directions given by district administrators and supervisors, and state and federal laws.
2. Maintain courteous and professional relationships with students, parents/guardians, other district employees and the public. Transmit constructive criticism to the particular school administrator or supervisor who has the administrative responsibility to address the concern. Employees will not be disciplined for speech that is protected by law and are encouraged to share concerns with their supervisors.
3. Actively participate in professional development and obtain information necessary to effectively perform the employee's job duties.
4. Conduct all official business in a professional and timely manner. Meet deadlines set by the district, administrative staff and supervisors. Conduct business with the appropriate designated person or department.
5. Care for, properly use and protect school property. Immediately report all dangerous building conditions to the building supervisor and take action to rectify the situation in order to protect the safety of students and others. Take appropriate action to prevent loss or theft of district property, and immediately report loss or theft of district property.
6. Attend all meetings called by supervisors or the district administration unless excused. Arrive at work and leave work at the time specified by the district or as directed by a supervisor, and follow district policies, procedures and directives regarding absences. All nonexempt employees must receive permission from a supervisor prior to working overtime.
7. Maintain records as required by law, Board policy and procedure, and do not destroy records unless authorized to do so. Keep all student records, medical information and other legally protected information confidential. Submit all required documents, information, data or reports at the time requested. Employees must not falsify records, create misleading records or compromise the accuracy and security of district data.
8. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during any school activity. Employees must not leave students unsupervised except as necessary to handle an emergency situation.
9. Obey all safety rules, including rules protecting the safety and welfare of students.
10. Communicate clearly and professionally. Employees will not use profanity and will not raise their voices unless necessary. Written communication must be grammatically correct. Employees will not be disciplined for speech that is protected by law and are encouraged to share concerns with their supervisors.
11. Dress in a professional manner that does not interfere with the educational environment and as directed by administrators or supervisors.
12. Other than commissioned law enforcement officers, school employees shall not perform strip searches, as defined in state law, of students except in situations where an employee reasonably believes that the student possesses a weapon, explosive or substance that poses an imminent threat of physical harm to the student or others and a commissioned law enforcement officer is not immediately available.
13. School employees shall not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment, as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior.
14. State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher.
15. Unless otherwise allowed by law, employees may not engage in political campaigning during the working day or during times when they are performing their official duties.
16. Employees will not represent their personal opinions as the opinions of the district and, to avoid confusion, are required to clearly indicate when they are speaking or writing as an individual and not a representative of the district.

Policy JGGA
All physical interaction skills which involve any of the following are prohibited:

• Hyperextension of any part of the body (pushing or pulling of the fingers, thumbs, wrist, elbows, shoulders, feet, ankles, knees, hips, back, or neck beyond normal limits).
• Take downs (any maneuver that forces the person to the floor, chair, or wall).
• Any technique that puts or keeps the person off balance (shoving, tripping, pushing on the backs of knees, pulling on the person’s legs or arms, swinging or spinning the person around, wrestling holds).
• Using any method that is capable of causing loss of consciousness or harm to the neck or restricting respiration in any way (Any type of choking, hand chokes, arm chokes, sleeper hold, full or half Nelson or head lock).
• Pinning student down with knees to the student torso, head and/or neck.
• Holding a student face down on the floor.
• Using pressure points, pain compliance and joint manipulation techniques (any pain-inducing techniques whether for brief or extended periods).
• Punching, hitting, biting, hair pulling, poking, pinching, or shoving.
• Dragging or lifting of the student by the hair or ear or by any type of mechanical restraint.
• Using other students or untrained staff to assist with a hold or restraint.
• Securing a student to another student or to a fixed object.
• Aversive behavioral interventions (the systematic use of stimuli or other treatment which a student is known to find unpleasant for the purpose of discouraging undesirable behavior on the part of the student)
• Seclusion of students in a locked room.
• Carrying a student that is actively combative, unless an extreme emergency exists

• Direct payments to Fulton Public Schools
  • Delivered in person or by mail to the central office
  • Delivered in person or by mail to any of our district buildings
  • Cash donations receive a receipt and are deposited daily
• Contributions through the district website
  • Parents paying a student’s lunch balance may choose to donate an additional amount towards unpaid balances in the district
  • Online payment links for specific fundraisers, such as athletic summer camps or the technology waivers
• Contributions to a building’s local PTO (Parent Teacher Organization)
• Tax-deductible donations to the Fulton Public Schools Foundation
• Tax-deductible contributions to Bright Futures of Callaway County

1. An assessment of legal and district policy compliance;
2. A determination of whether the crowdfunding will interfere with other fundraising efforts;
3. Assurance that the district does not already have the targeted property, supplies or materials (if any); and
4. An investigation into whether the district can adequately support, store or maintain the gift when received.

1. The absence is for a reason not granted as paid or protected leave under Board policy or law.
2. The absence results in the employee exceeding the amount of leave granted by the Board.
3. The employee has not otherwise exhausted applicable leave days, but the absence exceeds 5 days a month, 20 days in a semester or 40 days per school year or is otherwise disruptive to district operations, as determined by the district.
4. The employee fails to appropriately notify the district of an absence as soon as possible after the employee knows he or she will be absent (commonly called No-Call, No-Show).
5. The employee does not provide the district complete and accurate information about the absence, does not respond to requests for information, or does not provide documentation related to the absence as requested or required.
6. The employee does not first obtain permission to be absent from the appropriate supervisor when required to do so.
7. The absence is for any reason other than the one given for the absence.

1. Touching, caressing, fondling or kissing students in a sexual or sexually intimate manner.
2. Dating a student or discussing or planning a future romantic or sexual relationship with a student. The district may presume that this provision has been violated if a staff member begins a dating or sexual relationship with a student immediately after graduation or immediately after a student has left the district.
3. Making sexual advances toward a student or engaging in a sexual relationship with a student.
4. Engaging in any conduct that constitutes illegal harassment or discrimination as defined in policy AC or that could constitute a violation of that policy if pervasive.
5. Engaging in any conduct that violates Board policies, regulations or procedures or constitutes criminal behavior.

1. Being alone with a student in a room with a closed or locked door or with the lights off. Counselors or others who need to work with students confidentially must discuss with their supervisors the appropriate manner of meeting with students.
2. Meeting students in nonwork settings without the parent/guardian being present, unless parent/guardian grants written permission.
3. Associating with students in any setting where students are provided, are consuming or are encouraged to use or consume alcohol, tobacco, drugs or any other product or service prohibited to minors.
4. Communicating with students about sexual topics verbally or by any form of written, pictorial or electronic communication.
5. Discussing the staff member's personal problems with or in the presence of students.
6. Sponsoring parties for students outside of school unless as part of an extracurricular activity that is appropriately supervised by additional staff members.
7. Inviting students to the staff member's home without prior approval of the building administrator.
8. Being present when students are fully or partially nude.
9. Sending students on personal errands off campus.
10. Allowing a student to drive the staff member's vehicle during school hours.
11. Providing a student (other than the staff member's children, stepchildren or other children living in the staff member's home) consistent or regular transportation in the staff member's personal vehicle without a supervisor's approval, unless another staff member or the student's parent/guardian is also present in the vehicle.
12. Allowing any student to engage in behavior that would not be tolerated if done by other similarly situated students.
13. Giving gifts to individual students.
14. Frequently pulling a student from another class or activity to be with the staff member.

1. When communicating electronically with students for educational purposes, staff members must use district-provided devices, accounts and forms of communication (such as computers, phones, telephone numbers, email addresses and district-sponsored webpages or social networking sites), when available. If district-provided devices, accounts and forms of communication are unavailable, staff members communicating electronically with students must do so in accordance with number two below. Staff members may communicate with students using district-provided forms of communication without first obtaining supervisor approval. These communications may be monitored. With district permission, staff members may establish websites or other accounts on behalf of the district that enable communications between staff members and students or parents/guardians. Any such website or account is considered district sponsored and must be professional and conform to all district policies, regulations and procedures.
2. A staff member's supervisor may authorize a staff member to communicate with students using the staff member's personal telephone numbers, addresses, webpages or accounts (including, but not limited to, accounts used for texting) to organize or facilitate a district-sponsored class or activity if the communication is determined necessary or beneficial, if a district-sponsored form of communication is not available, and if the communication is related to the class or activity. The district will provide notification to the parents/guardians of students participating in classes or activities for which personal electronic communications have been approved. Staff members may be required to send the communications simultaneously to the supervisor if directed to do so. Staff members are required to provide their supervisors with all education-related communications with district students upon request.
3. Staff use of any electronic communication is subject to the district's policies, regulations and procedures including, but not limited to, policies, regulations, procedures and legal requirements governing the confidentiality and release of information about identifiable students. Employees who obtain pictures or other information about identifiable students through their connections with the district are prohibited from posting such pictures or information on personal websites or personal social networking websites without permission from a supervisor.
4. The district discourages staff members from communicating with students electronically for reasons other than educational purposes. When an electronic communication is not for educational purposes, the section of this policy titled "Exceptions to This Policy" applies, and if concerns are raised, the staff member must be prepared to demonstrate that the communications are appropriate. This policy does not limit staff members from communicating with their children, stepchildren or other persons living within the staff member’s home who happen to be students of the district.

1. Promote safety and prevent harm to students, school personnel and visitors in the school district.
2. Approach the use of discipline and behavior-management techniques with dignity and respect.
3. Provide school personnel with clear guidelines about the use of seclusion, isolation and restraint on district property or at any district function or event.
4. Provide parents/guardians information about state guidelines and district policies related to the use of discipline, behavior management, behavior interventions and responses to emergency situations.
5. Promote the use of nonaversive behavioral interventions, including positive behavioral support techniques.

1. In an emergency situation, or
2. When less restrictive measures have not effectively de-escalated the situation and the school has a plan for how to respond in such situations, or
3. With parental agreement as specified in a student’s IEP, Section 504 plan or other agreed-upon plan to address a student’s behavior.

1. In an emergency situation, or
2. When less restrictive measures have not effectively de-escalated the situation and the school has a plan for how to respond in such situations, or
3. With parental agreement as specified in a student’s IEP, Section 504 plan or other agreed-upon plan to address a student’s behavior.

1. Be used only for as long as necessary to resolve the actual risk of danger or harm that warranted the use of physical restraint.
2. Be no greater than the degree of force necessary to protect the student or other persons from imminent bodily injury or to protect property.
3. Not place pressure or weight on the chest, lungs, sternum, diaphragm, back, neck or throat that restricts breathing.
4. Be done only by district personnel trained in the proper use of physical restraint.

1. Vehicle safety restraints shall be used according to state and federal regulations.
2. Mechanical restraints employed by law enforcement officers in school settings should be used in accordance with appropriate professional standards and applicable policies.

1. The appropriate use of physical restraint.
2. Professionally accepted practices in physical management and use of restraints.
3. The best way to explain the proposed restraint methods to students and parents/guardians.
4. The appropriate use of isolation.
5. The appropriate use of seclusion.

1. Date, time of day, location, duration and description of the incident and interventions.
2. Event(s) that led up to the incident.
3. Nature and extent of any injury to the student, when applicable.
4. Name of an employee the parent/guardian can contact regarding the incident.

1. The IEP or Section 504 plan must specify the conditions under which seclusion, isolation, restraint or aversive behavior intervention may be used.
2. The IEP or Section 504 plan must include steps to eliminate the need for the use of seclusion, isolation, restraint or aversive behavior intervention.
3. Any use of seclusion, isolation, restraint or aversive behavior intervention must be limited to what is set forth in the IEP or Section 504 plan.

1. Retaliatory actions including, but not limited to, acts of intimidation, threats, coercion or discrimination against those who:
   1. Make complaints of prohibited discrimination or harassment.
   2. Report prohibited discrimination or harassment.
   3. Participate in an investigation, formal proceeding or informal resolution, whether conducted internally or outside the district, concerning prohibited discrimination or harassment.
2. Aiding, abetting, inciting, compelling or coercing discrimination, harassment or retaliatory actions.
3. Discrimination, harassment or retaliation against any person because of such person’s association with a person protected from discrimination or harassment in accordance with this policy.

1. graffiti;
2. display of written material, pictures or electronic images;
3. name calling, teasing or taunting;
4. insults, derogatory remarks or slurs;
5. jokes;
6. gestures;
7. threatening, intimidating or hostile acts;
8. physical acts of aggression, assault or violence;
9. theft; or
10. damage to property.

1. Sexual advances and requests or pressure of any kind for sexual favors, activities or contact.
2. Conditioning grades, promotions, rewards or privileges on submission to sexual favors, activities or contact.
3. Punishing or reprimanding persons who refuse to comply with sexual requests, activities or contact.
4. Graffiti, name calling, slurs, jokes, gestures or communications of a sexual nature or based on sex.
5. Physical contact or touching of a sexual nature, including touching of intimate parts and sexually motivated or inappropriate patting, pinching or rubbing.
6. Comments about an individual's body, sexual activity or sexual attractiveness.
7. Physical sexual acts of aggression, assault or violence, including criminal offenses (such as rape, sexual assault or battery, and sexually motivated stalking) against a person's will or when a person is not capable of giving consent due to the person's age, intellectual disability or use of drugs or alcohol.
8. Gender-based harassment and acts of verbal, nonverbal, written, graphic or physical conduct based on sex or sex stereotyping, but not involving conduct of a sexual nature.

1. Coordinate district compliance with this policy and the law.
2. Receive all grievances regarding discrimination, harassment and retaliation in the Fulton School District No. 58 except as provided in policy ACA.
3. Serve as the district's designated Title VI, Section 504 and Americans with Disabilities Act (ADA) coordinator, as well as the contact person for compliance with other discrimination laws.
4. Forward reports of sexual harassment and otherwise assist in Title IX compliance as directed in policy ACA.
5. Investigate or assign persons to investigate grievances; monitor the status of grievances to ensure that additional discrimination, harassment and retaliation do not occur; and recommend consequences.
6. Review all evidence brought in disciplinary matters to determine whether additional remedies are appropriate, and recommend which interim measures should be implemented.
7. Determine whether district employees with knowledge of discrimination, harassment or retaliation failed to carry out their reporting duties and recommend disciplinary action, if necessary.
8. Communicate regularly with the district's law enforcement unit or other law enforcement point of contact for the district to determine whether any reported crimes constitute potential discrimination, harassment or retaliation.
9. Oversee discrimination, harassment or retaliation grievances, including identifying and addressing any patterns or systemic problems and reporting such problems and patterns to the superintendent or the board.
10. Seek legal advice when necessary to enforce this policy.
11. Report to the superintendent and the board aggregate information regarding the number and frequency of grievances and compliance with this policy.
12. Make recommendations regarding changing this policy or the implementation of this policy.
13. Coordinate and institute training programs for district staff and supervisors as necessary to meet the goals of this policy, including instruction in recognizing behavior that constitutes discrimination, harassment and retaliation.
14. Periodically review student discipline records to determine whether disciplinary consequences are applied uniformly.
15. Perform other duties as assigned by the superintendent.

1. If a person designated to hear a grievance or appeal is the subject of the grievance, the compliance officer may designate an alternative person to hear the grievance, or the next highest step in the grievance process will be used. For example, if the grievance involves the superintendent, the compliance officer may designate someone outside the district to hear the grievance in lieu of the superintendent, or the grievance may be heard directly by the Board.
2. An extension of the investigation and reporting deadlines may be warranted if extenuating circumstances exist as determined by the district's compliance officer. The person filing the complaint will be notified when deadlines are extended. If more than twice the allotted time has expired without a response, the appeal may be taken to the next level.
3. Failure of the person filing the grievance to appeal within the timelines given will be considered acceptance of the findings and remedial action taken.
4. To the extent permitted by law, the district will investigate all grievances, even if an outside enforcing agency such as the Office for Civil Rights, law enforcement or the CD is also investigating a complaint arising from the same circumstances.
5. The district will only share information regarding an individually identifiable student or employee with the person filing the grievance or other persons if allowed by law and in accordance with Board policy.
6. Upon receiving a grievance, district administrators or supervisors, after consultation with the compliance officer, will implement interim measures as described in this policy if necessary to prevent further potential discrimination, harassment or retaliation during the pending investigation.

1. An employee of the district conditioning the provision of an aid, benefit or service of the district on an individual's participation in unwelcome sexual conduct;
2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive and objectively offensive that it effectively denies a person equal access to the district's education program or activity; or
3. "Sexual assault" as defined in 20 U.S.C. 1092(f)(6)(A)(v), "dating violence" as defined in 34 U.S.C. 12291(a)(10), "domestic violence" as defined in 34 U.S.C. 12291(a)(8) or "stalking" as defined in 34 U.S.C. 12291(a)(30).

1. Include the name or title, office address, email address and phone number of the Title IX coordinator;
2. Include information on the district's grievance procedures and grievance process;
3. State that the requirement not to discriminate extends to admission and employment; and
4. Direct inquiries to the Title IX coordinator or the assistant secretary for civil rights at the U.S.Department of Education.

1. Provide information about the supportive measures available to the complainant and inform the complainant that he or she may receive supportive measures without filing a formal complaint.
2. Consider the complainant's wishes with respect to supportive measures and implement appropriate supportive measures.
3. Explain to the complainant the process for filing a formal complaint.

1. Treat complainants and respondents equitably by providing remedies to a complainant where a determination of responsibility for sexual harassment has been made against the respondent;
2. Comply with Title IX regulations before imposing any disciplinary sanctions or other actions that are not supportive measures against a respondent;
3. Require a decision-maker to objectively evaluate all relevant evidence, including both inculpatory and exculpatory evidence, and not make credibility determinations based on a person's status as a complainant, respondent or witness;
4. Require that all Title IX coordinators, investigators, those responsible for facilitating informal resolution processes and decision-makers not have a conflict of interest or bias for or against complainants or respondents generally or an individual complainant or respondent;
5. Presume that the respondent is not responsible for the conduct until a determination of responsibility is made at the conclusion of the grievance process;
6. Follow stated timelines unless the district temporarily delays the grievance process for good cause (including, but not limited to, the absence of a party, a party's advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or accommodation of a disability) and notify the parties in writing of the reason for a delay, if any; and
7. Not require, allow, rely upon or otherwise use questions or evidence that constitutes, or seeks disclosure of, information protected under a legally recognized privilege unless the person holding such privilege has waived the privilege.

1. Notice of the grievance process, including any informal resolution process that is available and the timeline for such process.
2. Notice of the allegations of sexual harassment under Title IX made by the complainant with sufficient details known at the time and with sufficient time to allow the respondent to prepare before the initial interview. At a minimum, the details will include the identities of the parties involved in the incident, if known, the conduct and the date and location of the alleged incident if known.
3. A statement that the respondent is presumed not responsible for the conduct and that a determination of responsibility will be made at the conclusion of the grievance process.
4. A statement that parties may have an advisor of their choice, who may be an attorney.
5. A statement that the parties and their advisors will have an equal opportunity to inspect and review any evidence that is directly related to the allegations raised in the formal complaint, including evidence upon which the district does not intend to rely, so that each party can meaningfully respond to the evidence prior to conclusion of the investigation.
6. Notice of any provision in the district's discipline code that prohibits knowingly making a false statement or providing false information during the grievance process.

1. Performs an individualized safety and risk analysis;
2. Determines that an immediate threat to the physical health or safety of any student or other individual arising from the allegations of sexual harassment justifies removal; and
3. Provides the respondent with notice and an opportunity to challenge the decision immediately following the removal.

1. Provide equal opportunity to present witnesses, including fact and expert witnesses, and all evidence, including inculpatory and exculpatory evidence.
2. Not restrict the parties from discussing the allegations under investigation or gathering and presenting relevant evidence.
3. Provide the same opportunity for parties to have others, including an advisor of their choice, present during any grievance proceedings and related meetings, though the district may restrict the extent to which advisors may participate as long as the rules apply to both parties.
4. Provide written notice to parties who are invited or expected to participate of the date, time, location, participants and purpose of all hearings, investigative interviews or other meetings with sufficient time for the parties to prepare to participate.
5. Obtain written, voluntary consent before accessing records, such as medical records or counseling notes, that a physician, psychiatrist, psychologist or other recognized professional or paraprofessional made or maintained in connection with the provision of treatment to the party. If the party is at least 18 years old or is enrolled in postsecondary education, the party can sign on his or her own behalf. Otherwise, a parent/guardian must sign on the party's behalf.
6. Provide both parties an equal opportunity to inspect and review any evidence obtained as part of the investigation that is directly related to the allegations raised in a formal complaint, so that each party can meaningfully respond to the evidence prior to the conclusion of the investigation. This includes evidence upon which the district does not intend to rely in reaching a determination of responsibility and inculpatory or exculpatory evidence, whether obtained from a party or other source.
7. Send to each party and the party's advisor, if any, the evidence subject to inspection and review prior to completion of the investigative report and within 20 business days of the parties receiving notice of the formal complaint. The evidence may be sent in an electronic format or hard copy. The parties will be given at least ten business days, as required by law, to submit a written response, which the investigator will consider prior to the completion of the report.
8. Create an investigative report that fairly summarizes relevant evidence and send it in an electronic or hard copy format to each party and their advisors, if any, for their review and written response. The investigative report must be sent no later than ten business days prior to the time of determination of responsibility by the decision-maker, as required by law.

1. The complainant notifies the Title IX coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations in the formal complaint;
2. The respondent is no longer enrolled in or employed by the district; or
3. Specific circumstances prevent the district from gathering evidence sufficient to reach a determination of responsibility based on the merits of the formal complaint or allegations therein.

1. There was a procedural irregularity that affected the outcome.
2. There is new evidence that was not reasonably available at the time the dismissal was made that could affect the outcome of the matter.
3. The Title IX coordinator, investigator or decision-maker had a conflict of interest or bias for or against complainants or respondents generally or an individual complainant or respondent that affected the outcome of the matter.

1. Will permit questions and evidence about the complainant's sexual predisposition or prior sexual behavior only if such questions and evidence are offered to prove that someone other than the respondent committed the conduct alleged by the complainant or if the questions and evidence concern specific incidents of the complainant's prior sexual behavior with respect to the respondent and are offered to prove consent.
2. May exclude a question that is not relevant. The party who submitted the question will receive an explanation as to why the question was judged not relevant.

1. The allegations potentially constituting sexual harassment under Title IX;
2. A description of the procedural steps taken from the receipt of the formal complaint through the determination, including any notifications to the parties, interviews with parties and witnesses, site visits and other methods used to gather other evidence and hearings held;
3. Findings of fact supporting the determination;
4. Conclusions regarding the application of the facts to the district's code of conduct and, if the student code of conduct is implicated, a referral of a student respondent to district officials charged generally with the discipline of students pursuant to Missouri law;
5. A statement of and rationale for the result as to each allegation, including a determination of responsibility, any disciplinary actions recommended to the district to be imposed on the respondent, and whether remedies designed to restore or preserve equal access to the district's education program or activity will be provided to the complainant; and
6. The procedures and permissible bases for the complainant and respondent to appeal.

1. A procedural irregularity that affected the outcome of the matter.
2. New evidence that was not reasonably available at the time of the determination and that could affect the outcome of the matter.
3. The Title IX coordinator, investigator(s) or decision-maker(s) had a conflict of interest or bias for or against complainants or respondents generally or an individual complainant or respondent that affected the outcome of the matter.

1. Assign the appeal to an appellate decision-maker who is not the same person as the initial decision-maker, the investigator or the Title IX coordinator.
2. Notify other parties in writing.
3. Implement the appeals process equally to all parties.
4. Give all parties the opportunity to submit a written statement in support of or challenging the outcome within five business days of receiving the notice of appeal.

1. Discloses the allegations and the requirements of the informal resolution process, including the circumstances under which it precludes the parties from resuming a formal complaint arising from the same allegations;
2. Discloses that at any time prior to agreeing to a resolution, any party has the right to withdraw from the informal resolution process and resume the grievance process with respect to the formal complaint;
3. Discloses any consequences resulting from participating in the informal resolution process, including the records that, with voluntary written consent from the parties, will be maintained or could be shared; and
4. Obtains the parties' voluntary, written consent to the informal resolution process.

1. The definition of sexual harassment under Title IX as used in this policy.
2. The scope of the district's education programs and activities.
3. How to conduct the investigation and grievance process, including determination of responsibility for sexual harassment, appeals, and informal resolution processes, as applicable.
4. How to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias.
5. Issues of relevance necessary to create an investigative report that fairly summarizes the relevant evidence.
6. Issues of relevance of questions and evidence, including when questions and evidence about the complainant's sexual predisposition or prior sexual behavior are not relevant.

1. Records of each investigation of sexual harassment under Title IX, including any determination of responsibility, any disciplinary sanctions imposed on the respondent and any remedies provided to the complainant designed to restore or preserve equal access to the district's education program or activity;
2. Any appeal and the result therefrom;
3. Any informal resolution and the result therefrom;
4. All materials used to train Title IX coordinators, investigators, decision-makers and any person who facilitates an informal resolution process;
5. Documentation if the district did not provide a complainant with supportive measures and the reasons why such a response was not clearly unreasonable in light of the known circumstances; and
6. Records of any actions, including any supportive measures, taken in response to a report or formal complaint of sexual harassment under Title IX. These records must document the basis for the conclusion and that the district's response was not deliberately indifferent.

1. Any individual who has made a report or filed a formal complaint of sexual harassment under Title IX;
2. Any complainant;
3. Any individual who has been reported to be the perpetrator of sex discrimination;
4. Any respondent; and
5. Any witness.

1. Rape (Except Statutory Rape) – The carnal knowledge of a person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his or her age or because of his or her temporary or permanent mental or physical incapacity.
2. Sodomy – Oral or anal sexual intercourse with another person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his or her age or because of his or her temporary or permanent mental or physical incapacity.
3. Sexual Assault with an Object – To use an object or instrument to unlawfully penetrate, however slightly, the genital or anal opening of the body of another person, without the consent of the victim, including instances where the victim is incapable of giving consent because of his or her age or because of his or her temporary or permanent mental or physical incapacity.
4. Fondling – The touching of the private body parts of another person for the purpose of sexual gratification without the consent of the victim, including instances where the victim is incapable of giving consent because of his or her age or because of his or her temporary or permanent mental or physical incapacity.
5. Incest – Nonforcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by Missouri law.
6. Statutory Rape – Nonforcible sexual intercourse with a person who is under the statutory age of consent pursuant to Missouri law.

1. Provide current and reliable information on identifying signs of sexual abuse in children and danger signals of potentially abusive relationships between children and adults.
2. Emphasize how to establish an atmosphere of trust so that students feel that their school has concerned adults with whom they feel comfortable discussing matters related to abuse.
3. Emphasize that all mandatory reporters shall, upon finding reasonable cause, directly and immediately report suspected child abuse or neglect. These reports must be made even if the person suspected of abusing the child is another mandated reporter, such as another school employee.
4. Emphasize that no supervisor or administrator may impede or inhibit any reporting under state law.
5. Emphasize that no person making a report in accordance with law shall be subject to any sanction, including any adverse employment action, for making such a report.

1. We want to protect the students, staff, and district.
2. The line between public/private and personal/professional are blurred in the digital world.
3. Even personal social media sites can fall under the Staff Conduct board policy and can be grounds for disciplinary action and part of your evaluation.

1. The communication is transparent. ALL electronic communication between staff and students/parents should be transparent. As a public school district, we are expected to maintain openness, visibility, and accountability regarding all communication.
2. The communication is accessible. ALL electronic communication between staff and students/parents should be considered a matter of public record, part of the District archives, and/or may be accessible by others.
3. The communication is professional. ALL electronic communication from staff to students/parents should be written as a professional representing the Fulton School District. This includes word choice, tone, grammar, and subject matter that model the standards and integrity of a Fulton Public Schools professional. Always choose words that are courteous, conscientious, and generally businesslike in manner.

1. Avoid defamatory comments, obscene material or proprietary information.
2. Do not post or state anything that you would not state at the front of the classroom.
3. Assume whatever is posted/written will be seen by everyone.
4. Do not discuss students or other employees.
5. Consider whether postings will adversely impact your ability to be a role model for students.
6. Never accept a friend request from a student. If a friend request is received from a student, notify the administration and parents.
7. Set privacy settings to carefully control individuals who will have access. Limit the types of information that your friends can view. Consider creating friend lists and set different permissions for different lists.
8. Check your site regularly.
9. Use strong passwords that are different than others used.
10. Be mindful that anything you publish will be public for a long time – protect your privacy.
11. During a crisis/emergency situation associated with the school/district, staff should not be posting or asking for information via social media, texting, or email. During these situations, rumors can spread quickly and staff should be using this time to ensure the safety of those in their care.

1. The device is being used to instruct the students being supervised at the time.
2. The use is necessary to the performance of an employment-related duty.
3. The employee has received specific and direct permission from a supervisor.
4. There is an emergency.

1. Driving district-provided vehicles unless a hands-free device is used, regardless of whether the vehicle is owned, leased or otherwise obtained for district use in a district activity.
2. Operating any vehicle in which a student is being transported when the transportation is provided as part of the employee's job.
3. Supervising students who are entering or exiting a vehicle, crossing thoroughfares or otherwise safely reaching their destinations when such supervision is part of the employee's job.

1. Report illegal activity.
2. Summon medical or other emergency help.
3. Prevent injury to a person or property.
4. Relay necessary, time-sensitive information to a dispatcher with a device permanently affixed to the vehicle, in the manner allowed by law.
5. Play music without headphones or earbuds, as long as the employee operating the vehicle does not turn on, select or otherwise manipulate the device while operating the vehicle or supervising students as described above.
6. Obtain directions from a global positioning or navigational system, as long as the system is being used in association with the employee's job and adequate safety precautions are taken.

Policy EF & Administrative Procedure EF-AP(1)

Employees may charge up to $40 in meals, but are expected to pay the account in full each pay period.  By charging meals, the employee acknowledges the district has the right to withhold the amount of delinquent debt on the employee's final check upon resignation or in the June check at the end of each school year.

1. If the illness or injury is minor, the school nurse or designee will administer first aid care to the student. If the nurse or designee determines it is appropriate for the student to remain in school for the remainder of the day, the principal, nurse or other designee may contact the parents/guardians to inform them of the situation. If a parent/guardian cannot be reached, the principal, nurse or other designee will use the alternate contacts provided on the emergency form.
2. If a student requires nonemergency medical attention that cannot be provided at school, the principal, nurse or other designee will notify the parents/guardians, who will be responsible for securing the required medical attention.

1. If an illness or injury is serious enough to require emergency care, any district employee aware of the situation will contact emergency medical services (EMS) and notify the nurse and building principal. The cost of EMS will be the responsibility of the parent/guardian.
2. The principal, nurse or other designee should be prepared to give rescue officials the student's emergency information form.
3. The principal, nurse or other designee will ascertain the destination or hospital to which the student is taken.
4. The principal, nurse or other designee will contact the parents/guardians or other appropriate parties.

1. Cardiopulmonary Resuscitation (CPR) – The school nurse may maintain a list of staff members who have submitted certification that they are trained in CPR and provide the list to appropriate personnel.
2. Automated External Defibrillators (AEDs) – If the district is equipped with AEDs, the superintendent or designee will:
   1. Provide for training on use of the device;
   2. Ensure that the locations of all AEDs comply with any applicable regulations governing placement;
   3. Ensure that the equipment is maintained and tested according to the manufacturer's instructions and tested at least every two years and after each use; and
   4. Ensure an inspection is made of all AEDs on the premises every 90 days. The inspection will focus on potential operational issues including a blinking light or other obvious defects that may indicate a loss of functionality.
3. Pre-Filled Epinephrine Auto Syringes – The school nurse or another employee trained and supervised by the school nurse may administer pre-filled epinephrine auto syringes, when available, to students in accordance with written protocols provided by the authorized prescriber.
4. Asthma-Related Rescue Medications – When available, asthma-related rescue medications may be administered by the school nurse or another employee trained and supervised by the nurse when the nurse or trained employee believes, based on training in recognizing an acute asthma episode, that a student is having a life-threatening asthma episode.

It is the expectation that each classroom door remains locked at all times. The door may be propped open with a door stop, or a magnet may be placed in the threshold of the door to permit student movement as necessary. The expectation is that each classroom door remain locked and that it is able to be securely closed within 3-5 seconds of notification of a lockdown or a hold-in-place announcement. Principals and custodians will check doors during the school day as part of normal school operations to ensure doors remained locked.

A substitute teacher should readily be able to find lesson plans and teachers should indicate necessary books and materials. Written instructions should include a daily schedule, a seating chart, supervisory responsibilities, location of teacher materials, supplies, emergency procedures and names of children who work with specialists or are excused from activities for medical reasons. Substitute services are coordinated through Penmac Education Staffing. When a substitute is needed, requests are made through Red Rober. If you have any issues, please contact the Central Office at 573.590.8000.

1. Volunteers must follow the same dress code applicable to students.
2. Volunteers will not lend money or bring gifts other than stickers and greeting cards to individual students unless authorized by the building principal or designee.
3. Volunteers will not transport students.
4. Volunteers will not photograph or videotape students unless authorized by the building principal or designee.
5. Volunteers will not date students, have sexual relationships with students or arrange to meet students outside the regular school day or during school-sponsored events or activities. The district expects all adult volunteers to maintain the same professional boundaries with students that are expected of staff members, as detailed in policy GBH.
6. Volunteers will not dress students, change diapers, provide personal hygiene assistance or supply medication to students.
7. Volunteers will use universal precautions to avoid contact with body fluids.
8. Volunteers will receive district policies and procedures on computer use and will sign an authorized user form prior to having access to the district's computers.
9. In accordance with district policy, volunteers will not discriminate against or harass any person and will report all harassment or discrimination observed.
10. Volunteers will not search students or student property.
11. Volunteers will not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment. If the volunteer believes a student's clothing is disruptive or promotes disruptive behavior, the volunteer will contact a staff member immediately.
12. Volunteers must sign in and out of the office when entering or leaving the school and must document the hours volunteered in the school.
13. Volunteers must report suspected cases of abuse or neglect to the building principal.
14. Volunteers will follow all the policies, procedures and other rules established in the district and all applicable laws.

1. Exit Survey. This survey is anonymous and the feedback provided will help our personnel plan moving forward.
2. Update Contact Information. This ensures we have the correct contact information on file for future communication or mailings such as your W2.