AGENDA

GREENBRIER SCHOOL DISTRICT BOARD OF EDUCATION

REGULAR SCHOOL BOARD MEETING

May 12, 2015

TIME: 6:00 P.M. PLACE: GREENBRIER ADMINISTRATION OFFICE CALL TO ORDER PRAYER PLEDGE OF ALLEGIANCE ACTION

1. Student Expulsion Recommendation

2. Approval of Minutes INFORMATION

3. Administrative Reports

4. Student Handbook Changes 2015-16

5. Proposed Changes in District Policies

ACTION

6. Proposed Changes in District Policies

7. Proposed Salary Increase

8. Proposed HIPPY & ABC Bonus

9. Act 1599 Contract Disclosure Form

10. April Expenditures and Revenue EXECUTIVE SESSION-PERSONNEL-Under the authority of the A.C.A. Section 25-10-106 ( c ), the Board may enter into closed or executive session for the purpose of personnel.

11. Personnel

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 1 DATE: MAY 12, 2015 SUBJECT STUDENT EXPULSION RECOMMENDATION RELATED PAGES PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION

ADMINISTRATIVE RECOMMENDATION:

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 2 DATE: MAY 12, 2015 SUBJECT APPROVAL OF MINUTES RELATED PAGES ATTACHED PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION Approve the minutes of the previous meetings.

ADMINISTRATIVE RECOMMENDATION:

Approve the minutes as presented.

GREENBRIER SCHOOL DISTRICT BOARD MEETING

April 14, 2015 H=HERE A = ABSENT P = PARTIAL H President, Greg Oaks H Jeremy Riddle H Vice President, Jennifer Hill H Tonya Hammontree H Secretary, Randy Goodnight Motion by Randy Goodnight seconded by Jeremy Riddle to approve the student expulsion recommendation of a junior high school student for the remainder of the 2014-2015 spring semester. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Tonya Hammontree Voting No: None Motion by Jennifer Hill seconded by Tonya Hammontree to approve the minutes of the previous board meetings. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Dr. Lisa Todd presented an instructional update. Randy Palculict and presented a construction update. Angie Benton presented an update as Homeless Liaison for the District. Mr. Spainhour presented a proposal to adopt policy changes for the following policies: 1.2—BOARD ORGANIZATION and VACANCIES 1.19—BOARD MEMBER LENGTH OF TERM and HOLDOVERS 1.20—DUTIES OF THE LEGISLATIVE LIAISON 3.19—LICENSED PERSONNEL EMPLOYMENT 3.50—LICENSED PERSONNEL HEALTH CARE COVERAGE REPORTING 3.50F—LICENSED PERSONNEL HEALTH CARE COVERAGE AND TIN REPORT FORM 4.5—SCHOOL CHOICE 7.5—PURCHASES OF COMMODITIES 7.16—HEALTH CARE COVERAGE AND THE AFFORDABLE CARE ACT 8.13—CLASSIFIED EMPLOYMENT 8.38—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE REPORTING 8.38F—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE AND TIN REPORT FORM Motion by Randy Goodnight seconded by Jennifer Hill to approve district calendar #2 for the 2015-16 school year. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None

Motion by Jeremy Riddle seconded by Tonya Hammontree to approve the Waste Water Management agreement as presented. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Jennifer Hill seconded by Jeremy Riddle to approve the student transfer as presented. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Randy Goodnight seconded by Jennifer Hill to approve the March expenditures and revenue as presented. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Jennifer Hill seconded by Jeremy Riddle to renew the following certified employee’s contracts for 2015-2016 as presented. ANDREWS TAMMY

ANDRUS GIGI

ATKINSON JEANNA

ATKINSON LINDA

ATKINSON RACHEL

AUSTIN KIMBERLY

BAKER CAROLINE

BANGS BRADLEY

BARNETT KARI

BARNETT KRISTEN

BELLOTT KATIE

BENIGHT PATRICIA

BENNETT MIKA

BENTON ANGELA

BENTON S BLAKE

BILDERBACK REBEKAH

BOLES AMY

BRANTLEY AMBER

BRIDGEMAN SHAWNA

BROWN ANGELA

BROWN DESIREE

BUCHANAN CHARLES

BUCHANAN TAMARA

BURCHFIELD AMY

BURGESS LORETTA

BURGESS MISTY

BURNS CHRISTIE

BURRIS LAURA

BUTLER BRIAN

CALLAHAN CHARLSEY

CARDIN ELLA

CARDIN KELLIE

CATO SONYA

CHANDLER AMANDA

CHURCH JENNIFER

COCHRAN SHERIE

COLLIER VELMA

COX ASHLEY

CRASS REBECCA

CRYMES KATHRYN

DANIELS PATRICIA

DARLING KENNETH

DARLING STEPHANIE

DAVIS KAREN

DAVIS STEPHANIE

DEWEY JACQUELINE

DICKEY KIMBERLY

DILLARD LISA

DIXON DONA

DRISKILL VERNON

DUBLIN JAIME

DUNCAN MELISSA

DUNLAP MANDI

EINHORN JERYCA

ENGLER MILLIE

EPLER CASEY

EVANS AIMEE

EVANS AMY

FERGUSON SCOTT

FLAKE RAYMOND

FOSTER MELISA

FREEMAN JENNIFER

FREEMAN RENEE

FREYALDENHOVEN GRETCHEN

FREYALDENHOVEN SUZANNE

GAINER DARRIN

GARDNER JACQUELYN

GIBSON DEBORAH

GILBOW CASSI

GIRDLER MEGAN

GLOVER TRESSE

GOLDEN PHILIP

GOLDEN TERESA

GOODMAN ANGELA

GOODMAN REBECCA

GOODNIGHT LISA

GORDON CRYSTAL

GRAHAM SARA

GRIFFIN LINDSAY

HALL KAREN

HAMMETT ASHLEY

HARGROVE DANA

HARKRIDER JUDY

HARMON SUSAN

HARPER CHRISTIE

HARRIS CODY

HARROD ANN

HARTMAN ANGELA

HARTMAN CINDY

HARTWICK PENNY

HAVENS SARA

HEBEL KIMBERLY

HENNEY REBECCA

HENRY ASHLEY

HENTHORNE CAROL

HOGG SHERRY

HOLLENBAUGH MELINDA

HOLLEY JAMIE

HOLTZ DEBORAH

HOPE NATHAN

HURLEY SAVANNAH

JACKSON GLENDA

JACKSON TERESA

JAMES TARA

JEVICKY ANDREA

JONES STEPHEN

JONES TRENA

KANSAKI MELBA

KENNEDY JEREMY

KING CALLIE

KITTS THOMAS

KRISELL REBECCA

KROGMAN KELLEY

KUETTLE AIDA

LEWIS BRANDON

LEWTER ERIN

MAHAN MIRANDA

MARTIN SARAH

MAXEY AMANDA

MAY REBECCA

MAY ROBERT

MCCAMMON TOBIN

MCGUIRE MELANIE

MCINERNEY LISA

MCLENDON MELISSA

MCMILLEN TAMMY

MCNULTY BEVERLY

MCPHERSON CANDICE

MCWILLIAMS ANDREA

MERRITT MICHELE

MILLER ANGELA

MORELAND DEBBIE

MORELAND JESSICA

MORELAND NATHAN

MOSELEY TRACY

MURRAY DAVID

MYATT DANIEL

NACKE PAMELA

NEWTON JENNIFER

NOKES TERI

PAGE CASSIE

PARKER POLLY

PARSONS CHARLES

PARTAIN VALERIE

PASSMORE JOHNNY

PHILLIPS LESLIE

PORTER NIKKINA

PUTNAM JUDITH

RANEY NATASHA

REDICAN NANCY

REED LEIGH

REYNOLDS NATALIE

RIGGIN JODIE

ROBERTS LEAH

ROWLETT KAREN

SATTERWHITE AMBER

SHAW ERIN

SHIRLEY PAMELA

SIBERT JOANNA

SIBERT MARION

SIGRIST KALEIGH

SIMMONS MICHAEL

SMITH MIRONDA

SPINKS REBECCA

SPOTTS JADE

STONE TAYLOR

STRICK ELISHA

SUDDUTH AMBER

SUTTERFIELD ANDREA

SUTTERFIELD-FARRIS KIMBERLY L

SWEENEY JOHN

TALLEY MANDY

TAPLEY KELLY

TAPLEY RANDY

TAYLOR KATHERINE

THOMAS LACIE

TOWERY MARGIE

TRAMMELL VICKI

TRIBBLE RANDY

TRUSTY HEATHER

UEKMAN MANDY

VANEVERA PAUL

VANOVER MELANIE

VANPELT LESLIE

VARVIL MISTY

VICK CARRIE

VINT AMBER

WALLACE JULIE

WALLACE PAULA

WALLS ALYSON

WATERS ANNA

WELDON JOLENE

WELLS MARCY

WELTER KIMBERLY

WESTERMAN ELLEN

WESTERMAN TAMMY

WHITE CARLA

WHITE JACKLYN

WHITE SANDY

WIEDOWER RODNEY

WILCOX CASSIE

WILCOX KATHLEEN

WILCOX LAUREN

WILCOX PATRICIA

WILLIAMS JACKIE

WILLIAMS SHEILA

WILLIAMS SHERRY

WILSON AMY

WILSON ASHLEY

WINBERRY CHERYL

WINSTON TRACIE

WOLFF ANNA

WOLFF ASHLEY

WOODALL NANCY

WORM RANDI

WORTHAM RUSSELL

Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None

Motion by Jennifer Hill seconded by Tonya Hammontree to approve to employee the following personnel as presented. Joshua Duncan-Biology Teacher Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Randy Goodnight seconded by Jeremy Riddle to approve the following resignations as presented. Robin Clark Anita Harris Darla Latimer Jennifer McCune Gayla Pickard Courtney Williams Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Randy Goodnight seconded by Tonya Hammontree to approve the following transfer as presented: Kalyn Evans from EES Assistant Principal to HS Assistant Principal Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Randy Goodnight seconded by Jeremy Riddle to approve the following transfer as presented: Terry May from HS Teacher to JH Dean of Students Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Jennifer Hill seconded by Randy Goodnight to approve the maternity leave for Kathryn Crymes and the medical leave for Stephanie Malone as presented. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Randy Goodnight seconded by Jennifer Hill to approve the following employment as presented: Supplemental Homebound (Teacher’s Salary Schedule - BSE//0 Exp.)

Burris, Laura Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None

Motion by Jeremy Riddle seconded by Jennifer Hill to approve to employee the following personnel as presented. Jeanna Williams-Eastside Elementary Principal Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None Motion by Jeremy Riddle seconded by Randy Goodnight to approve the following transfer as presented: Greg Hodges from MS Assistant Principal to EES Assistant Principal Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None ADJOURNMENT: 8:05 _________________________________ _________________________________ BOARD PRESIDENT SECRETARY

GREENBRIER SCHOOL DISTRICT SPECIAL BOARD MEETING

April 20, 2015 H=HERE A = ABSENT P = PARTIAL H President, Greg Oaks H Jeremy Riddle H Vice President, Jennifer Hill H Tonya Hammontree H Secretary, Randy Goodnight Motion by Randy Goodnight seconded by Jeremy Riddle to approve the resolution authorizing the issuance and delivery of bonds; and prescribing other matters pertaining therto as presented. Voting Aye: Greg Oaks, Jennifer Hill, Randy Goodnight, Jeremy Riddle, Tonya Hammontree Voting No: None _________________________________ _________________________________ BOARD PRESIDENT SECRETARY

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 3 DATE: MAY 12, 2015 SUBJECT ADMINISTRATIVE REPORTS RELATED PAGES PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION INFORMATION

1. Instructional Update-Dr Todd

2. ePal Program-Mrs. Daniels

3. Construction Update

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 4 DATE: MAY 12, 2015 SUBJECT STUDENT HANDBOOK CHANGES 2015-16 RELATED PAGES PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION INFORMATION

BACKGROUND INFORMATION The principals will present their proposed changes for the 2015-16 school year.

Proposed Handbook Changes

Greenbrier Elementary Schools

2015-2016

Pg. 26 - Last paragraph "The parents or legal guardians of students found to have live human host parasites that are transmittable in a school environment will be asked to pick their child up at the end of the school day.” "The parents or legal guardians of students found to have live human host parasites that are transmittable in a school environment will be asked to pick their child up from school.” Pg. 52 – Paragraph above Primary Attendance Regulations “Car riders must be picked up by 3:40 p.m. Parents/guardians should remain in their cars when picking up students in the afternoon so that students may be more closely monitored – unless a parent needs to speak to school staff. No one will be allowed to wait inside the building.” Pg. 55 – Visitation “Visitors will be required to show picture identification….” “Visitors will be required to show a state issued photo ID…” (added this based on our new Raptor system) Pg. 55 – Class II Infractions

• “Possession of a cell phone during normal school hours” • “Possession of a cell phone with calling capability during normal school hours”

Pg. 60 – Principal Names Change Eastside Principal to Jeana Williams ☺

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 5 DATE: MAY 12, 2015 SUBJECT PROPOSED CHANGES IN DISTRICT POLICIES RELATED PAGES ATTACHED PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION INFORMATION

BACKGROUND INFORMATION The following policy changes are recommended by the administration in accordance with the Arkansas School Board Association updates. These policies are presented for information this month and will be presented for action next month. 1.6—BOARD MEMBER VOTING 1.6.1—ATTENDING MEETINGS REMOTELY 1.9—POLICY FORMULATION 1.17—NEPOTISM 3.2—LICENSED PERSONNEL EVALUATIONS 3.6—LICENSED PERSONNEL EMPLOYEE TRAINING 3.8—LICENSED PERSONNEL SICK LEAVE 3.31—DRUG FREE WORKPLACE - LICENSED PERSONNEL 3.52—VOLUNTARY TEACHING DURING PLANNING PERIOD OR OF MORE THAN THE MAXIMUM NUMBER OF STUDENTS PER DAY 4.12—STUDENT ORGANIZATIONS/EQUAL ACCESS 4.35—STUDENT MEDICATIONS 4.35F3—Glucagon AND/OR INSULIN ADMINISTRATION CONSENT FORM 4.51—STUDENT PROMOTION AND RETENTION 6.4—VOLUNTEERS 7.13A—MANAGEMENT AND DISPOSAL OF DISTRICT PROPERTY 8.5—CLASSIFIED EMPLOYEES SICK LEAVE - Option A 8.28— DRUG FREE WORKPLACE - CLASSIFIED PERSONNEL

1.6—BOARD MEMBER VOTING Establishment of a Quorum A quorum of the Board is a majority of the membership of the Board. No vote or other board action may be taken unless there is a quorum present. Except as provided in Policy 1.6.1—ATTENDING MEETINGS REMOTELY, a Board member must be physically present at a meeting to be counted toward establishing a quorum or to be eligible to vote. A majority of the quorum voting affirmatively is necessary for the passage of any motion. A quorum must be physically present for a board to enter executive session. Voting and failure to vote Except as provided in Policy 1.6.1—ATTENDING MEETINGS REMOTELY, aAll Board members, including the President, shall vote on each motion, following a second12 and discussion of that motion. Failure of any Board member to vote, while physically present in the meeting room, shall be counted as a “no” vote, i.e., a vote against the motion. Only those votes taken by the Board in open session are legally binding. No motion made or vote taken in executive session is legally binding, although a non-binding, unofficial and non-recorded vote may be taken in executive session to establish consensus or further discussion. Abstentions from Voting In order for a Board member to abstain from voting, he must declare a conflict and remove himself from the meeting room during the vote. A Board member who removes himself/herself from a meeting during a vote due to a conflict of interest shall not be considered present at the meeting for the purpose of establishing a quorum until the member returns to the meeting after the vote. Legal Reference: A.C.A. § 6-13-619 (c) (1) (B) & (C)

Date Adopted: February 10, 2005 Last Revised:

1.6.1—ATTENDING MEETINGS REMOTELY The Board of Directors permits members who would be otherwise unable to physically attend a board meeting to attend the meeting remotely. A board member who will be unable to physically attend a board meeting is responsible for notifying the superintendent at least one (1) hour prior to the schedule meeting time that the member will be unable to physically attend the meeting and intends to attend remotely. The method used to permit members of the board of directors to attend remotely shall:

1) Provide a method for the president or secretary of the board of directors to verify the identity of the member(s) attending remotely;

2) Allow the members of the Board physically present and members of the public to hear the member(s) attending remotely at all times; and

3) Allow the member(s) attending remotely to hear the members of the board of directors physically present at the meeting at all times and any public comment.

A board member attending remotely shall not:

a) Attend an executive session or closed hearing; or b) Vote on an issue that is the subject of an executive session or closed hearing.

The Board minutes shall indicate if a board member is attending remotely and the method used to permit the member to attend remotely. If an executive session occurs during a meeting when a board member is attending remotely, the minutes will treat the board member attending remotely as though the member had left the room for any vote on a subject discussed in the executive session. Up to three (3) times per calendar year, the board of directors may count a board member attending remotely for the purpose of establishing a quorum. A board member attending remotely used to establish a quorum shall not be counted to determine if the board may enter executive session. Legal Reference: A.C.A. § 6-13-619 Date Adopted: Last Revised:

1.9—POLICY FORMULATION The Board affirms through its policies and its policy adoption process, its belief that: (1) the schools belong to the people who create them by consent and support them by taxation; (2) the schools are only as strong as an informed citizenry and knowledgeable school staff allow them to be; and (3) the support is based on knowledge of, understanding about, and participation in the efforts of its public schools.

1) The schools belong to the people who create them by consent and support them by taxation; 2) The schools are only as strong as an informed citizenry and knowledgeable school staff allow them to be; and 3) The support is based on knowledge of, understanding about, and participation in the efforts of its public schools.

The following shall be the guidelines for policy adoption for the Greenbrier School District. General Policies Policies which that are not personnel policies may be recommended by: the Board or any member of the Board; by the Superintendent, Assistant Superintendent, any other administrator or employee of the District; committee appointed by the Board; or by any member of the public.

• The Board or any member of the Board; • The Superintendent, Assistant Superintendent, any other administrator or employee of the District • Committee appointed by the Board; or • Any member of the public.

Policies adopted by the Board shall be within the legal framework of the State and Federal Constitutions, and appropriate statutes, rules, and court decisions. Except for personnel policies, wWhen reviewing a proposed policy (non-personnel), the Board may elect to adopt, amend, refer back to the person proposing the policy for further consideration, take it under advisement, reject it, or refuse to consider the proposal. Licensed and Classified Personnel Policies Personnel policies (including employee salary schedules) shall be created, amended, or deleted in accordance with State law: (1) Board Proposals: The Board may adopt a proposed personnel policy by a majority vote. Such policies may be proposed to the Board by a Board member or the Superintendent. The Board may choose to adopt the proposal, as a proposal only, by majority vote. Following the adoption of a proposed personnel policy, the proposal must be presented to the appropriate Personnel Policy Committee (PPC). Such presentation shall be in writing, to all members of the Committee. When the PPC has possessed the proposed personnel policy for a minimum of ten (10) working days from the date the PPC received the proposed policy (i.e., ten (10) workdays, not including weekends or state or national holidays), the Chairman of the PPC, or the Chairman’s designee, shall be placed on the Board of Director's meeting agenda to make an oral presentation to the Board to address the proposed policy. Following the presentation, the Board may vote at the same meeting at which the proposal is made, or, in any case, no later than the next regular Board meeting to: (a) Adopt the Board's original proposed policy as a policy;

(b) Adopt the PPC's counter proposed policy as a policy ; or (c) Refer the PPC's counter proposed policy back to the PPC for further study and revision. Any such referral is subject to the same adoption process as a proposed policy originating from the board. (2) Personnel Policies Committee Proposals: Either PPC may recommend changes in personnel policies to the Board. When making such a proposal, the Chairman of the PPC, or the Chairman’s designee, shall be placed on the Board of Director's meeting agenda to make an oral presentation to the Board. The Board may vote on the proposed policy at the same meeting at which the proposal is made, or, in any case, no later than the next regular Board meeting. In voting on a proposed policy from the Personnel Policies Committee, the Board may: (a) Adopt the proposal; (b) Reject the proposal; or (c) Refer the proposal back to the Personnel Policies Committee for further study and revision. When the Board is revising the licensed and classified personnel salaries, the Board of Directors shall, as required by Arkansas law, review and approve by a written resolution any employee's salary increase of five percent (5%) or more for the employee. A copy of all personnel policies shall be signed by the president of the Board of Directors and kept in a central records location. All personnel policies must be sent to the PPC for the minimum ten (10) days regardless of the intended effective date of the policy. Effective date of policy changes: All personnel policy changes enacted during one fiscal year will become effective on the first day of the following fiscal year, July 1. This specifically includes any changes made between May 1 and June 30 to ensure compliance with state or federal laws, rules, or regulations or the Arkansas Department of Education Commissioner’s Memos. In addition, changes to policies to maintain compliance with state or federal laws, rules, regulations, or Commissioner’s Memos that are after June 30 but are adopted within ninety (90) days from the effective date of the legal change that created the need for the policy adoption shall become effective on the final date of adoption. Changes made to personnel policies between May 1 and June 30 that are not made to ensure compliance with state or federal laws or regulations will take effect on July 1 of the same calendar year provided no later than five (5) working days after final board action, a notice of the change is sent to each affected employee by first class mail to the address on record in the personnel file. The notice of the change must include: a. The new or modified policy or policies provided in a form that clearly shows the additions underlined and the

deletions stricken; b. A statement that due to the change(s), the employee has the power to unilaterally rescind his/her contract for a period

of thirty (30) days after the school board took final action on the policy (policies). The rescission must be in the form of a letter of resignation within the thirty (30) day period.

Except for policy changes to ensure compliance with changes in the law that are adopted within the ninety (90) day window, fFor a policy change to be made effective prior to July 1 of the following fiscal year, a vote must be taken of all licensed personnel or all classified personnel, as appropriate, with the vote conducted by the appropriate PPC. If, by a majority vote, the affected personnel approve, the policy becomes effective as of the date of the vote, unless otherwise specified by the Board in requesting such vote. No staff vote taken prior to final board action will be considered effective to make a policy change. All non-personnel policy changes may become effective upon the Board’s approval of the change, unless the Board specifies a different date. Student discipline policies shall be reviewed annually by the District's personnel policy committees and may recommend changes to such policies to the Board of Directors. Parents, students, and school district personnel, including teachers, shall be involved in the development of student discipline policies. Legal References: A.C.A. § 6-13-619(c)

A.C.A. § 6-13-635 A.C.A. § 6-17-201 et seq., 204, 205, 2301 A.C.A. § 6-17-2301 et seq.

A.C.A. § 6-18-502(b)(1)(2) Date Adopted: February 10, 2005 Last Revised: September 8, 2009, April 2013

1.17—NEPOTISM DEFINITIONS: “Family or family member” means: a. An individual’s spouse; b. Children of the individual or children of the individual’s spouse; c. The spouse of a child of the individual or the spouse of a child of the individual’s spouse; d. Parents of the individual or parents of the individual’s spouse; e. Brothers and sisters of the individual or brothers and sisters of the individual’s spouse; f. Anyone living or residing in the same residence or household with the individual or in the same residence or

household with the individual’s spouse; or g. Anyone acting or serving as an agent of the individual or acting or serving as an agent of the individual’s spouse. “Initially employed” means: A. Employed in either an interim or permanent position for the first time or following a severance in employment

with the school district; B. A change in the terms and conditions of an existing contract, excluding;

I. Renewal of a teacher contract under A.C.A. § 6-17-1506; II. Renewal of a noncertified employee’s contract that is required by law; or

III. Movement of an employee on the salary schedule which does not require board action. NEW HIRE OF SCHOOL BOARD MEMBER’S RELATIVE AS SCHOO L EMPLOYEE The district shall not initially employ a present board member’s family member for compensation in excess of $5,000 $10,000 unless the district has received approval from the Commissioner of the Department of Education. The employment of a present board member’s family member shall only be made in unusual and limited circumstances. The authority to make the determination of what qualifies as “unusual and limited circumstances” rests with the Commissioner of the Department of Education whose approval is required before the employment contract is effective, valid, or enforceable. Initial employment for a sum of less than $5,000 $10,000 per employment contract or, in the absence of an employment contract, calendar year does not come under the purview of this policy and is permitted. The board member whose family member is proposed for an employment contract, regardless of the dollar amount of the contract, shall leave the meeting until the voting on the issue is concluded and the absent member shall not be counted as having voted. EXCEPTION: SUBSTITUTES Qualified family members of board members may be employed by the district as substitute teachers, substitute cafeteria workers, or substitute bus drivers for a period of time not to exceed thirty (30) days per fiscal year. A family member of a school board member having worked as a substitute for the district in the past does not “grandfather” the substitute. The thirty (30) day maximum limit is applied in all cases. EXISTING EMPLOYEES WHO ARE FAMILY MEMBERS OF SCHOOL BOARD MEMBERS—RAISES, PROMOTIONS OR CHANGES IN COMPENSATION

Any change in the terms or conditions of an employment contract including length of contract, a promotion, or a change in the employment status of a present board member’s family member that would result in an increase in compensation of more than $2,500, and that is not part of a state mandated salary increase for the employee in question, must be approved by the Commissioner of the Department of Education before such changes in the employment status is effective, valid, or enforceable. QUALIFICATIONS FOR RUNNING FOR SCHOOL BOARD MEMBER UNCHANGED The employment status of a citizen’s family member does not affect that citizen’s ability to run for, and, if elected, serve the school board provided he/she meets all other statutory eligibility requirements. Legal References: A.C.A. § 6-24-102, 105 Date Adopted: September 8, 2005 Last Revised:

3.2—LICENSED PERSONNEL EVALUATIONS Definitions “Building level or district level leader” means an individual employed by the District whose job assignment is that of a building level or district level administrator or an equivalent role, including an administrator licensed by the State Board of Education, an unlicensed administrator, or an individual on an Administrator Licensure Completion Plan. Building level or district level leader does not include the superintendent, deputy superintendents, associate superintendents, and assistant superintendents. "Inquiry category" is a category in which the building level or district level leader consistently demonstrates progressing, proficient, and/or exemplary performance on standards and functions in the Leader Excellence and Development System (LEADS) rubric. “Intensive Category” is a category in which a building level or district level leader receives a rating of not meeting standards on the summative evaluation rubric as defined by the LEADS Rules. "Novice Category" is a building level or district level leader who has not completed three consecutive years of experience in one district as a building level or district level administrator. “Probationary” is a building level or district level leader who has transitioned within the District from one building level or district level administrator position to another or who is hired by the District and has completed his/her novice category period at another district. The probationary period is one-year.

"Probationary teacher" has the same definition as A.C.A. § 6-17-1502.

"Teacher" has the same definition as A.C.A. § 6-17-2803(19). Teachers Teachers will be evaluated under the provisions and timelines of the Teacher Excellence and Support System (TESS). The superintendent or designee(s) shall develop procedures to govern the evaluation process and timelines for the evaluations. Teachers will be evaluated under the schedule and provisions required by TESS. Each school-year, the district will conduct a summative evaluation over all domains and components on all probationary teachers as well as any teacher currently on an "intensive support" improvement plan or who has successfully completed intensive support or participated in an improvement plan during the current or previous school-year. All teachers not covered in the previous sentence will have a summative evaluation over all domains and components at least once every three four (4) years. To establish the initial three four-year rotation schedule for non-probationary teachers to be summatively evaluated, at least one-third one-quarter of each school's non-probationary teachers will be selected for evaluation by random drawing.

All teachers shall develop a Professional Growth Plan (PGP) annually that must be approved by the teacher's evaluator. If there is disagreement between a teacher and the teacher’s evaluator concerning the PGP, the decision of the evaluator shall be final. In an interim appraisal year, the teacher's annual performance rating will be derived from the average score of the components that align with the teacher's PGP.

In a summative evaluation year, the teacher's annual overall rating will be derived from both the teacher's performance rating and the applicable student growth measure as defined in the Arkansas Department of Education (ADE) TESS Rules. While teachers are only required to be summatively evaluated once every three- four years, the teacher's evaluator may conduct a summative evaluation in any year. In addition to a teacher's summative evaluation, an evaluator or designee shall conduct interim teacher appraisals during the year to provide a teacher with immediate feedback about the teacher’s teaching practices; engage the teacher in a collaborative, supportive learning process; and help the teacher use formative assessments to inform the teacher of student progress and adapt teaching practices based on the formative assessments. Evaluators may also conduct informal classroom observations during the year for the same purpose as a formal classroom observation but that are of shorter duration and are unannounced. Building Level or District Level Evaluations Building level or district level leaders will be evaluated under the schedule and provisions required by LEADS. The superintendent or designee(s) shall develop procedures to govern the evaluation process and timelines for the evaluations. Novice category and probationary building level or district level leaders, those building level or district level leaders who have been placed in the Intensive category, and those building level or district level leaders who have not had a summative evaluation the previous two years will have a summative evaluation. A building level or district level leader shall complete a PGP based on the standards and functions determined during the initial summative evaluation meeting with the superintendent or designee. If there is disagreement between a building level or district level leader and the leader’s evaluator concerning the PGP, the decision of the evaluator shall be final. In subsequent years, he/she shall revise his/her PGP and associated documents required under LEADS. The building level or district level leader shall annually revise his/her PGP and associated documents required under LEADS. In a non-summative evaluation year, his/her job performance will be measured on how well the PGP's goals have been met. When the Superintendent or designee conducts a summative evaluation, he/she will base the building level or district level leader's continuing employment recommendation on: • The level of performance based on the performance functions and standards of the evaluation rubric; • The evidence of teacher performance and growth applicable to the building- or district-level leader; and

• The building- or district-level leader’s progression on his or her professional growth plan. To establish the initial three-year rotation schedule for inquiry category building level or district level leaders to be summatively evaluated, at least one-third of each school's inquiry category building level or district level leaders will be selected for evaluation by random drawing. While building level or district level leaders are required to be summatively evaluated once every three-years, the Superintendent or designee may conduct a summative evaluation in any year.

Legal References: A.C.A. § 6-17-1501 et seq.

A.C.A. § 6-17-2801 et seq. ADE Rules Governing the Teacher Excellence and Support System ADE Rules Governing the Leader Excellence and Development System (LEADS)

Date Adopted: February 10, 2005 Last Revised: April 2014

3.6—LICENSED PERSONNEL EMPLOYEE TRAINING For the purposes of this policy, professional development (PD) means a set of coordinated, planned learning activities for District employees who are required to hold a current license issued by the State Board of Education as a condition of employment that: • Is required by statute or the Arkansas Department of Education (ADE); or • Meets the following criteria:

o Improves the knowledge, skills, and effectiveness of teachers; o Improves the knowledge and skills of administrators and paraprofessionals concerning effective instructional

strategies and methods; o Leads to improved student academic achievement; and o Is researched-based and standards-based.

All employees shall attend all local PD training sessions as directed by his/her supervisor. The District shall develop and implement a professional development plan (PDP) for its licensed employees. The District’s plan shall, in part, align District resources to address the PD activities identified in each school’s Arkansas Comprehensive School Improvement Plan (ACSIP) and incorporate the licensed employee's PDP. The plan shall describe how the District’s categorical funds will be used to address deficiencies in student performance and any identified academic achievement gaps between groups of students. At the end of each school year, the District shall evaluate the PD activities’ effectiveness in at improving student performance and closing achievement gaps. Each licensed employee shall receive a minimum of sixty (60) thirty-six (36) hours of PD annually to be fulfilled between July 1 and June 30.; the District may require a licensed employee to receive more PD than the minimum when necessary to complete the licensed employee’s PDP. All licensed employees are required to obtain thirty six (36) hours of approved PD each year over a five-year period as part of their licensure renewal requirements. PD hours earned in excess of each licensed employee's required number of hours in the designated year cannot be carried over to the next year. Licensed employees who are prevented from obtaining the required PD hours due to their illness or the illness of an immediate family member as defined in A.C.A. § 6-17-1202 have until the end of the following school year to make up the deficient hours. Missed hours of PD shall be made up with PD that is substantially similar to that which was missed and can be obtained by any method, online or otherwise, approved by ADE. This time extension does not absolve the employee from also obtaining the following year’s required hours of PD. Failure to obtain required PD or to make up missed PD could lead to disciplinary consequences, up to termination or nonrenewal of the contract of employment. The goal of all PD activities shall be improved teaching and learning knowledge and skills that result in individual, team, school-wide, and District-wide improvement designed to ensure that all students demonstrate proficiency on the state’s academic standards. The District’s PD plan shall be research-based and standards-based and in alignment with applicable ADE Rules and/or Arkansas code. Teachers, administrators, and paraprofessionals shall be involved in the design, implementation, and evaluation of the plan for their own PD offerings. The results of the evaluation made by the participants in each program shall be used to continuously improve the District’s PD offerings and to revise the school improvement plan. Flexible PD hours (flex hours) are those hours which an employee is allowed to substitute PD activities, different than those offered by the District, but which are still aligned to the employee’s Individual Improvement Plan, Professional Growth Plan, or the school’s ACSIP. The District shall determine on an annual basis how many, if any, flex hours of PD it will allow to be substituted for District scheduled PD offerings. The determination may be made at an individual

building, a grade, or by subject basis. The District administration and the building principal have the authority to require attendance at specific PD activities. Employees must receive advance approval from the building principal for activities they wish to have qualify for flex PD hours. To the fullest extent possible, PD activities are to be scheduled and attended such that teachers do not miss their regular teaching assignments. Six (6) approved flex hours credited toward fulfilling the licensed employee's required hours shall equal one contract day. Hours of PD earned by an employee that are not at the request of the District and are in excess of the employee's required hours, or not pre-approved by the building principal, shall not be credited toward fulfilling the required number of contract days for that employee. Hours earned that count toward the licensed employee's required hours also count toward the required number of contract days for that employee. Employees shall be paid their daily rate of pay for PD hours earned at the request of the District that necessitate the employee work more than the number of days required by their contract. Teachers and administrators who, for any reason, miss part or all of any scheduled PD activity they were required to attend, must make up the required hours in comparable activities which are to be pre-approved by the employee's appropriate supervisor. To receive credit for his/her PD activity, each employee is responsible for obtaining and submitting documents of attendance, or completion for each PD activity he/she attends. Documentation is to be submitted to the building principal or designee. The District shall maintain all documents submitted by its employees that reflect completion of PD programs, whether such programs were provided by the District or an outside organization. To the extent required by ADE Rules, employees will receive up to six (6) hours of educational technology professional development that is integrated within other professional development offerings, including taking or teaching an online or blended course. The following PD shall count toward a licensed employee's required PD hours to the extent the District's or school's PD plan includes such training, is approved for flex hours, or is part of the employee's PDP and it provides him/her with knowledge and skills for teaching: • Students with intellectual disabilities, including Autism Spectrum Disorder; • Students with specific learning disorders, including dyslexia; • Culturally and linguistically diverse students; • Gifted students. Beginning in the 2013-14 school-year and every fourth year thereafter, all mandated reporters and licensed personnel shall receive two (2) hours of PD related to child maltreatment required under A.C.A. § 6-61-133(d)(e)(2). For the purposes of this training, "mandated reporters" includes school social workers, psychologists, and nurses. Beginning in school-year 2014-15 and every fourth year thereafter, teachers shall receive two (2) hours of PD designed to enhance their understanding of effective parental involvement strategies. Beginning in school-year 2014-15 and every fourth year thereafter, administrators shall receive two (2) hours of PD designed to enhance their understanding of effective parental involvement strategies and the importance of administrative leadership in setting expectations and creating a climate conducive to parental participation. Beginning in the 2015-16 school-year and every fourth year thereafter, all licensed personnel shall receive two (2) hours of PD in teen suicide awareness and prevention which may be obtained by self-review of suitable suicide prevention materials approved by ADE. Beginning in the 2016-17 school-year and every fourth year thereafter, teachers who provide instruction in Arkansas history shall receive at least two (2) hours of PD in Arkansas history as part of the teacher's annual PD requirement.

Anticipated rescuers shall receive training in cardiopulmonary resuscitation and the use of automated external defibrillators as required by ADE Rule. Such training shall count toward the required annual hours of PD. At least once every three (3) years, persons employed as athletic coaches shall receive training related to the recognition and management of concussions, dehydration, or other health emergencies as well as students’ health and safety issues related to environmental issues and communicable diseases. The training may include a component on best practices for a coach to educate parents of students involved in athletics on sports safety. All licensed personnel shall receive training related to compliance with the District’s antibullying policies. For each administrator, the thirty six (36) hour PD requirement shall include training in data disaggregation, instructional leadership, and fiscal management. Superintendents and other District designees shall receive This training may include the Initial, Tier 1, and Tier 2 training required for Superintendents and other designees by ADE’s Rules Governing the Arkansas Financial Accounting and Reporting System and Annual Training Requirements. Building level administrators shall complete the credentialing assessment for the teacher evaluation PD program prior to conducting any summative teacher evaluations. Teachers' PD shall meet the requirements prescribed under the Teacher Evaluation and Support System (TESS). By the end of the 2014-15 school-year, teachers shall have received professional awareness on the characteristics of dyslexia and the evidence-based interventions and accommodations for dyslexia .

Teachers required by the superintendent, building principal, or their designee to take approved training related to teaching an advance placement class for a subject covered by the College Board and Educational Testing Service shall receive up to thirty (30) hours of credit toward the hours of PD required annually. Licensed personnel may earn up to twelve (12) hours of PD for time they are required to spend in their instructional classroom, office or media center prior to the first day of student/teacher interaction provided the time is spent in accordance with state law and current ADE rules that deal with PD. The hours may be earned through online PD approved by the ADE provided the PD relates to the district’s ACSIP and the teacher’s professional growth plan. Licensed personnel who meet the requirements of this paragraph, the associated statute, and ADE Rules shall be entitled to one hour of PD for each hour of approved preparation. Licensed personnel shall receive fifteen (15) five (5) PD hours for a three-hour each one-hour undergraduate or graduate level college course that meets the criteria identified in law and applicable ADE rules. A maximum of eighteen (18) fifteen (15) such hours may be applied toward the thirty six (36) hours of PD required annually for license renewal. In addition to other required PD, personnel of Alternative Learning Environments shall receive PD on classroom management and on the specific needs and characteristics of students in alternative education environments. District administrators as well as licensed personnel selected by the superintendent or building principal shall receive training on the appropriate use of restraint and seclusion in accordance with ADE’s Advisory Guidelines for the Use of Student Restraints in Public School or Educational Settings. Employees who do not receive or furnish documentation of the required annual PD jeopardize the accreditation of their school and academic achievement of their students. Failure of an employee to receive his/her required annual hours of

PD in any given year, unless due to illness as permitted by law, ADE Rule, and this policy, shall be grounds for disciplinary action up to and including termination. Professional development activities shall relate to the following areas: content (K-12); instructional strategies; assessment; advocacy/leadership; systemic change process; standards, frameworks, and curriculum alignment; supervision; mentoring/coaching; educational technology; principles of learning/developmental stages; cognitive research; parent involvement; building a collaborative learning community; and student health and wellness. Approved PD activities may include:

• Conferences/workshops/institutes; • Mentoring/peer coaching; • Study groups/learning teams; • National Board for Professional Teaching Standards Certification; • Distance and online learning (including ArkansasIDEAS; • Internships; • State,/district /school programs; • Approved college/university course work; • Action research; and • Individually guided (to be noted in the employee's PDP).

Approved PD activities that occur during the instructional day or outside the licensed employee's annual contract days may apply toward the annual minimum PD requirement. PD activities shall relate to the following areas:

• Content (K-12); • Instructional strategies; • Assessment/data-driven decision making; • Advocacy/leadership/fiscal management; • Systemic change process; • Standards, frameworks, and curriculum alignment; • Supervision; • Mentoring/peer coaching; • Next generation learning/integrated technology; • Principles of learning/developmental stages/diverse learners; • Cognitive research; • Parent involvement/academic planning and scholarship; • Building a collaborative learning community; • Student health and wellness; and • The Code of Ethics for Arkansas Educators.

Additional activities eligible for PD credit, as included in the District, school, and licensed employee's PDP, include:

• School Fire Marshall program (A.C.A. § 6-10-110); • Tornado safety drills (A.C.A. § 6-10-121); • Literacy assessments and/or mathematics assessments (A.C.A. § 6-15-420); • Test security and confidentiality (A.C.A. § 6-15-438); • Emergency plans for terrorist attacks (A.C.A. § 6-15-1302); • Teacher Excellence and Support System (A.C.A. § 6-17-2806);

• Student discipline training (A.C.A. § 6-18-502); • Student Services Program (A.C.A. § 6-18-1004); • Training required by ADE under academic, fiscal and facilities distress statutes and rules; and • Annual active shooter drills (6-15-1303).

Legal References: Arkansas State Board of Education: Standards of Accreditation 15.04

ADE Rules Governing Professional Development ADE Rules Governing the Arkansas Financial Accounting and Reporting System and Annual Training Requirements ADE Rules Governing Student Special Needs Funding ADE Advisory Guidelines for the Use of Student Restraints in Public School or Educational Settings A.C.A. § 6-10-121 A.C.A. § 6-10-122 A.C.A. § 6-10-123 A.C.A. § 6-15-404(f)(2) A.C.A. § 6-15-420 A.C.A. § 6-15-426(f)(g)(h) A.C.A. § 6-15-438 A.C.A. § 6-15-1004(c) A.C.A. § 6-15-1302 A.C.A. § 6-15-1303 A.C.A. § 6-15-1703 A.C.A. § 6-16-1203 A.C.A. § 6-17-703 A.C.A. § 6-17-704 A.C.A. § 6-17-708 A.C.A. § 6-17-709 A.C.A. § 6-17-2806 A.C.A. § 6-17-2808 A.C.A. § 6-18-502(f) A.C.A. § 6-18-514(f) A.C.A. § 6-20-2204 A.C.A. § 6-20-2303 (15) A.C.A. § 6-41-608 A.C.A. § 6-61-133

Date Adopted: Last Revised: July 12,2007, July 2010, May 8, 2012, August 13, 2013

3.8—LICENSED PERSONNEL SICK LEAVE Definitions 1. “Employee” is a full-time employee of the District. 2. “Sick Leave” is absence from work due to illness, whether by the employee or a member of the employee’s

immediate family, or due to a death in the family. The principal shall determine whether sick leave will be approved on the basis of a death outside the immediate family of the employee.

3. “Current Sick Leave” means those days of sick leave for the current contract year, which leave is granted at the rate of one (1) day of sick leave per contracted month, or major part thereof.

4. “Accumulated Sick Leave” is the total of unused sick leave, up to a maximum of ninety (90) days accrued

from previous contracts, but not used. Accumulated sick leave also includes the sick leave transferred from an employee’s previous public school employment.

5. “Immediate family” means an employee’s spouse, child, parent, or any other relative provided the other

relative lives in the same household as the teacher. Bereavement Leave Bereavement leave is allowed in case of the death of a member of the immediate family. This is not accumulative. Immediate family will correspond with teacher’s generation. The following number of days may be taken if needed. (these days are in addition to accumulated sick leave): Spouse- 3 days Brother or Sister - 3 days Children - 3 days Friend - 1 day Parent or Spouse’s Parent – 3 days Grandparents, grandchildren, spouse’s grandparents – 2 days Sick Leave The principal has the discretion to approve sick leave for an employee to attend the funeral of a person who is not related to the employee, under circumstances deemed appropriate by the principal. Employees who are adopting or seeking to adopt a minor child or minor children may use up to fifteen (15) sick leave days in any school year for absences relating to the adoption, including time needed for travel, time needed for home visits, time needed for document translation, submission or preparation, time spent with legal or adoption agency representatives, time spent in court, and bonding time. See also, 3.32—LICENSED PERSONNEL FAMILY MEDICAL LEAVE, which also applies. Except for bonding time, documentation shall be provided by the employee upon request. Pay for sick leave shall be at the employee’s daily rate of pay, which is that employee’s total contracted salary, divided by the number of days employed as reflected in the contract. Absences for illness in excess of the employee’s accumulated and current sick leave shall result in a deduction from the employee’s pay at the daily rate as defined above.

At the discretion of the principal (or Superintendent), and, if FMLA is applicable, subject to the certification or recertification provisions contained in policy 3.32—LICENSED PERSONNEL FAMILY MEDICAL LEAVE the District may require a written statement from the employee’s physician documenting the employee’s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in dismissal discipline up to and including termination. Should a teacher be absent frequently during a school year, and said absences are not subject to FMLA leave, and if such a pattern of absences continues, or is reasonably expected to continue, the Superintendent may relieve the teacher of his assignment (with Board approval) and assign the teacher substitute duty at the teacher’s daily rate of pay. Should the teacher fail, or otherwise be unable, to report for substitute duty when called, the teacher will be charged a day of sick leave, if available or if unavailable, the teacher will lose a day’s wages at his/her daily rate of pay. Temporary reassignment may also be offered or required in certain circumstances as provided in 3.32—LICENSED PERSONNEL FAMILY MEDICAL LEAVE. If the employee's absences are not subject to the FMLA, or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties to an extent that the education of students is substantially adversely affected (at the determination of the principal or Superintendent), may result in dismissal termination.

Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability23 determination. If the employee is eligible for FMLA leave and if the leave qualifies under the FMLA, the District will notify the employee in writing, of the decision within five (5) workdays. If the circumstances for the leave as defined in policy 3.32—LICENSED PERSONNEL FAMILY MEDICAL LEAVE don’t change, the District is only required to notify the employee once of the determination regarding the applicability of sick leave and/or FMLA leave within any applicable twelve (12) month period. To the extent the employee has accrued paid accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee’s accrued leave including, once an employee exhausts his/her accrued accumulated sick leave, vacation or personal leave. See 3.32—LICENSED PERSONNEL FAMILY MEDICAL LEAVE . Sick Leave and Outside Employment Sick leave related absence from work (e.g. sick leave for personal or family illness or accident, Workers Comp, and FMLA) inherently means the employee is also incapable of working at any source of outside employment. Except as provided in policy 3.44, if an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Legal References: A.C.A. § 6-17-1201 et seq. 29 USC §§ 2601 et seq. 29 CFR part 825 Date Adopted: February 10, 2005 Last Revised: July 1, 2006, May 8, 2012, April 2013, April 2014

3.31—DRUG FREE WORKPLACE - LICENSED PERSONNEL The conduct of district staff plays a vital role in the social and behavioral development of our students. It is equally important that the staff have a safe, healthful, and professional environment in which to work. To help promote both interests, the district shall have a drug free workplace. It is, therefore, the district’s policy that district employees are prohibited from the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances, illegal drugs, inhalants, alcohol, as well as inappropriate or illegal use of prescription drugs. Such actions are prohibited both while at work or in the performance of official duties while off district property; violations of this policy will subject the employee to discipline, up to and including termination. To help promote a drug free workplace, the district shall establish a drug-free awareness program to inform employees about the dangers of drug abuse in the workplace, the district's policy of maintaining a drug-free workplace, any available drug counseling, rehabilitation, and employee assistance abuse programs, and the penalties that may be imposed upon employees for drug abuse violations. Should any employee be found to have been under the influence of, or in illegal possession of, any illegal drug or controlled substance, whether or not engaged in any school or school-related activity, and the behavior of the employee, if under the influence, is such that it is inappropriate for a school employee in the opinion of the superintendent, the employee may be subject to discipline, up to and including termination. This policy also applies to those employees who are under the influence of alcohol while on campus or at school-sponsored functions, including athletic events. An employee living on campus or on school owned property is permitted to possess alcohol in his/her residence. The employee is bound by the restrictions stated in this policy while at work or performing his/her official duties. Possession, use or distribution of drug paraphernalia by any employee, whether or not engaged in school or school-related activities, may subject the employee to discipline, up to and including termination. Possession in one’s vehicle or in an area subject to the employee’s control will be considered to be possession as though the substance were on the employee’s person. It shall not be necessary for an employee to test at a level demonstrating intoxication by any substance in order to be subject to the terms of this policy. Any physical manifestation of being under the influence of a substance may subject an employee to the terms of this policy. Those physical manifestations include, but are not limited to: unsteadiness; slurred speech; dilated or constricted pupils; incoherent and/or irrational speech; or the presence of an odor associated with a prohibited substance on one’s breath or clothing. Should an employee desire to provide the District with the results of a blood, breath or urine analysis, such results will be taken into account by the District only if the sample is provided within a time range that could provide meaningful results and only by a testing agency chosen or approved by the District. The District shall not request that the employee be tested, and the expense for such voluntary testing shall be borne by the employee. Any incident at work resulting in injury to the employee requiring medical attention shall require the employee to submit to a drug test, which shall be paid at district expense. Failure for the employee to submit to the drug test or a confirmed positive drug test indicating the use of illegal substances or the misuse of prescription medications shall be grounds for the denial of worker’s compensation benefits in accordance with policy 3.44—LICENSED PERSONNEL WORKPLACE INJURIES AND WORKERS’ COMPENSATION. Any employee who is charged with a violation of any state or federal law relating to the possession, use or distribution of illegal drugs, other controlled substances or alcohol, or of drug paraphernalia, must notify his/her immediate supervisor

within five (5) week days (i.e., Monday through Friday, inclusive, excluding holidays) of being so charged. The supervisor who is notified of such a charge shall notify the Superintendent immediately. If the supervisor is not available to the employee, the employee shall notify the Superintendent within the five (5) day period. Any employee so charged is subject to discipline, up to and including termination. However, the failure of an employee to notify his or her supervisor or the Superintendent of having been so charged shall result in that employee being recommended for termination by the Superintendent. Any employee convicted of any criminal drug statute violation for an offense that occurred while at work or in the performance of official duties while off district property shall report the conviction within 5 calendar days to the superintendent. Within 10 days of receiving such notification, whether from the employee or any other source, the district shall notify federal granting agencies from which it receives funds of the conviction. Compliance with these requirements and prohibitions is mandatory and is a condition of employment. Any employee convicted of any state or federal law relating to the possession, use or distribution of illegal drugs, other controlled substances, or of drug paraphernalia, shall be recommended for termination. Any employee who must take prescription medication at the direction of the employee’s physician, and who is impaired by the prescription medication such that he/she cannot properly perform his/her duties shall not report for duty. Any employee who reports for duty and is so impaired, as determined by his/her supervisor, will be sent home. The employee shall be given sick leave, if owed any. The District or employee will provide transportation for the employee, and the employee may not leave campus while operating any vehicle. It is the responsibility of the employee to contact his/her physician in order to adjust the medication, if possible, so that the employee may return to his/her job unimpaired. Should the employee attempt to return to work while impaired by prescription medications, for which the employee has a prescription, he/she will, again, be sent home and given sick leave, if owed any. Should the employee attempt to return to work while impaired by prescription medication a third time the employee may be subject to discipline, up to and including a recommendation of termination. Any employee who possesses, uses, distributes or is under the influence of a prescription medication obtained by a means other than his/her own current prescription shall be treated as though he was in possession, possession with intent to deliver, or under the influence, etc. of an illegal substance. An illegal drug or other substance is one which is (a) not legally obtainable; or (b) one which is legally obtainable, but which has been obtained illegally. The District may require an employee to provide proof from his/her physician and/or pharmacist that the employee is lawfully able to receive such medication. Failure to provide such proof, to the satisfaction of the Superintendent, may result in discipline, up to and including a recommendation of termination. A report to the appropriate licensing agency shall be filed within seven (7) days of:

1) A final disciplinary action taken against an employee resulting from the diversion, misuse, or abuse of illicit drugs or controlled substances; or

2) The voluntary resignation of an employee who is facing a pending disciplinary action resulting from the diversion, misuse, or abuse of illicit drugs or controlled substances.

The report filed with the licensing authority shall include, but not be limited to: • The name, address, and telephone number of the person who is the subject of the report; and • A description of the facts giving rise to the issuance of the report.

When the employee is not a healthcare professional, law enforcement will be contacted regarding any final disciplinary action taken against an employee for the diversion of controlled substances to one (1) or more third parties.

Legal References: 41 U.S.C. § 8101, 8103, and 8104 A.C.A. § 11-9-102

A.C.A. § 17-80-117 Date Adopted: April 2007 Last Revised:

3.52—VOLUNTARY TEACHING DURING PLANNING PERIOD OR O F MORE THAN THE MAXIMUM NUMBER OF STUDENTS PER DAY A teacher in grades 7-12 may voluntarily enter into an agreement with the District to teach:

1) An additional class in place of a planning period; and/or 2) More than one hundred fifty (150) students per day.

A teacher who agrees to teach more than the maximum number of students per day is still bound by the maximum number of students per class period in the Standards For Accreditation. A 7-12 grade teacher who enters into an agreement with the District shall receive compensation based on the teacher’s:

a) Hourly rate of pay for the loss of a planning period; and/or b) Basic contract that is pro-rated for every additional student they teach over the maximum number of students

permitted per day. A teacher who wishes to volunteer for numbers 1 or 2 above must enter into a signed agreement with the District prior to the teacher giving up his/her planning period or teaching more than the maximum number of students per day. A teacher shall not be eligible to receive compensation until after the agreement has been signed. The maximum length of the signed agreement between the teacher and the District shall be for the semester the agreement is signed. Neither the District nor the teacher are obligated to:

• Enter into an agreement; • Renew an agreement; or • Continue an agreement past the semester in which the agreement is signed.

The provisions of the Teacher Fair Dismissal Act, A.C.A. § 6-17-1501 et seq., do not apply to an agreement between a teacher and the District entered into under this policy. Legal Reference: A.C.A. § 6-17-812 Date Adopted: Last Revised

4.12—STUDENT ORGANIZATIONS/EQUAL ACCESS Non-curriculum-related secondary school student organizations wishing to conduct meetings on school premises during noninstructional time shall not be denied equal access on the basis of the religious, political, philosophical, or other content of the speech at such meetings. Such meetings must meet the following criteria. 1. The meeting is to be voluntary and student initiated; 2. There is no sponsorship of the meeting by the school, the government, or its agents or employees; 3. The meeting must occur during noninstructional time; 4. Employees or agents of the school are present at religious meetings only in a nonparticipatory capacity; 5. The meeting does not materially and substantially interfere with the orderly conduct of educational activities within

the school; and 6. Nonschool persons may not direct, conduct, control, or regularly attend activities of student groups. All meetings held on school premises must be scheduled and approved by the principal. The school, its agents, and employees retain the authority to maintain order and discipline, to protect the well being of students and faculty, and to assure that attendance of students at meetings is voluntary. Fraternities, sororities, and secret societies are forbidden in the District’s schools. Membership to student organizations shall not be by a vote of the organization’s members, nor be restricted by the student’s race, religion, sex, national origin, or other arbitrary criteria. Hazing, as defined by law, is forbidden in connection with initiation into, or affiliation with, any student organization, extracurricular activity or sport program. Students who are convicted of participation in hazing or the failure to report hazing shall be expelled. Legal References: A.C.A. § 6-5-201 et seq. A.C.A. § 6-21-201 et seq. 20 U.S.C. 4071 Equal Access Act

Board of Education of the Westside Community Schools v. Mergens, 496 U.S. 226 (1990) A.C.A. § 6-18-601 et seq. Date Adopted: February 10, 2005 Last Revised: May 2010, June 14, 2011

4.35—STUDENT MEDICATIONS Prior to the administration of any medication to any student under the age of eighteen (18), written parental consent is required. The consent form shall include authorization to administer the medication and relieve the Board and its employees of civil liability for damages or injuries resulting from the administration of medication to students in accordance with this policy. All signed medication consent forms are to be maintained by the school nurse. Unless authorized to self-administer, students are not allowed to carry any medications, including over-the-counter medications or any perceived health remedy not regulated by the US Food and Drug Administration, while at school. The parent or legal guardian shall bring the student’s medication to the school nurse. The student may bring the medication if accompanied by a written authorization from the parent or legal guardian. When medications are brought to the school nurse, the nurse shall document, in the presence of the parent, the quantity of the medication(s). If the medications are brought by a student, the school nurse shall ask another school employee to verify, in the presence of the student the quantity of the medication(s). Each person present shall sign a form verifying the quantity of the medication(s). Medications, including those for self-administration medication, must be in the original container and be properly labeled with the student’s name, the ordering provider’s name, the name of the medication, the dosage, frequency, and instructions for the administration of the medication (including times). Additional information accompanying the medication shall state the purpose for the medication, its possible side effects, and any other pertinent instructions (such as special storage requirements) or warnings. Schedule II medications that are permitted by this policy to be brought to school shall be stored in a double locked cabinet. Students with an individualized health plan (IHP) may be given over-the-counter medications to the extent giving such medications are included in the student's IHP. Students taking Schedule II medications methylphenidate (e.g. Ritalin or closely related medications as determined by the school nurse), dextroamphetamine (Dexedrine), and amphetamine sulfate (e.g. Adderall or closely related medications as determined by the school nurse)1 shall be allowed to attend school. Students taking Schedule II medications not included in the previous sentence shall be allowed to bring them to school under the provisions of this policy and shall be permitted to attend and participate in classes only to the extent the student's doctor has specifically authorized such attendance and participation. A doctor's prescription for a student's Schedule II medication is not an authorization. Attendance authorization shall specifically state the degree and potential danger of physical exertion the student is permitted to undertake in the student's classes and extracurricular activities. Without a doctor's written authorization, a student taking Schedule II medications, other than those specifically authorized in this policy, shall not be eligible to attend classes, but shall be eligible for homebound instruction if provided for in their IEP or 504 plans. The district's supervising registered nurse shall be responsible for creating both on campus and off campus procedures for administering medications. Students who have written permission from their parent or guardian and a licensed health care practitioner to self-administer either a rescue inhaler or auto-injectable epinephrine, or both and who have a current consent form on file shall be allowed to carry and self-administer such medication while in school, at an on-site school sponsored activity, while traveling to or from school, or at an off-site school sponsored activity. Students are prohibited from sharing, transferring, or in any way diverting his/her medications to any other person. The fact that a student with a completed consent form on file is allowed to carry an rescue inhaler or auto-injectable epinephrine, or both does not require him/her to have such on his/her person. The parent or guardian of a student who qualifies under this policy to self-carry a rescue

inhaler or auto-injectable epinephrine, or both on his/her person shall provide the school with the appropriate medication which shall be immediately available to the student in an emergency.

Students who have written permission from their parent or guardian and a licensed health care practitioner on file with the District may:

1) Self-administer either a rescue inhaler or auto-injectable epinephrine; 2) Perform his/her own blood glucose checks; 3) Administer insulin through the insulin delivery system the student uses; 4) Treat the student’s own hypoglycemia and hyperglycemia; or 5) Possess on his or her person:

a) A rescue inhaler or auto-injectable epinephrine; or b) the necessary supplies and equipment to perform his/her own diabetes monitoring and treatment functions.

Students who have a current consent form on file shall be allowed to carry and self-administer such medication while:

• In school; • At an on-site school sponsored activity; • While traveling to or from school; or • At an off-site school sponsored activity.

A student is prohibited from sharing, transferring, or in any way diverting his/her medications to any other person. The fact that a student with a completed consent form on file is allowed to carry a rescue inhaler, auto-injectable epinephrine, diabetes medication, or combination does not require him/her to have such on his/her person. The parent or guardian of a student who qualifies under this policy to self-carry a rescue inhaler, auto-injectable epinephrine, diabetes medication, or any combination on his/her person shall provide the school with the appropriate medication, which shall be immediately available to the student in an emergency. Students may be administered Glucagon, insulin, or both in emergency situations by the school nurse or, in the absence of the school nurse, a trained volunteer school employee designated as a care provider, provided the student has: 1. an IHP developed under Section 504 of the Rehabilitation Act of 1973 which that provides for the administration of

Glucagon, insulin, or both in emergency situations; and 2. a current, valid consent form on file from their parent or guardian.

A student shall have access to a private area to perform diabetes monitoring and treatment functions as outlined in the student's IHP.

Emergency Administration of Epinephrine The school nurse or other school employees designated by the school nurse as a care provider who have been trained1 and certified by a licensed physician may administer an epinephrine auto-injector in emergency situations to students who have an IHP developed under Section 504 of the Rehabilitation Act of 1973 which provides for the administration of an epinephrine auto-injector in emergency situations. The parent of a student who has an authorizing IHP, or the student if over the age of eighteen (18), shall annually complete and sign a written consent form provided by the student's school nurse authorizing the nurse or other school employee certified to administer auto-injector epinephrine to the student when the employee believes the student is having a life-threatening anaphylactic reaction. Students with an order from and a licensed health care provider to self-administer auto-injectable epinephrine and who have written permission from their parent or guardian shall provide the school nurse an epinephrine auto-injector. This

epinephrine will be used in the event the school nurse, or other school employee certified to administer auto-injector epinephrine, in good faith professionally believes the student is having a life-threatening anaphylactic reaction and the student is either not self-carrying his/her /epinephrine auto-injector or the nurse is unable to locate it. The school nurse for each District school shall keep epinephrine auto-injectors on hand that are suitable for the students the school serves. The school nurse or other school employee designated by the school nurse as a care provider who has been trained and certified by a licensed physician may administer auto-injector epinephrine to those students who the school nurse, or other school employee certified to administer auto-injector epinephrine, in good faith professionally believes is having a life-threatening anaphylactic reaction. The school shall not keep outdated medications or any medications past the end of the school year. Parents shall be notified ten (10) days in advance of the school’s intention to dispose of any medication. Medications not picked up by the parents or legal guardians within the ten (10) day period shall be disposed of by the school nurse in accordance with current law and regulations. Legal References: Ark. State Board of Nursing: School Nurse Roles and Responsibilities

Arkansas Department of Education and Arkansas State Board of Nursing Rules Governing the Administration of Glucagon to Arkansas Public School Students Suffering from Type I Diabetes

A.C.A. § 6-18-707 A.C.A. § 6-18-711 A.C.A. § 6-18-1005(a)(6)

A.C.A. § 17-87-103 (11) A.C.A. § 20-13-405

Date Adopted: February 10, 2005 Last Revised: August 2006, June 2012, June 2013, July 2013

4.35F3—GLUCAGON AND/OR INSULIN ADMINISTRATION CONSENT FORM Student’s Name (Please Print) __________________________________________________________ This form is good for school year __________. This consent form must be updated anytime the student's medication order changes and renewed each year and/or anytime a student changes schools. The school has developed a Section 504 plan an individual health plan (IHP) acknowledging that my child has been diagnosed as suffering from diabetes. The 504 plan IHP authorizes the school nurse or, in the absence of the nurse, trained volunteer district personnel, to administer Glucagon or insulin to my child in an emergency situation to my child. In the absence of the nurse, trained volunteer district personnel may administer to my child in an emergency situation: Glucagon ______ Insulin ______ I hereby authorize the school nurse to administer Glucagon and insulin to my child, or, in the absence of the nurse, trained volunteer district personnel designated as care providers, to administer Glucagon the medication(s) I selected above to my child in an emergency situation. I will supply the medication(s) I selected above Glucagon shall be supplied to the school nurse by the student’s parent or guardian and be in the original container properly labeled with the student’s name, the ordering provider’s name, the name of the medication, the dosage, frequency, and instructions for the administration of the medication (including times). Additional information accompanying the medication shall state the purpose for the medication, its possible side effects, and any other pertinent instructions (such as special storage requirements) or warnings. I acknowledge that the District, its Board of Directors, its employees, or an agent of the District, including a healthcare professional who trained volunteer school personnel designated as care providers shall not be liable for any damages resulting from his/her actions or inactions in the administration of Glucagon or insulin in accordance with this consent form and the 504 plan IHP. Parent or legal guardian signature ____________________________________________________ Date _________________ Date Adopted: June 2012 Last Revised: June 2013, July 2013

4.51—STUDENT PROMOTION AND RETENTION A disservice is done to students through social promotion and is prohibited by state law. The District shall, at a minimum, evaluate each student annually in an effort to help each student who is not performing at grade level. Parents or guardians shall be kept informed concerning the progress of their student(s). Notice of a student’s possible retention or required retaking of a course shall be included with the student’s grades sent home to each parent/guardian or the student if 18 or older. Parent-teacher conferences are encouraged and may be held as necessary in an effort to improve a student’s academic success. Any grades, course credits, and/or promotions received by a student while enrolled in the Division of Youth Services system of education shall be considered transferable in the same manner as those grades, course credits, and promotions from other accredited Arkansas public educational entities. Promotion or retention of students, or their required retaking of a course shall be primarily based on the following criteria. If there is doubt concerning the promotion or retention of a student or his/her required retaking of a course, a conference between the building principal, the student’s teacher(s), counselor, a 504/special education representative (if applicable), and the student’s parents shall be held before a final decision is made that includes the following individuals.:

a) The building principal or designee; b) The student’s teacher(s); c) School counselor d) A 504/special education representative (if applicable); and e) The student’s parents.

The conference shall be held at a time and place that best accommodates those participating in the conference. The school shall document participation or non-participation in required conferences. If the conference attendees fail to agree concerning the student’s placement or receipt of course credit, the final decision shall rest with the principal or the principal’s designee. Regardless of the student having earned passing grades, a student who falls under one of the following categories shall be considered for retention or shall not receive credit for the course associated with the applicable assessment. The student:

• does not take the State mandated assessment for the student’s grade level or course within the time frame specified by the State;

• takes the State mandated assessment but does not put forth a good faith effort on the assessment as determined by the assessment administrator/proctor.

The Superintendant or designee may wave this provision when the student’s failure was due to exceptional or extraordinary circumstances. Students who do not score proficient or above on their grade level Benchmark Exams State assessments shall be required to participate in an Academic Improvement Plan (AIP). Each AIP shall be developed by school personnel and the student’s parents and shall be designed to assist the student in attaining the expected achievement level. The AIP shall also state the parent’s role as well as the consequences for the student’s failure to participate in the plan, which shall include the student’s retention in their present grade. All students must successfully pass all end-of-course (EOC) assessments they are required to take unless exempted by the student’s individualized education program (IEP). To receive academic credit on his/her transcript in a course requiring a student to take a EOC assessment, the student must either receive a passing score on the initial assessment or successfully participate in the remediation program identified in his/her Iindividualized Academic Improvement Plan (IAIP), which shall focus on the areas in which the student failed to meet the necessary passing score. Additionally, the lack of credit could jeopardize the student's grade promotion or classification.

To the extent required by the State Board of Education, students in grade eleven (11) and below who do not meet the required score on a college and career readiness measurement shall participate in the remediation activities prescribed in his/her IAIP which may include additional opportunities to retake the measurement. Such remediation shall not require the student to pass a subsequent college and career readiness measurement in order to graduate from high school. Promotion/retention or graduation of students with an IEP shall be based on their successful attainment of the goals set forth in their IEP. In addition to the possibility of retention or withholding of course credit, students who either refuse to sit for a State assessment or attempt to boycott a State assessment by failing to put forth a good faith effort on the assessment as determined by the assessment administrator/proctor, or whose parents do not send their student to school on the dates the assessments are originally administered or scheduled as make-up days shall not be permitted to participate in any non-curriculum related extracurricular activity, including school dances, prom, homecoming, senior events, and may be prevented from walking or participating in graduation exercises. The student shall remain ineligible to participate until the student takes the same or a following State mandated assessment, as applicable, or completes the required remediation for the assessment the student failed to put forth a good faith effort on. The Superintendant or designee may wave this paragraph's provisions when the student’s failure was due to exceptional or extraordinary circumstances. Students falling under the provisions of this paragraph shall be permitted to attend curriculum related field trips occurring during the school day.

Legal References: A.C.A. 6-15-433

A.C.A. § 6-15-2001 A.C.A. § 6-15-2005 A.C.A. § 6-15-2009 A.C.A. § 9-28-205 ADE Rules Governing the Arkansas Comprehensive Testing, Assessment, and Accountability Program and the Academic Distress Program ADE Rules Governing Public School End-Of-Course Assessments and Remediation Murphy v. State of Ark., 852 F.2d 1039 (8th Cir. 1988)

Date Adopted: June 2014 Last Revised:

6.4—VOLUNTEERS Enlisting the support of volunteers is a way in which the District can expand the scope of resources and knowledge available to enrich the students’ educational experiences, while strengthening the relationship between the school and the community. Volunteers can also perform non-instructional tasks that allow licensed personnel more time to devote to instruction. The Superintendent shall be responsible for establishing and maintaining a program to coordinate the services volunteers are willing and able to contribute with the needs of District personnel. The program shall establish guidelines to ensure volunteers are aware of pertinent District policies and rules. Volunteers who violate school policies or rules, or knowingly allow students to violate school rules, may be asked to leave the school campus. The guidelines should also include provision for evaluation of the volunteer program and a method for soliciting suggestions from both the volunteers and staff for its improvement. All volunteers must:

1) Be at least twenty-two (22) years of age; 2) Not be a member of the board of directors of the District or the spouse of a member of the board of directors of

the District; and 3) Meet the requirements adopted by the Arkansas Activities Association (AAA) to volunteer for any athletics

program for grades 7-12. A volunteer may act as a head coach in all varsity junior and senior high sports administered by the AAA except in the following sports:

• Football; • Basketball; and • Track and field.

Background Checks for Volunteers For the purposes of this policy, “clear background check” shall mean that a background check was performed, as authorized by A.C.A. §§ 12-12-1601 et seq., and that a potential school volunteer has not committed any of the crimes or offenses contained in A.C.A. §§ 6-17-410, 6-17-411 or 6-17-414, as amended, with regard to both the Arkansas and national background checks, and whose name is not found on the Child Abuse Central Registry. A person wishing to volunteer in a capacity that requires a background check may not perform volunteer services requiring a background check until a clear background check is received by the District. A clear background check will be accepted of any individual wishing to volunteer provided it was conducted within the timeframe provided for in this policy. A person who failed a previous background check may petition the Board for a waiver from this policy's requirement. The petition shall be accompanied by a signed authorization for disclosure of his or her entire criminal and child abuse registry history. In deciding whether to grant a waiver, the board may take into consideration the circumstance or circumstances under which the act or omission leading to conviction or Child Abuse Registry true finding, the age of the person at the time of the act or omission, the length of time that has passed without reoffending, and other relevant circumstances. If the Superintendent recommends a waiver be granted, the Board may, by a majority vote adopt a resolution providing an exception to this policy's requirement for a time period not to exceed five years. The board must consider this matter in open session, and may not confer or deliberate in closed or executive session.

The board shall not have the authority to waive the application of this policy to any potential volunteer who is a Registered Sex Offender. Clear background checks for school volunteers are required prior to any volunteer service to the school district, school , teacher, or classroom, and all clear check volunteers will be issued special volunteer identification to wear prominently when performing their volunteer duties; no person may serve as a volunteer without wearing the provided identification. No information relating to the application for or receipt of a criminal background check, including that a background check has or has not been applied for, shall be subject to disclosure under the Arkansas Freedom of Information Act, as provided by A.C.A. §§ 12-12-1601 et seq. Requests for background checks and reports on background checks obtained under this policy shall be retained by the district for a minimum of three years. The District shall maintain the following information on volunteers:

a) The total number, location, and duties of all volunteers; b) The total number of annual hours of service provided by volunteers; and c) Any reimbursements made to volunteers for expenses, transportation, or other costs incurred in connection with

volunteer services. Volunteers will be made aware that the Arkansas Department of Humans Services considers volunteers for school districts to be mandated reporters of child maltreatment and will receive training on the responsibilities of a mandated reporter.

Legal References: A.C.A. §§ 6-17-410, 411, 414

A.C.A. § 6-22-101 et seq. A.C.A. §§ 12-12-1601 et seq. A.C.A. § 12-18-402 A.C.A. § 12-18-909(g)(21) A.C.A. § 21-13-101 et seq.

Date Adopted: Last Revised:

7.13A—MANAGEMENT AND DISPOSAL OF DISTRICT PROPERTY Definitions For the purposes of this policy, the following definitions apply: “Commodities” are all supplies, goods, material, computers, software, machinery and other equipment purchased on behalf of the district having a useful life of more than one year and an acquisition cost of $1,000 or more per unit. “Surplus commodities” are those commodities that are no longer needed, obsolete, irreparable, or worn out. “Real property” is land and whatever is erected or affixed to land, such as structures or buildings. “Surplus real property” is real property that is not presently needed or foreseen to be needed by the District, and that has been authorized for sale as surplus real property by vote of the School Board. "Trash" are those items that would otherwise belong to another category of goods or property defined in this policy, but which, due to the property's age or an act of God, have less value than it would cost to repair the item. Examples could include, but are not limited to, fire damage, vehicle accidents, extreme age and/or decline in value of the item. The District’s purchases of commodities shall be in accordance with Policy 7.5—PURCHASES OF COMMODITIES and, to the extent applicable, the procurement requirements of any granting source of funding used to purchase the commodity. The Superintendent shall develop procedures governing the use, management, and dispersal of commodities. At a minimum, the procedures will cover the following topics.: • labeling all commodities; • establishing adequate controls to account for their location, custody, and security; • annually auditing the inventory of commodities and updating a listing of such commodities to reconcile the audit

with the district’s inventory records. The audit will be documented and account for any transfer and/or disposal of a commodity.

• Disposing of surplus commodities and surplus real property, whether purchased in whole or in part with federal grant funds or with local funds.

Disposal of Surplus Commodities The Board of Directors recognizes that commodities sometimes become of no use to the District and thus meet this policy’s definition of surplus commodities. The Superintendent or designee(s) will determine the objective fair market value of surplus commodities. The District will strive to dispose of surplus commodities at or near their fair market value. The Superintendent may declare surplus any commodity with a fair market value of less than $1000. Surplus commodities with a fair market value of less than $1000 will be periodically sold by the most efficient, cost effective means that is likely to result in sales at or near fair market value. The Superintendent may submit a list of surplus commodities deemed to have a fair market value of $1,000 or greater to the Board of Directors for authorization to sell such surplus commodities. Once the Board of Directors has authorized the sale of such surplus commodities, the Superintendent or designee(s) may sell that surplus commodity as the need arises. Items with a fair market value of $1,000 or greater will be sold by the most efficient, cost effective means that is likely to result in sales at or near fair market value. If the Superintendent chooses to dispose of the surplus items by bid,

the Superintendent or designee may set a minimum or reserve price on any item, and may reject all bids. The Superintendent or designee is authorized to accept the high bid provided the high bid is at or near the fair market value without further Board action unless the high bid comes under the jurisdiction of Arkansas ethics legislation in which case the provisions of A.C.A. §§ 6-24-101–107 would apply. If attempts at public sales fail to produce any interested buyers or bidders, such remaining unsold commodities may then, at the discretion of the Superintendent, be disposed of as scrap or junk or be donated to appropriate charitable or education related entities. Computer or technology equipment will be cleansed of data prior to disposal. Disposal of Surplus Real Property The Board of Directors recognizes that real property it owns sometimes becomes no longer of use to the District and thus meets this policy’s definition of surplus real property. The Superintendent may submit a request to the Board of Directors for authorization to sell surplus real property. Once the Board of Directors has authorized the sale of such surplus real property, the Superintendent or designated individual(s) may sell that surplus real property as the need arises. The Superintendent or designee(s) shall be responsible for getting a determination of the objective fair market value of surplus real property. The district will strive to dispose of surplus items at or near their fair market value. The real property may be listed for sale with a real estate broker, and the Superintendent or designated individual may contract on behalf of the district to pay the usual and customary sales commission for such transactions, upon sale of the property. Except when the District receives and accepts an offer to lease or purchase surplus real property from a purchaser for an amount that exceeds the fair market value through a bid process, an open-enrollment public charter school that draws its students from the District shall have a right of first refusal to purchase or lease for fair market value any of the District’s surplus real property. If the Superintendent chooses to dispose of the surplus items by bid, the Superintendent or designee(s) may set a minimum or reserve price on any item, and may reject all bids. The Superintendent or designee is authorized to accept the high bid provided the high bid is at or near the fair market value without further Board action unless the high bid comes under the jurisdiction of Arkansas ethics legislation in which case the provisions of A.C.A. §§ 6-24-101–107 would apply. If attempts at public sales fail to produce any interested buyers or bidders, such remaining unsold real property may then, if agreed to by the Superintendent and Board of Directors, be donated to appropriate education related entities, not-for-profit organizations, or the county/, city, or incorporated town in accordance with the provisions of state law. Items obtained with federal funds shall be handled in accordance with applicable federal regulations, if any. The disposal of school property must be for the benefit of the school district and consistent with good business principles. Trash, as defined in this policy, may be disposed of in the most cost efficient or effective method available to the district. Legal References: A.C.A. § 6-13-111

A.C.A. § 6-13-620 A.C.A. § 6-21-108

A.C.A. § 6-21-110

A.C.A. § 6-23-501 A.C.A. § 6-24-101–107 34 CFR § 80.3 – 80.52 34 CFR § 80.31 34 CFR § 80.32(d)(e)

Date Adopted: May 2010 Last Revised: April 2013

8.5—CLASSIFIED EMPLOYEES SICK LEAVE - Option A Definitions

1. “Employee” is an employee of the District working 20 or more hours per week who is not required to have a teaching license as a condition of his employment.

2. “Sick Leave” is absence from work due to illness, whether by the employee or a member of the

employee’s immediate family, or due to a death in the family. The principal shall determine whether sick leave will be approved on the basis of a death outside the immediate family of the employee.

3. “Current Sick Leave” means those days of sick leave for the current contract year, which leave is

granted at the rate of one day of sick leave per month worked, or major part thereof.

4. “Accumulated Sick Leave” is the total of unused sick leave, up to a maximum of ninety (90) days accrued from previous contracts, but not used. Accumulated sick leave also includes the sick leave transferred from an employee’s previous public school employment.

5. “Immediate family” means an employee’s spouse, child, parent, or any other relative provided the other

relative lives in the same household as the employee. Bereavement Leave Berevement leave is allowed in case of the death of a member of the immediate family. This is not accumulative. Immediate family will correspond with teacher’s generation. The following number of days may be taken if needed (these days are in addition to accumulated sick leave): Spouse - 3 days Brother or Sister- 3 days Children - 3 days Friend- 1 day Parent or Spouse’s Parent – 3 days Grandparents, grandchildren, spouse’s grandparents – 2 days Sick Leave The principal has the discretion to approve sick leave for an employee to attend the funeral of a person who is not related to the employee, under circumstances deemed appropriate by the principal. Employees who are adopting or seeking to adopt a minor child or minor children may use up to fifteen (15) sick leave days in any school year for absences relating to the adoption, including time needed for travel, time needed for home visits, time needed for document translation, submission or preparation, time spent with legal or adoption agency representatives, time spent in court, and bonding time. See also, 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE, which also applies. Except for bonding time, documentation shall be provided by the employee upon request. Pay for sick leave shall be at the employee’s daily rate of pay, which is that employee’s hourly rate of pay times the number of hours normally worked per day. Absences for illness in excess of the employee’s accumulated and current sick leave shall result in a deduction from the employee’s pay at the daily rate as defined above.

At the discretion of the principal (or Superintendent), and, if FMLA is applicable, subject to the certification or recertification provisions contained in policy 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE the District may require a written statement from the employee’s physician documenting the employee’s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in dismissal discipline up to and including termination. If the employee's absences are not subject to the FMLA or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties to the degree that the education of students or the efficient operation of a school or the district is substantially adversely affected (at the determination of the principal or Superintendent) may result in dismissal termination. Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. If the employee is eligible for FMLA leave and if the leave qualifies under the FMLA, the District will notify the employee in writing, of the decision within five (5) workdays. If the circumstances for the leave as defined in policy 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE don’t change, the District is only required to notify the employee once of the determination regarding the applicability of sick leave and/or FMLA leave within any applicable twelve (12) month period. To the extent the employee has accrued paid accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee’s accrued leave including, once an employee exhausts his/her accrued accumulated sick leave, vacation or personal leave. See 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE. Sick Leave and Outside Employment Sick leave related absence from work (e.g. sick leave for personal or family illness or accident, Workers Comp, and FMLA) inherently means the employee is also incapable of working at any source of outside employment. Except as provided in policy 8.36, if an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Legal References: A.C.A. § 6-17-1301 et seq. 29 USC §§ 2601 et seq. 29 CFR 825.100 et seq. Date Adopted: Feb. 10, 2005 Last Revised: May 11, 2006, April 2013, April 2014

8.28— DRUG FREE WORKPLACE - CLASSIFIED PERSONNEL The conduct of district staff plays a vital role in the social and behavioral development of our students. It is equally important that the staff have a safe, healthful, and professional environment in which to work. To help promote both interests, the district shall have a drug free workplace. It is, therefore, the district’s policy that district employees are prohibited from the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances, illegal drugs, inhalants, alcohol, as well as inappropriate or illegal use of prescription drugs. Such actions are prohibited both while at work or in the performance of official duties while off district property; violations of this policy will subject the employee to discipline, up to and including termination. To help promote a drug free workplace, the district shall establish a drug-free awareness program to inform employees about the dangers of drug abuse in the workplace, the district's policy of maintaining a drug-free workplace, any available drug counseling, rehabilitation, and employee assistance abuse programs, and the penalties that may be imposed upon employees for drug abuse violations. (Insert substance abuse resources here.) Should any employee be found to have been under the influence of, or in illegal possession of, any illegal drug or controlled substance, whether or not engaged in any school or school-related activity, and the behavior of the employee, if under the influence, is such that it is inappropriate for a school employee in the opinion of the superintendent, the employee may be subject to discipline, up to and including termination. This policy also applies to those employees who are under the influence of alcohol while on campus or at school-sponsored functions, including athletic events. An employee living on campus or on school owned property is permitted to possess alcohol in his/her residence. The employee is bound by the restrictions stated in this policy while at work or performing his/her official duties. Possession, use or distribution of drug paraphernalia by any employee, whether or not engaged in school or school-related activities, may subject the employee to discipline, up to and including termination. Possession in one’s vehicle or in an area subject to the employee’s control will be considered to be possession as though the substance were on the employee’s person. It shall not be necessary for an employee to test at a level demonstrating intoxication by any substance in order to be subject to the terms of this policy. Any physical manifestation of being under the influence of a substance may subject an employee to the terms of this policy. Those physical manifestations include, but are not limited to: unsteadiness; slurred speech; dilated or constricted pupils; incoherent and/or irrational speech; or the presence of an odor associated with a prohibited substance on one’s breath or clothing. Should an employee desire to provide the District with the results of a blood, breath or urine analysis, such results will be taken into account by the District only if the sample is provided within a time range that could provide meaningful results and only by a testing agency chosen or approved by the District. The District shall not request that the employee be tested, and the expense for such voluntary testing shall be borne by the employee. Any incident at work resulting in injury to the employee requiring medical attention shall require the employee to submit to a drug test, which shall be paid at district expense. Failure for the employee to submit to the drug test or a confirmed positive drug test indicating the use of illegal substances or the misuse of prescription medications shall be grounds for the denial of worker’s compensation benefits in accordance with policy 8.36—CLASSIFIED PERSONNEL WORKPLACE INJURIES AND WORKERS’ COMPENSATION. Any employee who is charged with a violation of any state or federal law relating to the possession, use or distribution of illegal drugs, other controlled substances or alcohol, or of drug paraphernalia, must notify his/her immediate supervisor

within five (5) week days (i.e., Monday through Friday, inclusive, excluding holidays) of being so charged. The supervisor who is notified of such a charge shall notify the Superintendent immediately. If the supervisor is not available to the employee, the employee shall notify the Superintendent within the five (5) day period. Any employee so charged is subject to discipline, up to and including termination. However, the failure of an employee to notify his/her supervisor or the Superintendent of having been so charged shall result in that employee being recommended for termination by the Superintendent. Any employee convicted of any criminal drug statute violation for an offense that occurred while at work or in the performance of official duties while off district property shall report the conviction within 5 calendar days to the superintendent. Within 10 days of receiving such notification, whether from the employee or any other source, the district shall notify federal granting agencies from which it receives funds of the conviction. Compliance with these requirements and prohibitions is mandatory and is a condition of employment. Any employee convicted of any state or federal law relating to the possession, use or distribution of illegal drugs, other controlled substances, or of drug paraphernalia, shall be recommended for termination. Any employee who must take prescription medication at the direction of the employee’s physician, and who is impaired by the prescription medication such that he/she cannot properly perform his/her duties shall not report for duty. Any employee who reports for duty and is so impaired, as determined by his/her supervisor, will be sent home. The employee shall be given sick leave, if owed any. The District or employee will provide transportation for the employee, and the employee may not leave campus while operating any vehicle. It is the responsibility of the employee to contact his/her physician in order to adjust the medication, if possible, so that the employee may return to his/her job unimpaired. Should the employee attempt to return to work while impaired by prescription medications, for which the employee has a prescription, he/she will, again, be sent home and given sick leave, if owed any. Should the employee attempt to return to work while impaired by prescription medication a third time the employee may be subject to discipline, up to and including a recommendation of termination. Any employee who possesses, uses, distributes or is under the influence of a prescription medication obtained by a means other than his/her own current prescription shall be treated as though he was in possession, possession with intent to deliver, or under the influence, etc. of an illegal substance. An illegal drug or other substance is one which is (a) not legally obtainable; or (b) one which is legally obtainable, but which has been obtained illegally. The District may require an employee to provide proof from his/her physician and/or pharmacist that the employee is lawfully able to receive such medication. Failure to provide such proof, to the satisfaction of the Superintendent, may result in discipline, up to and including a recommendation of termination. A report to the appropriate licensing agency shall be filed within seven (7) days of:

1) A final disciplinary action taken against an employee resulting from the diversion, misuse, or abuse of illicit drugs or controlled substances; or

2) The voluntary resignation of an employee who is facing a pending disciplinary action resulting from the diversion, misuse, or abuse of illicit drugs or controlled substances.

The report filed with the licensing authority shall include, but not be limited to: • The name, address, and telephone number of the person who is the subject of the report; and • A description of the facts giving rise to the issuance of the report.

When the employee is not a healthcare professional, law enforcement will be contacted regarding any final disciplinary action taken against an employee for the diversion of controlled substances to one (1) or more third parties.

Legal References: 41 U.S.C. § 8101, 8103, and 8104

A.C.A. § 11-9-102 A.C.A. § 17-80-117

Date Adopted: July 2007 Last Revised

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 6 DATE: MAY 12, 2015 SUBJECT PROPOSED CHANGES IN DISTRICT POLICIES RELATED PAGES ATTACHED PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION The following policy changes are recommended by the administration in accordance with the Arkansas School Board Association updates. These policies are presented for action this month and was presented as information at the April board meeting.

1.2—BOARD ORGANIZATION and VACANCIES 1.19—BOARD MEMBER LENGTH OF TERM and HOLDOVERS 1.20—DUTIES OF THE LEGISLATIVE LIAISON 3.19—LICENSED PERSONNEL EMPLOYMENT 3.50—LICENSED PERSONNEL HEALTH CARE COVERAGE REPORTING 3.50F—LICENSED PERSONNEL HEALTH CARE COVERAGE AND TIN REPORT FORM 4.5—SCHOOL CHOICE 7.5—PURCHASES OF COMMODITIES 7.16—HEALTH CARE COVERAGE AND THE AFFORDABLE CARE ACT 8.13—CLASSIFIED EMPLOYMENT 8.38—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE REPORTING 8.38F—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE AND TIN REPORT FORM ADMINISTRATIVE RECOMMENDATION Approve the policy changes as presented.

1.2—BOARD ORGANIZATION and VACANCIES Election of Officers The Board shall elect a president, vice president, and secretary, and legislative liaison at the first regular meeting following the later of the certification of the results of the annual September school election or if there is a runoff election, at the first regular meeting following the certification of the results of a run-off election. The secretary need not be a member of the Board. Officers shall serve one-year terms and perform those duties as prescribed by policy of the Board. The Board shall also elect through a resolution passed by a majority vote one of its members to be the primary board disbursing officer and may designate one or more additional board members as alternate board disbursing officers. A copy of the resolution will be sent to the county treasurer and to the director of the Department of Finance and Administration. When the position of an officer of the board becomes vacant, the officer’s position shall be filled for the remainder of the year in the same manner as for the annual election of officers after the annual school election. Election of Board officers shall not occur except on a once per year basis or to fill an officer vacancy. Vacancies A vacancy shall exist on the Board due to a board member's: • Resignation; • Death; • Felony conviction; • No longer residing in the district; • Whose full-length term as a holdover has expired, and who has not subsequently been elected to another term; or • Other statutory reason resulting in a board member's removal from the board.

The vacated position shall be filled in the manner prescribed by statute and this policy; the successor to the vacated position shall serve until the annual school election following the appointment. A temporary vacancy exists when a Board member is called to active military service. When such a vacancy occurs, The temporary vacancy shall be filled in the manner prescribed by statute and this policy. The appointee shall serve until either the Board member who has been called to active military service returns and notifies the Board secretary of his/her desire to resume service on the Board or the Board member's term expires. Should the still active military Board member's term expire, that member may run for re-election. If re-elected, the re-elected Board member's temporary vacancy shall be filled again in the manner prescribed in this policy. The position of any Board member who misses three (3) or more regular and consecutive board meetings due to the member's illness shall not be considered vacant provided the Board member verifies by a written, sworn statement from his/her attending physician that illness is the cause of the member's repeated absences. Provided at least a quorum of the Board remains, the Board has thirty (30) days in which to appoint a successor to a vacated position on the Board. If less than a quorum of the Board remains or the Board fails to fill the vacancy within 30 days of the vacancy, the position shall be filled by the county quorum court. Cross References: 1.3—DUTIES OF THE PRESIDENT

1.4—DUTIES OF THE VICE-PRESIDENT 1.5—DUTIES OF THE SECRETARY 1.16 —DUTIES OF BOARD DISBURSING OFFICER 1.19—BOARD MEMBER LENGTH OF TERM and HOLDOVERS 1.20—DUTIES OF THE LEGISLATIVE LIAISON

Legal References: A.C.A. § 6-13-611

A.C.A. § 6-13-612 A.C.A. § 6-13-613 A.C.A. § 6-13-616 A.C.A. § 6-13-618 A.C.A. § 6-13-619

Date Adopted: February 10, 2005 Last Revised:

1.19—BOARD MEMBER LENGTH OF TERM and HOLDOVERS The District has 5 Board of Directors members. Each member is elected for a term of service of 5 years. Members may be re-elected to serve consecutive terms so long as the member continues to meet the eligibility requirements for board service. A board member remains in office until the member’s successor has been sworn into office. In the event a board member’s term of office has expired and no one is elected to replace the member, or the individual elected fails to receive the oath of office within the time set in statute, the board member becomes a "holdover" and is treated as having been re-elected to office for another term Board members may only serve one term as a holdover and may be re-elected to the board at the expiration of his/her term. Consequently, should no individual be elected to the position at the expiration of the holdover term, the position shall be declared to be vacant and filled in accordance with Policy 1.2—BOARD ORGANIZATION AND VACANCIES and Arkansas law. Board members not wishing to continue as a holdover may resign from office and the position is to be filled in accordance with Policy 1.2. Cross Reference: Policy 1.2—BOARD ORGANIZATION AND VACANCIES Legal References: A.C.A. § 6-13-608

A.C.A. § 6-13-611 A.C.A. § 6-13-616 A.C.A. § 6-13-630 A.C.A. § 6-13-631 A.C.A. § 6-13-634 Arkansas Constitution Article 19, Section 5

Date Adopted: Last Revised:

1.20—DUTIES OF THE LEGISLATIVE LIAISON The Board of Directors recognizes the needs of the District require the Board to take an active role in the legislative process as it relates to legislation affecting this district and public education in general. To aid the Board in this endeavor, the Board shall elect one of its members to hold the office of Legislative Liaison. The duties of the legislative liaison are to: • Be the primary contact person for legislative updates from the Arkansas School Boards Association (ASBA); • Keep the other members of the Board up to date on legislative issues; • Make arrangements for the legislators whose representation zones cover the District to be contacted by either the

liaison him/herself or by another board member on pending issues that would impact the District. Cross Reference: 1.2—BOARD ORGANIZATION and VACANCIES Date Adopted: Last Revised:

3.19—LICENSED PERSONNEL EMPLOYMENT All prospective employees must fill out an application form provided by the District, in addition to any resume provided; all of the information provided is to be placed in the personnel file of those employed. If the employee provides false or misleading information, or if he/she withholds information to the same effect, it may be grounds for dismissal. In particular, it will be considered a material misrepresentation and grounds for termination of contract of employment if an employee’s licensure status is discovered to be other than as it was represented by an employee or applicant, either in writing on application materials or in the form of verbal assurances or statements made to the school district. It is grounds for termination of contract of employment if an employee fails a criminal background check or receives a true report on the Child Maltreatment Central Registry check. The District is an equal opportunity employer and shall not discriminate on the grounds of race, color, religion, national origin, sex, age, or disability. Inquiries on non discrimination may be directed to Dr. Lisa Todd, who may be reached at 501-679-4808. For further information on notice of non-discrimination or to file a complaint, visit http://wdcrobcolp01.ed.gov/CFAPPS/OCR/contactus.cfm; for the address and phone number of the office that serves your area, or call 1-800-421-3481. In accordance with Arkansas law, the District provides a veteran preference to applicants who qualify for one of the following categories: 1. a veteran without a service-connected disability; 2. a veteran with a service-connected disability; and 3. a deceased veteran’s spouse who is unmarried throughout the hiring process; or

For purposes of this policy, “veteran” is defined as: a. A person honorably discharged from a tour of active duty, other than active duty for training only, with the armed

forces of the United States; or b. Any person who has served honorably in the National Guard or reserve forces of the United States for a period of at

least six (6) years, whether or not the person has retired or been discharged. In order for an applicant to receive the veterans preference, the applicant must be a citizen and resident of Arkansas, be substantially equally qualified as other applicants and do all of the following: 1. Indicate on the employment application the category the applicant qualifies for; 2. Attach the following documentation, as applicable, to the employment application:

• Form DD-214 indicating honorable discharge; • A letter dated within the last six months from the applicant’s command indicating years of service in the National

Guard or Reserve Forces as well as the applicant’s current status; • Marriage license; • Death certificate;

• Disability letter from the Veteran’s Administration (in the case of an applicant with a service-related disability).

Failure of the applicant to comply with the above requirements shall result in the applicant not receiving the veteran preference; in addition, meeting the qualifications of a veteran or spousal category does not guarantee either an interview or being hired. Legal References: A.C.A. § 6-17-410

A.C.A. § 6-17-411 A.C.A. § 21-3-302 A.C.A. § 21-3-303 28 C.F.R. § 35.106 34 C.F.R. § 100.6 34 C.F.R. § 104.8 34 C.F.R. § 106.9 34 C.F.R. § 108.9 34 C.F.R. § 110.25

Date Adopted: February 10, 2005 Last Revised: May 8, 2012, April 2014

3.50—LICENSED PERSONNEL HEALTH CARE COVERAGE REPORT ING Definitions "ACA" is the Affordable Care Act “Full-time employee” means a licensed employee who is normally expected to work at least nine hundred (900) hours a year. “Responsible individual” means a primary insured employee who, as a parent or spouse, enrolls one or more individuals in a district’s health care plan. “Tax Identification Number (TIN)” means an individual’s social security account number. TIN Reporting All licensed employees are required to complete and return 3.50F-Health Care Coverage and TIN Report Form by no later than October 1 of each year. All employees that meet the above definition of a responsible individual are required to include the name, date of birth, and TIN of any dependent that receives health insurance through a District offered health care plan. Due to very significant penalties and sanctions contained within the ACA that the Internal Revenue Service (IRS) could levy against the District for the failure to submit required information to the IRS, the failure of any employee to submit a completed copy of 3.50F-Health Care Coverage and TIN Report Form by October 1 shall be grounds for disciplinary action against the employee up to and including termination or non-renewal of contract. Statement of Return Under provisions of the ACA, the District is required to file information with the IRS pertaining to each employee. The District is also required to send each full time employee a Statement of Return (Statement). Each full-time employee shall receive a Statement from the District by January 31 of each year. The Statement contains information the District provided to the IRS, as required by law, regarding the employee’s health insurance coverage. Each Statement consists of important District identification and contact information and a copy of the documents the District filed with the IRS concerning the employee’s health care coverage. As with other tax documents, the information contained in the Statements covers the immediately preceding calendar year. Only one statement will be provided to a household with an employee who meets the above definition of a responsible individual. The employee shall receive a paper copy of the Statement unless the employee completes and returns 7.23F-Electronic Receipt of Statements Consent Form. Cross References: 3.50F-Health Care Coverage and TIN Report Form 7.23-Health Care Coverage and the Affordable Care Act 7.23F-Electronic Receipt of Statements Consent Form Legal References: A.C.A. § 6-17-1111 26 U.S.C. § 6055 26 U.S.C. § 6056 26 U.S.C. § 6109 Date Adopted: April 2014 Last Updated:

3.50F—LICENSED PERSONNEL HEALTH CARE COVERAGE AND T IN REPORT FORM The District requires all licensed employees to complete the following form each year and return it to the District’s administrative office by October 1. In accordance with Arkansas law, the District shall not use, display, release, or print any of the information on this form for any other purpose than to comply with IRS regulations. Definition “Tax Identification Number (TIN)” means an individual’s social security account number. Health Insurance Information Name: ___________________________________ TIN: _____________ Date of Birth : ________ Please select the box that most accurately describes your health insurance coverage for the current year: _____ Neither I nor any of my dependents received health insurance through one of the District’s health insurance plans during the current calendar year. (No coverage through District) _____ I alone received health insurance through one of the District’s health insurance plans during the current calendar year. (Employee only coverage through the District) _____ Both I and my dependent(s) received health insurance through a District’s family or spousal health insurance plan during the current calendar year. A spouse is included in the definition of a dependent. (Employee plus children, Employee plus spouse, Employee plus spouse and children) If you had a family or spousal health care plan during the current year, please complete the following: Dependent 1: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 2: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 3: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 4: Name: ___________________ TIN: _____________ Date of Birth: ________ Signature: ______________________ Date: _______

4.5—SCHOOL CHOICE Standard School Choice Exemption The District is under an enforceable desegregation court order/court-approved desegregation plan regarding the effects of past racial segregation in student assignment and has submitted the appropriate documentation to the Arkansas Department of Education (ADE).2As a result of the desegregation order/desegregation plan, the District is exempt from the provisions of the Public School Choice Act of 2015 (Standard School Choice) and the Arkansas Opportunity Public School Choice Act of 2004 (Opportunity School Choice). The District shall notify the superintendents of each of its geographically contiguous school districts of its exemption.3 The exemption prohibits the District from accepting any school choice applications from students wishing to transfer into or out of the District through standard School Choice or Opportunity School Choice. Definition "sibling" means each of two (2) or more children having a common parent in common by blood, adoption, marriage, or foster care. Transfers Into the District Capacity Determination and Public Pronouncement The Board of Directors will adopt a resolution containing the capacity standards for the District. The resolution will contain the acceptance determination criteria identified by academic program, class, grade level, and individual school. The school is not obligated to add any teachers, other staff, or classrooms to accommodate choice applications. The District may only deny a Standard School Choice application if the District has a lack of capacity by the District having reached ninety percent (90%) of the maximum student population in a program, class, grade level, or school building authorized by the Standards or other State/Federal law.

The District shall advertise in appropriate broadcast media and either print media or on the Internet to inform students and parents in adjoining districts of the range of possible openings available under the School Choice program. The public pronouncements shall state the application deadline and the requirements and procedures for participation in the program. Such pronouncements shall be made in the spring, but in no case later than March 1. Application Process The student's parent shall submit a school choice application on a form approved by ADE to this district. The transfer application must be postmarked or hand delivered on or before May 1 of the year preceding the fall semester the applicant would begin school in the District. The District shall date and time stamp all applications as they are received in the District's central office. It is the District’s responsibility to send a copy of the application that includes the date and time stamp to the student’s resident district. Applications postmarked or hand delivered on or after May 2 will not be accepted. Statutorily, preference is required to be given to siblings of students who are already enrolled in the District. Therefore, siblings whose applications fit the capacity standards approved by the Board of Directors may be approved ahead of an otherwise qualified non-sibling applicant who submitted an earlier application as identified by the application's date and time stamp.

The approval of any application for a choice transfer into the District is potentially limited by the applicant's resident district's statutory limitation of losing no more than three percent (3%) of its past year's student enrollment due to Standard School Choice. As such, any District approval of a choice application prior to July 1 is provisional pending a determination that the resident district's three percent (3%) cap has not been reached. The Superintendent will consider all properly submitted applications for School Choice. By July 1, the Superintendent shall notify the parent and the student’s resident district, in writing, of the decision to accept or reject the application. Accepted Applications Applications which fit within the District's stated capacity standards shall be provisionally accepted, in writing, with the notification letter stating a reasonable timeline by which the student shall enroll in the District by taking the steps detailed in the letter, including submission of all required documents. If the student fails to enroll within the stated timeline, or if all necessary steps to complete the enrollment are not taken, or examination of the documentation indicates the applicant does not meet the District's stated capacity standards, the acceptance shall be null and void. A student, whose application has been accepted and who has enrolled in the District, is eligible to continue enrollment until completing his/her secondary education. Continued enrollment is conditioned upon the student meeting applicable statutory and District policy requirements. Any student who has been accepted under choice and who either fails to initially enroll under the timelines and provisions provided in this policy or who chooses to return to his/her resident district voids the transfer and must reapply if, in the future, the student seeks another school choice transfer. A subsequent transfer application will be subject to the capacity standards applicable to the year in which the application is considered by the District. A present or future sibling of a student who continues enrollment in this District may enroll in the District by submitting a Standard School Choice application. Applications of siblings of presently enrolled choice students are subject to the provisions of this policy including the capacity standards applicable to the year in which the sibling's application is considered by the District. A sibling who enrolls in the District through Standard School choice is eligible to remain in the District until completing his/her secondary education. Students whose applications have been accepted and who have enrolled in the district shall not be discriminated against on the basis of gender, national origin, race, ethnicity, religion, or disability. Rejected Applications The District may reject an application for a transfer into the District under Standard School Choice due to a lack of capacity. However, the decision to accept or reject an application may not be based on the student’s previous academic achievement, athletic or other extracurricular ability, English proficiency level, or previous disciplinary proceedings other than a current expulsion. An application may be provisionally rejected if it is for an opening that was included in the District's capacity resolution, but was provisionally filled by an earlier applicant. If the provisionally approved applicant subsequently does not enroll in the District, the provisionally rejected applicant could be provisionally approved and would have to meet the acceptance requirements to be eligible to enroll in the district. Rejection of applications shall be in writing and shall state the reason(s) for the rejection. A student whose application was rejected may request a hearing before the State Board of Education to reconsider the application which must be done, in writing to the State Board within ten (10) days of receiving the rejection letter from the District.

Any applications that are denied due to the student’s resident district reaching the three percent (3%) limitation cap shall be given priority for a choice transfer the following year in the order that the District received the original applications. Transfers Out of the District All Standard School Choice applications shall be granted unless the approval would cause the District to have a net enrollment loss (students transferring out minus those transferring in) of more than three percent (3%) of the average daily membership on October 15 of the immediately preceding year. By December 15 of each year, ADE shall determine and notify the District of the net number of allowable choice transfers. For the purpose of determining the three percent (3%) cap, siblings are counted as one student, and students are not counted if the student transfers from a school or district in:

• Academic Distress under either A.C.A. § 6-15-430(c)(1) or A.C.A. § 6-18-227; or • Facilities Distress under A.C.A. § 6-21-812.

If, prior to July 1, the District receives sufficient copies of requests from other districts for its students to transfer to other districts to trigger the three percent (3%) cap, it shall notify each district the District received Standard School Choice applications from that it has tentatively reached the limitation cap. The District will use confirmations of approved choice applications from receiving districts to make a final determination of which applications it received that exceeded the limitation cap and notify each district that was the recipient of an application to that effect. Facilities Distress School Choice Applications There are a few exceptions from the provisions of the rest of this policy that govern choice transfers triggered by facilities distress. Any student attending a school district that has been identified as being in facilities distress may transfer under the provisions of this policy, but with the following four (4) differences.

• The receiving district cannot be in facilities distress; • The transfer is only available for the duration of the time the student's resident district remains in distress; • The student is not required to meet the June 1 application deadline; and • The student's resident district is responsible for the cost of transporting the student to this District's school. Opportunity School Choice Transfers Into or Within the District For the purposes of this section of the policy, a “lack of capacity” is defined as when the receiving school has reached the maximum student-to-teacher ratio allowed under federal or state law, the ADE Rules for the Standards of Accreditation, or other applicable rules. There is a lack of capacity if, as of the date of the application for Opportunity School Choice, ninety-five percent (95%) or more of the seats at the grade level at the nonresident school are filled. Unless there is a lack of capacity at the District’s school or the transfer conflicts with the provisions of a federal desegregation order applicable to the District, a student who is enrolled in or assigned to a school classified by the ADE to be in academic distress is eligible to transfer to the school closest to the student’s legal residence that is not in academic distress. The student’s parent or guardian, or the student if over the age of eighteen (18), must successfully complete the necessary application process by July 30 preceding the initial year of desired enrollment. Within thirty (30) days from receipt of an application from a student seeking admission under this section of the policy, the Superintendent shall notify in writing the parent or guardian, or the student if the student is over eighteen (18) years of age, whether the Opportunity School Choice application has been accepted or rejected. The notification shall be sent via First-Class Mail to the address on the application.

If the application is accepted, the notification letter shall state the deadline by which the student must enroll in the receiving school or the transfer will be null and void. If the District rejects the application, the District shall state in the notification letter the specific reasons for the rejection. A parent or guardian, or the student if the student is over eighteen (18) years of age, may appeal the District’s decision to deny the application to the State Board of Education. The appeal must be in writing to the State Board of Education via certified mail, return receipt requested, no later than ten (10) calendar days, excluding weekends and legal holidays, after the notice of rejection was received from the District. A student’s enrollment under Opportunity School Choice is irrevocable for the duration of the school year and is renewable until the student completes high school or is beyond the legal age of enrollment. This provision for continuing eligibility under Opportunity Choice does not negate the student's right to apply for transfer to a district other than the student's assigned school or resident district under the Standard School Choice provisions of this policy. The District may, but is not obligated to provide transportation to and from the transferring district. Transfers out of, or within, the District If a District school or the District has been classified by the ADE as being in academic distress the District shall timely notify the parent, guardian, or student, if the student is over eighteen (18) years of age, as soon as practicable after the academic distress designation is made of all options available under Opportunity Choice. The District shall offer the parent or guardian, or the student if the student is over eighteen (18) years of age, an opportunity to enroll the student in any public school or school district that has not been classified by the ADE as a public school or school district in academic distress. Additionally, the District shall request public service announcements to be made over the broadcast media and in the print media at such times and in such a manner as to inform parents or guardians of students in adjoining districts of the availability of the program, the application deadline, and the requirements and procedure for nonresident students to participate in the program. Legal References: A.C.A. § 6-1-106 A.C.A. § 6-13-113

A.C.A. § 6-15-430(b) A.C.A. § 6-18-227 A.C.A. § 6-18-510 A.C.A. § 6-18-1901 et seq. A.C.A. § 6-21-812 ADE Rules Governing the Guidelines, Procedures and Enforcement of the Arkansas Opportunity Public School Choice Act

Date Adopted: Last Revised:

7.5—PURCHASES OF COMMODITIES Purchases shall be made in accordance with State laws and procurement procedures governing school purchases that are deemed to be in the best interest of the District and are the result of fair and open competition between qualified bidders and suppliers. No bids shall be taken for professional services. DEFINITIONS “Commodities” are all supplies, goods, material, equipment, computers, software, machinery, facilities, personal property, and services, other than personal and professional services, purchased on behalf of the District. “Professional services” are legal, financial advisory, architectural, engineering, construction management, and land surveying professional consultant services. “Specifications” means a technical description or other description of the physical and/or functional characteristics of a commodity. Purchases of commodities with a purchase price of more than $10,000 require prior Board approval, unless an emergency exists in which case the Superintendent may waive this requirement. The district shall notify in writing all actual or prospective bidders, offerors, or contractors who make a written request to the district for notification of opportunities to bid. The notification shall be made in sufficient time to allow actual or prospective bidders, offerors, or contractors to submit a bid or other appropriate response. The board shall accept bids submitted electronically by email or fax for any and all district purchases, unless specified to be submitted by other means or methods, and except those bids which have been specified to have a designated date upon which the bids shall be opened. The superintendent shall be responsible for ensuring submitted bids, whether written, faxed, or emailed, are retained in accordance with policy 7.15—RECORD RETENTION AND DESTRUCTION. The district will not solicit bids or otherwise contract for a sum greater than twenty-five thousand dollars ($25,000) with vendors that are on the “excluded parties list” if the contract is to be paid from federal grant funds. All purchases of commodities in which the estimated purchase price equals or exceeds ten thousand dollars ($10,000) shall be procured by soliciting bids. Specifications shall be devised for all commodities to be bid that are specific enough to ensure uniformity of the bid and yet not so restrictive that it would prevent competitive bidding. The bid specifications shall not include the name or identity of any specific vendor. The Board reserves the right to reject all bids and to purchase the commodity by negotiating a contract. In such an instance, each responsible bidder who submitted a bid shall be notified and given a reasonable opportunity to negotiate. Bids shall be awarded after careful examination of the details of the bid to determine the best overall value to the District. In instances where the low bid was not accepted a statement of the reasons shall be attached to the bid. Bidders submitting written bids shall be notified in writing of the bid award. The following commodities may be purchased without soliciting bids provided that the purchasing official determines in writing that it is not practicable to use other than the required or designated commodity or service, and a copy of this statement is attached to the purchase order: 1. Commodities in instances of an unforeseen and unavoidable emergency;

2. Commodities available only from the federal government; 3. Utility services; 4. Used equipment and machinery; and 5. Commodities available only from a single source. Prospective bidders, offerors, or contractors may appeal to the district’s superintendent if they believe the district failed to follow district bidding and purchasing policy or state law. Any award of a contract shall be subject to revocation for ten (10) working days or, if an appeal is received, after resolution of the appeal. This shall give prospective bidders, offerors, or contractors the opportunity to appeal the bid award if they believe the facts warrant an appeal. Any appeal shall be in writing by certified mail and received by the district office, “attention to the superintendent” within seven (7) calendar days following the initial and revocable award of the contract. If the district receives an appeal of a bid award, they shall notify, in writing, those prospective bidders, offerors, or contractors who have made a written request to the district for notification of opportunities to bid that an appeal has been submitted. The notification shall state: • that the contract award has been halted pending resolution of the appeal and could be revoked; • the reasons for the appeal; • that the recipient of the letter may respond to the protested issues identified in the appeal; • the date the decision on the appeal will be made and notification sent; • that if the appeal is upheld, the bidding process will start all over again; • that if the bidding is re-opened, changes will be made to the request for bids as necessary to satisfy the reasons

for upholding the appeal. The sole authority to resolve any appeal made relating to this policy shall rest with the superintendent. The superintendent’s decision shall be final and conclusive. In the event the district upholds an appeal, the sole responsibility of the district to the aggrieved bidder(s) shall be the re-opening of the bidding process. The District reserves the right to extend or renew a contract that was previously awarded under the process governed by this policy and law, provided the extension or renewal meet the following criteria. 1. The equipment and services provided under the extended or renewed contract meets or exceeds the specifications of

the original bid. 2. The extended or renewed contract agreement complies with the state of Arkansas’s documentation requirements. 3. The cost of the extended or renewed contract is the same or less than the original contract. 4. The extension or renewal is approved by the local school board. Legal References: A.C.A. § 6-21-301, 303, 304, 305, 306 A.C.A. § 6-24-101 et seq.

A.C.A. § 19-11-801 Date Adopted: February 10, 2005 Last Revised: September 8, 2005, May 2010, April 2013

7.16—HEALTH CARE COVERAGE AND THE AFFORDABLE CARE A CT

Definitions “Dependant”, for purposes of this policy, means an employee’s child(ren) and/or spouse who are enrolled by the employee in health care coverage through the District’s health care plans. “Full-time employee”, for purposes of this policy, means an employee in a position requiring on average thirty (30) hours of actual performance per week during the annual school year. “Responsible individual” means a primary insured employee who, as a parent or spouse, enrolls one or more individual(s) in health care coverage through the District’s health care plans. "Variable hour employee", for the purposes of this policy, means an individual who has no base minimum number of hours of performance required per week.

Health Insurance Enrollment All full time District employees are eligible to enroll themselves; their spouse, so long as the spouse is not otherwise eligible for insurance through his/her employer's sponsored plan; and their child(ren) in one of the insurance plans through the Public School Employee Life and Health Insurance Program (PSELHIP). Variable hour employees are not eligible to enroll in a PSELHIP plan. If a variable hour employee’s measurement period finds that the employee averaged thirty (30) or more hours per week, then the employee is treated as a full time employee rather than a variable hour employee and is eligible for health insurance. New full time employees have sixty (60) days following the start date of the employee’s contract to elect to enroll in a PSELHIP plan; all new employees shall be informed in writing of the start date of the employee’s contract and that the employee has sixty (60) days from that date to elect PSELHIP coverage. Coverage for new employees who choose to enroll in a PSELHIP plan shall take effect on the first of the month following the date on the enrollment application. Coverage shall be in effect until the end of the calendar year. Employees who experience a Qualifying Status Change Event have sixty (60) days from the date of the Qualifying Status Change Event to file an application to change coverage information. All employees who continue to be eligible may elect to continue coverage and make changes to their PSELHIP plan for the following plan year during the yearly open enrollment period. The District shall ensure all employees are provided education annually on the advantages and disadvantages of a consumer-driven health plan option and effective strategies of using a Health Savings Account (HSA). Any employee who enrolls in a PSELIP consumer driven health care plan is required to establish an HSA unless the employee is ineligible for an HSA.

District Contribution to Premiums At a minimum, the District shall distribute the statutorily required contribution rate to all employees who are enrolled in one of the PSELHIP plans.

Measurement Method of Employee Hours Option 1: The District uses the look-back method for determining if an employee qualifies as a full-time employee. Option 2: The District uses the monthly measurement method for determining if an employee qualifies as a full-time employee.

W-2

For all full-time employees who are enrolled in a PSELHIP plan, the District shall indicate in box twelve (12) of the employee’s Form W-2 the cost of the employee’s health care coverage by using code “DD”.

Statement of Return The District shall send to each full-time employee a Statement of Return (Statement) regarding the IRS Return filed on the employee. The Statement shall contain: The District’s name, address, and Employer Identification Number (EIN) as well as a copy of the IRS Return filed on the employee. The District shall send a copy of the Statement to the employee on or before January 31 of the calendar year following the calendar year the information in the Statement covers. The District shall send only one Statement to the household of an employee who meets the definition of a responsible individual that will include all requisite information for both the responsible individual and the responsible individual’s dependant’(s). The Statement will be mailed to the employee’s address on record.

Record Retention The District shall maintain copies of the Statements sent to employees in accordance with the requirements for documents transmitted to the IRS. Legal References: A.C.A. § 6-17-1117

A.C.A. § 21-5-401 et seq. 26 C.F.R. § 54.4980h-0 et seq. 26 C.F.R. § 31.6001-1

Date Adopted: Last Revised:

8.13—CLASSIFIED EMPLOYMENT All prospective employees must fill out an application form provided by the District, in addition to any resume provided; all of the information provided is to be placed in the personnel file of those employed. If the employee provides false or misleading information, or if he/she withholds information to the same effect, it may be grounds for dismissal. In particular, it will be considered a material misrepresentation and grounds for termination of contract of employment if an employee’s application information is discovered to be other than as was represented by the employee, either in writing on application materials or in the form of representations made to the school district. It is grounds for termination of contract of employment if an employee fails a criminal background check or receives a true report on the Child Maltreatment Central Registry check. An employee who receives notification of a failure to pass a criminal background check or a true result on the Child Maltreatment Central Registry check shall have thirty (30) days following the notification to submit to the superintendent, or designee, a written request for a hearing before the Board to request a waiver. The written request should include any documentation, such as police reports, or other materials that are related to the event giving rise to the failed background check or true result on the Child Maltreatment Registry as well as information supporting your request for the waiver. Employees requesting a board hearing to request a waiver should be aware that this hearing is subject to the Arkansas Freedom of Information Act and it must be fully open to the public as a result. The District is an equal opportunity employer and shall not discriminate on the grounds of race, color, religion, national origin, sex, age, or disability. Inquiries on non discrimination may be directed to Dr. Lisa Todd, who may be reached at 501-679-4808. For further information on notice of non-discrimination or to file a complaint, visit http://wdcrobcolp01.ed.gov/CFAPPS/OCR/contactus.cfm; for the address and phone number of the office that serves your area, or call 1-800-421-3481. In accordance with Arkansas law, the District provides a veteran preference to applicants who qualify for one of the following categories: 4. a veteran without a service-connected disability; 5. a veteran with a service-connected disability; and 6. a deceased veteran’s spouse who is unmarried throughout the hiring process; or

For purposes of this policy, “veteran” is defined as: c. A person honorably discharged from a tour of active duty, other than active duty for training only, with the armed

forces of the United States; or d. Any person who has served honorably in the National Guard or reserve forces of the United States for a period of at

least six (6) years, whether or not the person has retired or been discharged. In order for an applicant to receive the veterans preference, the applicant must be a citizen and resident of Arkansas, be substantially equally qualified as other applicants and do all of the following: 2. Indicate on the employment application the category the applicant qualifies for; 3. Attach the following documentation, as applicable, to the employment application:

• Form DD-214 indicating honorable discharge;

• A letter dated within the last six months from the applicant’s command indicating years of service in the National Guard or Reserve Forces as well as the applicant’s current status;

• Marriage license; • Death certificate; • Disability letter from the Veteran’s Administration (in the case of an applicant with a service-related disability).

Failure of the applicant to comply with the above requirements shall result in the applicant not receiving the veteran preference; in addition, meeting the qualifications of a veteran or spousal category does not guarantee either an interview or being hired. Legal References: A.C.A. § 6-17-414

A.C.A. § 21-3-302 A.C.A. § 21-3-303 A.C.A. § 25-19-101 et seq. 28 C.F.R. § 35.106 34 C.F.R. § 100.6 34 C.F.R. § 104.8 34 C.F.R. § 106.9 34 C.F.R. § 108.9 34 C.F.R. § 110.25

Date Adopted: February 10, 2005 Last Revised: June 12, 2012, April 2014

8.38—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE REPO RTING Definitions "ACA" is the Affordable Care Act “Full-time employee” means a classified employee who works twenty (20) or more hours a week. “Responsible individual” means a primary insured employee who, as a parent or spouse, enrolls one or more individuals in a district’s health care plan. “Tax Identification Number (TIN)” means an individual’s social security account number. TIN Reporting All classified employees are required to complete and return 8.41F-Health Care Coverage and TIN Report Form by no later than October 1 of each year. All employees that meet the above definition of a responsible individual are required to include the name, date of birth, and TIN of any dependent that receives health insurance through a District offered health care plan. Due to very significant penalties and sanctions contained within the ACA that the Internal Revenue Service (IRS) could levy against the District for the failure to submit required information to the IRS, the failure of any employee to submit a completed copy of 8.41F-Health Care Coverage and TIN Report Form by October 1 shall be grounds for disciplinary action against the employee up to and including termination or non-renewal of contract. Statement of Return Under provisions of the ACA, the District is required to file information with the IRS pertaining to each employee. The District is also required to send each full time employee a Statement of Return (Statement). Each full-time employee shall receive a Statement from the District by January 31 of each year. The Statement contains information the District provided to the IRS, as required by law, regarding the employee’s health insurance coverage. Each Statement consists of important District identification and contact information and a copy of the documents the District filed with the IRS concerning the employee’s health care coverage. As with other tax documents, the information contained in the Statements covers the immediately preceding calendar year. Only one statement will be provided to a household with an employee who meets the above definition of a responsible individual. The employee shall receive a paper copy of the Statement unless the employee completes and returns 7.23F-Electronic Receipt of Statements Consent Form. Legal References: A.C.A. § 6-17-2202

26 U.S.C. § 6055 26 U.S.C. § 6056 26 U.S.C. § 6109 Date Adopted: April 2014 Last Update:

8.38F—CLASSIFIED PERSONNEL HEALTH CARE COVERAGE AND TIN REPORT FORM The District requires all classified employees to complete the following form each year and return it to the District’s administrative office by October 1. In accordance with Arkansas law, the District shall not use, display, release, or print any of the information on this form for any other purpose than to comply with IRS regulations. Definition “Tax Identification Number (TIN)” means an individual’s social security account number. Health Insurance Information Name: ___________________________________ TIN: _____________ Date of Birth : ________ Please select the box that most accurately describes your health insurance coverage for the current year: _____ Neither I nor any of my dependents received health insurance through one of the District’s health insurance plans during the current calendar year. (No coverage through District) _____ I alone received health insurance through one of the District’s health insurance plans during the current calendar year. (Employee only coverage through the District) _____ Both I and my dependent(s) received health insurance through a District’s family or spousal health insurance plan during the current calendar year. A spouse is included in the definition of a dependent. (Employee plus children, Employee plus spouse, Employee plus spouse and children) If you had a family or spousal health care plan during the current year, please complete the following: Dependent 1: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 2: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 3: Name: ___________________ TIN: _____________ Date of Birth: ________ Dependent 4: Name: ___________________ TIN: _____________ Date of Birth: ________ Signature: ______________________ Date: ___________

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 7 DATE: MAY 12, 2015 SUBJECT PROPOSED SALARY INCREASE RELATED PAGES PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION A salary committee representative will present information on the following salary increase: -$850 added to the beginning licensed salary to be retroactive for the 2014-15 school year for certified personnel -2.19% to be retroactive for the 2014-15 school year for all classified personnel salary schedules excluding ABC and HIPPY ADMINISTRATIVE RECOMMENDATION Approve the salary increase as presented.

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 8 DATE: MAY 12, 2015 SUBJECT PROPOSED HIPPY & ABC BONUS RELATED PAGES PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION Mr. Spainhour will present information on the following salary increase: -2.19 bonus for ABC and HIPPY classified personnel to be paid from ABC grant funds. ADMINISTRATIVE RECOMMENDATION Approve the ABC & HIPPY bonus as presented.

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 9 DATE: MAY 12, 2015 SUBJECT ACT 1599 CONTRACT DISCLOSURE FORM RELATED PAGES ATTACHED PRESENTED BY SCOTT SPAINHOUR ACTION/INFORMATION ACTION

BACKGROUND INFORMATION In accordance with Act 1599 of 2001, several employees have completed contract disclosure forms indicating that they have family members that have done business with the District in the past and may be in the position to do business with the District in the future. These resolutions, if approved, accomplish two things. First, they meet the requirements of Act 1599 regarding full disclosure, Second, they authorize District officials, if the need arises, to do business with the persons up to an established dollar amount. The following employees have completed the contract disclosure form: ADMINISTRATIVE RECOMMENDATION Approve the 1599 Contract Disclosure Forms as presented.

BOARD OF EDUCATION GREENBRIER SCHOOL DISTRICT

GREENBRIER, ARKANSAS

AGENDA ITEM NO. 10 DATE: MAY 12, 2015 SUBJECT APRIL EXPENDITURES AND REVENUE RELATED PAGES ATTACHED PRESENTED BY PAT TAPLEY ACTION/INFORMATION ACTION

BACKGROUND INFORMATION Mrs. Tapley will present the April expenditures and revenue. ADMINISTRATIVE RECOMMENDATION Approve the expenditures and revenue as presented.