tangipahoa parish school board proceedings · derrell walker, a senior from sumner high school,...

TANGIPAHOA PARISH SCHOOL BOARD PROCEEDINGS

MAY 24, 2011

The Tangipahoa Parish School Board met in regular session Tuesday, May 24, 2011 at 6:00 p.m. in the Central Office Board room, 59656 Puleston Road, Amite, Louisiana, with President Rose Dominguez presiding.

MEMBERS PRESENTS: Ann Smith, Gail Pittman-McDaniel, Andy Anderson, Al Link, Brett Duncan, Chris Cohea, Eric Dangerfield and Sandra Bailey-Simmons

MEMBERS ABSENT: None Mr. Dangerfield led the Pledge of Allegiance.

Derrell Walker, a senior from Sumner High School, played “Love the Way You Lie” by Eminem on the piano.

Matt Ard, Seth Dinger, Anthony Cangelosi, Brittni Geissler and Brennan

Mashon, students from the Loranger High School Band, played the Star-Spangled Banner. It was moved by Mr. Link, seconded by Mr. Anderson, to approve the Board minutes of May 3, 2011 as distributed. Hearing no objection, the motion was adopted. Ms. Bailey-Simmons recognized the Loranger High School Band for receiving the following honors:

Superior Rating at the Parish Band Festival

Superior Rating in Stage and Sight Reading at the District Band Festival

Superior Rating for Student Conductor, Dakota Jenkins, at the District Band Festival

3 students in District Honor Band

27 students in Parish Honor Band

Superior Rating in the Walt Disney World Magic Music Day Parade

2nd place in the Krewe of Ponchartrain Parade competition

Mr. Lionel Jackson, Assistant Superintendent, recognized and presented a plaque to Mark Everett Traylor, Ponchatoula High School student, as the recipient of the 13 year K-12 Perfect Attendance Award. Mr. Traylor was one of only 20 students statewide to receive this award.

Mr. Reginald Elzy, Assistant Director of Human Resources, recognized and

presented certificates to the 2010-11 Outstanding School Support Employees:

Lawson Williams Perrin Early Learning Center

Lance Gibbs Hammond High School

Annie Monistere Vinyard Elementary School

Superintendent Mark Kolwe and Ms. Melissa Stilley, Chief Academic Officer, recognized and presented plaques to the 2010-11 Teacher of the Year recipients:

Amite Elementary Karen Lowery Champ Cooper Elementary Penny Ardoin Chesbrough Elementary Janice Roberts DC Reeves Elementary Lisa O’Donnell Hammond High James Jacocks Hammond Jr. high Myrtle Cook Hammond Eastside Primary Sandra Holley– Elem. District & Region

Winner

TANGIPAHOA PARISH SCHOOL SYSTEM _ ____ MAY 24, 2011

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Hammond Eastside Upper Augustine Montecino Hammond Westside Primary Jamie Madron Hammond Westside Upper Loretta Hill Independence Elementary Lisa Genco Independence High Rebecca Stewart – High District Runner-up Independence Middle David Hyman Kentwood High Sharess Harrell Loranger Elementary Susan Brasher Loranger High Amy Willie Loranger Middle Annette Nichols Midway Elementary Deondra Warner – Elem. District Runner-up Natalbany Elementary Glenda Cross Nesom Middle Colleen Bankston TAP Alisa Colona O.W. Dillon Elementary Yvonne Chapman Perrin ELC Brenda Rodriguez Ponchatoula High Elizabeth Vineyard – High District Winner Ponchatoula Jr. High Pam Lipscomb Spring Creek Elementary Wanda Smith Sumner Middle Sharon Fairburn Sumner High Tommy Lawson Tucker Elementary Charlotte Kelly Vinyard Elementary Dana Fendlason – Middle District Winner West Side Middle Elizabeth Smith – Middle District Runner-up Woodland Park ELC Marie Smith TPSS PM High School Lisa Prevost

Superintendent Kolwe recognized Ms. Myrtle Cook, who has finished her 50th year of teaching. Ms. Bailey-Simmons recognized Mr. Link for receiving the SLU Outstanding College of Education and Human Development Alumnus of the Year 2011 Award.

It was moved by Ms. Bailey-Simmons, seconded by Mr. Duncan, to approve the request for an update regarding costs associated with the defense of the Joyce M. Moore vs. TPSB case since March 2007. Hearing no objection, the motion was adopted.

1. Any and all fees and costs paid to Law office of Jay Augustine. 2. Any and all fees and costs paid to the Law Office of Charles Patin (Kean

Miller). 3. Any and all fees and costs paid to the Law Office of Alton Lewis & Ashley

Sandage (Cashe, Lewis, Coudrain & Sandage). 4. Any and all fees and costs paid to Plaintiffs Counsel. 5. Any and all fees and costs paid to architects or "experts" in preparing of the

system's "needs assessment." 6. Total of fees paid to Dr. Richardson for Economic Impact Study of TPSS

Desegregation Plan. 7. Total of fees paid to Gagliano Group for Public Relations consulting work during

this time period. 8. Total costs of any and all "media" or "publications" purchased by or at the

recommendation of Gagliano Group during this time period. 9. Total of salaries and benefits paid for all "principals in waiting" during this time

period. 10. Total of all salaries and benefits paid to "Athletic Director" during this time

period. 11. Cost paid to State or Political Subdivision for calling of April 30, 2011 Election. 12. Total of fees paid for "Scope Audit." 13. Cost of all salaries paid to Lynell Higgenbotham and Arlene Guerin.

Mr. Duncan amended the motion to include the additional item:


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14. Total of all fees and costs paid to "Outside Academic Consultants" paid for services in preparing the "Academic Enhancement" portion of the Desegregation Plan.

It was moved by Ms. Smith, seconded by Ms. Pittman-McDaniel, and unanimously carried that the Parish School Board of the Parish of Tangipahoa, State of Louisiana (the "Governing Authority"), canvass the returns and declare the result of the special election held in Parishwide School District of the Parish of Tangipahoa, State of Louisiana: PROCES VERBAL AND PROCLAMATION OF THE CANVASS OF THE VOTES CAST AT THE SPECIAL ELECTION HELD IN PARISHWIDE SCHOOL DISTRICT OF THE PARISH OF TANGIPAHOA, STATE OF LOUISIANA, ON SATURDAY, APRIL 30, 2011. BE IT KNOWN AND REMEMBERED that on Tuesday, May 24, 2011, at six o'clock (6:00) p.m., at its regular meeting place, the Parish School Board Office Building, 59656 Puleston Road, Amite, Louisiana, the Parish School Board of the Parish of Tangipahoa, State of Louisiana (the "Governing Authority"), acting as the governing authority of Parishwide School District of the Parish of Tangipahoa, State of Louisiana (the "District"), and being the authority ordering the special election held therein on Saturday, April 30, 2011, with a quorum being present, did examine the official certified tabulations of votes cast at the said election, and did examine and canvass the returns of said election, there having been submitted at said election the following propositions to wit:

PROPOSITION NO. 1 (GENERAL OBLIGATION BONDS)

SUMMARY: AUTHORITY TO ISSUE NOT EXCEEDING $120,000,000 OF NOT EXCEEDING 20 YEAR GENERAL OBLIGATION BONDS OF THE PARISHWIDE SCHOOL DISTRICT OF THE PARISH OF TANGIPAHOA, STATE OF LOUISIANA, IN ONE OR MORE SERIES, FOR ACQUIRING AND/OR IMPROVING LANDS FOR BUILDING SITES AND PLAYGROUNDS, INCLUDING CONSTRUCTION OF NECESSARY SIDEWALKS AND STREETS ADJACENT THERETO; PURCHASING, ERECTING AND/OR IMPROVING SCHOOL BUILDINGS AND OTHER SCHOOL RELATED FACILITIES WITHIN AND FOR THE DISTRICT AND ACQUIRING THE NECESSARY EQUIPMENT AND FURNISHINGS THEREFOR TITLE TO WHICH SHALL BE IN THE PUBLIC, SAID BONDS TO BE PAYABLE FROM AD VALOREM TAXES.

If the Debt Consolidation and the Special Tax Propositions of the District carry, shall the Parishwide School District of the Parish of Tangipahoa, State of Louisiana (the "District"), incur debt and issue bonds to an amount not exceeding One Hundred Twenty Million Dollars ($120,000,000), in one or more series, to run not exceeding twenty (20) years from date thereof, with interest at a rate or rates not exceeding eight per centum (8%) per annum to be sold at par, premium or discount, for the purpose of acquiring and/or improving lands for building sites and playgrounds, including construction of necessary sidewalks and streets adjacent thereto; purchasing, constructing, erecting and/or improving school buildings and other school related facilities within and for the District and acquiring the necessary equipment and furnishings therefor, title to which shall be in the public; which bonds will be general obligations of the District and will be payable from ad valorem taxes to be levied and collected in the manner provided by Article VI, Section 33 of the Constitution of the State of Louisiana of 1974 and statutory authority supplemental thereto, with an estimated Thirty-Five million dollars of bonds expected to be issued in the first series requiring an estimated millage rate of 17 mills to be levied in the first year of issue?


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PROPOSITION NO. 2 (DEBT CONSOLIDATION)

SUMMARY: AUTHORITY FOR ASSUMING THE OUTSTANDING DEBT OF VARIOUS SCHOOL DISTRICTS IN THE PARISH OF TANGIPAHOA.

If the General Obligation Bond and the Special Tax propositions of Parishwide School District of the Parish of Tangipahoa carry, shall the Parish of Tangipahoa, State of Louisiana, through the Tangipahoa Parish School Board, be authorized to assume the outstanding debt of the various School Districts of said Parish, the particular School Districts and the indebtedness of each to be assumed, being more fully described as follows:

Consolidated School District No. 1, $640,000 of General Obligation School Refunding Bonds, Series 2003, dated May 1, 2003, bearing interest at 3.350%, 3.500% and 3.600%, maturing serially on May 1 of the years 2012 to 2014, inclusive,

Consolidated School District No. 1, $2,250,000 of General Obligation School Refunding Bonds, Series 2005, dated April 21, 2005, bearing interest at 3.500%, 3.625%, 3.700% and 3.750%, maturing serially on May 1 of the years 2012 to 2015, inclusive,

School District No. 39A, $2,595,000 of General Obligation School Improvement Bonds, Series 2004, dated April 1, 2004, bearing interest at 4.00%, 3.25%, 3.20%, 3.30%, 3.40%, 3.60%, 3.70%, 3.80%, 4.00%, 4.05%, 4.15% and 4.20%, maturing serially on April 1 of the years 2012 to 2024, inclusive,

School District No. 106, $230,000 of General Obligation School Refunding Bonds, Series 2003, dated May 1, 2003, bearing interest at 3.350% and 3.500%, maturing serially on July 1 of the years 2012 to 2013, inclusive,

School District No. 107, $415,000 of General Obligation School Refunding Bonds, Series 2003, dated May 1, 2003, bearing interest at 3.350%, 3.500% and 3.600%, maturing serially on February 1 of the years 2012 to 2014, inclusive,



School District No. 116, $2,465,000 of General Obligation School Improvement Bonds, Series 2003, dated November 1, 2003, bearing interest at 3.75%, 3.60%, 3.70%, 3.80%, 4.00%, 4.10%, 4.20%, 4.30%, 4.35% and 4.40%, maturing serially on May 1 of the years 2012 to 2023, inclusive?

PROPOSITION NO. 3

(SPECIAL TAX)

SUMMARY: AUTHORITY TO LEVY A 10 MILLS PROPERTY TAX BY THE PARISHWIDE SCHOOL DISTRICT OF THE PARISH OF


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TANGIPAHOA, STATE OF LOUISIANA, FOR 10 YEARS FOR THE PURPOSE OF MAINTAINING AND OPERATING PUBLIC SCHOOLS WITHIN AND FOR THE DISTRICT, AND ACQUIRING EQUIPMENT AND FURNISHINGS THEREFOR.

If the General Obligation Bond and Assumption of Debt propositions of the Parishwide School District of the Parish of Tangipahoa, State of Louisiana, carry, shall the Parishwide School District (the "District"), be authorized to levy and collect a special tax of ten (10) mills on all property subject to taxation in the District (an estimated $4,908,000 is reasonably expected at this time to be collected from the levy of the tax for an entire year) for a period of ten (10) years, beginning with the year 2011 and ending with the year 2020, for the purpose of maintaining and operating public schools within and for the District, and acquiring equipment and furnishings therefor?

The canvass of the results of the election showed that: (1) there was a total of 2,615 votes cast IN FAVOR OF Proposition No. 1 and a total of 17,509 votes cast AGAINST Proposition No. 1, and there was a majority of 14,894 votes cast AGAINST Proposition No. 1; (2) there was a total of 2,502 votes cast IN FAVOR OF Proposition No. 2 and a total of 17,513 votes cast AGAINST Proposition No. 2, and there was a majority of 15,011 votes cast AGAINST Proposition No. 2; and (3) there was a total of 2,465 votes cast IN FAVOR OF Proposition No. 3 and a total of 17,699 votes cast AGAINST Proposition No. 3, and there was a majority of 15,234 votes cast AGAINST Proposition No. 3. Therefore, the Governing Authority did declare and proclaim and does hereby declare and proclaim in open and public session that the Propositions as hereinabove set forth were duly DEFEATED by a majority of the votes cast by the qualified electors voting at the said special election. THUS DONE AND SIGNED at Amite, Louisiana, on this, the 24th day of May, 2011. ATTEST: /s/ Rose Dominguez President /s/ Mark Kolwe Secretary-Treasurer STATE OF LOUISIANA PARISH OF TANGIPAHOA I, the undersigned Secretary-Treasurer of the Parish School Board of the Parish of Tangipahoa, State of Louisiana (the "Governing Authority"), the governing authority of Parishwide School District of the Parish of Tangipahoa, State of Louisiana (the "District"), do hereby certify that the foregoing four (4) pages constitute a true and correct copy of the proceedings and Proces Verbal made by said Governing Authority on Tuesday, May 24, 2011, providing for canvassing the returns and declaring the results of the special election held in the Parish and the District on Saturday, April 30, 2011, to authorize the assumption of debt of the various school districts of the Parish, the incurring of debt and issuance of bonds and the levy and collection of a special tax therein. IN FAITH WHEREOF, witness my official signature and the impress of the official seal of the Tangipahoa Parish School Board at Amite, Louisiana, on this, the 24th day of May, 2011. _________________________________ Mark Kolwe Secretary-Treasurer (SEAL)


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Assistant Superintendent Thomas Bellavia asked Superintendent Mark Kolwe if he wanted his evaluation in Open or Closed Session. Superintendent Kolwe chose Open Session. Assistant Superintendent Bellavia informed the Board members that Superintendent Kolwe received an 81% approval score on his evaluation. Superintendent Kolwe thanked the Board members for participating in the evaluation process and their continued support. It was moved by Mr. Anderson, seconded by Mr. Link, to approve the Committee and Delegation Reports contained on the agenda. Mr. Duncan requested that the Policy Committee Report of May 17, 2011 be voted on separately. Mr. Dangerfield and Ms. Smith abstained from the Personnel Committee Report of May 24, 2011. Hearing no objection, the motion was adopted. Following are the reports as approved: CURRICULUM COMMITTEE – MAY 17, 2011:

1. It was moved by Mr. Duncan, seconded by Mr. Anderson, to approve the 2011-12 Pupil Progression Committee. Hearing no objection, the motion was adopted.

FINANCE COMMITTEE – MAY 3, 2011:

1. It was moved by Ms. Cohea, seconded by Mr. Duncan, to approve the Accounts Payable/Check Register dated March 16, 2011 through April 15, 2011 in the amount of $12,755,799.45. Hearing no objection, the motion was adopted.

2. It was moved by Mr. Duncan, seconded by Ms. Cohea, to approve the renewal of Bid 2009-17, Garbage Collection Service, with Parish Disposal, Inc. for the current rate. Hearing no objection, the motion was adopted.

3. It was moved by Mr. Duncan, seconded by Ms. Cohea, to approve Bid 2011-6, Cafeteria Janitorial and Paper Supplies, for the lowest bid per line item. Hearing no objection, the motion as adopted.

4. It was moved by Ms. Cohea, seconded by Mr. Duncan, to approve Bid 2011-7, Small Cafeteria Equipment, for the lowest bid per line item. Hearing no objection, the motion was adopted.

5. It was moved by Ms. Dominguez, seconded by Mr. Duncan, to approve the withdrawal from the Tobacco Settlement Funds, held by the State Treasury, an amount not to exceed $282,000.00 to be used to fund activities authorized by the Tangipahoa Parish School Board’s Education Excellence Fund Plan for the fiscal year 2010-2011. Hearing no objection, the motion was adopted.

6. It was moved by Ms. Cohea, seconded by Mr. Duncan, to approve calling a special Finance Committee meeting on May 17, 2011, 10:00 a.m., to discuss the revised 2010-2011 Operating Budgets and establish guidelines for the development of the 2011-2012 Operating Budgets. Hearing no objection, the motion was adopted.

FINANCE COMMITTEE – MAY 17, 2011:

1. It was moved by Mr. Duncan, seconded by Ms. Cohea, to approve the 2010-11 Revised Operating Budgets. Hearing no objection, the motion was adopted.

2. It was moved by Mr. Duncan, seconded by Ms. Cohea, to approve the low proposal to lease/purchase fifteen (15) regular buses and six (6) lift buses from Kent-Mitchell Bus Sales in the amount of $951,624.00 to be financed over eight years. Hearing no objection, the motion was adopted.

3. Mr. Schnadelbach gave the Committee an update on the proposed 2011-12 Operating Budgets, projected revenues and expenditures, and proposed steps to balance the 2011-12 General Fund Budget.

4. Mr. Schnadelbach updated the Committee on the guidelines used in forming the Audit Committee and that he would bring final recommendations to the June 7, 2011 Finance Committee meeting.


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PERSONNEL COMMITTEE – MAY 19, 2011: The regular agenda and Addendum #1 was presented by Mr. Link, chairperson.

It was moved by Ms. Bailey-Simmons, seconded by Ms. Pittman-McDaniel, to approve the items contained in the Agenda. Dr. Higgenbotham inquired about the number of black applicants for the Summer School positions. Mr. Genco stated that there was only one applicant. Hearing no objection, the motion was adopted.

It was moved by Mr. Dangerfield, seconded by Ms. Pittman-McDaniel, to approve the Addendum #1. Dr. Higgenbotham stated concerns on Item A, 1-6, as to whether these Magnet School positions had Court approval and that she did not have enough time to research the principal-in-waiting criteria. Mr. Link requested that she investigate this matter today and notify Mr. Bellavia as soon as possible so that the matter could be addressed before the Board meeting Tuesday, May 24, 2011. Dr. Higgenbotham requested that the Human Resource Department let her know ahead of time of proposed Addendum items to be presented in order to research the matter prior to the Personnel Committee meeting. Hearing no objections, the motion was adopted.

Chairman Link called a Personnel Committee meeting for Tuesday, May 24, 2011, 4:15 p.m.

ITEM A SUMMER SCHOOL

1. Stephanie Cheramie Math 2. Michael Baiamonte Math 3. Jodi Peco Social Studies/Resource 4. Salvador Currier Science 5. Carolyn Waller English 6. Avarone Pines English 7. Ashley McElveen English 8. Kathleen Sumrall 7th & 8th Grades

Employment and the number of hours assigned to each teacher will be contingent upon the number of students enrolled in each of the classes offered.

ITEM B

CAREER EDUCATION CENTER SPECIALIST

1. Barry Perrin, Career Education Center Specialist, Independence High

ITEM C

LEAVES*RESIGNATIONS*RETIREMENTS

LEAVES

1. Kim Notariano, Bus Driver – SLU Lab (straight leave without pay – May 24,

2011) May 2, 2011 2. Desha Hart, Para- Hammond Westside Primary (extended sick leave using sick

days first due to illness – May 25, 2011) May 2, 2011 3. Victoria Derks, Teacher – D.C. Reeves (extended sick leave using sick days

first due to maternity – May 25, 2011) May 16, 2011 4. Tonya Vaughn, Teacher (extended sick leave using sick days first due to illness

– May 25, 2011) May 9, 2011


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5. Shirley Wallace, SFS Worker – Nesom Middle (extended sick leave using sick days first due to illness – May 25, 2011) May 2, 2011

6. Marisha Carbo, Teacher – Perrin ELC (extended sick leave using sick days first due to maternity – May 25, 2011) May 2, 2011

7. Cynthia Diebold, Teacher – Vinyard Elementary (extended sick leave using sick days first due to illness – May 25, 2011) May 11, 2011

RESIGNATIONS

1. Shywanda Royal, Teacher – Hammond Junior High, May 25, 2011 2. Angela Breaux, Teacher – Hammond High, May 25, 2011 3. Mary Johnston, Physical Therapist – Special Services Center, May 25, 2011 4. William Creer, Custodian – Independence High, April 13, 2011 5. Hollis Leonard, Custodian – Loranger Elementary, May 25, 2011 6. Kaedy Gravely, Teacher – Tucker Elementary, May 25, 2011 7. Brooke Webb, Teacher – Midway Elementary, May 25, 2011 8. Ben Hartmen, Teacher – Hammond Eastside Upper, May 25, 2011 9. Candice Sledge, Auditor I – Sales Tax, May 13, 2011

RETIREMENTS

1. Sharon Dupuy, School Secretary – Tucker Elementary, October 15, 2011 2. Gail Ducote, Teacher – Independence High, May 26, 2011 3. Mary Anne Heaton, Teacher – Hammond High, May 26, 2011 4. David Spano, Bus Driver – Hammond High, May 26, 2011 5. Juanice Skinner, Librarian – Hammond High, May 26, 2011 6. Michelle Fontenot, Librarian – D.C. Reeves Elementary, May 26, 2011 7. Sondra Hunt, Teacher – Hammond High, May 26, 2011 8. Dorothy Spring, Bus Driver – Nesom Middle, May 26, 2011 9. Deane Capone, Teacher – Perrin ELC, November 6, 2011

ADDENDUM #1

ITEM A ADMINISTRATIVE TRANSFERS

1. Samantha Mitchell, From: Assistant Principal – Hammond Westside Upper, To: Assistant Principal – Vinyard Elementary

2. Carla Tallo, From: Assistant Principal – Woodland Park ELC, To: Assistant Principal – Hammond Westside Montessori

3. Jennifer Brown, From: Assistant Principal –Hammond Eastside Upper, To: Assistant Principal – Hammond Westside Montessori

4. Corine Johnson, From: Administrative Assistant – Hammond Westside Primary, To: Administrative Assistant – Independence Elementary

5. Deborah Ellzey, From: Administrative Assistant – Hammond Westside Upper, To: Administrative Assistant – Nesom Middle

6. Janet Vernon, From: Assistant Principal – Roseland Elementary, To: Assistant Principal – Midway Elementary

7. Bobby Matthews, From: Principal – Sumner Middle, To: Principal – Ponchatoula Junior High

8. Brenda Johnson, From: Principal – Roseland Elementary, To: Principal – Sumner Middle

ITEM B

LEAVES*RESIGNATIONS*RETIREMENTS

LEAVES


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1. Lurlane Stratton, Teacher – Amite High (extended sick leave using sick days first due to illness – May 25, 2011) April 19, 2011

2. Jennifer Daigle, School Nurse (extended sick leave using sick days first due to surgery – May 25, 2011) May 9, 2011

3. Shannon Hill, Teacher – O.W. Dillon Elementary (straight leave without pay) 2011-12 Session

RESIGNATIONS

1. Matthew Burmaster, Teacher – Ponchatoula High, July 31, 2011 2. Heidi Viola, Para – Hammond Westside Primary, May 25, 2011 3. Mario Muralles, Teacher – Hammond High, July 1, 2011 4. Ben Hartman, Teacher – Hammond Eastside Upper, July 1, 2011 5. Stefanie Sorbert, Teacher – D.C. Reeves Elementary, July 2, 2011 6. Brittney Byers, Teacher – Hammond Eastside Primary, July 1, 2011 7. Wilton Dyson, Bus Driver, May 16, 2011 8. Jude Boudreaux, SFS Worker – Hammond Westside Primary, May 6, 2011 9. Giselle Shabazz, Teacher – Midway Elementary, May 25, 2011

RETIREMENTS

1. Rosalie Sirchia, Para – Independence Elementary, July 4, 2011 2. Betty Sibley, SFS Manager – Nesom Middle, August 12, 2011

PERSONNEL COMMITTEE – MAY 24, 2011:

It was moved by Ms. Bailey-Simmons, seconded by Ms. Dominguez, to approve the items contained in the agenda. Mr. Dangerfield abstained. Hearing no objection, the motion was adopted.

ITEM A

TEACHER TRANSFERS

NAME

FROM TO

Kelly Brookes Hammond Jr. High Amite High

Cooper Stacy Kentwood High Amite High

McCray Willie Kentwood High Amite High

Shelton Lauranne Hammond High Amite High

Montgomery Siltanise Hammond Jr. High Champ Cooper Elementary

Morris Amanda Woodland Park ELC Chesbrough Elementary

Wilson Bonnie Roseland Elementary Chesbrough Elementary

Butler Mazine Roseland Elementary Chesbrough Elementary

Hoover Christy Woodland Park ELC D. C. Reeves Elementary

Alford Sheree Hammond Westside Primary D. C. Reeves Elementary

Mason Rosa Hammond Westside Upper D. C. Reeves Elementary

Beal Verna Hammond Westside Upper D. C. Reeves Elementary

Grisham Cecilia Hammond High Florida Parish Det. Ctr.

Brown Altarene Kentwood High Florida Parish Det. Ctr.

Bratcher Patricia Hammond Westside Primary Florida Parish Det. Ctr.

Madron Jamie Hammond Westside Primary Independence Elementary

Gilless Ethel Woodland Park ELC Independence Elementary

Garcia Lisa Woodland Park ELC Independence Elementary

Davis Lisa Amite Elementary Independence Elementary

McGraw Carolyn Amite Elementary Independence Elementary

Hicks Sharon Amite Elementary Independence Elementary


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Ingraffia Jennifer Hammond Westside Primary Independence Elementary

Bader Rebecca Hammond Westside Primary Independence Elementary

Greer Jamie Hammond Westside Primary Independence Elementary

Martin Kristy Hammond Westside Primary Independence Elementary

Jackson Timothy Hammond Westside Primary Independence Elementary

Demarco Judy Hammond Westside Primary Independence Elementary

Carrier Kim Hammond Jr. High Independence Elementary

Cheramie Stephanie Hammond High Independence High

Soulier Kathryn Hammond High Independence High

Robertson Martha Kentwood High Independence High

Alford Shirley Amite Elementary Independence High

Epperson Fred Hammond High Independence High

Owen Jeremy Hammond High Independence High

Sullivan Monica Hammond Westside Primary Independence High

Washington Dianne Roseland Elementary Loranger Elementary

Smith Earline Hammond Jr. High Loranger Middle

Jackson Phyllis Hammond Jr. High Loranger Middle

Smith Lonita Hammond Eastside Upper Loranger Middle

White Cecil Hammond Eastside Primary Loranger Middle

Kopfler Anna Woodland Park ELC Midway Elementary

Bayer Zuly Hammond Eastside Primary Midway Elementary

Guillot Donald Woodland Park ELC Midway Elementary

Wright Marlisha Woodland Park ELC Midway Elementary

Robertson Jennifer Roseland Elementary Midway Elementary

Marshall Marian Woodland Park ELC Midway Elementary

Milazzo Lynda Woodland Park ELC Midway Elementary

Gautreaux Patti Woodland Park ELC Midway Elementary

Grace Heather Independence Middle Midway Elementary

Vosbein Julie Woodland Park Midway Elementary

Fair Prefrance Hammond Westside Primary Midway Elementary

Fredericks Peggy Hammond Eastside Primary Midway Elementary

Gaule Kim Hammond Eastside Primary Midway Elementary

Holley Sandra Hammond Eastside Primary Midway Elementary

Lenz Arlene Hammond Eastside Primary Midway Elementary

Jackson Demetria Roseland Elementary Midway Elementary

Brewer Nancy Hammond Westside Primary Midway Elementary

Taylor Tara Woodland Park Midway Elementary

Ladner Melinda Hammond Eastside Primary Midway Elementary

Albright Nancy Hammond Eastside Primary Midway Elementary

Gerike Gail Hammond Eastside Primary Midway Elementary

Boos Sandra Hammond Westside Primary Natalbany Elementary

Bennett Lori Independence Middle Natalbany Elementary

Depriest Lee Hammond High Natalbany Elementary

Smith Theresa Amite Elementary Natalbany Elementary

Pulling Theresa Hammond Westside Primary Natalbany Elementary

Bell Karen Hammond Westside Upper Natalbany Elementary

Dunomes Judith Hammond Westside Upper Natalbany Elementary

Jackson Julie Hammond Eastside Primary Natalbany Elementary

Howard Dawn Hammond Eastside Primary Natalbany Elementary

Arceneaux Byron Hammond Westside Primary Natalbany Elementary

Brown Wielene Hammond Eastside Upper Natalbany Elementary

Adams Joelle Hammond Westside Upper Nesom Middle


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McMorris Lisa Hammond Westside Upper Nesom Middle

Newman Tammy Roseland Elementary Nesom Middle

Bounds Jeanette Hammond Westside Upper Nesom Middle

Harrison Mary Woodland Park ELC O. W. Dillon Elementary

Lanoue John Hammond High O. W. Dillon Elementary

Diamond Joyce Hammond Westside Upper O. W. Dillon Elementary

Degruy Sheryl Hammond Westside Upper O. W. Dillon Elementary

Mixon Teresa Amite Elementary O. W. Dillon Elementary

Morel Linda Amite Elementary O. W. Dillon Elementary

Muth Rachel Amite Elementary O. W. Dillon Elementary

Wilson Shirnell Roseland Elementary O. W. Dillon Elementary

Prier Valerie Woodland Park ELC Perrin ELC

Baham Nicole Hammond High Ponchatoula High

Cefalu Patricia Hammond High Ponchatoula High

Blissett Terry Hammond High Ponchatoula High

Square James Ponchatoula Jr. High Ponchatoula High

Hawkins Jeanie Hammond High Ponchatoula High

Owens Sheila Independence High Ponchatoula Jr. High

Douglas Pamela Hammond Westside Upper Ponchatoula Jr. High

Giannobile Traci Roseland Elementary Ponchatoula Jr. High

Ingram Simone Hammond Jr. High Ponchatoula Jr. High

Taylor Arfield Hammond Jr. High Ponchatoula Jr. High

Minor Patricia Hammond Jr. High Ponchatoula Jr. High

Smith Holly Hammond High Ponchatoula Jr. High

Haynes Jacquelyn Hammond Eastside Upper Ponchatoula Jr. High

Brown Dwinette West Side Middle Spring Creek Elementary

Terrell Mary Hammond Westside Upper Spring Creek Elementary

Redmond Lisa Hammond High Tangi Alt. Program

Dedmon Dixie Mynon Midway Elementary Tangi Alt. Program

Johnson Orlandiea Hammond Eastside Primary Tucker Elementary

Wilson Mechelle Hammond Eastside Primary Tucker Elementary

Dunn Jennifer Hammond West Side Primary Tucker Elementary

Williams Pauline Independence Middle Vinyard Elementary

Sims Stephanie Hammond Eastside Upper Vinyard Elementary

Rivet Stephanie Hammond Westside Primary Vinyard Elementary

Bergman Kotch Roseland Elementary Vinyard Elementary

Pourciau Elizabeth Hammond Jr. High Vinyard Elementary

Brister Michelle Hammond Jr. High West Side Middle

Sumrall Kathy Independence Middle West Side Middle

Schiro Jeffrey Kentwood High West Side Middle

Davis Norman Independence Middle West Side Middle

Moore Zoelisette Independence Middle West Side Middle

Strate Janet Hammond Westside Upper West Side Middle

Welborn Cynthia Hammond Eastside Primary West Side Middle ITEM B MAGNET TEACHERS

HAMMOND HIGH MAGNET TEACHERS

1. Avaronne Pines Ponchatoula Jr. High 2. Candace Metz Amite Elementary 3. Joshua Blackwell Independence Middle


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4. Carlos Howard Amite High 5. Marie Edwards Hammond High 6. Kimberly Muirhead Hammond Westside Primary 7. Ola King Kentwood High

HAMMOND EASTSIDE MAGNET TEACHERS

1. Danielle Miller Tucker Elementary 2. Nickson Elidor Hammond Eastside Upper 3. Shelly Mehrtens Hammond Eastside Primary 4. Erica Navarre Nesom Middle 5. Glenda Cross Natalbany Elementary 6. Kim Jones Tucker Elementary 7. John Tucker Hammond Eastside Primary

WOODLAND PARK MAGNET TEACHERS

1. Debra Drude Perrin Early Learning Center 2. Shirley Verneil Woodland Park

HAMMOND WEST SIDE MONTESSORI TEACHERS

1. Mary Coburn O. W. Dillon Elementary 2. Latasha Brownlee Hammond Eastside Upper Elementary 3. Jenna Vaughn West Side Middle 4. Jennifer Wheat Vinyard Elementary 5. Elisha Lewis Tucker Elementary 6. Latasha Williams Loranger Middle 7. Brandy Huguet Vinyard Elementary 8. Tiffany Mitchell Davis Independence Middle 9. Tongia Jackson-Keith Hammond Eastside Upper 10. Undrie Norman Hammond Eastside Upper 11. Paula Wells Hammond Westside Upper 12. Stephanie Ciresi Nesom Middle 13. Chastity Joseph Independence Middle 14. Jamie Schroeder Vinyard Elementary 15. Amanda LeCompte Independence Elementary

INDEPENDENCE MIDDLE MAGNET TEACHERS

1. Beverly Williams Independence Middle 2. Marian Nichols Roseland Elementary

AMITE ELEMENTARY MAGNET TEACHERS

1. Kassie Hamilton Natalbany Elementary ROSELAND ELEMENTARY MONTESSORI TEACHERS

1. Joyce Robbins O. W. Dillon Elementary 2. Rainey Pittman O. W. Dillon Elementary

KENTWOOD HIGH MAGNET TEACHERS

1. Adam Currier Hammond High 2. Phyllis Vernon Kentwood High 3. Carmen Kinzy Kentwood High 4. Murray Quin Amite High 5. Dion Norman Kentwood High

HAMMOND JUNIOR HIGH MAGNET TEACHERS


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1. Larry Morgan Hammond Jr. High 2. Robin Price Natalbany Elementary 3. Bryanne Mader Ponchatoula Jr. High 4. Candice Jernigan Ponchatoula Jr. High 5. Wendy Melton West Side Middle 6. Theodore Lavergne Ponchatoula Jr. High 7. Christina Sticker Ponchatoula Jr. High 8. Casey Hoover Amite High 9. Denise Earhart Hammond Westside Primary

POLICY COMMITTEE – MAY 3, 2011: The following items were discussed and will be presented to the full Board for consideration:

1. It was moved by Mr. Anderson, seconded by Ms. Cohea, to approve the revisions to policy JBCC, Student Assignment. Hearing no objection, the motion was adopted. Following is the policy as revised:

FILE: JBCC

Cf: JBC

STUDENT ASSIGNMENT ATTENDANCE ZONE REQUIREMENTS Student attendance zone assignments for students domiciled within the school district shall be based upon the domicile of the student’s parent or legal guardian, or, where the student is of the age of majority and judicially emancipated, the student’s domicile and the school attendance zone designated for such domicile in Attachment “C” of the Order contained in the Lawsuit, Joyce Marie Moore, et al. v. Tangipahoa Parish School Board, as the same may be modified from time to time by an Order of the court in the Lawsuit. A student domiciled within the school district may only attend a school other than his/her home attendance zone school where (i) a transfer option authorized in the Order contained in the Lawsuit has been approved by the person designated to approve the same or, (ii) where the student’s home attendance zone school is a magnet program school and the student’s parent or legal guardian request that the student be assigned to a different school. Legal custody is defined as the legal status created by a court order which establishes in a custodian the right to have physical custody of the child or minor. For purposes of this policy, legal custody shall not mean a document granting or purporting to grant provisional custody of a minor child by mandate. also include cases where provisional custody of a minor student has been granted to a person of legal age by the child's parents, or the natural tutor, in the event of separation or divorce. Provisional custody shall be verified by submitting a properly executed and notarized form attesting to the granting of provisional custody. The school principal or designee shall be responsible for monitoring the school enrollment list and shall immediately terminate and/or transfer an unauthorized student. Accordingly, provisional custody by mandate is not sufficient to establish legal custody. In situations in which a minor student is in the custody of a person other than his/her parent and the custodial person resides outside the area comprising the student attendance zone of the domicile of the parent, such student may only be enrolled in a school located in the attendance zone of the custodian’s domicile where such custodian has first obtained approval from the court compliance officer in the Moore school desegregation case for an extraordinary circumstance transfer. Any child temporarily residing within the district who has no permanent address, or who has been abandoned by his/her parent, or who is in foster care, shall be enrolled and allowed to attend school in the zone appropriate to the special circumstance of the child. Surrogate parents may be appointed when appropriate for special needs students.


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VERIFICATION OF RESIDENCE The School Board shall require verification of residence of those students whose residence is suspected to be outside the attendance zone of the school the student is attending. When investigating the residence of a student, the School Board shall attempt to verify the primary place of residence of the legal parent or legal or provisional guardian. Such verification of residence shall be based on such items as the following: 1. Voter registration card of parent or custodian, or 2. Property tax statement of parent or custodian showing homestead

exemption, or 3. Certified copy of any judicially ordered tutorship, custody or guardianship

of any minor child student not domiciled or in the custody of their natural and/or legal parents. Verification of the physical residency of the legal custodian, tutor/tutrix or nonparent shall also be required, or

4. Any other documentation as may be stipulated by the Board. SPECIAL EDUCATION ASSIGNMENTS The Board shall require that special education students be assigned to programs within their attendance zones, if possible. However, if an appropriate program is unavailable within a student's attendance zone, the student may be placed in a school specifically designed to provide the appropriate learning style of the student. CLASSROOM ASSIGNMENT Student assignments in grades Pre-K through 8 shall be made by the principal of the school. The placement of a student shall be based on grades, test scores, racial balance, boy/girl ratio, pupil/teacher ratio, participation in special programs/classes, special needs of students and other considerations deemed necessary by the principal. Any parent request for class assignment changes in grades Pre-K through 8 shall be submitted on the "Parent Request for Class Assignment Change" Form to the principal for consideration. Conferences may be scheduled at the discretion of the principal. A written response to the request for class assignment change shall be rendered within five (5) working days after the receipt of the request. Selection of courses and program of study in grades 9 through 12 shall be made by individual students. Assistance in planning program of study and selection of courses shall be provided by teachers, counselors, and administrators. Each student shall be furnished a list of courses offered and requirements for graduation. Some courses may have prerequisites for enrollment. Any request for course/class assignment changes in grades 9 through 12 shall be submitted on the "Request for Schedule Change" Form to the principal/counselor for consideration. In grades kindergarten through second grade, the parent of twins, triplets, etc. (more than one child at a single birth event) may request that their children be placed initially in the same, or separate, classrooms, if the children are in the same grade at the same school. Such a request shall be presented to the Superintendent or his/her designee no later than fourteen (14) days either after the first day of the school year or after the first day of attendance if the child enrolls after the fourteenth day of the school year. Notwithstanding any law, rule, regulation, or School Board policy to the contrary, the request of the parent for initial placement shall be granted subject to further review.


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As soon as possible after the end of the student’s first grading period, the Superintendent or his/her designee shall review the initial placement of the child. If the Superintendent or his/her designee, in consultation with the school principal, the child’s(ren’s) teacher(s), and the parent, determines that the initial placement of the children is disruptive to the school or is not in the best educational interests of the child(ren), the initial placement of the child shall be modified, and the child(ren) shall be placed in accordance with School Board policy otherwise applicable to the child(ren). Revised: December, 1992 Revised: November, 1993 Revised: March, 1994 Revised: October, 2008 Revised: March, 2010 Revised: August, 2010 Revised: May, 2011

Ref: La. Rev. Stat. Ann. ''9:951, 9:952, 9:953, 9:954,13:1569, 17:81, 17:101,

17:104, 17:104.1, 17:221.2, 17:221.4, 17:238; Board minutes, 11-16-93, 10-21-08, 3-2-10, 8-3-10.

2. It was moved by Ms. Cohea, seconded by Mr. Dangerfield, to approve the

revisions to the Teachers Contract. Hearing no objection, the motion was adopted. Following is the contract as revised:

TEACHER CONTRACT

2011-2012 SCHOOL YEAR TANGIPAHOA PARISH SCHOOL SYSTEM

This contract is entered into between the Tangipahoa Parish School System (“TPSS”) and _________________________, who avers that he/she is a qualified and certificated teacher under the laws of the sState of Louisiana and the rules and regulations of the State Board of Elementary and Secondary Education. He/she is hereby appointed as a teacher in the TPSS school system for the school year of 2011-12. The teacher’s signature below signifies the acceptance of the teaching appointment as well as all other provisions of the contract. It is agreed that this contract remains in effect only for the 2011-2012 school year. The contract may be terminated by either party upon thirty (30) days written notice. It is understood that this contract is subject to the policies of the TPSS, the provisions of the Louisiana Teacher Tenure Act, and all other applicable local, state and federal laws which are incorporated herein by reference. The T teacher agrees to perform assigned duties satisfactorily at the time, place and for the duration prescribed by the TPSS and as directed by the TPSS's sSuperintendent, and in accordance with the ethics of the profession. The teacher shall be required to work every day of the school calendar regardless of whether students are present or not. Faculty meetings, parent conferences, open houses, in-service training, and reasonable yard campus duties are professional obligations of teacher subject to the provisions of the Teacher Tenure Act. The sSuperintendent will establish a reasonable maximum for frequency and length of faculty meetings, open houses, in-service training, and yard campus duty. Teachers will be provided with a thirty (30) minute duty-free lunch break each day as long as the school day is not extended beyond seven (7) hours or the lunch break is not otherwise in conflict with the provisions of Bulletin 741. Assignment to and compensation for extracurricular duties and extra-duty assignments will be in conformance with the Teacher Tenure Act and other applicable state and federal laws parish policy. Instructional time will be determined in accordance with Bulletin 741. The Tteacher, ____________________________, holds certificate type and number, ____________________. He/she will be assigned to teach as follows:


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Subject(s) and/or area (s) of certification: ________________________________ _________________________________________________________________ Grade(s): _________________________________________________________________ School(s): _________________________________________________________________ While it is intended that this assignment is permanent, it is understood and agreed that the TPSS reserves the right to change the school assignment, grade, or subject taught if circumstances so necessitate, prior to the opening of the school year or during the school session, provided that there is compliance with the provisions of the Teacher Tenure Act. The Tteacher’s salary will be based upon the degree held of _____ and ____ years of experience as of ________ using the applicable salary schedule in effect. It is understood and agreed that teacher compensation may increase or decrease in accordance with the state law and state and parish salary schedules. The teacher agrees to faithfully and fully perform the duties and obligations of the position and further agrees to observe and abide by the laws of the State of Louisiana, the rules and regulations of the State Board of Elementary and Secondary Education, the State Department of Education, the TPSS, the sSuperintendent of sSchools, and the principal of the school. The teacher also agrees to the following: Tto preserve school property; to make and/or submit all required reports and records; and, to utilize only those textbooks and other teaching materials furnished or approved by the TPSS. It is understood and agreed that a teacher’s employment may be terminated only in accordance with the Teacher Tenure Act and other applicable local, state, and federal laws and regulations. The teacher acknowledges certifies that he/she is not under contract with any other employed by another school district for the term covered by this contract or any portion thereof and acknowledges that employment by another school district during terms of this contract is prohibited. It is understood and agreed that no provisions of this contract are to be interpreted or construed as a waiver of any law, including, but not limited to, the Teacher Tenure Law and all other state or federal laws affecting the employment of teachers. This contract shall be interpreted in a manner consistent with the laws of the State of Louisiana. If a court of competent jurisdiction declares any part or provision of this contract to be invalid, such invalid part ofr provision shall be severed from this contract and the remaining parts and provision of this contract shall remain in full force and effect. The Tangipahoa Parish School System is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, sex, age, disabilities or veteran status. ___________________________________________ _________________ TEACHER DATE ___________________________________________ _________________ BOARD PRESIDENT DATE TANGIPAHOA PARISH SCHOOL SYSTEM ___________________________________________ _________________ SECRETARY DATE TANGIPAHOA PARISH SCHOOL SYSTEM

3. Dr. Lynell Higgenbotham, Chief Desegregation Implementation Officer,

requested clarification pertaining to the Court Order in policy GBNA, Reduction


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in Staff Personnel. Mr. Charles Patin, Board Attorney, stated he would meet with Mr. Bellavia to clarify the language pertaining to the Court Order. It was moved by Mr. Dangerfield, seconded by Ms. Dominguez, to defer revisions to Item 3, GBNA – Reduction in Staff Personnel and Item 4, GBNA-P, Administrative Guidelines for Implementation of Reduction in Force Procedures, and for the staff to clarify the language relative to the Court Order. Hearing no objection, the motion was adopted.

4. It was moved by Mr. Anderson, seconded by Ms. Cohea, to approve the

revisions to policy procedure GBNA-P, Reduction in Force Procedures – Workforce Investment Act (WIA). Hearing no objection, the motion was adopted. Following is the policy as revised:

FILE: GCKA-P4 GBNA-P8

REDUCTION IN FORCE PROCEDURES JOB TRAINING PARTNERSHIP ACT WORKFORCE INVESTMENT ACT (WIA)

The Tangipahoa Parish School System shall have the authority to make, and shall make provisions for, a reduction in the number of JTPA WIA employees of Service Deliver Local Workforce Investment Area 20, which may be made for reasons of program elimination or reduction in funding. All reductions of employees shall be in accordance with requirements contained in federal statutes, state statutes and Board policy. Norman attrition, voluntary retirements, and voluntary leaves of absences shall be considered prior to any staff reduction. All Temporary staff in an affected classification will be terminated before permanent staff. The JTPA WIA Director will apply the criteria for personnel reduction and will make recommendations to the Superintendent. The Superintendent will make recommendations to the Board. SECTION 1 – DEFINITION OF TERMS

1. Termination Termination is the cessation of employment of any JTPA WIA employee for reasons of financial exigency or program change.

2. Financial Exigency

Financial exigency ins any decline in JTPA’s WIA’s financial resources that is brought about by federal or state action.

3. Program Change

Program change is any elimination, curtailment, or reorganization of the Job Training Partnership Act Workforce Investment Act.

4. Classified Staff

Classified staff includes positions that require a Bachelor’s degree as a criteria criterion for employment.

5. Support Staff

Support staff are includes positions that do not require a Bachelor’s degree as a criteria criterion for employment

6. Seniority


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Seniority is defined as the length of employment by the Tangipahoa Parish School System within the same job classification.

SECTION 2 – GENERAL GROUNDS FOR TERMINATION

Employment may be terminated when the Board decides that because of financial exigency or a program change, the Board’s obligation to one or more employees cannot be further met. Such a decision may be made and any resulting termination may be effected only in accordance with the procedure proved here.

SECTION 3 - BOARD’S PRELIMINARY DETERMINATION AND STATEMENT

If the Board decides that a state of financial exigency exists or is imminent or a program change has occurred or should seriously be considered and termination of the employment of one or more employees may be a required consequence of either circumstance, it shall take action in an official Board meeting that identifies with reasonable particularity the state of financial exigency or the program change. Simultaneously, a notice of Board action shall be published by any means reasonably calculated to bring it to the attention of personnel that reduction in force might be necessary.

SECTION 4 – RECOMMENDATION OF SUPERINTENDENT

After the Board gives general notice of the possible need for reduction in force, as required in Section 3, the Superintendent shall prepare a recommendation to the board of the specific action which should be taken by it. In preparing such recommendation, the Superintendent shall consider all possible alternatives to the layoffs of employees. If, after making such considerations, the Superintendent is of the opinion that termination of employees is required, he shall apply the criteria listed in Section 6 below to arrive at the names of the individuals to be recommended for termination.

SECTION 5 – APPLICATION OF REDUCTION IN FORCE POLICY

As JTPA funding is received by individual parishes the reduction in force policy will be applied by individual parish. Some parishes may be considered in clusters if funding in an individual parish is reduced to a level that will no longer support an employee. Reduction in force criteria will be applied by job classification as necessitated by funding reductions and work loan. Implementation of this policy may result in a reassignment of employees and duties.

SECTION 6 – CRITERIA FOR TERMINATION OF CLASSIFIED STAFF

1. Degrees Earned ● Bachelor’s Degree 5 ● Master’s Degree 10 ● Master’s Degree +30 15 ● Specialist’s Degree 20 ● Doctor’s Degree 20

2. Seniority

● 0 - 3 years 5 ● 4 - 10 years 15 ● 11 – 19 years 20 ● 20 + years 25


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SECTION 7 – BOARD’S DECISION

As soon as possible after the Board gives general notice, as required in Section 3, the Superintendent shall present to the board his recommendation of specific action to be taken by it. The Board shall receive the recommendation of the Superintendent and take appropriate action on it.

SECTION 8 – NOTICE TO INDIVIDUAL EMPLOYEE

If, after considering the Superintendent’s recommendations, the Board acts to terminate employment, it shall give written notice of that fact by certified mail, return receipt requested, to each employee to be terminated at least thirty (30) days prior to termination date. The notice shall include a statement copy of the RIF Procedure followed in making the decisions of the conditions requiring termination of employment and general description of the procedures followed in making the decision. The employee’s address, as it appears on School System records, shall be deemed to be the correct address. It shall be the responsibility of each employee to see that his/her current address is on file.

SECTION 9 – REVIEW OF INDIVIDUAL TERMINATIONS

1. Request for a Hearing An employee who receives a termination notice pursuant to Section 8 above may request a review of the action by the Board. This request for review must b in writing and received by the Superintendent or President of the Board within ten (10) calendar days of the date of the employee’s receipt of the notice of termination. Failure of the employee to timely submit such request for review shall constitute a waiver on the part of the employee of his right to challenge his termination under this policy. Review may be had solely to determine whether the decision to terminate the employee was arbitrary or capricious with respect to that individual. The request for review must specify all grounds on which it is contended that the decision was arbitrary or capricious and must also include a short, plain statement of facts that the employee believes will support his contention. Upon receipt of the request for a hearing, the Board shall schedule a hearing date and give the employee at least five (5) days notice of such date.

2. Conduct of the Hearing

The hearing shall be conducted informally before a quorum of the Board, and a quorum shall be defined to consist of a simple majority of the Board’s total membership. A Board member who has a significant conflict of interest should disqualify himself/herself or be excused by the Board’s adoption of a motion to disqualify him/her. The Board will consider only such evidence as is presented at the hearing, and it need consider only the evidence that it considers fair and reliable. All persons making statements to the Board during such hearing may be questioned by the Board members, the employee, and the Superintendent. Except as herein provided, the conduct of the hearing shall be under the control of the Board President. The hearing shall begin with the employee’s presentation of his contentions, limited to those grounds specified in the request for hearing and supported by such proof he/she desires to offer. When his/her presentation is concluded, the Superintendent may then present such testimonial or documentary proof as he/she desires to offer, including his/her own testimony, in rebuttal of the employee’s contention or in general support of the decision to terminate.


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Neither the employee nor the Superintendent may present information which would violate the rights of other employees to confidentiality (e.g., performance, evaluations). After the Superintendent completes his/her presentation, the Board shall consider all evidence presented to it during the hearing. The burden is on the employee to satisfy the Board by a preponderance of the evidence that the decision to terminate was arbitrary or capricious.

3. Procedure After Hearing

If the Board determines that the employee’s contention has not been established, it shall by a simple, unelaborated statement so notify the employee and the Superintendent. Such a determination finally confirms the decision to terminate. If the board determines that he employee’s contention has been established, it shall so notify the employee and the Superintendent by a written notice that states what corrective action must be taken.

SECTION 10 – OBLIGATIONS WITH RESPECT TO RE-EMPLOYMENT OR OTHER EMPLOYMENT

For one year after the effective date of a termination pursuant to provisions set forth herein, the School Board shall not replace the employee whose employment has been terminated without first offering the position to the terminated employee. Employees will be recalled in reverse order of their lay-off. The offer of re-employment shall be made by certified mail, return receipt requested, and the former employee shall be notified that, if he/she wishes to accept, he/she must do so in writing within fifteen (15) calendar five (5) business days. Failure to accept within fifteen (15) calendar five (5) business days or rejection of the position eliminates all re-employment rights of the employee. An employee who is recalled within one year after being laid off shall have restored to him all of the sick leave and unused personal leave he/she had accrued as of on the effective date of the lay-off.

JTPA WIA SUPPORT STAFF Termination of the permanent support staff members shall be based on application of the following point system: POINT SYSTEM

1. Experience ● 1.00 point for each year of experience as a Tangipahoa parish School

system employee

2. Education

● 1.00 point - high school graduate ● 1.00 point - post high school vocational course completion

(verified by certificate, etc.) ● .50 point - each year (24) hours of college training (verified

by official transcript)

● 3.00 points - Bachelor’s Degree ● .50 point - each year of college training in addition to the

Bachelor’s Degree ● 4.00 points - Master’s Degree


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To receive credit for academic preparation an employee must verify courses taken by submitting official diplomas, transcripts and/or certificates. In each category where reduction in force is necessary, support staff with the lowest total points will be dismissed. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit. If two or more employees have the same total number of points, the employee with the lowest number of experience points in Tangipahoa Parish will be the first to be laid off. Further ties shall be broken by the number of education points, the employee with the lowest number of education points will be first to be laid off. APPEAL Charges of violation of the Tangipahoa Parish System reduction in force will be addressed through the following grievance procedure:

Step I Employees must present a written description of the grievance to their immediate supervisor, who in turn shall present the grievance to the Personnel Director of Human Resources.

Step II The Personnel Director of Human Resources shall schedule a

conference with said employee to explain the reduction in force procedure and hear the grievance.

Step III If the decision of the Personnel Director of Human Resources is

not satisfactory to said employee, an appeal may be made to the Superintendent.

Step IV If the employee wishes to pursue the grievance further, he/she

has the right to a School Board hearing. Said employee shall be notified by certified mail, fifteen (15) calendar days in advance of the hearing. The Board shall notify said employee of their decision by certified mail.

RECALL PROCEDURE Names of support stall laid off because of reduction in force will be placed on a recall list for a period of two one (2) (1) years from the effective date of reduction. Employees will be recalled in reverse order of their lay-off. An employee must accept or reject an offered appointment with fourteen (14) calendar five (5) business days after the date of receipt of notification. If the employee rejects an offer of appointment to a position or does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the personnel department in writing of a change of address. NOTICE Support staff personnel shall receive written general notice thirty (30) days before the effective date of a reduction in force action. Where transfers are necessary, one week notice shall be given. OTHER PROVISIONS Insurance coverage for an employee will cease at the time of lay-off. Employees on lay-off will be eligible to receive unemployment insurance benefits provided by law.


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The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been placed on lay-off shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The employee resigns.

2. The employee does not report to work within fourteen (14) calendar five (5) business days after being notified to return and has no valid reason for such failure.

3. The employee has been on lay-off for a period of two (2) years over a one (1) year period.

5. It was moved by Ms. Dominguez, seconded by Mr. Dangerfield, to defer Item 6

to the next scheduled meeting. Hearing no objection, the motion was adopted. HAMMOND DELEGATION – MAY 17, 2011:

1. It was moved by Mr. Link, seconded by Ms. Bailey-Simmons, to approve the low quote for the Hammond High School Classroom Building Entrance Doors Replacement Project by Dauphin-Steward Corp. in the amount of $118,000.00 to be paid from Pay-As-You-Go Funds. Hearing no objection, the motion was adopted.

Ms. Mary Harrison spoke in Public Input. It was moved by Mr. Link, seconded by Ms. Cohea, to accept the Policy Committee Report of May 17, 2011. Ms. Bailey-Simmons and Mr. Duncan objected. Hearing no further objections, the motion was adopted. Following is the report as approved: POLICY COMMITTEE – MAY 17, 2011: The following items were discussed and will be presented to the full Board for consideration:

1. It was moved by Ms. Dominguez, seconded by Mr. Dangerfield, to approve the revisions to policy GBNA, Reduction in Staff Personnel. Hearing no objection, the motion was adopted. Following is the policy as revised:

FILE: GBNA

REDUCTION IN STAFF PERSONNEL The Tangipahoa Parish School Board shall make provisions for a reduction in the number of employees of the school district, which may be made for reasons of program elimination, declining enrollment, insufficient funds, or other reasons as approved by the Board. All reductions of employees shall be in accordance with requirements contained in state statutes and Board policy. Normal attrition, voluntary retirements, and voluntary leaves of absence shall be considered prior to any staff reduction.


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In an effort to avoid the removal, termination or layoff of any current teacher(s), bus driver(s), or employee(s), the Board may make cost saving measures to address a financial exigency by:

a. Reducing the number of days in a school or fiscal year with a corresponding adjustment in salary or pay, but in no event shall the Board reduce the number of state mandated student instructional days; and/or

b. A temporary suspension of any salary or pay increase otherwise

provided in any pay plan, pay schedule, or Board policy. Prior to any reduction in personnel under the provisions stated here, the Board, as employer, shall formally adopt a plan specifying how positions to be reduced in various personnel categories shall be determined. The plan shall include, but not be limited to the following minimum standards to be used in the determination:

Reduction of personnel shall be on a system-wide basis within categories of employees, and not on a building-by-building basis. As appropriate and when possible, administrative, supervisory, and classified personnel positions shall be reduced commensurate with the reductions in number of teaching positions. The basic criteria in making decisions regarding the reduction of personnel shall be the administration and maintenance of a quality, balanced educational program and services for the students of the school system.

Therefore, in making decisions regarding the reduction of personnel in the

various categories of employment, persons with certifications, qualifications, and skills necessary to provide a balanced educational program and to maintain and operate the school system shall be given priority in retention. Accordingly, the factors to be considered shall include:

1. Certification, if applicable. 2. Seniority in the position and in the system. 3. Tenure of employees, if applicable. 4. Academic preparation in the employee’s field, if applicable. The Board delegates to the Superintendent and his/her administrative staff the

responsibility for preparing all pertinent procedures for implementing this policy. The procedures developed shall also include provisions for recall of qualified personnel within a specified time period and provisions for review of individual termination decisions. Employees designated for layoff shall be notified by certified letter, return receipt requested.

This Reduction in Personnel policy (and its implementing guidelines) shall be

the only procedures that may be used in a reduction procedure. Any existing procedure for reconsidering or examining an employee discharge, non-reappointment, or grievance shall not be considered in implementing a reduction in personnel. Similarly, no other personnel action other than a reduction of personnel may be considered under this policy.

In the event a reduction in force is necessary for 1st year certified teachers, a

retention preference shall be given to 1st year certified black teachers hired in Tangipahoa Parish, who have received a satisfactory evaluation unless it is necessary to eliminate all 1st year certified teachers in the school system.

In the event a reduction in force is necessary for 2nd year certified teachers, a retention preference shall be given to 2nd year certified black teachers hired in Tangipahoa Parish, who have received a satisfactory evaluation unless it is necessary to eliminate all 2nd year certified teachers in the school system.

In the event a reduction in force is necessary for 3rd year certified teachers, a retention preference shall be given to 3rd year certified black teachers hired in


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Tangipahoa Parish, who have received a satisfactory evaluation unless it is necessary to eliminate all 3rd year certified teachers in the school system.

This procedure will be followed for subsequent years. If any provision of this policy or the application thereof is held invalid, such

invalidity shall not affect other provisions of this policy which can be implemented without the invalid provisions and to this end the provisions of this policy are hereby declared severable.

Any and all provisions of this policy shall yield to existing state law, whether

statutory or not, when held to be in conflict with said law or laws. Revised: December, 1995 Recoded: November, 2006 Revised: May, 2011 Ref: La. Rev. Stat. Ann. §17:81.4; Board minutes, 2-6-07.

2. It was moved by Ms. Dominguez, seconded by Ms. Cohea, to adopt the policy

procedure GBNA-P, Administrative Guidelines for Implementation of Reduction in Force Procedures. Hearing no objection, the motion was adopted. Following is the procedure as adopted:

NEW PROCEDURE FILE: GBNA-P

ADMINISTRATIVE GUIDELINES FOR IMPLEMENTATION OF REDUCTION IN

FORCE PROCEDURES

The Tangipahoa Parish School Board has approved File: GBNA dealing with reduction in force (RIF). Though such policy provides board parameters for RIF, it cannot and does not address every situation or answer every question that might arise during implementation of such policy. In an attempt to clarify such concerns so that RIF issues can be addressed consistently, the following administrative guidelines have been established. These guidelines are intended to interpret and implement File: GBNA and not to supersede or replace the provisions of such policy. CATEGORIES OF EMPLOYEES For purposes of the RIF policy, employees will fall into either of the following categories:

A) Positions with job descriptions requiring teaching certificates or ancillary certificates issued by the Louisiana Department of Education (such as principals, assistant principals, guidance counselors, facilitators, coordinators, pupil appraisal personnel, teachers, etc.); and

B) Positions with job descriptions not requiring teaching certificates or ancillary certificates issued by the Louisiana Department of Education (such as paraprofessionals, clerical staff, custodians, bus operators, food service workers, bus attendants, technicians, etc.)

Within the first of these categories (positions requiring teaching certificates or

ancillary certificates), there shall be two (2) sub-categories:

A) Persons who hold the required certificates (such as those holding Type A, B, or C or level 1, 2, or 3 certificates)

B) Persons who do not hold the required certificates (such as those holding P.L. 1, 2, 3, or TAT certificates)

RIF OF PERSONNEL IN CERTIFICATED POSITIONS


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Subject to the requirement that, to the extent possible, properly certified

personnel are placed in all positions, reductions in force of personnel in certificated/licensed positions shall take place in the order listed below:

(1) TAT Certificate (2) P. L. 1 Certificate (3) P. L. 2 Certificate (4) P. L. 3 Certificate (5) Level 1 Certificate (6) Level 2 Certificate (7) Level 3 Certificate (8) Type C Certificate (9) Type B Certificate (10) Type A Certificate

If it is not necessary to lay off all of the employees in any of the first four (4)

certificate types listed above, then the Superintendent shall determine, based on the needs of the schools and the positions in question, which of the employees in that level are retained and which are released. If it is not necessary to lay off all of the employees in any of the remaining certificate types listed above, then layoffs will be determined on the basis of total years of consecutive service as a permanently certified employee within the Tangipahoa Parish School System after consideration of the need of the system for employees with certification in certain areas. If two (2) or more permanently certified employees (those with certificates listed in 5-10 above) have equal lengths of continuous service, then the total years of service with the Tangipahoa Parish School Board will be utilized to determine the employee(s) retained and the employee(s) released. If permanently certified employees remain tied, then the employee with the advanced academic preparation will prevail. Finally, the employees’ dates of application to the Tangipahoa Parish School Board will be used to break any remaining ties.

If a teacher is assigned to teach in a Magnet Program and has received special training to do so, then such teacher will be exempt from the Reduction In Force Policy as long as either he/she teaches in the Magnet Program.

BUMPING OF PERSONNEL IN CERTIFICATED POSITIONS

Persons who are in positions which require the holding of teaching certificates or ancillary certificates but do not possess such permanent certificates (levels 1-4 above) have no right to “bump” any other employee of the school system.

Persons who hold such permanent certificates and have been notified that they will lose their positions through implementation of the RIF policy have the right to “bump” employees in lower level positions if: (1) they are properly certified and/or qualified for the lower level positions; and (2) they previously served in the lower level positions for the TPSB. If the bumping results in an excess of employees at the lower level, then the RIF policy shall be utilized to determine the employee(s) in the lower level position who must be released. No employee shall be allowed to “bump” into a position with a longer work year or a higher salary. Employees who “bump” into lower level positions will be paid in accordance with the salary schedules of the TPSB for those positions.

REDUCTION IN FORCE OF PERSONNEL IN POSITIONS NOT REQUIRING TEACHING CERTIFICATES OR ANCILLARY CERTIFICATES Reduction in force of personnel in positions not requiring teaching certificates or ancillary certificates (hereinafter support personnel) will be within job classifications providing employees are fully qualified for the position according to job description. Any reductions will be determined based on the following criteria and in the following order:


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1) The total number of years of continuous service in the specific job classification with the TPSB.

2) In cases where the years of continuous service within the job classification

are equal, the employee with the greater total years of continuous service within the TPSB will remain.

3) In cases where the years of continuous service within the job classification

and total years of continuous service within the TPSB are both equal, the employee with the advanced academic preparation or job training will be retained.

4) In the event that two (2) or more employees are equal in the three (3) criteria

specified in the policy, then the dates of applications submitted by the employees will be used to break the tie.

BUMPING OF PERSONNEL IN POSITIONS NOT REQUIRING TEACHING CERTIFICATES OR ANCILLARY CERTIFICATE Persons in non-certificated positions who have been notified that they will lose their positions through implementation of the RIF policy have the right to “bump” employees in lower level positions if: (1) they are properly qualified for the lower level positions; and (2) they previously served in the lower level positions for the TPSS. If the bumping results in an excess of employees at the lower level, then the RIF policy shall be utilized to determine the employee(s) in the lower level position who must be released. No employee shall be allowed to “bump” into a position with a longer work day or year or a higher salary. Employees who “bump” into lower level positions will be paid in accordance with the salary schedules of the TPSB for those positions. OTHER POLICY PROVISIONS GOVERNING SENIORITY

Seniority shall be determined on the basis of employment with the school system as follows:

(1) A year’s seniority is determined by the length of the work year for that job classification. Full-time, regular employees shall be given credit for seniority on an accumulative basis for all full years and one-half years worked in an appointed classified or certificated job classification.

(2) Board approved leave with pay shall count toward seniority. Board approved leave without pay shall not count toward seniority, but will not break service.

(3) Layoff time shall not terminate continuous service; however, seniority shall not accrue during these periods.

RECALL PROCEDURES

Employees who are laid off because of a reduction of personnel shall have their

names placed on a recall list for a period of one year from the effective date of the original layoff. Recall of certificated and classified personnel shall be handled separately; however, if there is a need for personnel in any category and there are no laid-off personnel on the recall list in that category, any qualified personnel on the recall list may be offered those positions on a seniority basis.

Employees who have been laid off shall be offered employment as vacant positions occur for which they are qualified. Layoff shall not impact the tenure status of an employee. Employees shall be recalled in reverse order of their layoff.

It shall be the responsibility of employees on the recall list to inform the Personnel Department in writing of changes of address. The employee may accept or reject the re-employment offered in writing within five (5) business days after receipt of notification by certified mail, return receipt requested. If the employee rejects the appointment or offer of a position (the same or equivalent to what was held before layoff) or does not respond according to procedure, the name of the employee shall be removed from the recall list.


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REVIEW OF INDIVIDUAL TERMINATIONS Any employee who receives notification of layoff and who believes the

provisions of this policy have been applied in error has a right to request in writing a review of such action by the Superintendent and to receive notice of the results of such review. If still dissatisfied, the employee shall have the right to pursue the matter through the Board’s grievance procedure by initiating a written grievance with the Superintendent in accordance with Board policy GAE, Grievance Procedures. OTHER PROVISIONS GOVERNING EMPLOYEES ON LAYOFF

Employees on Board-approved leaves of absence shall be treated in the

manner as other regularly employed personnel insofar as application of the Reduction in Personnel policy is concerned. Employees placed on layoff may engage in other employment or become eligible to receive employment insurance benefits, as provided by law.

The accumulated sick leave of an employee placed on layoff shall not be cancelled, but shall remain at the same level and credited to the employee upon the employee’s return to regular employment.

An employee recalled to a position after having been placed on layoff shall be

placed on the appropriate salary schedule at the same step for which the employee is qualified. An employee accepting assignment to a lesser position shall be placed in the pay grade for that lesser position on the same step that the employee had under previous employment, or at the level appropriate to the employee’s years of experience.

A twelve-month employee shall be permitted to use accumulated annual leave

time immediately preceding the employee’s effective date of layoff. Re-employment rights shall be terminated under the following conditions:

(1) The employee resigns or retires. (2) The employee does not report to work within five (5) business days after

the stated date of re-employment and has no valid reason for failing to report to work.

(3) The employee has been on layoff for a period of time equal to the employee’s category seniority time, or for one year, whichever is the lesser.

(4) Non-maintenance of certification in the area of previous assignment. Adopted: May, 2011

3. It was moved by Mr. Anderson, seconded by Ms. Cohea, to approve the deletion of policy procedures GBKA-P, GBKA-P1, GBKA-P2, GBKA-P3, GBKA-P4, GCKA-P1, GCKA-P1 and GCKA-P3. Hearing no objection, the motion was adopted. Following are the procedures deleted:

DELETION FILE: GBKA-P

REDUCTION IN FORCE PROCEDURES The Board shall have the authority to make, and shall make provisions for, a reduction in the number of employees of the School District, which may be made for reasons of program elimination, declining enrollment, insufficient funds, or other just causes as approved by the Board. All reductions of employees shall be in accordance with requirements contained in state statutes and Board policy. Norman attrition, voluntary retirements, and voluntary leaves of absence shall be considered prior to any staff reduction. SECTION 1 – DEFINITION OF TERMS


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1. Certification and Area of Specialization

Certification as defined by the State Department of Education for employment.

Area of Specialization is a term used to indicate need for personnel within a specific discipline.

2. Evaluation

Evaluation is defined as the principal’s formal written evaluation of a teacher’s performance.

3. Termination

Termination is the cessation of employment of a teacher or other certified employee for reasons of financial exigency or program change.

4. Financial Exigency

Financial exigency is any decline in the Board’s financial resources that is brought about by decline in enrollment or by other action or events that compel a reduction in the Board’s current operations budget.

5. Program Change

Program change is any elimination, curtailment, or reorganization of a curriculum offering, program, or school operation, or a reorganization or consolidation of two or more individual schools or school districts that is unrelated to financial exigency.

6. Professional Staff

Professional staff includes teachers and administrators.

7. Seniority

Seniority is defined as the length of service in the school district.

SECTION 2 – GENERAL GROUNDS FOR TERMINATION

Employment may be terminated when the Board decides that because of financial exigency or a program change, the Board’s obligation to one or more teachers or administrators cannot be further met. Such a decision may be made and any resulting termination may be effected only in accordance with the procedure provided here.

SECTION 3 – BOARD’S PRELIMINARY DETERMINATION AND STATEMENT

If the Board decides that a state of financial exigency exists or is imminent or a program change has occurred or should seriously be considered and termination of the employment of one or more teachers may be required consequence of either circumstance, it shall take action in an official Board meeting that identifies with reasonable particularity the state of financial exigency or the program change. Simultaneously, a notice of Board action shall be published by any means reasonably calculated to bring it to the attention of school personnel that reduction in force might be necessary.

SECTION 4 – RECOMMENDATION OF SUPERINTENDENT

After the Board gives general notice of the possible need for reduction in force, as required in Section 3, the Superintendent shall prepare a recommendation to


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the Board of the specific action which should be taken by it. In preparing such recommendation, the Superintendent shall consider all possible alternatives to the layoffs of employees. If, after making such considerations, the Superintendent is of the opinion that termination of employees is required, he shall apply the criteria listed in Section 5 below to arrive at the names of the individuals to be recommended for termination.

SECTION 5 – CRITERIA FOR TERMINATION

1. a. Certification:

no 0 yes 5

b. Area of Specialization: no 0 yes 10

The position available will probably determine the area of specialization

2. Degrees Earned

Bachelors Degree 5 Master’s Degree 10 Master’s Degree +30 15 *Specialist Degree/Doctor’s Degree 20

3. Seniority

0 - 3 years 5 4 – 10 years 15 11 – 19 years 20 20 + years 25

**4. Most Recent Performance Evaluation Average 5 Above Average 10 Excellent 20 SECTION 6 – BOARD’S DECISION

As soon as possible after the Board gives general notice, as required in Section 3, the Superintendent shall present to the Board his recommendation of specific action to be taken by it. The Board shall receive the recommendation of the Superintendent and take appropriate action on it.

SECTION 7 – NOTICE TO INDIVIDUAL EMPLOYEE

If, after considering the Superintendent’s recommendation, the Board acts to terminate employment, it shall give written notice of that fact by certified mail, return receipt requested, to each employee to be terminated at least thirty (30) days prior to termination date. The notice shall include a statement of the conditions requiring termination of employment and general description of the procedures followed in making the decision. The employee’s address, as it appears on School System records, shall be deemed to be the correct address. It shall be the responsibility of each employee to see that his current address is on file.

_____________________________________________ Does not include teacher specialized in Reading If a new teacher from another parish is employed and a formal evaluation has not been administered in this parish, then the most current evaluation from the former employer will be used.


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A first-time teacher being considered for termination will be given an average performance rating if an evaluation has not been administered.

SECTION 8 – REVIEW OF INDIVIDUAL TERMINATIONS

1. Request for a Hearing An employee who receives a termination notice pursuant to Section 7 above may request a review of the action by the Board. This request for review must be in writing and received by the Superintendent or President of the Board within ten (10) calendar days of the date of the employee’s receipt of the notice of termination. Failure of the employee to timely submit such request for review shall constitute a waiver on the part of the employee of his right to challenge his termination under this policy. Review may be had solely to determine whether the decision to terminate the employee was arbitrary or capricious with respect to that individual. The request for review must specify all grounds on which it is contended that the decision was arbitrary or capricious and must also include a short, plain statement of facts that the employee believes will support his contention.

Upon receipt of the request for a hearing, the Board shall schedule a hearing date and give the employee at least five (5) days notice of such date.

2. Conduct of the Hearing

The hearing shall be conducted informally before a quorum of the Board, and a quorum shall be defined to consist of a simple majority of the Board’s total membership. A Board member who has a significant conflict of interest should disqualify himself or be excused by the Board’s adoption of a motion to disqualify him. The Board will consider only such evidence as is presented at the hearing, and it need consider only the evidence that it considers fair and reliable. All persons making statements to the Board during such hearing may be questioned by the Board members, the employee, and the Superintendent. Except as herein provided, the conduct of the hearing shall be under the control of the Board President.

The hearing shall begin with the employee’s presentation of his contentions, limited to those grounds specified in the request for hearing and supported by such proof he desires to offer. When this presentation is concluded, the Superintendent may then present such testimonial or documentary proof as he desires to offer, including his own testimony, in rebuttal of the employee’s contention or in general support of the decision to terminate.

Neither the employee nor the Superintendent may present information which would violate the rights of other employees to confidentiality (e.g., performance evaluations).

After the Superintendent completes his presentation, the Board shall consider all evidence presented to it during the hearing. The burden is on the employee to satisfy the Board by a preponderance of the evidence that the decision to terminate was arbitrary or capricious.

3. Procedure After Hearing

If the Board determines that the employee’s contention has not been established, it shall be a simple, unelaborated statement so notify the employee and the Superintendent. Such a determination finally confirms the decision to terminate. If the Board determines that the employee’s contention has been established, it shall so notify the employee and the Superintendent by a written notice that states what corrective action must be taken.


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SECTION 9 – OBLIGATIONS WITH RESPECT TO RE-EMPLOYMENT OR OTHER EMPLOYMENT

For one year after the effective date of a termination pursuant to provisions set forth herein, the School Board shall not replace the employee whose employment has been terminated without first offering the position to the terminated employee. Employees will be recalled in reverse order of their lay-off.

The offer of re-employment shall be made by certified mail, return receipt requested, and the teacher shall be notified that, if he/she wishes to accept, he/she must do so in writing within fifteen (15) calendar days. Failure to accept within fifteen (15) calendar days or rejection of the position eliminates all re-employment rights of the teacher.

A tenured teacher who has been laid off and re-employed within one year shall be reinstated as a tenured teacher. A probationary teacher who is laid off but is later re-employed may be given a maximum credit of two years for the time already served as a probationary teacher for purposes of determining when he/she is eligible to be considered for tenure.

An employee who is recalled within one year after being laid off shall have restored to him all of the sick leave and unused personal leave he had accrued on the effective date of the layoff.

SECTION 10 – EXCLUSIVENESS AND SAVING PROVISION REGARDING REDUCTION IN FORCE PROCEDURE

This reduction in force procedure is the only procedure that may be used in a reduction in force. Any existing procedure for reconsidering or examining an employee discharge, non-reappointment, or grievance will not be considered in implementing a reduction in force. Similarly, no personnel action other than a reduction in force may be considered under this procedure.

If any provision of this procedure or the application thereof is held invalid, such invalidity shall not affect other provisions of this procedure which can be implemented without the invalid provisions and, to this end, the provisions of this procedure are hereby declared severable.

Any and all provisions of this procedure shall yield to existing state law, whether statutory or not, when held to be in conflict with said law or laws.

Ref: Board minutes, 12-13-83

DELETION FILE: GBKA–P1

REDUCTION IN FORCE

SCHOOL NURSE

These procedures provide for an orderly decrease in employees should the need arise due to: ● Cessation of or significant reduction in federal or state funding. ● Re-organization of personnel because of consolidation. ● Decline in student enrollment. ● Significant decline in local tax base. OPERATIONAL PROCEDURE Criteria for reducing personnel will be applied by the Personnel Director, and the Superintendent will make recommendations to the Board.


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Termination of permanent personnel shall be based on application of the following point system: POINT SYSTEM

1. Experience:

● 1.00 point for each year of experience in the Tangipahoa Parish School System

● .50 point for each year of experience outside of Tangipahoa Parish School System

2. Education:

● 1.00 point – State Certification ● 1.00 point – Registered Nurse ● 2.00 point – Bachelor’s Degree

● .50 point – each year of college training in addition to the Bachelor’s Degree

3. Attendance: ● 1.00 point - no absentees during school session ● .50 point - 5 or less absentees during a school session ● .25 point - 6-10 absentees during a school session ● .00 point - more than 10 absentees during a school session

4. Evaluation:

● 2 points - Satisfactory ● 1 point - Needs Improvement ● 0 point - Unsatisfactory 78-100% Satisfactory 60-70% Needs Improvement 0-59% Unsatisfactory

To receive credit for academic preparation an employee must verify courses taken. In each category where reduction in force is necessary, nurses with the lowest total points will be dismissed. Experience is determined by the length of the work year. Nine (9) months is equivalent to one (1) year. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit. If two or more employees have the same total number of points, the employee with the lowest number of experience points in Tangipahoa Parish will be first to be laid off. Further ties shall be broken by the numbers of education points, the employee with the lowest number of education points will be first to be laid off. APPEAL Charges of violation of the Tangipahoa Parish System reduction in force will be addressed through the following grievance procedure:

Step I: Employees must present a written description of the grievance to the Nurse Supervisor, who in turn shall present the grievance to the Personnel Director.

Step II: The Personnel Director shall schedule a conference with said

employee to explain the reduction-in-force procedure and hear the grievance.


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Step III: If the decision of the Personnel Director is not satisfactory to said employee, an appeal may be made to the Superintendent.

Step IV: If the employee wishes to pursue the grievance further, he/she


RECALL PROCEDURE Names of nurses laid off because of reduction-in-force will be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees will be recalled in reverse order of their lay off according to the same criteria used to determine the reduction-in-force. Employees will be offered re-employment as vacant positions occur for which they are qualified. Offers of position will be made by certified mail, return receipt requested. A nurse must accept or reject an offered appointment within (14) calendar days after the date of receipt of notification. If the employee rejects an offer of appointment to a position or does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the personnel department in writing of change of address. NOTICE Nurses shall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Where transfers are necessary, one week notice shall be given. OTHER PROVISIONS Personnel reductions will be made on an system-wide basis rather than school-by-school. No appointments of new employees will be made while there are available nurses on lay-off. Those employees on Board approved leaves shall be treated in the same manner as other regularly employed personnel. Employees placed on lay-off may engage in another occupation. Insurance coverage for an employee will cease at the time of lay-off. Nurses on lay-off will be eligible to receive unemployment insurance benefits provided by law. The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been placed on lay-off shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The nurse resigns.


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2. The employee does not report to work within fourteen (14) calendar days after being

notified to return and has not valid reason for such failure.

3. The employee has been on lay-off for a period of two years.


DELETION FILE: GBKA-P2

REDUCTION IN FORCE

ESEA TITLE I TEACHER AIDES CLASSIFIED PERSONNEL

These procedures provide for an orderly decrease in employees should the need arise due to: ● Cessation of or significant reduction in federal or state funding. ● Re-organization of personnel because of consolidation OPERATIONAL PROCEDURE Criteria for reducing personnel will be applied by the Title I Director and the Superintendent will make recommendations to the Board. Termination of permanent Title I personnel shall be based on application of the following point system. POINT SYSTEM

1. Experience:

● 1.00 point for each year of experience in the Tangipahoa Parish School

System ● .50 point for each year of experience outside of Tangipahoa Parish

School System

2. Education:

● 1.00 point - High School graduate ● .50 point - each year of college training ● .25 point - completion of a course related to present position ● 2.00 points - Bachelor’s Degree ● .50 point - each year of training in addition to the Bachelor’s

Degree

3. Attendance:

● 1.00 point - no absentees during a school session ● .50 point - 5 or less absentees during a school session ● .25 point - 6-10 absentees during a school session ● .00 point - more than 10 absentees during a school session

4. Evaluation:

● 1.00 point - Excellent ● .50 point - Needs improvement ● .25 point - Below Average ● .00 point - Poor

To receive credit for academic preparation an employee must verify courses taken.


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In each category where reduction in force is necessary, Teacher Aide with the lowest total points will be dismissed. Where schools are overstaffed and transfers are necessary the Teacher Aide with the lowest score in the overstaffed school shall be transferred. Employees shall be mailed their scores by point totals as follows:

A. Parish wide comparative score B. Individual school comparative score

Experience is determined by the length of the work year. Nine (9) months is equivalent to one (1) year. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit. If two more ore employees have the same total number of points, the employee with the lowest number of experience points in Tangipahoa Parish will be first to be laid off. Further ties shall be broken by the number of education points, the employee with the lowest number of education points will be first to be laid off. APPEAL Charges of violation of the Tangipahoa Parish System reduction-in-force will be addressed through the following grievance procedure:

Step I: Employees must present a written description of the grievance to the Principal of the school, who in turn shall present the grievance to the Title I Director.

Step II: The Title I Director shall schedule a conference with said


Step III: If the decision of the Title I Director is not satisfactory to said

employee, an appeal may be made to the Superintendent.

Step IV: If the employee wishes to pursue the grievance further, he/she has the right to a School Board hearing. Said employee shall be notified by certified mail, fifteen (15) calendar days in advance of the hearing. The Board shall notify said employee of their decision by certified mail.

RECALL PROCEDURE Names of the ESEA Title I Aide laid off because of reduction-in-force will be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees will be recalled in reverse order of their lay off according to the same criteria used to determine the reduction-in-force. Employees will be offered re-employment as vacant positions occur for which they are qualified. Offers of position will be made by certified mail – return receipt requested. A Title I Aide must accept or reject an offered appointment within (14) calendar days after the date of receipt of notification. If the employee rejects an offer of appointment to a position or does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the personnel department in writing of change of address.


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NOTICE Title I Aides shall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Where transfers are necessary, one week notice shall be given. OTHER PROVISIONS Personnel reductions will be made on an system-wide basis rather than school-by-school. No appointments of new employees will be made while there are available teachers on lay-off. Those employees on Board approved leaves shall be treated in the same manner as other regularly employed personnel. Employees placed on lay-off may engage in another occupation. Insurance coverage for an employee will cease at the time of lay-off. Title I Aides on lay-off will be eligible to receive unemployment insurance benefits provided by law. The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been placed on lay-off shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The Title I Aides resigns.

2. The Title I employee does not report to work within fourteen (14) calendar days after

being notified to return and has not valid reason for such failure.



DELETION FILE: GBKA–P3

REDUCTION IN FORCE

SCHOOL SECRETARIES/CLERICAL PERSONNEL

These procedures provide for an orderly decrease in employees should the need arise due to: ● Cessation of or significant reduction in federal or state funding. ● Re-organization of personnel because of consolidation. ● Decline in student enrollment. ● Significant decline in local tax base. OPERATIONAL PROCEDURE Criteria for reducing personnel will be applied by the Personnel Director and the Superintendent will make recommendations to the Board.


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Termination of permanent secretarial/clerical personnel shall be based on application of the following point system: POINT SYSTEM

5. Experience:

● 1.00 point for each year of experience in the Tangipahoa Parish School System

● .50 point for each year of experience outside of Tangipahoa Parish School System

6. Education:

● 1.00 point – High School graduate ● 1.00 point – Post high school vocational course completion ● .50 point - each year of college training (verified by official transcript)

● .50 point – each year of college training in addition to the Bachelor’s Degree

● 3.00 points - Master’s

7. Attendance: ● 1.00 point - no absentees during a school session ● .50 point - 5 or less absentees during a school session ● .25 point - 6-10 absentees during a school session ● .00 point - more than 10 absentees during a school session

8. Evaluation:

● 2.00 points - Satisfactory ● 1.00 point - Needs Improvement ● .00 point - Unsatisfactory Overall rating: 0 – 42% = Unsatisfactory 43% - 63% = Needs Improvement 64% - 100% = Satisfactory

To receive credit for academic preparation an employee must verify courses taken by submitting official diplomas, transcripts and certificates. In each category where reduction in force is necessary, nurses with the lowest total points will be dismissed. Where schools are overstaffed and transfers are necessary, the personnel with the lowest score in the overstaffed school shall be transferred. Employees shall be mailed their scores by point totals as follows:


Experience is determined by the length of the work year. Nine (9) months is equivalent to one (1) year. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit. If two or more employees have the same total number of points, the employee with the lowest number of experience points in Tangipahoa Parish will be first to be laid off. Further ties shall be broken by the numbers of education points, the employee with the lowest number of education points will be first to be laid off.


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APPEAL Charges of violation of the Tangipahoa Parish System reduction-in-force will be addressed through the following grievance procedure:

Step I: Employees must present a written description of the grievance to the Principal of the school, who in turn shall present the grievance to the Personnel Director.

Step II: The Personnel Director shall schedule a conference with said


Step III: If the decision of the Personnel Director is not satisfactory to said

employee, an appeal may be made to the Superintendent. Step IV: If the employee wishes to pursue the grievance further, he/she


RECALL PROCEDURE Names of secretarial/clerical personnel laid off because of reduction-in-force will be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees will be recalled in reverse order of their lay off according to the same criteria used to determine the reduction-in-force. Employees will be offered re-employment as vacant positions occur for which they are qualified. Offers of position will be made by certified mail, return receipt requested. A employee must accept or reject an offered appointment within (14) calendar days after the date of receipt of notification. If the employee rejects an offer of appointment to a position or does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the personnel department in writing of change of address. NOTICE Secretarial/clerical personnel shall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Where transfers are necessary, one week notice shall be given. OTHER PROVISIONS Personnel reductions will be made on an system-wide basis rather than school-by-school. No appointments of new employees will be made while there are available employees on lay-off. Those employees on Board approved leaves shall be treated in the same manner as other regularly employed personnel. Employees placed on lay-off may engage in another occupation. Insurance coverage for an employee will cease at the time of lay-off. Secretarial/clerical employees on lay-off will be eligible to receive unemployment insurance benefits provided by law.


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The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been placed on lay-off shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The secretarial/clerical employee resigns.

2. The employee does not report to work within fourteen (14) calendar days after being

notified to return and has not valid reason for such failure.


DELETION FILE: GBKA-P4

REDUCTION IN FORCE

SPECIAL EDUCATION TEACHER AIDES */CLASSIFIED PERSONNEL

These procedures provide for an orderly decrease in employees should the need arise due to:

● Cessation of or significant reduction in federal or state funding. ● Re-organization of personnel because of consolidation ● Decline in student enrollment ● Significant decline in local tax base. OPERATIONAL PROCEDURE Criteria for reducing personnel will be applied by the Special Education Director, and the Superintendent will make recommendations to the Board. Termination of permanent Special Education personnel shall be based on application of the following point system: POINT SYSTEM

1. Experience: ● 1.00 point for each year of experience in the Tangipahoa Parish School System ● .50 point for each year of experience outside of Tangipahoa Parish School

System

2. Education:

● 1.00 point - Paraprofessional Level II Training (60 hrs.) ● .50 point - Paraprofessional Level I Training (30 hrs.) ● 1.00 point - High School graduate ● .50 point - each year of college training ● 2.00 points - Bachelor’s Degree ● .50 point - each year of training in addition to the Bachelor’s Degree

3. Attendance:

● 1.00 point - no absentees during a school session ● .50 point - 5 or less absentees during a school session ● .25 point - 6-10 absentees during a school session


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● .00 point - more than 10 absentees during a school session

4. Evaluation: ● 1.00 point - Excellent ● .50 point - Needs improvement ● .25 point - Below Average ● .00 point - Poor

To receive credit for academic preparation, an employee must verify courses taken. In each category where reduction in force is necessary, Teacher Aides with the lowest total points will be dismissed. Where schools are overstaffed and transfers are necessary the Teacher Aide with the lowest score in the overstaffed school shall be transferred. Employees shall be mailed their scores by point totals as follows:


Experience is determined by the length of the work year. Nine (9) months is equivalent to one (1) year. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit. If two more ore employees have the same total number of points, the employee with the lowest number of experience points in Tangipahoa Parish will be first to be laid off. Further ties shall be broken by the number of education points, the employee with the lowest number of education points will be first to be laid off. APPEAL Charges of violation of the Tangipahoa Parish System reduction-in-force will be addressed through the following grievance procedure:

Step I: Employees must present a written description of the grievance to the Principal of the school, who in turn shall present the grievance to the Special Education Director.

Step II: The Special Education Director shall schedule a conference with

said employee to explain the reduction-in-force procedure and hear the grievance.

Step III: If the decision of the Special Education Director is not satisfactory

to said employee, an appeal may be made to the Superintendent.

Step IV: If the employee wishes to pursue the grievance further, he/she has the right to a School Board hearing. Said employee shall be notified by certified mail, fifteen (15) calendar days in advance of the hearing. The Board shall notify said employee of their decision by certified mail.

RECALL PROCEDURE Names of the Special Education Aides laid off because of reduction-in-force will be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees will be recalled in reverse order of their lay off according to the same criteria used to determine the reduction-in-force. Employees will be offered re-employment as vacant positions occur for which they are qualified. Offers of position will be made by certified mail – return receipt requested.


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A Special Education Aide must accept or reject an offered appointment within (14) calendar days after the date of receipt of notification. If the employee rejects an offer of appointment to a position or does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the personnel department in writing of change of address. NOTICE Special Education Aides shall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Special Education Aides Paraprofessionals will receive specific written notice fifteen (15) days before the effective date of a reduction-if-force action. Where transfers are necessary, one week notice shall be given. OTHER PROVISIONS Personnel reductions will be made on an system-wide basis rather than school-by-school. No appointments of new employees will be made while there are available employees on lay-off. Those employees on Board approved leaves shall be treated in the same manner as other regularly employed personnel. Employees placed on lay-off may engage in another occupation. Insurance coverage for an employee will cease at the time of lay-off. Special Education Aides on lay-off will be eligible to receive unemployment insurance benefits provided by law. The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been placed on lay-off shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The Special Education Aide resigns.

2. The Special Education employee does not report to work within fourteen (14) calendar

days after being notified to return and has not valid reason for such failure.

3. The Special Education employee has been on lay-off for a period of two years.


DELETION FILE: GCKA-P1

REDUCTION IN FORCE MAINTENANCE DEPARTMENT

These procedures provide for an orderly decrease in employees should the need arise due to:


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● Cessation or reduction in federal or state funding ● Significant decline in local tax base OPERATIONAL PROCEDURE Criteria for reducing personnel will be done by individual craft departments. The Director of Maintenance and the Superintendent will determine which crafts will be affected. The application of the R.I.F. formula will be applied din that/those areas, (example: carpentry, labor, plumbing, painting, roofing, warehouse, lock and glass, electrical refrigeration, truck driver, appliance repair, and etc.) by the Personnel Director to determine which permanent maintenance personnel will be terminated. R.I.F. CRITERIA

1. Experience:

● .50 point for each year of experience in the Tangipahoa Parish School

System ● .50 point for each year of experience with a school system in a

maintenance trade outside the Tangipahoa Parish School System but directly related to their present craft.

2. Education:

● 1.00 point - High School graduate ● .50 point - each year college training ● 1.00 point - completion of a technical or trade course related to present position

3. Attendance:

● 2.00 points - 0-5 absences during a school session ● 1.00 point - 6-9 absences during a school session ● .50 point - 10-14 absences during a school session ● .25 point - 14-19 absences during a school session ● .00 point - 20 or more absences during a school session

4. Evaluation:

Evaluation of job performance will be used only to break ties when there are ties in the scores of individuals.

● 1.50 points - Satisfactory ● .50 point - Needs improvement ● .00 points - Unsatisfactory To receive credit for academic preparation an employee must verify courses taken. In each craft where reduction in force is necessary based on craft classification, maintenance department employees with the lowest total of points within each craft will be dismissed. Employees shall be mailed their scores by point totals as follows:

A. Parish-wide Comparative Score B. Individual School Comparative Score

Experience is determined by a twelve (12) month work period. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit.


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If two (2) or more employees have the same number of points, the employee with the least needed skill as determined by the Director and Superintendent of Operations will be laid off first. Further ties shall be broken by attendance, performance, and experience. Laid off maintenance personnel will be given the opportunity to accept a job as school custodian as the need arises. APPEAL Charges of violation of the Tangipahoa Parish School System Reduction-In-Force will be addressed through the Grievance Procedure described in the School Board Policy GAE. Ref: Board minutes, 11-17-87


REDUCTION IN CLASSIFIED PERSONNEL SCHOOL FOOD SERVICES

The Board shall provide for an orderly decrease in classified employees should the need arise due to such factors as: ● Decline in average daily participation ● Cessation of or significant reduction in federal or state funding ● Re-organization of personnel because of consolidation ● Significant decline in local tax base The following criteria for reducing personnel shall be applied by the Director of School Food Service program, and the Superintendent shall make recommendations to the Board. POINT SYSTEM The termination of classified personnel shall be based on application of the following point system:

1. Experience:

● 1.00 point - for each year of experience in the Tangipahoa Parish School System

● .05 point - for each year of experience in school food services outside of Tangipahoa Parish School System

2. Education: ● 1.00 point - High School graduate ● .50 point - each year college training ● .25 points - completion of a technical or trade course related to present position ● 2.00 points - bachelors degree ● .50 points - each year of college training in addition to the Bachelor’s degree

● 2.00 points - completion of the state registration course for Managers

3. Attendance

● 1.00 point - no absentees during a school session ● .50 point - 5 or less absentees during a school session ● .25 point - 6-10 absentees during a school session


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● .00 point - more than 10 absentees during a school Session

4. Evaluation

● 2.00 points - (173 – 153 score) ● 1.00 point - (152 – 133 score) ● .50 point - (132 – 113 score) ● .25 point - (112 - 50 score) ● .00 point - (40 – 0 score)

5. Other Provisions

a. To receive credit for academic preparation an employee must verify courses taken.

b. In each category where reduction in force is necessary, food service employees

with the lowest total points will be dismissed. c. Where schools are overstaffed and transfers are necessary the food service

employee with the lowest score in the overstaffed school shall be transferred. d. Official rosters will be established and available in the school food service

department of all food serves personnel by point total as follows:

1) On a parish wide basis 2) On a individual school basis

e. Experience is determined by the length of the work year. Nine (9) months is

equivalent to one (1) year. Board approved leaves without pay, including maternity leave without pay, will not be considered as experience credit.

f. If two or more employees have the same total number of points, the employee with

the lowest number of experience points in Tangipahoa Parish will be first to be laid off. Further ties shall be broken by the last four digits of an employee’s social security number. The employee whose numbers are the lowest will be first to be laid off.

g. A senior employee in a higher job classification will be permitted to replace an

employee in a lower job classification for which he/she is qualified. h. A senior employee has the option of accepting a lower job classification with

corresponding reduction in salary or being placed in lay-off status.

APPEAL Charges of violation of the Tangipahoa Parish School System reduction-in-force shall be addressed through the following appeal procedure:

Step I: Employee must present a written description of the appeal to the Principal.

Step II: The food service director shall schedule a conference with said

employee to explain the reduction-in-force procedure and hear the appeal.

Step III: If the decision of the school food service director is not

satisfactory to said employee, an appeal may be made to the Superintendent.

Step IV: If the employee wishes to pursue the appeal further, he/she has

the right to a School Board hearing. Said employee shall be notified by certified mail, fifteen (15) calendar days in advance of the hearing. The Board shall notify said employee of their decision, by certified mail.


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RECALL Names of school food service personnel, laid off because of reduction-in-force shall be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees shall be recalled in reverse order of their lay off according to the same criteria used to determine the reduction in force. Employees shall be offered re-employment as vacant positions occur for which they are qualified. Offers of position shall be made by certified mail, return receipt requested. A food service employee must accept or reject an offered appointment within fourteen (14) calendar days after the date of receipt of notification. If the employee rejects an offer or appointment to a position or does not respond according to procedure, the name of the employee shall be removed from the recall list. It shall be the responsibility of the employee to notify the school food service department in writing of changes of address. NOTICE Food service personnel shall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Food service personnel will receive specific written notice fifteen (15) days before the effective date of a reduction-in-force action. Where transfers are necessary, one weeks’ notice shall be given. GENERAL PROVISIONS

1. Personnel reductions shall be made on a system-wide basis rather than building by building.

2. No appointments of new employees shall be made while there are available food

service personnel on lay-off.

3. Those employees on Board approved leaves shall be treated in the same manner as other regularly employed personnel.

4. Employees placed on lay-off may engage in another occupation.

5. Insurance coverage for an employee shall cease at the time of lay-off.

6. Food service employees on lay-off shall be eligible to receive unemployment insurance benefits provided by law.

7. The accumulated sick leave of an employee while on lay-off shall not be cancelled, but will remain credited to the employee. Additional sick leave shall not be accumulated while on lay-off.

8. Any employee recalled to a position, after having been placed on lay-off, shall be placed on a salary schedule at the same step, for which he/she is qualified, with related benefits.

9. All seniority rights will be terminated with no re-employment rights under the following circumstances. a. The food service employee resigns.

b. The food service employee does not report to work within fourteen (14) calendar

days after being notified to return and has no valid reason for such failure. c. The food service employee has been on lay-off for a period of two years.

10. Employees may request a transfer to another school by submitting a written request to the Tangipahoa Parish School Board. In the event there is a vacancy the transfer request shall be considered.


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When two or more employees request a transfer to the same position, the School Food Services RIF Score shall be transferred. The only exception shall be in maintaining a reasonable racial balance.

RESIGNATION Personnel desiring to terminate employment with the Tangipahoa School System must submit a letter of resignation to the Superintendent, who shall notify the board at its next regular meeting. Letters of resignation must have Board approval prior to effective termination of any employee. Adopted: February 1982 Revised: March 1988 Ref: Board Minutes, 02-02-82


REDUCTION IN STAFF PERSONNEL BUS DRIVERS

These procedures provide for an orderly decrease in bus drivers, should the need arise, due to: ● Cessation of or significant reduction in federal or state funding

● Reorganization of bus routes because of consolidation and/or elimination ● Decline in student enrollment ● Significant decline in local tax base OPERATIONAL PROCEDURE

1. The criteria for reducing bus drivers will be applied by the Personnel Director of through the Transportation Coordinator’s Office with the Superintendent making final recommendations to the Board.

2. Termination

a. Termination of probationary bus drivers shall be based on application of the

following point system. Drivers with the lowest total points will be dismissed as required.

b. After all probationary drivers have been exhausted; termination of permanent bus drivers will follow the same point system. Drivers with the lowest total points will be dismissed as required.

RIF – POINT SYSTEM

1. Experience (Board approved leaves without pay including maternity leave without pay will not be considered as experience credit)

● .11 point for each month of experience in Tangipahoa Parish School System

● .055 point for each month of experience outside of Tangipahoa Parish ● .11 point for each month of summer school

2. Education ● 1.25 point - High School plus college ● 1.00 point - High School diploma ● .75 point - completion of 10th through 11th grade


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● .50 point - completion of 8th through 9th grade ● .25 point - completion of 7th grade ● .00 point - anything less than 7th grade

3. Evaluation

● 2 points - Satisfactory (78-100%) ● 1 point - Needs Improvement (60-77%) ● 0 point - Unsatisfactory (0-59)

4. Bus Driver Certification

● 5 points - Fully certified/completed Preservice Training Course ● 4 points - 4 years of In-service Training ● 3 points - 3 years of In-service Training ● 2 points - 2 years of In-service Training ● 1 point - 1 year of In-service Training ● .50 points - certificate of completion for: a. Red Cross – First Aid Course b. Defensive Driving Course

TIE BREAKERS

1. If two or more drivers have the same number of points, the driver with the lowest number of experience points in Tangipahoa parish Service will be first to be laid off.

2. Further ties shall be broken by the number of education points. The driver will

the lowest number of education points will be first to be laid off.

NOTICE Drivers hall receive written general notice thirty (30) days before the effective date of a reduction-in-force action. Drivers will receive specific written notice ten (10) days before the effective date of a reduction-in-force action. Where transfers are necessary, one week notice shall be given. APPEAL Charges of violation of the Tangipahoa Parish Reduction-in-Force will be addressed through the following grievance procedure:

Step I Employees must present a written description of the grievance to the Personnel Director.

Step II The Personnel Director shall schedule a conference with said

employee to explain the Reduction-in-Force Procedure and hear the grievance.

Step III If the decision of the Personnel Director of Human Resources is

not satisfactory to said employee, an appeal may be made to the Superintendent.

Step IV If the employee wishes to pursue to grievance further, he/she has

the right to a School Board hearing. Said employee shall be notified by certified mail, fifteen (15) calendar days in advance of the hearing. The Board shall notify said employee of their decision by certified mail.

RECALL PROCEDURE


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Names of bus drivers laid off because of reduction-in-force will be placed on a recall list for a period of two (2) years from the effective date of reduction. Employees will be recalled in reverse order of their layoff according to the same criteria used to determine the reduction-in-force. Employees will be offered reemployment as vacant positions occur by certified mail, return receipt requested. A bus driver must accept or reject an offered appointment within fourteen (14) calendars after the date of receipt of notification. If the employee does not respond according to procedure, the name of the employee will be removed from the recall list. It shall be the responsibility of the employee to notify the Personnel Department in writing of change of address. OTHER PROVISIONS Personnel reduction will be made on a system-wide basis rather than school-by-school. No appointments of new employees will be made while there are available bus drivers on lay-off. Those employees on board approved leaves shall be treated in the same manner as other regularly employed personnel. Employees placed on lay-off may engage in another occupation. Insurance coverage for an employee will cease at the time of lay-off. Bus drivers on lay-off may be eligible to receive unemployment insurance benefits provided by law. The accumulated sick leave of an employee while on lay-off will not be cancelled, but will remain credited to the employee. Additional sick leave will not be accumulated while on lay-off. Any employee recalled to a position, after having been place on lay-off shall be placed on a salary schedule at the same step, for which ne/she is qualified, with related benefits. All seniority rights will be terminated with no re-employment rights under the following circumstances:

1. The bus driver resigns.

2. The employee does not report to work within fourteen (14) calendar days after being notified to return and has no valid reason for such failure.


Ref: Board minutes, 05-17-88 It was moved by Mr. Duncan, seconded by Mr. Anderson, to approve the criteria for student placement in advanced classes. Hearing no objection, the motion was adopted. It was moved by Mr. Anderson, seconded by Ms. Pittman-McDaniel, to approve the following resolution supporting the Coalition for Louisiana Public Education. Mr. Duncan objected. Hearing no further objections, the motion was adopted.


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TANGIPAHOA PARISH SCHOOL SYSTEM RESOLUTION

_________________________________________________

WHEREAS, the Coalition for Louisiana Public Education firmly believes that every child in Louisiana deserves the opportunity for an excellent education; and

WHEREAS, the Coalition for Louisiana Public Education firmly believes that for Louisiana to invest in its own future, for best results the state must use only proven, effective methods in public education, and must adequately and equitably fund the public school districts to carry out those proven methods; and

WHEREAS, the Coalition for Louisiana Public Education firmly believes that every parish school district in Louisiana deserves equitable and adequate funding from the state, to help provide the education opportunities for these children; and WHEREAS, the Coalition for Louisiana Public Education defines equitable and adequate funding for education to exclude the following discriminatory funding practices; all unfunded mandates from the state onto public school districts; any stagnation or decrease to the Minimum Foundation Plan (MFP); the repeated freezing of the growth factor in the MFP year after year; the state mandate of unproven methods such as Student-based Budgeting; and the state’s inequitable provision of the same level of funding for virtual schools as those schools which have actual physical facilities and staff, and thus carry the burden of far greater expenses, such as food service and transportation; and WHEREAS, the Coalition for Louisiana Public Education further believes that educational decision-making and instruction should be child-centered, guided by credentialed professionals whose background, training and experience are in the field of Education and inter-related areas; and further WHEREAS, the Coalition for Louisiana Public Education firmly believes that locally-elected governance provides the best educational decision-making on matters of curriculum and instruction, which best benefit the parents and business community in its particular area; and WHEREAS, the Coalition for Louisiana Public Education also firmly believes that general governance in education policy-setting and decision-making are best carried out at the local level, by locally-elected school board members, in order to maintain transparency and direct accountability to the taxpayers who elected them; and WHEREAS, the Coalition for Louisiana Public Education firmly believes that true accountability for all education instruction, decisions and policy-setting should extend to the many partners in education decision-making at all levels, based on appropriate methods of evaluation, and based on relevant criteria, from the classroom teacher and other education professionals, to the principal, the superintendent, local and state school board members, the school districts, the state superintendent, the legislature, and the governor; and WHEREAS, the Coalition for Louisiana Public Education firmly believes in working together with other education stakeholders across the state to reach consensus to ensure instruction and funding equity for all districts, in order to propel Louisiana to national pre-eminence in public education; NOW THEREFORE BE IT RESOLVED that the Tangipahoa Parish School Board does fully support the positions and goals presented here by the Coalition for Louisiana Public Education in its endeavors to enhance public education in the state of Louisiana. AND FURTHER BE IT RESOLVED that copies of this resolution be forwarded to the Louisiana School Boards Association, to the Governor of Louisiana, members of


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the Tangipahoa Legislative Delegation, to the State Superintendent of Public Education, to the State Board of Elementary and Secondary Education, to all superintendents throughout the state and to the Coalition for Louisiana Public Education for their records. I, Mark Kolwe, Secretary-Treasurer of the Tangipahoa Parish School Board, do hereby certify that the foregoing resolution was adopted by the Tangipahoa Parish School Board at its regular meeting held on Tuesday, May 24, 2011.

__________________________________

Mark Kolwe, Secretary-Treasurer

Superintendent Kolwe gave an update on the preliminary test results. He stated some data had been received on May 18, 2011 for 4th and 8th graders and GEE students. Students who were unsuccessful in passing have been notified and remediation arrangements were being finalized. He stated that remediation classes begin on June 6, 2011, Monday through Thursday, 8:00 a.m. to 3:00 p.m. Final scores will be brought to the Board at a later date. Superintendent Kolwe announced that three (3) schools received the School Improvement Grant (SIG) money:

Woodland Park ELC $1.275 million – 3 years Turnaround Model

Hammond Junior High $1.2 million – 3 years Turnaround Model Midway Elementary $1.275 million – 3 years Transformation Model

It was moved by Mr. Dangerfield, seconded by Ms. Bailey-Simmons, to approve

the Substantial Completion for the Hammond Junior High School Cooling Tower Project by Bernhard Mechanical Contractors, Inc. Hearing no objection, the motion was adopted. There was no Public Input. In personal privilege, Ms. Bailey-Simmons stated that an Audit Committee was being formed and guidelines for development and committee members would be forthcoming at the next Finance Committee meeting. It was moved by Mr. Anderson, seconded by Mr. Link, to enter into Executive Session to discuss the case of Joyce M. Moore vs. TPSB and Huey Edwards vs. TPSB. Hearing no objection, the motion was adopted. The Board entered Executive Session. The Board returned to Open Session. Mr. Link did not return to Open Session. There was no action in Huey Edwards vs. TPSB. Mr. Dangerfield stated that the Board is working very hard to consider all who are concerned and trying to come together rationally in the Joyce M. Moore vs. TPSB case. The Board has not come up with a concensus at this point but will continue to work toward this goal. It was moved by Mr. Duncan, seconded by Ms. Bailey-Simmons, to replace Mr. Charles Patin, Board Attorney, for a period over 60 days, as our lead desegregation attorney with Mr. Robert Hammonds in the Joyce M. Moore vs. TPSB case.


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President Dominguez called for a roll call vote. The motion failed as evidenced by the following roll call vote: YEAS (3): Andy Anderson, Brett Duncan and Sandra Bailey-Simmons NAYS (5): Ann Smith, Gail Pittman-McDaniel, Chris Cohea, Eric Dangerfield, And Rose Dominguez ABSENT (1): Al Link There being no further business, the meeting was adjourned. (10:04 p.m.) Respectfully submitted, Rose Dominguez Board President Mark Kolwe, Secretary-Treasurer Recorded by: Cynthia Jenkins, May 24, 2011

tangipahoa parish school board proceedings · derrell walker, a senior from sumner high school,...

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