Number: 5:10 Equal Employment Opportunity and Minority Recruitment This policy ensures equal employment opportunities for all individuals; identifies the Nondiscrimination Coordinator and Complaint Managers; and states the District’s policy on minority recruitment.
Number: 5:20 Workplace Harassment Prohibited Summary: This policy prohibits unlawful harassment and states how a complaint of harassment may be made and how the policy will be enforced. This policy also identifies the Nondiscrimination Coordinator and Complaint Managers.
Number: 5:30 Hiring Process and Criteria Summary: The Superintendent is required to provide recommendations for personnel decisions and to perform a criminal history records check on applicants. New employees are required to submit a physical fitness examination showing that they are able to perform their duties.
Number: 5:35 Compliance with the Fair Labor Standards Act Summary: Job positions shall be identified as "exempt" or "non exempt" as defined by the Fair Labor Standards Act. Overtime compensation shall be paid to non-exempt employees who work in excess of 40 hours per week.
Number: 5:40 Communicable and Chronic Infectious Disease Summary: The Superintendent shall develop procedures for managing cases of communicable and chronic infectious diseases. Employees with a communicable or chronic infectious disease shall retain their position when there is no substantial risk of transmission of the disease and the employee is able to perform the position's essential job functions.
Number: 5:50 Drug and Alcohol Free Workplace; Tobacco Prohibition Summary: The District maintains a drug and alcohol-free workplace. District employees are prohibited from unlawful use, possession, distribution, or being under the influence of an illegal or controlled substance while on District premises or while performing work for the District. As such, tobacco use is also prohibited while an employee is on school property or while performing work for the District.
Number: 5:60 Expenses Summary: Employees shall be reimbursed for expenses incurred which are necessary to perform their duties and have been approved by the Superintendent
Number: 5:70 Religious Holidays Summary: An employee may be granted time off to observe a religious holiday.
Number: 5:80 Court Duty Summary: In the event that an employee is required to attend court on a school-relatedmatter, the District will pay the employee’s salary as well as reimburse for meal and travelexpenses. If said employee receives compensation related to the court appearance, theemployee shall endorse the check to the District less expenses.
Number: 5:90 Abused and Neglected Child Reporting Summary: All District employees are responsible, in accordance with provisions of the Illinois School Code 325 ILCS 5/1 (Mandated Reporting), for reporting known or suspected instances of child abuse or neglect to the Illinois Department of Children and Family Services.
Number: 5:100 Staff Development Program Summary: The Professional Development Program shall implement the School Improvement Plans and shall provide for in-service training for District staff.
Number: 5:120 Employee Ethics; Conduct; and Conflict of Interest Summary: Certain supervisory employees and employees responsible for negotiating contracts must file a "Statement of Economic Interest" as required by the Illinois Governmental Ethics Act. Employees shall not perform any political activity during compensated time. No District employee shall, directly or indirectly, have a financial interest in any contract, work, or business of the District.
Number: 5:125 Personal Technology and Social Media; Usage and Conduct District employees must ensure that their use of personal technology and social media does not disrupt or interfere with the educational process and complies with applicable District policies and procedures regarding ethics, confidentiality, access to electronic networks and prohibition of harassment.
Number: 5:150 Personnel Records Summary: Access to personnel records shall be granted according to Board policy, and State and federal law. The Superintendent shall respond to inquiries by prospective employers.
Number: 5:170 Copyright Summary: The District shall own the copyright for any works developed within the scope of an employee's employment. Employees shall abide by the District's copyright compliance procedures and obey the copyright laws.
Number: 5:180 Temporary Illness or Temporary Incapacity Summary: Sick leave benefits may be used by an employee when a temporary illness or incapacity makes him/her unable to perform assigned duties. If an employee is absent for more than 90 days, after exhausting all available leave, the absence may be considered a permanent disability.
Number: 5:185 Family and Medical Leave Summary: Pursuant to the Family and Medical Leave Act, an employee may be eligible for up to 12 weeks of unpaid family and medical leave because of the birth of a child; the adoption of a child; the serious health condition of an employee or to care for a spouse, child, or parent with a serious health condition. This leave may be extended to 26 weeks to care for a covered armed services member with a serious injury or illness.
Personnel - Professional Personnel
Number: 5:190 Teacher Qualifications Summary: Teachers must hold a valid Illinois license for their position. Teachers must provide the District with official transcripts from higher education institutes and update the transcripts as necessary.
Number: 5:200 Terms and Conditions of Employment and Dismissal Summary: The Superintendent shall manage the terms and conditions for the employment of professional personnel in accordance with collective bargaining agreement and State and federal law.
Number: 5:210 Resignations Summary: A teacher may not resign during the school year in order to accept another teaching position without the consent of the Superintendent or designee.
Number: 5:220 Substitute Teachers Summary: A substitute teacher shall hold a valid teaching or substitute certificate and may not teach in excess of time limits imposed by applicable policies and regulations.
Number: 5:240 Suspension Summary: The Board or Superintendent may suspend an employee with or without pay.
Number: 5:250 Leaves of Absence Summary: Professional personnel may be eligible for a leave of absence for service in the military, service in the General Assembly, employment with the Department of Defense, school visitation, for reasons of domestic or sexual violence, to serve as an officer of a national teacher organization, or to serve as a trustee of the Teachers's Retirement System.
Number: 5:260 Student Teachers Summary: The Superintendent is responsible for coordinating the placement of student teachers in the District and ensuring that a criminal history records check is performed.
Personnel - Educational Support Personnel
Number: 5:270 Employment At-Will, Compensation, and Assignment Summary: Educational support personnel are employed on an at-will basis, unless otherwise specified. The Board of Education determines the compensation for educational support personnel and the Superintendent may assign and transfer educational support personnel.
Number: 5:280 ESP's - Duties and Qualifications Summary: All support staff, including paraprofessionals and teacher assistants, must meet their job qualifications, must be able to perform the essential duties, and must comply with Board policies. Bus drivers shall hold a valid school bus driver permit.
Number: 5:290 Employment Termination and Suspensions Summary: Employees are requested to provide prior notice of resignation or retirement. The Board shall use a seniority list of educational support personnel when there is a reduction in force. Employees shall be paid for unused earned vacation.
Number: 5:310 Compensatory Time-Off Summary: Eligible employees may be given 1 ½ hours of compensatory time-off in lieu of cash payment for each hour of overtime. Compensatory time may be used provided it does not disrupt the District’s operations and it has been previously approved.
Number: 5:320 Evaluation Summary: The Superintendent shall develop an evaluation program for educational support personnel which complies with Board policies, State law, and applicable collective bargaining agreements.