【導讀】.5. .8. 1. ..22. ..28. 29. ...31. 46. 48

　　

【正文】 a term or continuing contract should be given. Term and continuing contracts. Fulltime professionals employed in positions requiring certification and nurses will be employed by term or continuing contracts after they have successfully pleted the probationary period. Mount Pleasant ISD has no teachers employed through continuing contract. Campus principals and central office administrators are employed under twoyear term contracts. Terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies. Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district. Payroll Information. Before a paycheck can be issued to a new employee, all required forms must be pleted and on file with the Payroll Department and/or the Personnel Department. Searches and alcohol and drug testing Policy DHE 散發(fā)人性道德光輝 沉淀人類管理智慧 分享中人網(wǎng)共建中人網(wǎng) 22 Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabis, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of workrelated misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or worksites or used in district business. Employees required to have a mercial driver’s license. Any employee who is required to have a mercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver。 drivers of large vehicles。 or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving. Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a followup measure. Testing may be conducted following accidents. Returntoduty and followup testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty. All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the MPISD Human Resources Office. First aid and CPR certification Policy DBA Head marching band directors, head coaches, or chief sponsors of an extracurricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district 散發(fā)人性道德光輝 沉淀人類管理智慧 分享中人網(wǎng)共建中人網(wǎng) 23 or the University Interscholastic League must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another anization that provides equivalent training and certification. Reassignments and transfers Policy DK All personnel are subject to assignment/reassignment by the Superintendent. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus. When reassignments are due to enrollment shifts or program changes, the Superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a reassignment may follow the process for employee plaints as outlined in policy DGBA (Local). Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be pleted and signed by the employee and the employee’s supervisor. Teachers reque sting a transfer to another campus before the school year begins must submit their request by June 1 of that year. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the employee’s supervisor and must be approved by the receiving supervisor. All such transfers are subject to approval by the Superintendent of Schools. Workload and work schedules Policy DL Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10, 11, or 12month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year. Class