Managers Copy of Handbook 2014
Content
Aldine Independent School School District Child Nutrition Services
EMPLOYEE HANDBOOK 2014 – 2015 2015
ALDINE INDEPENDENT INDEPENDENT SCHOOL DISTRICT DISTRICT
HANDBOOK FOR CHILD NUTRITION SERVICES PERSONNEL
REVISED July, 2014
WELCOME We welcome you as a Child Nutrition Services Department employee of Aldine Independent School District. You play a big part in helping make our educational program complete Produce the N ation’s , as we strive to “ Produce ation’s B est.” est.” You have a direct responsibility to ensure the service of nutritious, appealing and safe meals to all students daily. Through your employment, we have expressed our confidence in you. You must be dedicated to do the most efficient and effective job possible. The child nutrition program is an integral part of the total educational program. We want you to be a part of the team to provide a complete educational opportunity. Your suggestions to help improve our services are welcome. One person cannot make the program a success, but together we we can offer a program that contributes substantially both physically and mentally to each child's development. Aldine Independent School District Child Nutrition Services Depar Department tment earned statewide recognition upon receiving and maintaining the Standards of Excellence Commendation from the Texas Association for School Nutrition (TASN) and continues to hold this status. status. The Child Nutrition Services Department has been recognized through the U.S. Department of Agriculture, School Nutrition Association and the Texas Association for School Nutrition for many Best Practices awards! We We will continue to strive for excellence. I challenge you to take an active part in the development of an outstanding child nutrition program in your school. Believe in your job, and do the very best you can to achieve success for yourself, the child nutrition department, Aldine ISD and ultimately the students.
Dani Sheffield, Executive Director Child Nutrition Services
7/2012
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BOARD OF EDUCATION The seven-member board is elected by the community to establish operational policies and practices for the school district. The board members are Mr. Steve Mead President; Dr. Viola M. Garcia, Vice-President; Dr. Alton Smith, Secretary; Ms. Rose M. Avalos, Assistant Secretary; Ms. Patricia Ann Bourgeois, Member; Mr. Rick Ogden, Member; Mr. Merlin D. Griggs Sr., Member.
ADMINISTRATION ADMINIST RATION The Board of Education delegates the executive function of the school district to Superintendent Dr. Wanda Bamberg, who in turn delegates to her staff necessary responsibilities to implement the policies of the school district.
CENTRAL ADMINISTRATION Dr. Wanda Bamberg… Superintendent of Schools Schools Dr. Archie Blanson… Deputy Superintendent Superintendent Gloria Cavazos… Asst. Supt. of Human Resources Resources Anne-Marie AnneMarie Hazzan… Asst. Supt. of Finance Finance M. Kaye DeWalt… DeWalt… Asst. Supt. and General Counsel Counsel Ken Knippel… Asst. Asst. Supt. for Administration Priscilla R idgway… idgway… Asst. Supt. of Curriculum and Instruction Instruction Jason Spencer… Spencer… Asst. Supt. of Community and Governmental Relations Relations Dr. Rosalinda Rodriguez… Area Supt. of Aldine High Vertical Vertical Ann Stockwell… Stockwell… Area Area Supt. of MacArthur MacArthur Vertical Vertical Todd Davis… Area Davis… Area Supt. of Eisenhower/Carver Vertical Pat Leon-Wade… Leon-Wade… Area Supt. of Nimitz Vertical Vertical 7/2014 II
ADMINISTRATIVE OFFICES Aldine Independ Independent ent Scho School ol District 14910 Aldine Westfield Road Houston, Texas 77032-3099 Telephone Number: 281-449-1011 Website: www.aldine.k12.tx.us Child Nutrition Services Department 2112 Aldine Meadows Road Houston, Texas 77032-3125 General Telephone Number: 281-985-6450 Website: www.aldinecafe.com 7/2012
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ALDINE INDEPENDEN INDEPENDENT T SCHOOL DISTRICT Vision
“Produce the Nation’s Best!!” Best!!” Mission We exist to prepare each student academically and socially to be a: * Critical thinker * Problem solver * Responsible and productive citizen
Core Beliefs and Commitments 1. We believe each student can learn at or above grade level and will have equal opportunity to do so. We will provide equal access to a quality education regardless of ethnicity, family income, g gender, ender, native language, special needs or area of residence. We will allocate resources to ensure equity eq uity for each student to reach his/her full potential. 2. We believe Aldine ISD can achieve higher levels of performance through clearly defined goals that set high expectations for student achievement . We will eliminate the achievement gaps between and within student groups. 3. We believe in the value of o f parents as the first and best teachers and that the community must actively participate in the development of all children. We will improve educational outcomes for our students by b y garnering support from parents, grandparents, caregivers, businesses, elected and appointed officials, o fficials, civic and faith-based organizations, institutions of higher education, medical and social service agencies, along with the district leaders, staff and students. 4. We believe in the value of each employee, in his/her personal and professional growth, and in empowering each one to be accountable to make decisions aligned with the vision of the school district. We will treat each employee with fairness, empower each employee to focus on high performance, and hold each employee accountable for results that contribute to student achievement. 5. We believe all environments should be supportive, safe, and secure. We will ensure that the learning and work environments are safe and secure so that each student and staff member will achieve high levels of performance.
IV
Employee Conduct: Standards of Conduct
All employees are expected to work together in a cooperative spirit to serve the best interests of the District and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct: . Recognize and respect the rights of students, parents, other employees, and members
of the community; . Maintain confidentiality in all matters relating to students and coworkers; . Report to work according to the assigned schedule; . Notify their immediate supervisor in advance or as early as possible in the event that
they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness and failure to follow procedures for reporting an absence may be cause for disciplinary action, including termination. . Know and comply with department and District policies and procedures; . Express concerns, complaints, or criticism through appropriate channels that are
specific for your department; . Observe all safety rules and regulations and report injuries or unsafe conditions to a
supervisor immediately; . Use District time, funds, and property for authorized District business and activities
only. . All District employees should perform their duties in accordance accor dance with state and federal
law, District policies and procedures and ethical standards. standards. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Insubordination
Employees are required to obey District and department policies and procedures. Employees are expected to work assigned schedules and duties. A refusal to obey a supervisor’ s directive, work assigned schedule or duty, or lack of respect could result in suspension and/or termination. Personal Appearance
The employee must maintain a neat and clean personal appearance. Every employee must wear Aldine ISD issued uniform that is specific to your department regulations. Employee must always wear District ID badge where it is visible. 7/2012 V
ALDINE CHILD NUTRITION SERVICES
ustomer Service Standards
Customer Service Quality Measures
Aldine employees understand the value of our customers by adhering to the following:
1.
A successful Aldine Child Nutrition kitchen focuses on the priorities and needs of the customer.
2.
A successful Aldine Child Nutrition kitchen is staffed by employees who focus on the customer as an individual.
3.
A successful Aldine Child Nutrition kitchen uses a delivery system, including serving lines and methods of service that are designed for the convenience of the customer.
7/2010
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Café.com is the registered trademar trademark k of Aldine Child Nutrition Services. The logo identifies the department and is used as a marketing tool.
Use of the logo can be observed in all school cafeterias, on employee uniforms and the Child Nutrition Services website.
VII 07/07
INTRODUCTION The Aldine Independent School District , with an enrollment of approximately 68,000 students in seventy-five schools, provides a full breakfast and lunch program for all students at no cost. Aldine presently employs 800+ employees in Child Nutrition Services and provides approximately 58,000 lunches and 37,000 breakfasts daily. A la carte options are also offered. Other programs operated by Child Nutrition Services include the After School Care Programs, At Risk Evening Meal Program and Fresh Fruit and Vegetable Program. Child Nutrition Services operates under an agreement with the United State Department of Agriculture (USDA) and the Texas Department of Agriculture (TDA) for the school lunch and breakfast programs. Under this agreement, we comply with all state and federal guidelines and strive to provide an outstanding Child Nutrition program for Aldine Students. Part of our success in Child Nutrition is dependent on:
(1)
Quality food
(2)
Excellent Customer Service
(3)
A sound financial status
(4)
A pleasant relationship with all stakeholders
Another very essential part of the department's depar tment's success is you - the Child Nutrition Services employee. You have a very important role in the total educational program for students. Do your best to “Produce to “Produce the Nation’s Best!”
Our Mission
To Prepare and Serve high quality, nutritious meals to all students and staff. It’s About Us Serving You!
7/2014
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BASIC BELIEFS OF ALDINE CHILD NUTRITION SERVICES I.
Foods and beverages available in the school should be those which contribute both to the nutritional needs of the child and to the development of desirable food habits.
II.
The school breakfast/lunch program makes it possible for every child to have adequate meals. The lunch served meets all USDA Nutrition Standards.
III.
The school breakfast/lunch is a regular part of each school program, offering nutritional and educational opportunities for the school child as a functional, positive experience in their school day.
IV.
The school has the responsibility of providing a good school breakfast/lunch environment and of guiding its pupils in the development of desirable food
V.
VI.
habits. Administrators and teachers in the school can and should play an important part in the development and operation of the school breakfast/lunch as an integral part of the entire school program. Each employee should believe in and promote the school Child Nutrition program. They should be fully familiar with the school breakfast/lunch program and how it works. 7/2012
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STATEMENT OF NONDISCRIMINATION NONDISCRIMINATION It is the policy of Aldine ISD not to discriminate or engage in harassment on the basis of race, color, national national origin, sex, religion, age, age, disability, genetic information, information, or any other legally protected status in its educational and vocational programs, services or or activities or matters related related to employment employment as required by Title VI and Title VII of the the Civil Rights Act of 1964, as amended; Title IX of the Education Amendments of 1972; Age Discrimination in Employment Act; Americans with Disabilities Disabilities Act, as amended; and and Section 504 of the Rehabilitation Act Act of 1973, as amended. amended. This policy also prohibits retaliation against an individual who has made a good faith report of unlawful, discriminatory practices, practices, opposed any unlawful, unlawf discri discriminatory minatory practices in an investigation oful,any complained related or to participated an unlawful, discriminatory practice. practice. Inquiries regarding the Aldine ISD nondiscrimination policy in the following areas should should be directed directed to: to: VI: Title IX & Title VI: Dr. Archie Blanson, Deputy Superintendent, 14910 Aldine Westfield Rd., Houston, Houston, TX 77032 (281) 449-1011 449-1011 Public): EEO & ADA (Employees and Public): Dr. Archie Blanson, Deputy Superintendent, 14910 Aldine Westfield Rd., Houston, Houston, TX 77032 (281) 449-1011 449-1011 (Students): Section 504 & ADA (Students): Dr. Charlotte Davis, Director of Guidance and Counseling, 14910 Aldine Westfield Westfield Rd., Houston, TX 77032 (281)985-6452 (281)985-6452
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TABLE OF CONTENTS
Absences .............................................. .................................................................................................... ................................................................................ .......................... 21 Acknowledgment of Policies and Practices Form ..................................................... ...................................................................... ................. 48 Alcohol/Drugs/Tobacco/Weapons………………………………… Alcohol/Drugs/Tobacco/Weapons……… …………………………………………… ………………………………………… …………………………………..33 …………..33 Breaks and Lunch Breaks...................................................................................... Breaks................................ ....................................................................... ................. 32 Conditions of Employment ................................................. ..................................................................................................... ...................................................... .. 3 Credit Union ......................................................................................................................... ................................................................... ...................................................... 19 Dismissal .............................................. .................................................................................................... ................................................................................ .......................... 10 Dress Requirements ........................................................................... .............................................................................................................. ................................... 3 35 5 Employee Assignment ................................................................................. ............................. ................................................................................ ............................ 8 Employee Complaints/Concerns ............................... ...................................................................................... ................................................................ ......... 8 Employment ........................................................................................................................... ................................................................... ........................................................ 6 Extra Work ........................................................................................................................... ............................................................................... ............................................ 32 Five Point Daily Checkup Instructions .................................................. ..................................................................................... ................................... 37 Guest of Employees .................................................................................... ................................ .............................................................................. .......................... 32 HACCP – HACCP – SOP’S SOP’S ........................................................................................... ....................................................................................................................... ............................ 9 Hours of Work/Personnel…………………………………………………………………………………………………..10 Work/Personnel…………………………………………………………………………………………………..10 Insurance ...................................................... ............................................................................................................ ....................................................................... ................. 17 17 Internet Acceptable Use Guideline……………………………………… Guideline………………………………………………………… ………………………………………… …………………………..43 …..43 Job Requirements for CN Services ............................................................................................ .............................................. .............................................. 1 Jury Duty ................................................................................................... ............................................. ................................................................................ .......................... 29 Line of Authority ......................................................................................... ..................................................................................................................... ............................ 8 Lockers .................................................................. ......................................................................................................................... .............................................................. ....... 35 Management Leadership Accountability .................................................................................... ......................................................................... ........... 8 Management Training .................................................................................................. ............................................. .............................................................. ......... 32 Medicare Tax ........................................................................................................................ ..................................................................................... ................................... 1 18 8 Medical Leave Information..................................................................................................... ................................................. .................................................... 22 Notice of of Workers’ Compensation Insurance in Texas .............................................................. Compensation ....................................................... .............................................................. ....... 11 44 Payment Salary ........................................................................................................ ................................................... ......... Payroll Deductions .................................................. ....................................................................................................... .............................................................. ......... 16 Professional Growth .............................................................................................................. .......................................................... .................................................... 32 Professional Organizations .................................................................................... ..................................................................................................... ................. 31 31 Purchase of Food Items ..................................................... ......................................................................................................... .................................................... 34 Resignation / Retirement ................................................... ....................................................................................................... .................................................... 11 Retirement Benefits............................................................................................................... Benefits........................................................... .................................................... 18 Safety Policies................................................ ...................................................................................................... ....................................................................... ................. 38 Sale of Food ........................................................................................................ .................................................. ....................................................................... ................. 34 Scholarships for Food Service Classes.................................................. ..................................................................................... ................................... 3 32 2 Severe Weather Condition Emergency Plan ............................................................................. ................................................... .......................... 39 Sexual Harassment / Sexual Abuse Policy ..................................................... ............................................................................... .......................... 45 Sick Leave / Personal Leave ........................................................ ................................................................................................... ........................................... 12 12 Statement Concerning Job Not Covered by Social Security ....................................................... ................................................ ....... 16 Substitute Employment ...................................................................... ................ ........................................................................................... ..................................... 7 Teacher Retirement ....................................... ............................................................................................. ....................................................................... ................. 16 Time Sheets / Time Clocks ......................................................... . ................................................................................................... ........................................... 30 Telephones, Cell Phones, Pagers ................................................ ............................................................................................ ............................................ 3 33 3 Work Assignment ........................................................................................ .................................................................................................................. .......................... 11 11 Work Habits................................................... ......................................................................................................... ....................................................................... ................. 42 Work Year .................................................................................................. ............................................ .................................................................................. ............................ 9 Workers’ Compensation Compensation (Risk Management) ........................................................................... 19 Rev. 7/2012 FORMS: Calendars Employee Rights and Responsibilities under the Family and Medical Leave Act A ct Medical Leave Request Form Medical Leave Certification – Certification – Health Health Care Provider Request for Donation of Sick Leave Donation of Sick Leave Form Physical Job Requirements (medical release form) Uniform Shirt Agreement Form
JOB REQUIREMENTS and EXPECTATIONS FOR CHILD NUTRITION SERVICES Excellence in food quality and service is our mission. To be an active team team member, you will need to to adhere to the following: 1.
Every Child Nutrition employee is expected to work safely.
2.
Be physically able to carry out job requirements as follows: a. Must be able to lift a minimum 50 pounds. b. Must be able to operate institutional food service equipment such as food slicer, food processor, oven, mixer, etc. c. Must be able to bend at the knees and waist. d. Must be able to carry 18”X26”X2” pans, unassisted. un assisted. e. Must be able to work standing or walking for long periods of time. f. Must be able to move easily from one area in the kitchen to another. g. Must be able to perform duties in varied humidity and temperature climates. h. Must be able to use two hands at one time for maximum efficiency and work simplification. i. Must be familiar with food preparation and production. j. Must be able to demonstrate good customer customer service skills.
3.
Be able to read, write and follow written and oral instructions in English. *See note.
4.
Be able to understand and use customary measures and scales.
5.
Be able to arrive at w work ork on time. Good attendance is necessary.
6.
Be able to work around and with children of all ages.
7.
Must adhere to Child Nutrition dress code code requirements at all all times. Must practice good persona personall hygiene.
8.
Be able to adhere to district policy regarding a drug-free and safe-school environment including no smoking and no weapons on school premises.
9.
Demonstrate professional behavior at all times. The use of profanity, loud or abusive la language, nguage, in any language, TO ANY STUDENT, STAFF MEMBER, PARENT, TEACHER, MANAGER OR COWORKER, is strictly prohibited in any area of any Aldine ISD premise at all times. Failure to adhere to CN job requirements and expectations may lead to suspension and/or termination.
10. Be willing to follow all regulations and accept your share of the responsibility in all parts of the
breakfast/lunch program. 11. Be willing to work with other workers, administrators, teachers, parents, students and visitors.
12. Promoting healthy eating habits and and good nutrition is a required practice. practice. Do not let personal likes and dislikes of food influence children.
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JOB REQUIREMENTS CONTINUED: 13. Be willing to follow all oral and written directions given by the child chil d nutrition manager as it relates
to your food service job. 14. Understand the purpose of the school school breakfast/lunch and program and strive for part participation icipation and
excellence at all times. 15. Be familiar with and abide by all policies and practices of Aldine I.S.D. and the Child Nutrition
Services Department. 16. Conform to all local, state and federal requirements relating to the operation of the school
breakfast/lunch program. 17. Follow all established standards for personal safety, food safety and sanitation practices. 18. Utilize time efficiently. 19. Be productive and consistent in all work assignments.
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CHILD NUTRITION SERVICES POLICIES EMPLOYMENT An application for work can be made made in person in the office of Human Resources at 15010 Aldine Westfield Rd. or in the Child Nutrition Services building at 2112 21 12 Aldine Meadows. Applications are also available on-line at at www.ALDINE.K12.TX.US. www.ALDINE.K12.TX.US. All employees are placed by the Executive Director of Child Nutrition Services after consultation with the supervisor a and nd the manager. manager. Any employee must fulfill the needs of the particular position and/or assignment to the manager's satisfaction. Any employee will be considered an an “employee-at-will. “employee-at-will.” ”
CONDITIONS OF EMPLOYMENT All Child Nutrition Services employees may be assigned, transferred, promoted or dismissed under the supervision of the Executive Director of Child Nutrition Services. The Executive Director approves
transfers only after careful careful consideration. Child Nutrition Services employees are required to attend assigned Area Safety Meetings, Meetings, Safety Review Meetings Meetings,, Training Connection M Meetings eetings and Manager Meetings when scheduled. All Child Nutrition employees are responsible for reading the “Café.communication”, which is which is published and and sent to each school on a weekly basis. All policies, procedures and/or directives addressed in the “Café.communication “Café.communication”” must be followed by Child Nutrition Services employees. CRIMINAL CONDUCT
District employees are are expected to abide by the law at all times. Conviction or adverse adjudication, including deferred adjudication for a felony felon y offense or misdemeanor involving moral turpitude may be the basis for disciplinary action, up to and including termination.
CRIMINAL HISTORY CHECKS FOR EMPLOYEES AND VOLUNTEERS In order to ensure that the District has qualified teachers, support staff, administrators, and caring volunteers, the “continue employment process”, as well as the “school volunteer process” includes a criminal history check of all prospective and and current employees and volunteers. volunteers. In accordance with Texas Education Code 22.083, the District Di strict may obtain criminal history record information that relates to a person the District intends to employ or a person who has indicated in writing, their intention to serve as a volunteer with the District, as well as as to a person currently employed or serving as a volunteer. This administrative proce procedure dure outlines the District’s expectations and guidelines regarding the criminal history check for present and prospective District employees and volunteers.
CONVICTION DEFINED For the purposes of this policy, the word “conviction” shall mean a verdict by pleas of guilty, or otherwise by plea of nolo contendere , upon judgment of a court (with a jury having been waived), without regard to subsequent disposition of the case or suspension on sentence, probatio probation, n, deferred adjudication, or other disposition.
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MORAL TURPITUDE DEFINED Moral turpitude includes but is not limited to dishonesty; fraud; deceit; misrepresentation; deliberate violence; base, vile or depraved acts that are intended to arouse or gratify the sexual desire of the actor; drug-or alcohol-related offenses; or acts considered abuse under the Texas Family Code.
Examples of offenses that involve moral turpitude include, in clude, but are not limited to: 1. Arson 2. Forgery 3. Public lewdness 4. Prostitution 5. Theft (in excess of $500.00 in value) 6. Sexual offenses (various) 7. Swindling 8. Any crime involving assault or indecency with with a child.
DEFERRED ADJUDICATION DEFINED The legal process of resolving resolving a dispute. The formal giving or pronouncing a judgment judgment or decree in a court proceeding; also the judgment or decision given. The entry of a decree b byy a court in respect to the parties in a case. Delay; put off; rema remand; nd; postpone to a future time. Nolo contrendere DEFINED “I will not contest. contest.” Do not wish to contend a plea in a criminal prosecution that subjec subjects ts the defendant to conviction but does not admit guilt or preclude denying the charges in another proceeding.
CURRENT DISTRICT EMPLOYEES Annually on date of birth, the Human Resources Resources Department will will obtain criminal history record information that relates to to all persons employed by tthe he AISD. The following guidelines are applicable to current employee criminal history checks: AISD will obtain information regarding crimes, crimes, but will not use any information unless the the information demonstrates the employee: (1) failed to disclosed on employment application any conviction, probation or deferred adjudication not protected by an order of non-disclosure; (2) committed a crime involving moral turpitude; or (3) committed violence towards a person or injury or indecency with a child, or conspiracy. This policy would apply whether the above above offenses were committed committed
before or after after employment. They would still be grounds for immediat immediate e termination. An employee who did not disclose a prior criminal history when requested at at the time of employment employment
and whose records are not protected by an order of non-disclosure may be recommended for termination. An employee who did not have a criminal history at the time of employment application application and was
involved in an incident that resulted in criminal history after employment in AISD will be reviewed on a “case by case basis” and disciplinary action up up to and including termination may result. District employees must notify the Superintendent in writing, within three days, if they are arrested
for, charged with, convicted of, granted deferred adjudication for or, if they h have ave entered a plea of nolo contendere to to any felony or misdemeanor involving moral turpitude. 4
Failure to make such notification will constitute grounds for termination.
1. A district employee placed placed on deferred adjudication may may be recommended for te termination rmination based upon the underlying facts that led to the deferred adjudication. For the purpose of a termination hearing, the facts to which the employee pleaded in order to obtain deferred adjudication will presume to exist and be correct. c orrect. 2. The district may suspend or terminate any employee convicted of a felony misdemeanor if the crime directly related to their fitness for duty, their job duties and responsibilities or adversely affects their job effectiveness or the mission of the school district. 3. District employees under felony indictment may be reassigned, placed on administrative leave with or without pay, or recommended for suspension with or without pay pending adjudication of their cases. In compliance with Texas Education Code 22.083 (c), the Aldine ISD must report to the State Board
for Educator Certification (SBEC) any known criminal record of employees who hold certification.
VOLUNTEERS The District will obtain criminal history records of any volunteers including mentors and tutors, who intend to volunteer with the District. Volunteers are to complete and sign the second page of of the Authorization for Release of Criminal History Records Information for Mentors/Volunteers and return it i t to the selected school. The campus administrator will immediately send the signed authorization form to the Area Superintendent, who will forward the document to to the Human Resources Department Department for processing. In addition, the following guidelines will be followed: All elementary campuses will will complete a criminal history check on any volunteer by swiping their I.D.
through the “Raptor” system, system, which will list any felony warrants and sex offenses. 1. Any individual who fails or refuses to grant grant authorization for the District to conduct a criminal history check will not be eligible for volunteering. All prospective volunteers, including previously approved volunteers, will complete and sign the Criminal History Records Information form for the present school year in order to become an eligible volunteer. 2. No individual charged with a misdemeanor involving moral turpitude or a felony will be eligible for volunteering. 3. The District may allow individuals with non-moral turpitude felonies or non-moral turpitude misdemeanors to to serve as volunteers. After a ca case-byse-by-case case review of the applicant’s circumstances, including the nature of the offense, offense, the applicant’s post-conviction post-conviction history, and the number of years since the conviction, the District at its discretion may allow individuals to serve as volunteers. volunteers. The Superintendent or his/her designee will consult with other administrators before making the final decision. 4. Volunteers will notify the campus principal in writing within three (3) days if they a are re arrested for, charged with, convicted of, granted deferred adjudication for or, if they have entered a plea of nolo contendere to any misdemeanor involving moral turpitude 5
5. or felony. Volunteers will not be allowed to pe perform rform any volunteer duties until a written written report has been made and the campus principal has issued i ssued a written approval to continue with volunteering. Failure to make such notification will constitute grounds for termination of services. 6. Volunteers under felony indictment will will be removed from volunteering pending adjudication adjudication of their cases. Questions regarding the Employee Section of this procedure should be addressed to the Deputy Superintendent, 15010 Aldine Westfield Road, Houston, Texas 77032/281-985-6204 or 281-985-6315. Questions regarding the the Volunteer Section of this procedure should be addressed to the Assistant Superintendent of Community and Governmental Relations, 14910 Aldine Westfield Road, Houston, Texas 77032/281-985-6202.
EMPLOYMENT PRACTICES CRIMINAL RECORD REVIEW A current employee who has a criminal record that would would preclude him/her to continue employment with with the District using the criteria contained in this policy or in the administrative regulations may appeal to the criminal record review committee committee made up of dist district rict personnel as designated designated by the Superintendent. The Deputy Superintendent will serve as chair of the committee. The decision of the criminal review committee committee is final. The criminal record review committee shall assess the records of employees found to have committed crimes. The committee shall use tthe he guidelines set out in tthe he administrative regulations concerning criminal records checks to determine if an employee shall be recommended for termination and/or terminated based on his or her criminal record.
OBLIGATION TO REPORT CRIMINAL RECORD All district employees shall notify notify his/her immediate supervisor within three (3) (3) calendar days of any any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for f or any felony, any offense involving moral turpitude, and any of the other offenses as indicated below: 1. Crimes involving school property or funds; 2. Crimes involving moral turpitude, which include: (a) dishonesty; fraud; deceit; theft; misrepresentation; (b) deliberate violence; (c) base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor; (d) felony possession, transfer, sale, distribution, or conspiracy to possess, transfer, sell, or distribute any controlled substance. (e) acts constituting public intoxication, operating a motor vehicle while under the influence of alcohol, or disorderly conduct, if any two or more acts are committed within any 12-month period; or, (f) acts constituting abuse under the Texas Family Code.
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The requirement to report a conviction or deferred adjudication shall not apply to minor traffic offenses. However, an offense of DWI or DUI must be reported if the employee driv drives es or operates a district vehicle or piece of mobile equipment ( Mobile equipment includes but is not limited to such equipment as street vehicles(cars/trucks), tractors, riding lawnmowers, forklifts, pallet jacks, ditch witches, and golf carts). Failure to report a conviction or
adjudication may result in disciplinary action, up to and including termination. NOTICE OF TRAFFIC VIOLATIONS
All employees who drive a district vehicle, operate mobile equipment, equipmen t, must notify their immediate immedia te supervisors immediately of any driving citation or conviction of a traffic violation. Supervisors receiving such notice will immediately notify the Human Resources Department. Department. Payment for any citations or fines received while driving a district vehicle is the responsibility of the driver. The reporting provision applies to citations or convictions as a result of operating either a district vehicle or personal vehicle. CONFIDENTIALITY Criminal history information is privileged and for the use of the District, the Texas Education Agency, and the State Board for Educator Educator Certification only. No District employee shall release release or disclose such information to a person other than the person who is the subject of the information, under penalty of law and/or possible discharge. Except that in compliance with with the Texas Educa Education tion Code 22.083 (c), the District shall report to the State Board for Educator Certification any known criminal record of employees who hold certification.
APPLICANTS The District reserves the right to terminate any employee or decline to employ an applicant if the person fails to disclose any criminal conviction or misrepresents information regarding any such conviction on an employment application. Criminal record checks shall be conducted in accordance with procedures outlined in the administrative regulations concerning criminal history records checks checks.. Information obtained in this manner shall be used only to evaluate an individual who, in the sole opinion of the District, is a finalist for employment and may be offered a position. The District shall not issue to any applicant a written contract contract of employment until it has obtained and reviewed an initial criminal history record.
SUBSTITUTE EMPLOYMENT Substitutes are assigned and placed in a job assignment by the supervisor. supervisor . Substitutes are expected to work a minimum of 4 hours every day at a location assigned to them by their supervisor. Substitute Child Nutrition Services employees are classified as a temporary employee. All substitutess are placed on a probation period. Substitute employees may work between 4-7 hours per day at any substitute school assigned by the supervisor. Substitutes are required to complete the CN Basics Course in order to be considered for permanent employment. If a substitute is scheduled to work at a school and does not
show up or call that school to inform the manager that they will not be able to work, termination of employment may occur. 7/2012 7
MANAGEMENT / LEADERSHIP ACCOUNTABILITY Assuming a supervisory/management/administrat supervisory/management/administrative ive position obligates the individual to uphold in a positive manner all regulations, policies and and procedures of the assigned department and of tthe he district. As the leader in your assigned school/area, school/area, you set the tone and a attitude ttitude for your staff. As the leader, when you accept compensation from the district you agree to be accountable for the responsibilities of your position. Managers are subject to school assignment as deemed necessary according to staffing needs and at the discretion of the executive director.
EMPLOYEE ASSIGNMENT All specialists, including substitutes, are subject to job assignment in the school by the manager. All specialists are required to do general food service preparation, cleaning and serving. The manager may assign and rotate duties as they deem necessary for their particular operation . Each school also
has an Accountability Specialist who assists assists the manager with responsibilities such as food/supply orders, deliveries, inventory, student meal accounts, daily receipts of money, deposits, meal applications, time and attendance, work orders, food safety procedures, and other duties as assigned by the manager and Child Nutrition Services. Employees seeking this position must meet qualifications listed in the CN Policy, Practices and Procedure manual. Employees can be reassigned to any location for any hours at anytime as the manager/supervisor deems necessary for the operation of any kitchen k itchen based on labor needs.
Substitute employees are required to follow all rules and regulations required of regular employees, which includes all district and department policies and procedures.
LINE OF AUTHORITY All Child Nutrition cafeteria employees are directly responsible to the the Child Nutrition Services manager. The
manager is responsible to the building principal princip al in coordinating the breakfast/lunch program with the school program. Managers a are re responsible to tthe he Child Nutrition Services supervisory/administrative staff for all food service operations in their individual kitchens. The supervisor and all CN office, trainers and maintenance personnel are are directly responsible to tthe he administrative staff. The manager has full a authority uthority in scheduling assignments, job responsibilities, etc., of all cafeteria employees.
EMPLOYEE COMPLAINTS / CONCERNS Employees who wish to express a complaint/concern are to follow the chain-of-command for the Child Nutrition Services department.
Cafeteria Manager > Supervisor > Child Nutrition Administrator 8
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WORK YEAR All employees will be expected to participate in any pre-school programs or end-of-year clean-up as a part
of their regular work in the year. Regular employees’ work yea yearr shall include all days in the assigned assigned regular school calendar, plus additional additional days as needed. These days may b be e prior to the regular opening of school and at the end of the regular school year, or other days as designated by the Executive Director. The normal work year consists of instruction i nstruction days plus designated time before school opens and after the last day of service to students. (see EMPLOYEE CALENDARS, Forms Section in back of Employee Handbook.)
STANDARD OPERATING PROCEDURE (SOP) – HACCP All policies and procedures relating relating to food safety are located located in HACCP binders for all schools. Purpose of a School Food Safety Program
The purpose of a school food safety program is to ensure the delivery of safe foods to children in the school meals program by controlling hazards that may occur or be introduced into foods anywhere along the flow of the food from receiving to service service (food flow). An effective food safety program program will help control food safety hazards that might arise during all aspects of food service (receiving, storing, preparing, cooking, cooling, reheating, holding, assembling, packaging, transporting and serving). Policy
Section 111 of the Child Nutrition and WIC Reauthorization Act of 2004 (Public Law 108-265) amended section 9 (h) of the Richard B. Russell National School Lunch Act by requiring school food authorities (SFAs) to implement a food safety program for the preparation and service of school meals served to children in the school year beginning July Jul y the program must be based on Hazard Analysis and Critical Control Point (HACCP) principles and conform to guidance gui dance issued by the United States Department of Agriculture (USDA). All SFAs must have a fully implemented implemented food safety program that complies with HACCP principles or with this optional guidance no later than the end of the 2005-2006 School Year. Review & Revision
The Food Safety (HACCP) Plan will be reviewed by the planning committee on an ongoing basis during the first year of implementat implementation. ion. Revisions will be made as as needed and documented. After the first year of implementation the plan will be revised yearly y early or as needs arise. Rev.07/07
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HOURS / PERSONNEL The Executive Director of Child Nutrition Services, along with the supervisor, will assign the number of set hours per day to be worked by each employee base based d on labor needs. These hours are not to be changed without the approval of the Executive Executive Director of Child Nutrition Services. Managers will determine the time time the employee should report to work depending on the school level, serving servin g times and food production schedule. No employee is to w work ork additional regular (AR) over their assigned assigned hours without their manager’s manager’s approval. Overtime (OT) of employees must be approved by the supervisor and Executive Director of Child Nutrition Services. Managers and employees may not take paperwork such as production records, inventories, etc., out of the kitchen/cafeteria/district. Assigned tasks are tto o be completed during the est established ablished workday. All additional regular time (AR) and overtime (OT) is recorded recorded on the time and at attendance tendance system and will be paid at the appropriate rate. Substitute employees will complete a time sheet weekly per school. Anytime the manager sees sees a need to a adjust djust the hours worked by employee(s employee(s), ), the manager must must contact the supervisor, in advance, to to discuss rationale. If approved, a CN Personnel Change Form must then be completed and signed by the supervisor and approved by the Executive Director with the effective date to be determined by the CN office. Rev (7/10)
GROUNDS FOR EMPLOYEE DISMISSAL Failure on the part of any employee to comply with the policies outlined in this handbook, or any other stated form, may may justify reason for dismissa dismissal. l. The manager or supervisor of each school may make a recommendation to dismiss a person to the Executive Director of Child Nutrition Services, if they do not perform satisfactorily or follow district policies. Any employee that is scheduled to work and does not show show up or call their school to inform their
manager they will not be in that day may be considered to have abandoned their position and may be terminated. Falsification of information on time sheets or information on time and attendance can result in
termination. Any employee found guilty of taking food in any form, supplies or equipment out of the cafeter cafeteria ia will be dismissed immediately .
Any and all packages taken out of the cafeteria a are re subject to inspection by the manager, manager, supervisor
or administrator. Insubordination may be grounds for immediate dismissal.
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Demonstrate professional professional behavior at all times. The use of profanity, loud or abusive language, language, in
any language, TO ANY STUDENT, STAFF MEMBER, PARENT, TEACHER, MANAGER OR CO-WORKER, is strictly prohibited in any area of any Aldine ISD premise at all times. Failure to adhere to CN job requirements and expectations expectations may lead to su suspension spension and/or terminati termination. on. Employees who sexually harass students or other employees are subject to appropriate disciplinary disciplin ary measures, including termination from employment. See complete Sexual Harassment and Sexual Abuse policy of the Aldine Board Policy Manual. Employees may be dismissed for any
valid reason by the manager, manager, supervisor or administrat administrative ive staff. Child Nutrition Services employees are employees-at-will. (Rev.7/11)
EMPLOYEE RESIGNATION/RETIREMENT A written notice of resignation shall be filed with Aldine Child Nutrition Services at least two weeks prior to the effective date of of resignation. Under extenuating circumstances circumstances,, the Executive Director may may waive such notice. This will give the manage managerr an opp opportunity ortunity to fill the hours being vacated. If this considera consideration tion is shown, the employee will be in a position to receive a recommendation from the executive director and also be considered for re-employment in the future. When an employee’s resignation becomes effective, the employee shall forfeit all accumulated local sick leave benefits. A written notice of retirement shall be filed with Aldine Child Nutrition Services at least (30) days prior to the effective date of of retirement. Under extenuating circumsta circumstances, nces, the Executive Director may waive waive such notice. The employee should make a an n appointment with the Benefits Office at the Human Resources building to discuss retirement procedures and options. If an employee leaves or walks off their job without their immediate manager/supervisor’s permission, the employee will be considered to have abandoned their position. Documentation of
the events will be placed in the employee’s personnel file and submitted showing the employee resigned their position. 7/2012
WORK ASSIGNMENT At the end of each school school year, Aldine I.S.D. Child Nutrition Services issues lett letters ers of reasonable assurance assurance to employees who have good good job performance and at attendance. tendance. If an employee cannot re return turn to work, they should notify the Child Nutrition Services office in writing immediately.
PAYMENT OF SALARY The salary of an employee shall shall begin at the time he or or she reports for duty. The salary shall be se semimimonthly on the fifth and twentieth of of each calendar month. If the fifth or twentieth of any calendar calendar month is on a weekend or holiday, h oliday, payment will be made on the workday prior to said weekend or holiday. h oliday. Beginning in July, 2009, all new employees, including full-time, part-time, and substitutes may elect to receive receive pay by one of two methods methods:: 1) Direct Deposit; or 2) Debit Card (Depository (Depository bank account with a debit debit card.) All pay will be
electronically sent to either the employee’s bank via direct deposit or added to the employees debit card account. 11
All assigned duties beyond the the regular workday will be paid at at the employee’s hourly rate unless the work is a special event, for which which an hourly rate is set ea each ch year. Employees do not receive overtim overtime e pay (1 ½ time hourly pay) unless they physically work over 40 hours per week. All employees must elect elect how they are paid upon perm permanent anent employment with Aldine I.S.D. I.S.D. Permanent employees who work less than 12 months and may want to be paid over a 12 month period may elect to have “annualized compensation.” compensation.” Annualized compensation a allows llows you to spre spread ad your income evenly over 12 months (24 paychecks) so that you continue to receive paychecks in the summer, even when you are not at wor work. k. If an employee does not elect annualized compensation, they will receive their their paycheck over a 10 month pe period riod (20 paychecks). Either method of pay requires eachpermanent new hire permanent employee to complete ailable a “Payroll “Payroll Election Form Form.” .” This Services form is completed upon employment. employment. These forms are ava available through the Child Nutrition H.R. office. Once permanently employed, employees are not re required quired to complete a new Payroll Election Form every school year. If the permanent employee choose choosess to change their elect election, ion, this must be done prior to the new school year beginning. beginning. This generally must be comp completed leted by the employee in May May prior to the new school year. Permanent employees employees’ ’ paychecks paychecks or paycheck stubs are sent to their thei r work location. Substitute employees’ pay-stubs pay-stubs are mailed to the address provided us by the employee, unless the substitute chooses to pick up their pay-stub at the Aldine I.S.D. Payroll department located at 14910 Aldine notice e for this change is REQUIRED. The substi substitute tute mus mustt Westfield Road. MINIMUM two days notic contact the Aldine I.S.D. Payroll department at 281-985-6235 281 -985-6235 to make mak e these arrangements. (Rev.8/10)
For salary increment purposes, adjustments will be made only for the th e school year during which the service records and/or corrections are submitted and for subsequent years affected by information submitted. Adjustments will not be made made retroactively to sa salary lary earned in previous years of employment with the school district.
SICK LEAVE General Provisions
Every person regularly employed by the school district is eligible to accrue and use sick leave benefits, depending upon the number of days of service performed each year. Sick leave days are not earned when employees are on leaves of absence, are absent from duty and not using earned sick leave days, or are absent from duty and are receiving worker’s compensation benefits or using or using donated sick leave days. Sick leave is earned when an employee is absent from duty and is u using sing compensated leave under this policy. Persons who work less than fifty (50) percent of the day, temporary employees, student workers, and volunteers are not considered regularly employed by the district and are ineligible to receive or use sick leave benefits. Employees whose em employment ployment is terminat terminated ed for reasons other tthan han retirement or death shall not be eligible for any benefits which are not mandated by law. An employee’s year begins on the the first first day of that employee’s calendar group. Sick leave l eave days will be earned, accumulated, accumulated, or used as “personal days,”” “state days, days, days,” or “local days. days.” Before any local d days ays may be used, all personal lea leave ve and any eligible state sick leave days accrued prior to the 1995-96 1995 -96 school year must be used. An employee’s “immediate “immediate family” is defined as the employee’s spouse a and nd the parents, parents, grandparents, grandparents, children, grandchildren, siblings, step-parents, step-children, or step-siblings of the employee or of the employee’s spouse, and any persons who may be residing in the employee’s employee’s home home at the time of their illness or death. “Family emergencies” are defined as natural disasters or disasters or life-threatening events which directly involve the employee or the employee’s immediate family. immediate family.
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“Personal “Personal emergencies” emergencies” are defined as life life-threatening -threatening illnesses or deaths of personal acquaintances who are not members of the employee’s immediate family. family. The following leaves run concurrently w with ith Sick Leave: Family and Medical Leave, Maternity Leave, Temporary Disability Leave and Workers’ Compensation. Compensation. Eligible Use of Personal Days
Beginning with the 1995-96 school year, five (5) days may be earned each year, accumulate indefinitely from year to year, and may be transferred to another school district (“personal (“personal days”). Personal days are the first compensated leave days used, regardless of the nature of the absence. If the absence qualifies for use of a state day and the employee designates on the TR-3 form submitted for that absence a state day is to be used, then the absence be coveredinbywriting the state day rather than a personal day.that Ordinarily, requests to use p personal ersonal leave must will be submitted to immediate supervisor not later than the third working day prior to the date for which leave is sought. If an employee’s employee’s request for personal leave is sought because of an illness of the employee, an illness il lness or the death of a member of the employee’s employee’s immediate family, a family emergency, or a personal emergency, the emergency, the request shall be made as soon as is practicable. If a school principal believes beli eves that more than five (5) percent of a school’s staff will be absent on the on the date for which personal leave is requested or if the request is for a date immediately before or after a school holiday or a three-day weekend, the principal shall deny the request unless the request is because of an illness of the employee, an illness or the death of a member of the employee’s immediate family, a family emergency, or a personal emergency. If an employee experiences extenuating and unforeseen circumstances involving serious personal or financial hardship, the employee may request leave within three working days prior to the date for which leave is sought. If the employee’s immediate supervisor determines that that approving the use of the leave would not adversely affect classroom instruction, administrative efficiency, or departmental operations, the supervisor may grant the request. Principals may grant the request even though granting it is contemplated to result in the more than five (5) percent of the school’s staff being absent on that date or even though the request is for a date immediately before or after a school s chool holiday or a three-day weekend. Denial of the request shall be at the principal’s discretion. discretion. Eligible Use of State Days
With the May 30, 1995 signing of Senate Bill 1 passed by the 74th Legislature, state sick leave benefits ceased to be earned. All All state sick leave days (“state days”) accrued prior to that date that date may be used only for an illness of the employee, an illness or the death of a member of the employee’s immediate family, or a family emergency. None of those days are carried forward for use as personal business days or for personal leave. State days may be transferred to another school district. To the extent that an employee has an accumulated balance of state days available for use and the absence is not for a personal emergency, state days are used immediately after all personal days are used and before any local days are used unless the employee designates on the TR-3 form submitted for that absence that a state day is to be used before the personal day is to be used. Eligible Use of Local Days
Employees may earn additional sick leave (“local days”) to be used for absences for an illness of the the employee, an illness or the death of a member of the employee’s immediate family, a family emergency, family emergency, or a personal emergency. Beginning with the 2002-2003 school year, local sick leave 13
accumulates indefinitely from year year to year. Local days may be used o only nly after all personal days a and nd all eligible state days are used. Local days are not transfera transferable ble to another school district district.. If an employee has used all personal days for an illness of the employee, an illness or the death of a member of the employee’s immediate family, a family emergency, or a personal emergency, the emergency, the employee may request to use a maximum of two (2) local l ocal days to be used for absences due to extenuating and unforeseen circumstances involving serious personal or financial hardship. The request must be made prior to the absence from duty. Denial of the request shall be at the supervisor’s discretion. discretion. Accrual of Sick Leave
Each year, employed 100% theeach day,eighteen accrue personal and local days, with each category accruing atpersonnel a rate of of one-half (1/2) dayoffor (18) days daysdays of employment. Personnel employed less than 100% of the day but at least 50% of the day accrue sick leave at a rate of one-half (1/2) day for each thirty-six (36) days of employment. Not more than five (5) personal days and not more than seven (7) local days shall be earned in any year. Approval of Sick Leave Requests Requests
Employees who are unable to report to work and who wish to use sick leave must notify their immediate supervisors as quickly as possible. Those who do not do so will not receive any sick leave benefits for the absences. Not later than the day of returning to work, employees shall submit to their immediate supervisors a request for sick leave on the form adopted by the school district. In order to be paid promptly for absences which qualify for sick leave benefits, employees must submit the forms in time to be included in the principals’ reports to the payroll department. payroll department. If the employee was absent for five (5) or more consecutive days for personal illness or for three (3) or more consecutive days for an illness in the immediate family, the request for sick leave shall be accompanied by a “Certification of Illness” from a physician who is duly registered and licensed under the Medical Practice Act of Texas, a llicensed icensed doctor of dentistry, a licensed chiropractor, or a licensed podiatrist. If the employee is a member of the Christian Science Church, the request may be accompanied by an attestation from a Christian Science practitioner. Record Keeping
Records shall be maintained to show the accumulation, use, and remaining balance of each employee’s sick leave benefits. Sick leave earned or used is recorded in one-half (1/2) days and whole days only. An absence for two (2) hours shall be recorded as an absence for one-half (1/2) of a day. Beginning on July 1, 1998, sick leave days to be earned during the year may be advanced and may be used prior to being earned only for employees who are in their first school year of employment with this school district and who have not participated in the state minimum sick leave programs prior to employment with this school district. Employees who have exhausted their available sick leave balances due to illness il lness or injuries and who are experiencing illnesses or injuries that prevent them from performing their duties may apply to the Superintendent of Schools for advancements of sick leave to be earned during that year. Reimbursement Upon Retirement or Death
Aldine employees who retire under the Teacher Retireme Retirement nt System within sixty (60) da days ys of the termination of their employment with Aldine and the beneficiaries of employees of Aldine who die are eligible to be paid for not more than sixty (60) of the unused personal, state, and local days, combined, which were earned while employed by the district. Payment will be made at the
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Employee’s daily rate at the time of retirement or death, but will not be made for more than sixty sixty (60) days. To receive this payment, the employee or the beneficiaries must submit a written application for payment within sixty (60) days after the termination of employment. Although employees may apply for retirement with the Teacher Retirement System regardless of their age or years of service, this local leave benefit is available only to those employees who are eligible to receive a service retirement annuity upon termination of employment. Employees who transfer personal leave days to another district during the year will transfer only the number nu mber of days that have been earned when the transfer occurs. Employees whose employment is terminated as a result of unsatisfactory performance, including but not limited to being fired, non-renewal or resigning in lieu of termination/non-renewal, are not eligible for this benefit. Aldine employees who claim this benefit and who begin employment with the district after May 27, 2001 will not receive this benefit in cash, but must deposit deposit this payment into a Federally approved 401 A Plan. Not later than May 27, 2001, Aldine employees who are employed by the district by that date must elect whether to receive this benefit in cash or to have it deposited into a federally approved 401 A Plan. Employees who do not make this election by that date are ineligible to make the election after that date and will receive the benefit in cash. Reimbursement for Unused Leave at Retirement
An employee, who retires concurrently concurrently from Aldine ISD and TRS, in accorda accordance nce with TRS guidelines, may be eligible to receive Retirement Benefits under the Sick Si ck Leave Conversion Plan if he/she meets the following requirements: 1) is an employee of the employer hired on or after May 26, 2001 or is an employee listed in Schedule a (PARS Participation); 2) has terminated employment with the employer and concurrently applied for, and begins to receive benefits under TRS; and 3) has applied for benefits under this plan. To apply for Retirement Benefits under the Sick Leave Conversion Plan, an employee must: 1) submit a formal notice of retirement to the school district; 2) submit a TRS-7 form to the Payroll Department; 3) submit a TRS-562 form to the Payroll Department. Benefits will commence as of the first day of the month after an Employee meets all eligibility requirements, has successfully successfully demonstrated concurrent retirement from Aldine ISD and TRS, and has provided Aldine ISD with a TRS-562 form. Employees are are only eligible to part participate icipate one
time in the Sick Leave Conversion Plan. Employees who have retired from TRS previously may not participate in the Sick Leave Conversion Plan. Recording
Conversion of sick leave to a benefit under the Sick Leave Conversion Plan shall be charged in the following order until all days are exhausted exh austed or the maximum number of days (60) under un der this plan has h as been reached, whichever comes first: 1) State sick leave 2) Local sick leave Failure to Establish Eligibility
Employees shall be required to show evidence of retirement from TRS in the form of a TRS-562. Employees who are unable to provide evidence of retirement from TRS in the form of a TRS-562 will not be entitled to collect the benefit paid to him/her under the Sick Leave Conversion Plan.
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Physical Assault
In addition to all other days of leave provided, employees who are physically assaulted during the performance of regular duties may receive leave for the number of days necessary to recuperate from the physical injuries sustained as a result of the assault. These days shall not be deducted from accrued leave. The leave shall not extend more than two (2) years beyond the date of the assault. Misuse of Sick Leave Benefits
Sick leave benefits are funded entirely by the school district and are considered when adopting the annual budget and salary schedules. The extent to which benefits can be made available is dependent upon employees using sick for Use authorized Sick for leave may not bepurposes used for and any purpose other than as authorized byleave boardonly policy. of sick purposes. leave benefits unauthorized misrepresentation of the nature of an absence in order to use sick leave benefits constitute work-related misconduct. Employees who engage in such misconduct not only jeopardize the viability of the sick leave program but also risk their employment with the district. 3100-3104 Source: TEC 22.003, Local Approved: 1-13-1998 Revised: 6-9-2009 Reviewed: 6-9-2009
PAYROLL DEDUCTIONS Withholding tax is deducted from all earnings based on marital marital status and depe dependents. ndents. It is the responsibility of each employee to see that his or her W-4 Form is complete complete a and nd correct correct.. All quest questions ions regarding deductions, adjustments and net pay should be directed to the payroll department.
TEACHER RETIREMENT SYSTEM TRS membership begins immediately on all employees working 20 2 0 or more hours per week and for 4-½ months or more in one school year. year. All employees of Aldine ISD must be TRS members. Employees who work 90 or more days in a TRS-covered position begin contributions on the first day of employment. Payroll-deducted TRS mem member ber contributions total 7.35% of taxable income: 6.7% for TRS annuity and .65% for TRS-Care. Employees who retire or or terminate and would like m more ore information about their TRS benefits should contact TRS directly at: Teacher Retirement System of Texas, 1000 Red River Street, Austin, Texas 78701-2698 or telephone 1-800-223-8778 . TRS website at www.trs.state.tx.us (Rev.8/14) (Rev.8/14) EFFECTIVE 9/1/2014
Statement Concerning Your Employment in a Job Not Covered by Social Security Your earnings from this job are are not covered under Social Security. When you retire, or if you become disabled, you may receive a pension based on earnings from this job. If you do, and you are also entitled to a benefit from Social Security based on either your own work or the work of your husband or wife, or former husband or wife, your pension may affect the amount of the Social 16
Security benefit you you receive. Your Medicare benefits, however, will not b be e affected. Under the Socia Sociall Security law, there are two ways your Social Soci al Security Publication, “Windfall Elimination Provision.” Provision .” Windfall Elimination Provision
Under the Windfall Elimination Provision, your Social Security retirement or disability benefit is figured using a modified formula when you are also entitled to a pension from a job where you did not pay Social Security tax. As a result, you will receive a lower Social Security benefit than if you were not entitled to a pension from this job. For example, if you are age 62 in 2005, the maximum monthly reduction in your Social Security benefit as a result of this provision is $313.50. This amount is updated annually. This provision reduces, but does not totally eliminate, your Social Security benefit. For additional information, i nformation, please refer to Social Security Publication, “Windfall “Windfall Elimination Provision.” Government Pension Offset Provision
Under the Government Pension Offset Provision, any Social Security spouse or widow(er) benefit to which you become entitled will be offset if you also receive a Federal, State or local government pension based on work where you did not pay Social Security tax. The offset reduces the amount of your Social Security spouse or widow(er) benefit by two-thirds of the amount of your pension. For example, if you get a monthly pension of $600 based on earnings that are not covered under Social Security, two-thirds of that amount, $400, $400 , is used to offset your Social Soc ial Security spouse or widow(er) benefit. If you are eligible for a $500 widow(er) benefit, you will receive $100 per month from Social Security ($500 - $400=$100). Even if your pension is high enough to ttotally otally offset your sspouse pouse or widow(er) Social Security benefit, you are still eligible for Medicare at age 65. For additional information, please refer to Social Security Publication, “Government “Government Pension Offset.” For More Information
Social Security publications and additional information, inf ormation, including information about exceptions to each provision, are available at www.socialsecurity.gov. www.socialsecurity.gov. You may also call toll free 1-800-772-1213, 1-800 -772-1213, or for the deaf or hard of hearing call the TTY number 1-800-325-0778, 1-800-325 -0778, or contact your local Social Security office.
INSURANCE Effective July 1, 2009, the benefits eligibility date for all new hires will be the first of the following month unless the employee is hired on the first of the month. For example, if an em employee ployee is hired on July 12, 2009, the employee would be eligible for benefits benefits on August 1, 2009. If the employee is hired on July 1, st 2009, the eligibility date would be July 1 . Several insurance plans are available to permanent employees contributing to the Teacher Retirement System of Texas. The insurance is offered at tthe he time of employment and/or and/or at open enrollment. Enrollment must be completed through Benefits Outlook within (30) thirty days of permanent employment. The school district contributes a partial amount of money monthly monthly toward the employee's premium. This amount is determined and established by the Board of Education at the beginning of the school year. The remainder of the pr premium emium and the full premium for other family family members covered will be at the expense of the employee. Health, disability, life, dental Vision, cancer care, hospital hospital indemnity, cri critical tical illness, acci accidental, dental, legal and fl flexible exible Spending accounts are available and premiums are paid through payroll deduction. deduction. Premiums for employees being paid on a ten-month basis (20 payments) will be deducted at the rate of onetwentieth yearly premium per on payday so the payroll basis department may make summer Premiums of forthe employees being paid a twelve-month (24 payments) willthe be made at payments. the rate of one-half the monthly premium per payday. 17
If you have any questions or concerns, please refer to your benefits guide or contact Benefits Outlook. Benefits Outlook can be reached at 1-866-284-2473 or online at at www.aldinebenefits.org. www.aldinebenefits.org. If an employee is not receiving paychecks but is enrolled in insurance, they must contact the Benefits Office in the Human Resources Building at 281-985-6226 281-985-62 26 to make arrangements for paying their insurance premiums.
TRS-HR Account: Beginning September 1, 2004, the State of Texas w will ill provide each eligible public school employee with a health reimbursement reimbursement account tha thatt is state-funded on a monthly basis. The Teacher Retirement System Texas (TRS) is respo responsible nsible for this program. This supplement will not b be e distributed as compensation. of Texas (revised 7/2009)
MEDICARE TAX All employees beginning after March 31, 1986, will have 1.45% of their salary deducted deducted for Medicare tax. This deduction will be reflected on the check stub.
RETIREMENT BENEFITS ANNUITY: Tax-Sheltered Annuities (TSA) are a voluntary form of savings for retirement via tax-deferred payroll deductions authorized under Section (b)/(7) of the IRS Code. Enrollment for TSAand mayare occur any month of the year.403 Employee contributions are strictly voluntary. All employees, including substitute and and part-time employees, may may purchase tax-sheltered annuities. annuities. National Plan Administrators, NPA, is the third-party administrator for Aldine ISD. Certified agents may ccontact ontact NPA at 512-327-4420. Employees m may ay conta contact ct NPA at 1-800-880-2776. Any regular employee intere interested sted in participating in the annuity program offered through the district should contact the Benefits Office at 281985-6226.
401(a) Matching Plan for Retirement Savings: The Board of Education generously approved a 401(a) Matching Plan. The 401(a) Matching Plan is a retirem retirement ent savings m matching atching plan. The district will contribute a base match match of your annuity contributions up to .5% of your gross compensation. You may earn additional matches based based on attendance. Employees must ea earn rn 6 years of service in the pla plan n in order to be vested in the employer employer matching account. Contributions by an employee to his or her own own 403(b) account are always 100% vested. vested. Please refer to the Aldine ISD Employee Benefits Booklet available available through the Benefits Office at 281-985-6226.
457 Retirement Savings Plans: 457 Plans are another form of o f savings toward retirement. Contributions are payroll-deducted on a before-tax basis. Distributions are taxed when re received. ceived. 18
A 457 Plan allows an employee to save money for their ret retirement. irement. Limits may increase e each ach year and savings may be in addition to any existing 403(b) contributions. Employees invest in products offered offered in the 457 Plan. Plan. The district selects investm investment ent products to offer employees from a “menu.” The employee will select from the menu of products offered. Enrollments in a 457 can be made year-round. Please refer to the Aldine ISD Benefits Booklet available through the Benefits Office at 281-985-6226. (Rev.7/04)
CREDIT UNION InvesTex Credit Union offers various services services to all employees employees of the district. Any employee is encouraged to talk to the Credit Union personnel personnel regarding savings, loans, etc., etc., in which they may be interested. All transactions can can be handled through pa payroll yroll deduction. The Credit Union is located at 905 Aldine Bender. You may call 281-449-0109 for information.
WORKERS’ COMPENSATION (Risk Management) This program provides benefits to to an employee who ha hass been injured on-the-job. This coverage includes medical and hospitalization benefits. Monetary benefits are effective beginning on tthe he eighth day of time lost. Sick leave days, if availab available, le, are used for the first five days of absence when an on-the-job injury occurs. Employees are urged to seek medical att attention ention from the school nurse to a assess ssess if urgent or nonurgent medical treatment is needed. Effective January 1, 2008, non-urgent medical treatment for work related injuries must be obtained from doctors found on the Alliance web sit: sit: www.pswca.org. www.pswca.org. Urgent care does not require use of Alliance physicians. physicians. In case of emergency p proceed roceed to the nearest emergency emergency facility. Employees must choose a treating doctor from tthe he Alliance list of doctors designate designated d as primary care physicians. TASB will pay the treating doctor and other Alliance providers for health ca care re related to compensable injuries. Should an employee elect to use a non-Alliance doctor, the employee is at risk for payment of medical bills and potential loss of income benefits. (Rev 7/2009) Employees may change treating treating doctors one time without approval. The third choice of a treat treating ing doctor requires approval from TASB. EMPLOYEES ARE REQUIRED TO KEEP THEIR MANAGER AND THE RISK MANAGEMENT (Workers’ Compensation) OFFICE INFORMED INFORMED OF THEIR MEDICAL STATUS. YOU CAN CONTACT THE RISK MANAGEMENT INSURANCE COORDINATOR at 281-985-7171. The entire injured employee packet is
available through the Risk Management office, Child Nutrition Services office or on-line at www.aldine.k12.tx.us. If any employee is absent for longer than 12 weeks for any reason, www.aldine.k12.tx.us. reason, their position will be re-assigned. If any employee is absent for longer than 12 months, the employee employee will be resigned.
Maximum Length of Leave Effective July 1, 2004, the maximum length of absence for work-related illness or injury should not exceed one full year. Employees whose abs absences ences began on or before December 31, 2003 who are not a able ble to return to work will be released December 31, 2004. All employees released under this policy may apply for employment when able to return to work. The e employee mployee must provide a Texas Workers’ Compensation Work Status Report, DWC-73, DWC-73, which indicates the employee’s physical fitness to return to work. work.
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Maintenance of Health Benefit Effective July 1, 2004, the maximum length of time an employee may continue with district group benefits is 12 work weeks. After 12 work weeks have be been en exhausted, employees will be offered insurance under COBRA. During the 12 work-weeks of eligibility, if employees o on n leaves of absence des desire ire to maintain their insurance coverage under the district’s group health plan, the employees shall deliver their semi semi-monthly -monthly portions of the insurance premium to the district’s employee benefits department not not later than five workdays prior to each district district payday. The school district shall supplement the employee’s portion portion of the premiums with any contributions it normally would make toward the employee’s group health insurance premiums. employees whose absenc absences began terminate participat participation ion in the district’sInjured group health plan December 31, es 2004. 2004. prior to July 1, 2004 will terminate
Workers’ Compensation and TRS Members If you are absent due to a compensable work-related injury or illness for more than seven (7) days, you will receive temporary income benefits (TIB) from the workers’ compensation program. program. Please be aware that while absent from work, a district paycheck is not issued (unless you are using all or a portion of your accumulated sick leave, vacation days and/or compensatory time) and no funds and/or contributions are sent to the Texas Teacher Retirement System (TRS), nor are days of absence being counted towards years of service with TRS at 1-800-223-8778. Therefore, in order to be considered for service credit and/or salary credit, you must contact TRS at 1 1-800-800223-8778 and arrange to make contributions to to your retirement annuity fund. You will need to request TRS 22W. This form can be fo found und on the TRS Web Site: Site: www.trs.state.tx.us www.trs.state.tx.us (Rev.6/04) The entire injured employee packet is available through the Risk R isk Management office, Child Nutrition Services office or on-line at at www.aldine.k12.tx.us. www.aldine.k12.tx.us.
Modified-Duty Modified-duty may be considered when an employee has an injury and a doctor has stated (on a completed/signed return-to-work release form or a DWC-73 form) tthat hat modified-duty is necessary. The Child Nutrition Services office must have documentation from the doctor's office on specific restrictions before the department department will decide an employee's a ability bility to safely return to work. A bona fide offer of modified-duty may be made to the employee. This offer is structured after the doctor’s specific instructions. instructions. If the employee accepts tthe he bona fide offer of modified-duty, they are required to perform the new modified-duty modified-duty work schedule as outlined by the offer and doctor’s instructions. Based on the modified-duty modified-duty restrictions as outlined by the employee’s physician, physician, the Child Nutrition Services department reserves the right to offer modified-duty positions on an individual and temporary basis to insure the employee will will abide by their physician’s re restrictions. strictions. The continuation of modified-duty will be for a period of no longer than 4 weeks. An employee that is offered modified-duty will continue to provide Child Nutrition Services medical updates (physician’s statement) bi-weekly. bi-weekly. Failure to provide bi-weekly notices from the physician will result in discontinuance of modified-duty. (Rev.7/04)
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ABSENCES Daily attendance is extremely important important for our child nutrition nu trition operation to run smoothly. To provide high quality, nutritious food and service to our customers, we expect excellent attendance from all employees. A cafeteria cannot function without trained, qualified employees. Managers will conference with all employees after 3 days of absence. Excessive absen absenteeism teeism may result in termination.
If an employee must be absent for any reason, the employee must notify the manager immediately of their absence and keep in contact conta withmay the result manager daily concerning their their absence. The shouldmust remember that failure to doctthis in an unapproved absence and a doc dock k in employee pay. Employee contact their manager manager at home or at school. During working hours, employees should call on the the direct kitchen line to notify the manager. If an employee is absent for an extended period of time, the manager must be kept aware on a weekly basis of the date the employee will return to work unless FMLA FMLA has been established. Each employee will be reviewed on a case case by case basis. Failure to notify the manager of the the situation and planned date to return to work can result in i n immediate termination and will be classified as job abandonment. If an employee qualified for FMLA, they they are only required to notify their manager manager every four weeks. Failure on the part of the employee to notify their managers/supervisors of their absence will be considered job abandonment. If the employee has been absent for (5) or more days for personal illness/medical, il lness/medical, or (3) or more days for Family illness/medical, the employee must provide a doctor’s note. note. The working day before the employee is planning to return to work the employee must call and speak with the manager at their their assigned school before the end of the work day. If the employee does not not notify ify the manager of plans to return to work, the employee may not be allowed to work. wo rk. Because of business necessity, if an employee is absent longer than 12 weeks, their position may be filled. Employees that qualify for FMLA must adhere to all rights and obligations outlined on the employee request for leave form in the Child Nutrition Handbook. Any employee absent due to to a work-related injury must submit a Work Status Report (DWC-73) form to the Child Nutrition Services Human Resources office prior to returning to work.
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MEDICAL LEAVE Steps In Requesting A Leave 1. WRITTEN REQUEST FOR LEAVE: Complete an Employee Request for Leave form (back of handbook) 2.
MEDICAL INFORMATION: Have your doctor complete the Certification of Health Care Provider (back of handbook.)
3.
APPOINTMENT WITH HUMAN RESOURCES: Make an appointment with Child Nutrition Human Resources in advance or, if the need for a leave is unforeseen, as soon as practicable. Contact 281-985-6440 to schedule an appointment. Bring the forms m mentioned entioned in steps #1 and #2 tto o your appointment.
4.
RETURN TO WORK: When you are physically able to return to your position, submit a doctor’s statement releasing you to return-to-work at least least one (1) week in advance. A copy must be given to your mana manager ger and to Child Nutrition Services Human Resources. You may fax the form tto o 281-449-1966.
FAMILY AND MEDICAL LEAVE OF ABSENCE
General Provisions: An employee w ho hasmay been been employed for family at leastor12 months andof has has worked workedfor at aleast 1,25 0 hoursworkweeks during during theduring previous previous twelve month who period take an unpaid medical leave absence total1,250 of twelve any twelve month period. Separate periods of employment are counted unless there is a break that exceeds seven years. A family leave of absence may be taken for the t he following reasons: 1. because of the birth of a son or daughter of the employee and in order to care for such son o orr daughter; or, 2. because of the placement of a son or daughter with the employee employee for adoption or foster care. A family leave expires at the end of the twelve month period after the birth or placement. A medical leave of absence may be taken for the following reasons: a. in order to care for the employee’s spouse, son, daughter, daughter, or parent if such spouse, son, spouse, son, daughter, or parent has a serious health condition; or, b. because of a serious health condition that that makes the employee unable to perfor perform m the functions of the position of such employee. “Parent” mean employ ee’s biological or the person stood adopted, in loco parentis paror entis to the employee the employee whenathe employeemeans was sa the sonemployee’s or daughter. “Son or or parent daughter” means thewho biological, biological, adopted, foster child, a step-child, legal ward, or a child of a person standing in loco parentis, who is under 18 years of age or is incapable of self-care because of a mental or physical disability. A serious health health condition is an illness, illness, injury, injury, impairment impairment or mental condition that involves either either an overnight overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions,
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the continuing treatment requirement requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. A military exigency exigency leave leave may be taken taken because of a qualifying qualifying exigency, exigency, as defined defined by federal regulations, regulations, arisin arising g out of the fact that t hat the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed forces in support of a contingency operation. A service-member service-member family family leave may be taken by an an eligible employee. employee. An eligible eligible employee is entitled to a total of 26 workweeks of leave during period member to care for a covered service-member servicemember who isduring the gemployee’s spouse, son, daughter, parent, or next neaxt12-month of kin. Service-member Servicefamily leave shall sha ll only be available durin a single 12-month period. During the single 12-month period, an eligible employee shall shall be entitled to a combined total of 26 workweeks of leave for fo r family, medical, and service-member service-member leave. “Covered serviceservice-member” means means a member of the Armed Forces, Forces, including a member of the National Guard Guard or Reserves, Reserves, who is is undergoing medical treatment, treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. “Next of kin” means the nearest blood relative relative of an individual. “Serious injury or illness,” in the case of a member a member of the Armed Forces, Forces, means an injury or illness illness incurred incurred by the member in line of duty on active duty in the Armed Forces that may render the member medically unfit to perform the the duties of the member’s office, member’s office, grade, rank, or rating. The husband and wife may be limited to a combined total of 26 work-weeks of leave during the single 12 month period if the leave is taken in whole or part to care for a covered service-member. service-member. However, the 12 week limitation applies to that portion that is not taken to care for a covered serviceservice-member. member. The following leaves run concurrently with Family and Medical Leave: Assault Leave, Maternity Leave, Temporary Disability Leave and Workers’ Compensation. Required Substitution of Paid Leaves of Absence: To the extent possible, employees are required to substitute accrued paid leave, including any paid vacation and personal, state, and local leave, for an equivalent portion of the 12 week period of FMLA leave, and the amount of time taken for paid leaves shall be deducted from the 12 weeks for leave available under the FMLA. The balance remaining after paid leave is taken shall be the amount of time remaining for unpaid FMLA benefits. benefits. Prior to taking an unpaid family leave of absence, the employee first must use all accrued paid vacation leave and personal leave. Prior to taking an unpaid medical leave of absence, the employee first must use all accrued paid vacation leave and personal, state, and local sick leave. Neither state nor local sick leave days may be used in substitution of family leave. Family and medical leaves of absence may be taken only in strict compliance with this policy. Compensatory time (comp time) used for an FMLA qualifying event may be counted against an employee’s 12-week 12-week leave entitlement. The use of comp time may be at the employee’s request request or or required by the employer Notice of Foreseeable Leave: Employees shall provide written notice to the Human Resources Department Department at least thirty (30) days prior to taking leave for expected births and placements placements and for planned medica medicall treatment. Employees shall make make reasonable efforts to schedule medical treatment so as not to disrupt d isrupt unduly the operations of the school district. If the date of the birth or placement or of the medical treatment requires less than thirty (30) days notice, employees sha shallll provide such notice as is practicable.
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LEAVE FOR MARRIED COUPLES
If both husband and wife are employed by the school district, the aggregate number of workweeks available available for a family leave or in order to care for a parent with a serious health condition is limited to 12 workweeks in any 12month period. Certification by Health Care Provider: If an employee requests a medical leave, such request shall be supported by a certificate issued by the appropriate health care provider who is not employed on a regular basis by the school district. After the initial certification, the employee shall submit re-certifications every subsequent fourth workweek for which leave is taken. The certificate must state the date on which the serious health condition commen commenced, ced, the probable duration of the condition, and thetake appropriate medical within the knowledge the health care, the provider regarding For a the request to leave because of facts the employee’s own seriousofhealth condition condition, certificate also the shallcondition. state whether employee is able to perform the functions of the employee’s position. For a request to take leave in order to care for the employee’s spouse, son, daughter, son, daughter, or parent, the certificate also shall state whether the employee is needed to care for the employee’s spouse, son, daughter, or parent. parent. For any request to take leave intermittently or on a reduced schedule for planned medical treatment, the certificate also shall state the dates on which planned medical treatment is expected to be given and the duration of the treatment. For a request to take leave intermittently or on a reduced schedule for a personal health condition the certificate also shall state the medical necessity for and the expected duration of the intermittent leave or leave on a reduced schedule. schedule. For a request to take leave intermittently or on a reduced schedule in order to care for the employee’s spouse, son, daughter, or parent, the t he certificate also shall state whether the the employee’s intermittent leave or leave on a reduced schedule is necessary for the care of the employee’s spouse, son, daughter, or parent who has a serious health condition, or will assist in their recovery, and the expected duration and schedule of the intermittent leave or reduced leave schedule. If the school district has reason to doubt the t he validity of any of the required information information in the certification, the school district may require the employee to obtain the opinion of a second health care provider designated or approved by the school district. If the opinions of the health care providers conflict, the school district may require the employee to obtain a final and binding opinion of a third health care provider. Intermittent or Reduced Leave Schedule: If medically necessary, an employee may take a medical leave of absence intermittently or on a reduced leave schedule due to the serious health condition of the employee or covered family member or the serious injury or illness of a covered service member. If the employee is not employed principally in an instructional capacity and the requested leave is foreseeable based on planned medical treatment, the employee may be required to transfer temporarily to an available alternative position for which the employee is qualified. An employee who is employed principally in an instructional capacity and whose requested leave is foreseeable based on o n planned medical treatment, may take leave for periods of a particular duration rather than intermitten intermittently tly or on a reduced leave schedule schedule if the employee would be on leave for greater than 20 percent of the total number of working days in the period during which the leave would extend. Leave may not be taken intermittently or on a reduced leave schedule other than as authorized in this paragraph. Leaves Near End of Academic Semesters: Classroom teachers and teacher’s aides who desire to take family family or medical leave more than five weeks prior to the end of an academic semester may be required to continue taking leave until the end of the semester if the leave is of at least three weeks duration and the return to employment would occur durin during g the three-week period before the end of such semester. Classroom teachers and teacher’s aides who desire to take family leave or medical leave for other for other than their own serious health condition less than five weeks prior to the end of an academic semester may be required to continue taking leave until the end of the semester if the leave is of at least two weeks duration and the return to employment would occur during the two-week period before the end of such semester. Classroom teachers and teacher’s aides who desire who desire to take family leave or medical leave for other than their own serious health condition less than three weeks prior to the end of an academic semester may be required to continue taking leave until the end of the semester is the leave is of duration of at least five working days.
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Denial of Restoration of Certain Employees: E mployees: If the school district determines that a denial of restoration to a position is necessary to prevent substantial and grievous economic injury to the school district’s operations, the school district may deny restoration to an employee who is among the highest paid 10 percent of the school district’s employees after first notifying the employee of the basis for the intended denial. The employee may avoid the denial of restoration by returning to work not later than the day on which the school district has determined that the injury would occur. Returning to Work: Employees on family or medical leave must report every fourth workweek to their administrative supervi supervisor sor either telephonically or in person. If the employee is on medical leave for a serious medical condition of the employee which makes the employee incapable personallyby making the report, thereport reportshall may be be on made the employee’s health care provider or another personofdesignated the employee. Such the by status and intention of the employee to return to work. If an employee claims to be unable to return to work because of the continuation, recurrence, recurren ce, or onset of a serious health condition for which the employee would be eligible for medical leave, the employee shall submit to the Human Resources Department an appropriate certification issued issued by a health care provider. Employees who do not return to work at the expiration of family or medical leave and who have not been approved for another leave of absence, shall be considered to have abandoned their employment. At the discretion of the school district, employees returning returning from family or medical leave shall be restored the position held prior to leave or to an equivalent position. Maintenance of Health Benefits: If employees on leaves of absence under this policy desire to maintain their insurance coverage under the district’s group health plan, the employees shall deliver their semi-monthly portions of the insurance premium to the district’s employee benefits department not later than five workdays prior to each district payday. For leaves of absence under this policy only, the school district shall supplement the employee’s portions of the the premiums with any contributions it normally would make toward the employees’ group health insuranc insurance e premiums. The school district school district will recover from employees its contributions if employees fail to return to work for reasons other than the continuation, recurrence, or onset of a serious health condition that would entitle the employees to leave under this policy or for other circumstances circumstan ces beyond the employees’ control. Source: 29 U.S.C. 2611 (2), 2612 (a) Approved: 9-14-1993 Revised: 4-21-2009 Reviewed:
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Keep the following informed of your anticipated dates of absence and return to work: Manager/Supervisor Principal/Department Head Child Nutrition Services H.R. 281-985-6440 (Tel) or 281-449-1966 (Fax)
TEMPORARY DISABILITY LEAVE OF ABSENCE
The Board of Education upon recommendation of the Superintendent of Schools may grant a temporary disability leave of absence, at any time the employee’s condition interferes with the performance the performance of his/her assigned duties. “Temporary disability” disability” is defined as any any physical or or mental mental condition of the employee which would prevent the employee from performing assigned duties. Pregnancy Pregnancy is considered a temporary disability. The maximum length for a leave of absence for temporary disability shall not exceed one full year. The Superintendent of Schools may place an employee on a leave of absence for temporary disability when in his/her judgment the employee’s employee’s condition is interfer interfering ing with the performance performance of regularly assigned duties. If the employee does not concur with the Superintendent Superintendent of Schools, the employee must present to tthe he Superintendentt a licensed physician’s Superintenden physician’s report which indicates that the employee is free from free from diseases or infestations which may threaten the health or safety of others and that the t he employee is able to perform all regularly assigned assigned duties. The Board of Education will then decide whether or not the t he employee is to be placed on a temporary disability leave of absence. Employee request for temporary disability leave of absence must be submitted to the Superintendent of Schools accompanied by a licensed physician’s physician’s affidavit confirming the the employee’s inability to work and indicating the beginning and probable ending dates of the requested leave. An employee who is a member of the Christian Scienc Science e Church may have a Christian Science Practitioner attest to the employee’s disability. disability. The employee must notify the Superintendent of Schools of a desire to return to active duty at least thirty (30) days prior to the desired date of return. The notice must be accompanied by a licensed physician’s statement indicating the employee’s physical fitness for the resumption of regular regular duties. The employee will return to active duty if a position is available in an area the employee is certified to hold.
The following leaves run concurrently with temporary disability leave: Assault Leave, Family and Medical Leave, Maternity Leave, Sick Leave and Workers’ Compensation. Compensation. Source: TEC 21.409 Approved: 4-204-20-2004 2004 Revised: 8-19-2008 Reviewed:
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MILITARY LEAVE
Any regular employee who who may be conscripted conscripted into the the defense forces of the United States for service training training shall shall be granted a military leave without pay. The employee, upon returning from military military leave, shall be offered a position of employment in an area the employee is certified to hold (if such a position is available) at the adopted salary schedule for that position. The district must receive a written request for reinstatement, reinstatement, and proof of honorable discharge or release from military service, within ninety (90) days from the date of that discharge or release. When short periods of military training or duty cannot be scheduled to coincide with vacation time or during the summer periods, the employee shall be entitled to a paid leave of absence from his or her respective duties without loss of time efficiency rating, personal time, sick salary onforallnot days during they shall engaged in ,authorized trainingvacation or duty time, ordered or authorized by leave, properorauthority more thanwhich 15 workdays in be any one federal fiscal year. Source: TEC § 431.005 Approved: 8-19-2008 8-19-2008 Revised: 8-19-2008 Reviewed: SABBATICAL LEAVE The Board of Education upon the recommendation of the Superintendent of Schools shall grant a sabbatical leave without pay to qualified personnel for the purpose of study, travel, or for such other purposes as may be approved by the Board of Education. Written request for sabbatical leaves must be submitted to the Superintendent Superintendent of Schools before the effective leave date. Upon recommendation of the Superintendent Superintendent of Schools, the Board of Education may grant a sabbatical leave to a contract employee who has not had a sabbatical leave during the five years immediately preceding. The leave granted shall not exceed one school year. The employee, upon return from sabbatical leave, shall be restored to his/her former position or one of comparable status. If such a position is not available, the employee will be offered a contract of employment within the district in a position the employee is certified to hold (if such a position exists). Source: Local Approved: 8-19-2008 8-19-2008 Revised: 8-19-2008 Reviewed: Health Insurance
The maximum length of time an employee may continue with district group benefits is 12 work-weeks. If you exceed your 12 work-week of FMLA or your Temporary Disability (board-approved) leave begins, your coverage will end the last day of the month this occurs. Employees on leave who do not have payroll funds and do not pay their premiums through the district office, will have their benefits terminated on the last day of the month in which full payment for benefits was made. It is the responsibility of the employee to make payments if a payroll check is missed (during the 12 week duration.) You can contact contact the Benefits Benefits department at at 281-985-6226, 281-985-6226, or 281-985-63 281-985-6312, 12, or 281-985-7573 281-985-7573..
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The employee shall deliver their semi-monthly portions of the insurance premium to the district’s employee benefits department no later than five (5) workdays prior to each district payday. Only a check or money order for the exact amount payable to Aldine I.S.D. will be accepted. (Monthly payments will will not be accepted.)
If you intend to add a newborn to your insurance plan, plan, you must do so within 30 days of birth. Contact the Benefits Outlook enrollment enrollment line at 1-866-284-2473 1-866-284-2473.. Please visit your your www.aldinebenefits.org for premiums and coverage. Pay Upon Return
This section applies to employees who work 10 months and receive 12 months pay. If you missed a paycheck, your pay will be less upon your return. When an employee earns pay, a small portion is placed in “reserve” to pay for holiday and summer checks. If you you missed a paycheck, you did not contribute toward holiday and summer checks. Therefore, the system recalculates paycheck amounts by reviewing accumulated reserves, the number of workdays remaining and the number of paychecks to be issued. Paycheck Date Days Worked in Pay Period th 5 16th – end – end of previous month th st 20 1 – 15 – 15th of current month
DONATION OF SICK LEAVE
It is the desire of Aldine Independent School District to provide the opportunity for its employees to donate annually one of their locally earned sick leave days to other employees who are experiencing serious, prolonged illnesses or injuries which cause them to be unable to perform their assigned duties for an ex extended tended period of time and who have exhausted their available sick leave benefits. Full-time and part-time employees who participate in the school district's general sick leave program may either donate or receive sick leave days. An employee may donate only one day each school year. For purposes of this policy only and without regard to either the number of o f hours normally worked by the employee or the classification of the employee, a "day" shall mean that daily period of time normally worked by b y the employee. For purposes of this p policy olicy only, the school year shall be considered to be from July 1 through June 30. Donated days are not accumulated in reserve or carried forward from year to year. A donation do nation cannot be withdrawn after it has b been een received. Employees may apply to receive donated days only for personal illnesses or injuries and may not use the days for any other purposes. Employees may begin to receive donations on the twenty-first day of approved absence from assigned duties following the exhaustion of their general sick leave benefits and their paid vacation days, da ys, if any. Employees may receive a maximum of thirty (30) donated sick leave days in a school year. Employees may not receive donated days in advance of absences and may not hold a surplus of donated days. Once eligible to receive donations, an employee may apply for donations for subsequent illnesses or injuries occurring during the school year. Employees eligible for a personally funded disability insurance plan are not disqualified from receiving donations. Donations made to employees paid under the Workmen's Compensation Act will be administered according to the district's workmen's compensation policy. In no case shall recipients of o f sick leave donations be paid by the district more than the amou amount nt they would have received if they were not ill or injured. Employees will not receive donated sick leave days for any period of time that the employee normally would not have worked.
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Employees eligible to receive donations may apply by submitting a completed application form to their p principal rincipal or administrative supervisor. If the employee is incapacitated or otherwise unable to initiate the application process, a person identified on the employee's emergency information card may submit the application. Attached to the application form must be an attending physician's original statement which certifies that the nature and extent of the illness or injury cause the applicant to be unable to perform regularly re gularly assigned duties, and states both the date of the onset of the illness or injury and the anticipated date that the applicant will be able to return to work. The principal or administrative supervisor will review the application for completeness and will forward it to the Assistant Assistant Superintendent for Finance for processing. The Superintendent S uperintendent of Schools may require the applicant to submit to a medical review by a second physician if it is warranted; this determination may be made at the sole discretion of the Superintendent; and, the medical review will be at the expense of the schoo schooll district. 3115-1
Employees may donate sick leave days d ays by submitting donation forms to their principal or administrative supervisor. In order to make donations, the donors d onors must specify the employees to whom the donations are to be made and must maintain personal sick leave balances of at least ten days of state or locally earned sick leave. Employees may donate to each other without regard to their full-time or part-time status. Each donor's sick leave balance will be reduced by one day, and each recipient shall receive one day of sick leave for each day donated to the recipient. Employees may make donations without regard to the recipient's work assignment or o r classification. This sick leave donation program is available only onl y for current employees and may be discontinued at any time without notice. The following persons are ineligible to participate in the program, either as donors or as recipients: persons whose employment with the school district is terminated; employees who are on approved leaves of absence for other than personal illness or injury; employees who are suspended without pay from assigned duties; and, students employed on either a part-time or a temporary basis. It is the intention of the school board that any and all benefits under the donation of sick leave policy in place during the 2009-2010 school year shall terminate on June 30, 2010 and shall not carry over beyond that date. This policy shall be effective for one school year, beginning on July 1, 2010 and ending on June 30, 2011, 2 011, but is subject to re-adoption annually by motion and vote during any meeting of the Board of Trustees. Source: Local Approved: 10-17-1995 Revised: 11-17-2009 Reviewed: 10-20-2009
JURY DUTY AND RESPONSE TO SUBPOENAS When an employee is called for jury duty, he/she shall receive full pay. Time off to serve on jury duty shall not be charged to sick or emergency leave. Upon return to work an employee shall furnish his/her immediate supervisor a signed statement from the Baliff’s or other court official verifying official verifying the number of days the employee served. The rule for jury duty shall prevail when an employee responds as a witness by force of a legal subpoena. The rule shall not apply in instances where the employee is either defendant or plaintiff in a legal action. A copy of the subpoena must accompany the Absence from Duty Form. Source: Local Approved: 8-19-2008 8-19-2008 Revised: 8-19-2008 Reviewed:
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TIME CLOCKS & TIME SHEETS Time Clocks All employees are required to clock in and out daily. It is the sole responsibility of each employee to clock in at their scheduled arrival time, out for lunch, in from lunch and last, clock out at the end of their day. This is done by the em employee ployee swiping their employee badge in the time clock. If an emplo employee yee forgets to clock in or out, their manager must notify the CN HR Office by email. If an employee swipes his/her badge knowing he/she h e/she is late, that punch cannot be changed. [Example: An employee goes to lunch at 10:30 and is supposed to return at 11:00, but punches in at 11:45, the employee will be docked 45 minutes.] Time sheets are done done electronically. At the end of each pay pe period riod and must be examined by the employee and the manager for any missing or incorrect information. All corrections must be e-mailed to the CN HR office on a da daily ily basis. The CN HR office will make all co corrections rrections electronically. A corrected version of the time sheet will be available for review by the employee on a daily basis. Please note these important reminders: All absences must be emailed to the CN HR off office ice on a daily basis basis.. Yellow and/or green forms must be mailed weekly to the CN CN HR office. o Yellow forms are used for sick leave or personal lea leave ve days. One form for each week a an n
absence occurs. o Green forms are used for for workshops or Jury duty. If out for Jury duty, the employee m must ust attach a statement from the baliff or other court official verifying the days the employee served. Yellow forms are needed when an an employee is being docked for an an unapproved absence. When reporting absences, a specific reason is needed [personal, sick, jury duty, workshop, etc.] Time sheets must be reviewed by the employee for errors on Monday of each week w eek and approved by Wednesday, no later than 10:00 a.m.
Overtime pay (1½ times hourly pay) is not paid until the employee works over 40 hours in one week. Salmon-colored time cards are used strictly for Special Events.
USE OF THE COMPUTER TO CLOCK IN OR OUT ON MUST BE APPROVED BY THE CN C N HR OFFICE. Substitute Time Sheet Instructions Substitute time sheets are to be filled in by each substitute substitute employee on a daily daily basis. Time sheets are not to be “pre“pre-filled” prior to to working. Information must be placed on the form as it occurs. Substitute employees must sign the the time sheet at the end of the week. Managers must verify the informa information tion on the time sheet. If correct, the manage managerr approves the time sheet, sheet, signs their signature a and nd sends it in to the CN office at the end of the w week. eek. Holidays may affect this deadline. All time sheet sheetss are re-checked for accuracy by the CN HR office. 7/2014
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The time sheet must have the following information: 1. School name and campus number 2. Week of: Date of week endin ending g Saturday 3. Complete social security for each employee 4. Name of Substitute 5. Daily hours (less 30 min. for lunch break) 6. Weekly total
If any employee is out at the end of the pay period or a particular week, the manager should send in the time sheet. Do not hold time sheets for any employee to return to work and sign. Do not sign any employee’s signature. employee’s signature. The employee should make a arrangements rrangements to come tto obut the must CN office sign the time sheet no later than Wednesday of the following week by 10:00 a.m. calltoahead fortime an appointment. ANY FALSIFICATION OF TIME SHEETS IS GROUNDS FOR TERMINATION.
BREAK AND LUNCH BREAKS Each employee is entitled to a 30-minute unpaid lunch period, to be taken at a time set b byy the manager. A breakfast meal meal is part of the daily benefits and is to be taken at tthe he discretion of the manager. Perm Permanent anent employees must clock clock in and out for 30 minute lunch break. During their unpaid lunch lu nch break, employees may choose to eat any reimbursable lunch composed of the menu items (secondary serving size) offered that da day. y. No special cooking of school-purchased foods is to to be prepared. Special diet foods brought from home, which are labeled a and nd wrapped properly, may may be stored in a designated area. Since food or meals may not be taken out of the cafeteria, any food brought from home must be consumed on premises. premises. There should be no eating e except xcept at designated times. Employees may not eat or drink in the kitchen production or serving area at any time. time. Reminder: Food or meals are not to be taken out of the cafete cafeteria. ria. Birthday parties, celebrations, luncheons, etc., must be approved in advance by the supervisor and leftover food discarded.
Breaks may be scheduled as time permits permits at the discretion of the m manager. anager. Breaks are not to exc exceed eed ten minutes.
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7/2012
PROFESSIONAL ORGANIZATIONS ORGANIZATIONS Aldine I.S.D. Child Nutrition Services is an affiliate of the Texas Associat Association ion for School Nutrition (TASN). Aldine School Nutrition Association (ASNA) is a local branch that supports tthe he beliefs of TASN by offering to employees the opportunity to share information through: Networking with peers Professional development by means of learning sessions, seminars and annual conference Legislative representation Opportunities for personal involvement in an organization that represents your profession
TASN offers certification in more than 60 areas such as nutrition, production, administration, technology, purchasing, marketing, management, management, finance, safety/s safety/sanitation anitation and compliance/record keeping. Some of the benefits of becoming certified through TASN include knowledge concerning Child Nutrition programs; continuing education; salary advancement; level advancement; and scholarships/grants. Membership is encouraged but but not required. Contact the Child Nutrition Services office for applications or more information
PROFESSIONAL GROWTH Child Nutrition Services employees may enroll in classes for food service personnel and work towards completion of certification classes aimed at p promoting romoting professional growth in food service. The School Nutrition Association and the Texas Association for School Nutrition have a certification plan for food service personnel. Classes ar are e available through Aldine ISD as well as other surrounding school d districts istricts and Region 4 Education Service Center. Child Nutrition Services will pay for two (2) TASN recognized certification classes per per year providing necessary documentation documentation is provided for classes classes taken. For more information, please refer to to the CN Policy and Procedure manual. manual. There are other Professiona Professionall growth opportunities offered monthly by the Child Chil d Nutrition Services department and all child nutrition nu trition employees are encouraged to attend.
SCHOLARSHIPS FOR FOOD SERVICE CLASSES The Aldine School Nutrition Association offers scholarships for members to help with the expense of food service professional growth growth classes. Applications and guidelines are ava available ilable during the school year. Contact the Child Nutrition Services office for information.
MANAGEMENT TRAINING Any employee interested in management management may ma make ke application to the Assistant Director of Child Nutrition Services. Training periods for manager ttrainees rainees are usually in session at at all times during the school yea year. r. Rev (7/07)
EXTRA WORK Any employee interested in additional additional work opportunities in the food service area area such as banquets banquets,, special events, etc., should apply apply to the Child Nutrition Services office. This work is paid in addition addition to the employee’s regular work. work.
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GUESTS OF EMPLOYEES Employees cannot have guests while on duty. This includes friends, rrelatives, elatives, children or grandchildren. Children must not go to the kitchen after after school. Members of employees' family, relatives or friends shall not be allowed to eat eat meals regularly in the cafeteria. cafeteria. No one is permitted to eat regularly in the sschool chool cafeteria except members of the student body, faculty and other school personnel. personnel. Parents are a always lways welcome as occasional occasional visitors. Friends or relatives are not allowed to visit in the kit kitchen chen while an employee is on duty.
TELEPHONES, CELL PHONES & PAGERS The telephone in the kitchen is a business phone. Employees cannot expect expect to place or receive per personal sonal calls. The telephone should not be be used without the manager's knowledge and consent. Regular “emergency” calls made made or or received by an employee employee will not be accept acceptable. able. Abuse of this policy may result in reduced working hours, demotion, transfer or termination. (Rev.7/02)
NOTICE TO SCHOOL BASED EMPLOYEES Cell phones, pagers or any form of electronic devices belonging to school-based employees must be kept in their locker or car and can only be used by school employees during an approved break.
ALCOHOL/DRUGS/TOBACCO/WEAPONS ALCOHOL/DRUGS/TOBAC CO/WEAPONS ALCOHOL AND DRUGS EMPLOYEE REQUIREMENTS It is the policy of the Aldine Independent School School District to provide a drug-free workplace. workplace. As a condition of employment, each employee shall abide by the terms of the District’s Di strict’s policy respecting a drug drug-free -free workplace. The possession, use or be being ing under the influence of alcohol, drugs or narcotics narcotics as defined in the Texas Controlled Substances Act by an employee while on district property or while working in the scope of assigned duties or while attending any district-sponsored activity is prohibited unless the drugs are prescribed by a licensed physician in the course of medical treatment. treatment. Employees shall not manufact manufacture, ure, distribute, dispense, possess, be under the influence influen ce during of any or of the following substances during working hours while at school use or atorschool-related activities outside of usual working hours; 1. Any controlled substance or dangerous dangerous drug as defined by law, including but not limited limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate. 2. Alcohol or any alcoholic beverage 3. Any abusive glue, aerosol paint, or any other chemical substance for inhalation 4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs. An employee need not be legally intoxicated to be considered “under the influence” of a controlle controlled d substance.
DRUG AND ALCOHOL TESTING The district shall conduct drug and alcohol testing in accordance with federal and state regulations, as well as district policy, of employees that operate district machinery or district vehicles vehicl es for use of alcohol or a controlled substance that violates any law or district policy.
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Disciplinary action will be taken against an employee found in violation of the district’s drug and alcohol policy and administrative regulations, and such employees will be subject to the full range of disciplinary action up to and including termination.
REASONABLE SUSPICION TESTING All employees shall be required to undergo alcohol and drug testing testing at any time the d district istrict has reasonable suspicion to believe that the employee has violated vi olated the district’s policy concerning alcohol and/or drugs. Reasonable suspicion alcohol or drug testing may be conducted when there is reasonable suspicion to believe that the employee has used or is using drugs or alcohol prior to reporting for duty, or while on duty, or prior to or while attending any district district function on or off district property. property. The district’s det determination ermination that reasonable cause exists must be based on specific, articulable observations concerning the appearance, behavior, speech or body odors of the employee. The observations must b be e made by a ttrained rained supervisor. Refusal to consent to testing will result in disciplinary action, up to and including termination of employment.
TOBACCO USE Employees shall not use tobacco products on district premises, in district vehicles, nor in the presence of students at school or school-related activities. Employees who violate this policy policy will be subject to disciplinary action, which may include a written reprimand, suspension without pay, or termination of employment as circumstances warrant.
WEAPONS-FREE ENVIRONMENT Aldine Independent Independent School District is a weapons-free weapons-free school district district and models models our district district policies after Texas Penal Code §46.03. Weapons are strictly prohibited prohibited on any Aldine Independent Independent School District property. property.
SALE OF FOOD Foods are to be sold for consumption in the cafeteria only. Any and all packages taken out of the cafeteria are subject to inspection inspection by the manager, supervisor or administrators. Food that is sold to school employees must must be consumed on tthe he campus. (Rev. 7/01)
PURCHASE OF FOOD ITEMS Employees are not to to purchase food items from delivery trucks or salesmen while on duty. duty. Employees may not request delivery of items from a company.
LOCKERS Employees may be assigned assigned a locker for their persona personall possessions. To protect their pe personal rsonal possessions, employees are encouraged encouraged to provide their own lock. If a locker is not available tto o every employee, we encourage that personal possessions be placed in a locked car. c ar.
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DRESS REQUIREMENTS (Revised 8/2014) Child Nutrition Services employees are required to be careful of their appearance to remain professional and clean. All uniforms must be clean clean and fresh daily, in good condition, and conform to the following guidelines: ***ANY DEVIATION OF DRESS REQUIREMENTS IS PROHIBITED***
UNIFORM TOPS: All employees will wear department approved/issued uniform tops. tops. Eight (8) Teal uniform tops (polo-style shirt) with CN Café.Com logo, will be provided to each Child Nutrition employee annually. Each employee will sign a Shirt Agreement that is kept in her/his personnel file. The employee may purchase extra tops from the Child Nutrition depa department rtment when available. Shirts purchased by employee employee’s ’s outside the Child Nutrition department are not permitted. MANAGER UNIFORM TOPS: TOPS: All managers will wear wear approved uniform shirt for the current school school year. Shirts must be buttoned completely for all managers. managers. Managers may wear a approved pproved polo uniform shirts or district dress cod code e approved shirts on campus designated spirit days. UNIFORM PANTS & SKIRTS: SKIRTS: solid color black, navy or khaki pants or skirts. Any uniform pants or skirt ALL employees should be madewill of awear material thick enough to NOT show undergarments. Skirt-length must be mid-to-lower knee length; pants should come to lower shoe level. A plain BLACK belt must be worn and appropriately fit belt loops of pants or skirt. **NO OTHER BELTS ARE PERMITTED** NO JEANS ARE TO BE WORN EXCEPT ON SCHOOL SPIRIT DAYS, AT THE DISCRETION DISCRET ION OF CHILD NUTRITION. (SEE DRESS VARIATIONS BELOW FOR GUIDELINES)
UNIFORM FIT: FIT: Uniform should not be skin tight in fit. It should allow free movement without without being tight for appearance, coolness and safety reasons. EMPLOYEE SHOE PROGRAM: All cafeteria employees must must wear departm department ent issued and approved safety sshoes. hoes. The shoes are we well-fitting, ll-fitting, low-heel, enclosed and black in color. All shoes will provide a non-skid sole with lots of of grip and a leather or leather-like top. Safety Shoes are to be iss issued ued annually, the HR depart department ment will handle ordering prior to year end school closings for all returning employees only. Each employee will sign a Shoe Agreement that is kept in his/her personnel file. All other shoes shoes worn must be medically necessary with documentation from your physician, approved by Manager or Supervisor and meet requirements noted above. Shoes must be kept in good condition and clean. Canvas or open shoes cannot be worn. Female employees may wear un-patterned hose, pantyhose or no show ankle socks (black) with skirts. Socks must be worn with pants. (Revised 8/14)
**DRESS REQUIREMENTS LISTED ARE NOT ALL INCLUSIVE**
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DRESS VARIATIONS Schools that participate in the various spirit days (drug program, school spirit, special school-wide programs, etc.) may vary the child nutrition nu trition dress requirements not to exceed one day per week, but must follow the district dress code which states, “no un-collared T-shirts are permitted with spirit attire. Jeans should not be faded. Jeans cannot be ripped or frayed.” Employees will be subject to the disciplinary process if their attire is considered to be inappropriate and or unsafe as determined by the Manager or Supervisor. Clothing should be clean and fit properly, neither too tight nor too baggy. NO JEANS ARE TO BE WORN EXCEPT ON SCHOOL SPIRIT DAYS, AT THE DISCRETION OF CHILD NUTRITION. Jeans are not permitted as a part of the uniform.
PERSONAL APPEARANCE The school manager is responsible for making sure the Child Nutrition employee under their supervision follows all dress policies. Employees who do not follow dress requirements requirements are subject to the disciplinary process. Personal appearance includes tthe he following: Keep hair clean, neatly arranged, and wear an approved/issued invisible hairnet. Hairnets cannot have beads, sequins or any other decorative items added to them.
Keep hands clean; nails short and clean. Do not wear nail polish. Artificial nails of any any kind are strictly prohibited . Employees will be sent home without pay and instructed to have nails removed
before returning to work the next day. Employees may wear one plain wedding-like band with no stones. ONLY ONE pair o off small earrings may be worn only in the ears. ears. Earrings ca cannot nnot be larger than a nickel. NO OTHER JEWELRY MAY BE WORN. WORN.
Approved food service-related pins may may be worn.
Excessive make-up and cologne should not be worn. Deodorant is required.
Employees must remove soiled aprons and "freshen up" just before serving period. This should be
done in the restroom and never in the kitchen.
Male employees must follow Aldine district policy and health department regulations regarding facial
hair/hair. Men are permitted permitted to grow facial hair if it is groomed and well trimmed. Beards however, must be appropriately covered. False eyelashes are strictly prohibited. (Rev.7/29/09)
Employee must reflect a satisfactory appea appearance rance as determined by ma manager nager and supervisor da daily. ily. A visual "Five-Point Daily Checkup" will be conducted daily.
**DRESS REQUIREMENTS LISTED ARE NOT ALL INCLUSIVE**
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HAIRNETS: All cafeteria employees must must wear depart department ment issued and approved invisible hairnets. A Hairnet must be worn at all times in the kitchen and on the serving line. Hairnets must cover all of the hair, including the bangs. Any hair accessories must must be approved by Manager or Supervisor. Supervisor. ***Hairnets cannot have beads, sequins or any other decorative items added to them.***
APRONS: Child Nutrition Services will will furnish aprons for use in production area area.. Heavy-duty plastic aprons will be provided to employees for use in dish-rooms and pot/pan washing. Aprons are not to be worn worn on serving lines.
SAFETY APPAREL Each cafeteria keeps safety apparel on hand such as oven mitts, protective eye coverings, shields to cover nose and mouth, heavy rubber gloves, gloves, freezer gloves, sleeves and and cutting gloves. It is a requirement to use various safety apparel in performing duties and additional safety items i tems may be required as deemed necessary.
FIVE-POINT DAILY CHECKUP INSTRUCTIONS The manager in charge must visually complete complete a “Five“Five-Point Daily Checkup” on each employee before they begin work. The five points are as follows: Uniform must be clean, neat and of correct mat material erial and colors. Clean personal hygiene. Shoes must conform to district policy on safe shoes. They must be clea clean. n. Hairnet covers all the hair including the bangs. Men are permitte permitted d to grow facial hair if it is groom groomed ed and well trimmed. Beards must, however, be appropriately cove covered. red. Hands clean, sore free or protect protected. ed. Nails clean without nail polish. No artificia artificiall nails. Employees may wear one plain wedding-like band with no stones. One pair of small earrings may be worn only in the ears. No other jewelry may be worn.
If any point is not correct, employee must correct or go home to correct AND return as quickly as possible. Employee will be docked for time missed. DOCUMENT. Any further occurrences regarding dress dress code and appeara appearance nce will be subject to the disciplinary process. process.
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SAFETY POLICIES RESPONSIBILITY Safety is the responsibility of all Child Nutrition Services employees. An accident often is a symbol symbol of inefficiency, either mechanical or human, human, which can represent a monetary monetary loss to the program program.. When an individual is injured resulting in time lost from the job, costs for items such as medical services, insurance, time in training a new employee or substitute, administrative investigation time, and repair or replacement of equipment are included. Therefore, it is essential that that each employee be trained by the training managers or avoid ma nagers in theand proper use Proper and ca care re of all equipment. The trainer st stress ress specific result safety measures to amanagers void accidents injury. training in use of equipment will must produce produce efficiency, in economy, reduce cost of replacement, and avoid loss of time due to an injury. Every child nutrition employee is expected to work safely, must m ust maintain safety standards to prevent accidents and can do their part to ensure safety by: by: OBSERVING SAFETY RULES AND PROCEDURES
IDENTIFYING AND REPORTING HAZARDS
KNOWING THE LOCATION OF EMERGENCY EQUIPMENT AND HOW TO USE IT
KNOWING THE EMERGENCY PROCEDURES AND ESCAPE ROUTES
UTILIZING PROTECTIVE SAFETY EQUIPMENT PROVIDED such as: OVEN MITTS, PROTECTIVE EYE COVERINGS, SHIELDS TO COVER NOSE AND MOUTH, HEAVY RUBBER GLOVES, CUTTING GLOVES, SLEEVES, FREEZER GLOVES, ETC.
ATTENDING MONTHLY SAFETY MEETINGS
READING THE WEEKLY SAFETY REMINDERS IN THE “Café.com munication” munication”
Revised 7/07
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SEVERE WEATHER CONDITION EMERGENCY PLAN FOR CHILD NUTRITION SERVICES [CNS] EMPLOYEES
WATCH OR LISTEN TO YOUR LOCAL TV AND/OR RADIO STATION [740 am – KTRH, KTRH, etc.] FOR INFORMATION ABOUT SCHOOL CLOSURES DURING SEVERE/INCLEMENT WEATHER CONDITIONS [flooding, ice, tornado, hurricane, etc.]. AREA TV/RADIO STATIONS ARE NOTIFIED NO LATER THAN 5:00 a.m. IF SCHOOL IS TO BE CANCELLED.
YOU MAY ALSO CALL 281-209-0002 FOR SCHOOL CLOSURE INFORMATION.
UNLESS LOCAL MEDIA AND THE ALDINE INFORMATION LINE INDICATES ALDINE SCHOOLS ARE TO BE CLOSED, ALL CN EMPLOYEES MUST BE AT WORK AS SCHEDULED.
Child Nutrition Services provides building principals with keys to the cooler, coole r, freezer and storeroom in a lockbox at their campus. Principals sign sign a Key Release Form upon receipt of the code to open the lockbox at their campus. The principal is responsible for the secrecy of the code. CN will not give the code to the cafeteria manager. The CN Director keeps the list list of codes. Only the building principal is given the code from the CN Office. Office. As the form states, states, in the event a new principal is assigned to the campus, the code will be reassigned to the new principal by the CN Director. In the event of severe/inclement weather conditions [flooding, [ flooding, ice, tornado, hurricane, etc.] while students are in school, the following procedure should be followed unless other specific instructions are given by the principal and/or C Child hild Nutrition Services Executive Director or CN Administrator. Administrator.
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1.
In the event school is dismissed before regular time, the manager must clear the total shutdown and exit with the Child Nutrition Services Executive Director or CN Administrator prior to leaving. [Do not leave school without approval from the Child Nutrition Services Executive Execu tive Director or CN Administrator.]
2.
During severe/inclement weather, all CNS employees must stay and work their regular hours unless early dismissal permission is approved by CNS Administrator.
3.
In the event of a power po wer and/or water outage, alternate meals such as sandwiches, fruit and/or juice, fresh veggies, milk, etc., will be offered to students and staff.
4.
Manager must follow the instructions of the building principal in regards to feeding regular meals or snacks to people [students or staff] stranded in the building.
5.
Before leaving, managers must secure all food and equipment as they would for regular closing unless instructed otherwise.
6.
Employees will not receive pay for time not worked.
7.
In the event employees [manager and/or and /or hourly workers] are asked to stay extra time and help provide meal service, they will be paid regular hourly rates. Overtime pay will go into effect for hours in excess of 40 hours for the week worked. Emergency work time must be approved by the supervisor and/or Executive Director or CN Administrator.
INCLEMENT WEATHER PROCEDURES 1. All employees must notify their immediate supervisor by 5:00 a.m. if they the y are unable to report to work. 2. Managers must contact their supervisor by 5:30 a.m. to report staffing issues. 3. Supervisors will travel to the most accessible school in assigned area to answer pages from managers/callers. 4. Supervisors will call Executive Director’s cell phone with a recap of the status o f all assigned schools. 5. Schools with staffing shortages will only sserve erve ―Quick Start‖ breakfast. Instructions regarding regarding the lunch menu will be communicated. Updated July, 2012
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CHILD NUTRITION SERVICES NATURAL DISASTER EMERGENCY PLAN
Upon notification of possible pending natural disaster, Child Nutrition staff, school and office, will be placed on alert via e-mail and/or telephone by b y Executive Director, Director and/or Assistant Director and instructed to follow procedures outlined below:
Computer equipment will be moved up and off the floor as far as possible Food and/or supplies will be off floor, as well as records boxes for HCDE Equipment and/or objects will be moved away from windows whenever possible Objects by back door [milk crates, mops, bread racks, etc.] will be placed inside kitchen area Schools/employees with vans will fill up vans and take them to designated, secure location
CN Maintenance Personnel will be instructed by Executive Director, Director or Assistant Director:
To fill up vehicles That they are placed ―on call‖ call‖ To keep Nextels and chargers with them and to keep them on and fully charged Maintenance personnel who do not take their vehicles home will take the vehicle to a designated, secure location To keep ID badges with them in case they must report to a school To keep Child Nutrition, Central Office and Maintenance contact list with them
Following disaster situation, when safety permits: Designated CN staff will be available, when contacted, to service schools and/or areas needed CN managers/supervisors will be contacted, as needed, to provide assistance on their campuses.
Updated September, 2010
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WORK HABITS EMPLOYEES MUST MEET OR EXCEED DISTRICT ATTENDANCE GOAL OF 98%. EMPLOYEES MUST FOLLOW THESE PRACTICES FOR QUALITY FOOD SERVICE AT ALL TIMES:
Report to work on time.
Work harmoniously with co-workers and staff members.
Follow all dress code policies.
Work quietly, harmoniously and avoid unnecessary visiting during working hours.
Any discussion of politics, religion, or personal problems problems should be kept tto o a minimum and discussed
only during breaks. Follow work schedules set by the manager.
Follow directions as given by the m manager. anager. Ask questions to check for understanding. Strive for preparation of quality food and quality service to the customers.
Do not eat or drink in the food preparation area.
Follow all policies and procedures of the Aldine Child Nutrition Services department and Aldine ISD.
Profanity, in any language, is not tolerated.
REV. 7/2011
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ALDINE ISD INTERNET ACCEPTABLE USE GUIDELINES Use of school district computers computers is authorized only to further school school district purposes. The school district does not authorize use of its computer resources for private purposes, including activities which are for profit or for recreation or for access to information which promotes illegal or immoral activity or which is indecent or obscene. Rather, use of school dist district rict computers to gain access to to such information is prohibited. Employees doing so commit job related misconduct and are are subject to being discharged discharged from employment for good cause, including but not limited to violating the standards of the profession. Persons who use school district computers for unauthorized purposes will have their computer privileges revoked or suspended.
Administrators and staff staff having access to tthe he Internet or to other netwo networks rks may use school district computers for such access only in compliance with the following: A. Users will maintain the confidentiality of their personally identifiable information, including their name, home address, and home telephone number and will not release such information to unauthorized individuals; B. Users will maintain the confidentiality of their logon identifiers and passwords and will use only their assigned logon identifiers and passwords; C. Users will enter their assigned passwords each time access by password is required and will change passwords immediately when prompted to do so; D. Users will not gain access, use, rename, erase, alter, or manipulate another person’s computer files, programs, or disks and will not introduce in troduce or propagate computer codes or passwords which hinder any other persons’ files, programs, softwa software, re, or systems; E. Users will use school district computers only for educationally, instructionally, or administratively appropriate appropriate activities. Users will not use school dist district rict computers for privat private e purposes or to gain access to indecent or obscene information or information which promotes illegal, unethical, or immoral activities; and, F. Users will not use the school district computers to transmit vulgar or sexually explicit language or to annoy, harass, stalk, or threaten other users. G. Permission must be obtained from the executive director of technology services and the deputy superintendent if your staff plans to post p ost any information on a web site or web service other than the official Aldine Web Site.
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7/2012
NOTICE TO EMPLOYEES CONCERNING CONCERNING WORKERS' COMPENSATION IN TEXAS COVERAGE: Aldine ISD has ISD has workers' compensation insurance coverage from the Texas Association of School Boards to protect you in the event of work-related injury or illness. This coverage is effective from September 2002. Any injuries or illnesses which occur on or after that will be handled by the Texas Association of School Boards. An employee or a person acting on the employee's behalf must notify the employer of an injury or illness not later than the 30th day after the date on which the injury occurs or the date the employee knew or should have known of an illness, unless the Division determines that good cause existed for failure to provide timely notice. Your employer is required to provide you with coverage information, in writing, when you are hired or whenever the employer becomes, or ceases to be, covered by workers' compensation insurance. EMPLOYEE ASSISTANCE: The Division provides free information about how to file a workers' compensation claim. Division staff will explain your rights and responsibilities under the Workers' Compensation Act and assist in resolving disputes about a claim. You can obtain this assistance by contacting your local Division field office or by calling 1-800-252-7031. SAFETY HOTLINE: The Division has established a 24-hour toll-free telephone number for reporting unsafe conditions in the workplace that may violate occupational health and safety laws. Employers are prohibited by law from suspending, terminating, or discriminating against any employee because he or she in good faith reports an alleged occupational health or safety violation. Contact Health and Safety at 1-800-452-9595. Notice 6 (Rev. 10/05) TEXAS DEPARTMENT OF INSURANCE, DIVISION OF WORKERS' COMPENSATION Rule 110.101
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SEXUAL HARASSMENT AND SEXUAL ABUSE It is the official policy of this school district that students and employees should be treated honorably and with respect at all times. Students and employees should conduct themselves in a manner which encourages and promotes positive, wholesome relationships with others. The Board of Trustees recognizes that all persons should be free from unwelcome, offensive, or otherwise inappropriate sexual advances and activity. Sexual advances, sexual remarks, or sexual conduct are not appropriate app ropriate in an educational environment, and the Board of Trustees will not tolerate sexual harassment or sexual abuse of students or employees. emplo yees. If an administrator learns of inappropriate sexual behavior by by either students or employees toward others and such behavior is school-related, the administrator shall take appropriate action. Employees who sexually harass students or other employees are subject to appropriate disciplinary measures, including termination from employment. who sexually students will be conference terminated or from Under no circumstances shall the alleged Employees perpetrator be allowed to abuse conduct the reporting theemployment. investigation of the allegation or to be a reviewing official. Students who sexually harass or abuse employees e mployees or other students will be disciplined according to the school district’s discipline management plan. plan. Notification of parents: If an employee is alleged to have sexually harassed or sexually abused a student, the student’s parent shall be no notified. tified. If allegations of sexual abuse are made by b y students against students, the students’ parents will be notified. If allegations of sexual harassment are made by b y students students against students, the students’ parents will be notified if the allegations are not minor. Sexual harassment by employees: Employees shall not engage in any an y type of conduct that sex sexually ually harasses students or other employees, including
applicants for employment. An employee who engages in any sexually oriented conv conversations, ersations, activities, contacts, or other conduct of a sexual nature with a student commits sexual harassment of the student. Regardless of the student’s age or the consent of either the student student or the student’s parent, employees are prohibited from dating d ating or courting students. An employee who engages in unwelcome sexually oriented conversations, activities, or contacts with another employee commits sexual harassment of the employee if submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, If submission to or rejection of such su ch conduct is used as the basis for employment decisions affecting the individual, or if such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment by students: Students shall not engage in any an y type of conduct that sexually sexu ally harasses employees or other students. A student who engages in any unwanted or unwelcome sexually oriented conversations, activities, contacts, or other o ther conduct of a sexual nature with an employee or o r another student commits sexual harassment of that person. Students Stu dents are strongly discouraged from engaging in romantic relationships with employees, regardless of the consent of the employee or the student’s parent. parent. Sexual abuse of students: Employees shall not engage in any type of conduct that sexually abuses students. Sexual abuse includes, but is not limited to, fondling, sexual assault, or sexual intercourse. In addition to being terminated from employment, any employee who sexually abuses a student shall be reported to the appropriate law enforcement agency for criminal prosecution and to the Commissioner of Education for appropriate sanctions.
45
Complaint procedure for students: A student or a student’s parents who believe that that the student has been or is being sexually harassed or sexually abused may present a complaint regarding the sexual sexu al harassment or sexual abuse by reporting to the student’s principal, the principal’s designee, or the school’s area superintendent (Title IX IX coordinator for students).
If a conference is requested with this reporting official, the conference will be conducted within ten calenda calendarr days. If the reporting official is not the same gender as the student and the student will be attending the conference, another official of the same gender as the student shall be b e designated to conduct the conference if the student or student’s parent makes that request. At the conference, the official shall notify the complainant bringing the complaint of the right to file a complaint directly with the Office of Civil Rights. If a conference is not requested, the reporting official shall conduct a prompt and thorough investigation of the allegations and shall notify the complainant of the official’s determination within within ten calendar days after receiving the complaint. If a conference is requested, the official’s o fficial’s investigation shall be conducted and the complainant notified of the official’s determination within ten school days after conducting the conference. The complainant comp lainant shall be notified if a delay in concluding the investigation is necessary. After the reporting official notifies the student or parents of the determination, the official shall forward to the appropriate area superintendent the official’s complaint complain t file, which shall include the written complaint, other documents d ocuments presented to the reporting official, and copies of all investigative notes or determination determination documents maintained by the official. If the complainant is not satisfied with the official’s determination, the complainant may appeal ap peal to the Superintendent of Schools days aftermust beinclearly being g notified the reporting official’s determination. The appeal must be in writing andwithin signedten by calendar the complainant, andof specifically state the substance of the complaint, must state how the complainant requests that the complaint be resolved, must state the date that the complaint was made to the reporting official, and must identify the reporting official. Within ten calendar days after receiving the appeal notice, the Superintendent will conduct a conference with the student or parent if the appeal notice requests one. The Superintendent will review the reporting official’s complaint file. The Superintendent’s decision will be communicated to the complainant within ten calendar days after receiving the appeal or conducting the conference, as may be appropriate, and will add the complainant’s written appeal documents and the Superintendent’s Superintenden t’s investigative notes or determination documents to the contents of the reporting official’s complaint file. If the complainant is not satisfied with the Superintendent’s decision, the complainant co mplainant may appeal to the Board of Trustees by delivering a written notice of appeal to the Superintendent’s office within ten calendar days after the Superintendent’s decision is made. The appeal will wi ll be scheduled to be presented to the Board of Trustees and will be posted as an agenda item for the next available board meeting. The Superintendent will add the notice of appeal to the complaint file and will deliver the file to the Board of Trustees for consideration during the complainant’s presentation. The presentation will be scheduled to be made in executive session. After considering the complaint, the Board may exercise its discretion by questioning either the complainant or the administration, by directing the Superintendent to place the matter on a future agenda, or by taking no action. Complaint procedure for employees: Employees who believe that they have been or are being sexually harassed or sexually abused by another employee shall report the sexual harassment or sexual abuse pursuant to the district’s policy regarding the presentment of grievances. In no case shall persons who believe that they have been sexually harassed or sexually abused be required to report to the person who is alleged to have been the perpetrator of the harassment or abuse. Source: Local
46
Approved: 11-8-1994 Revised: 8-19-2008
FORMS
Acknowledgement of Policies and Practices Request for Medical Leave Certification of Health Care Provider Terms and Conditions for Health Care Provider Application to Receive Donated Sick Leave Sick Leave Donation Form Physical Job Requirements Form Calendars
ALDINE INDEPENDENT SCHOOL DISTRICT CHILD NUTRITION SERVICES
ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK AND AGREEMENT OF POLICIES This is to acknowledge that I have reviewed a current copy of the Aldine ISD Child Nutritio Nutrition n Services Employee Handbook. I understand that it is my responsibility to read and comply with the guidelines set forth in this Handbook. The information in this Handbook is subject to change and I understand that changes in district policies may supersede, modify or eliminate the information summarized summarized in this Handbook. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes and maintaining my employee handbook given to me upon my employment. I have read the Aldine Ethical Conduct Guidelines. I understand the district’s ethical expectations. I understand that I may may seek clarification of Aldine’s ethical expectations by contacting my administrative supervisor, the Superintendent of School, or t he Superintendent’s designee; and I agree to adhere to the district’s ethical standards. standards. I understand that my employment relationship is strictly voluntary and mutually at-will and that nothing in the Handbook or in any other document issued by the district will alter this at-will relationship. I understand that a criminal background check will be performed on me annually; however, if I am charged with any criminal activity, I must report this to my Supervisor/Superintendent of schools within a 3 day period. I have received information and training on Civil Rights. I have attended the Aldine ISD Child Nutrition Services new employee orientation. I have received information, training and viewed the video on blood-borne pathogens. I have read and agree to the Internet Internet Acceptable Use Guidelines. I understand that the use of school district computers is authorized only to further school district district purposes. The school district does not authorized authorized use of its computer resources for private purposes, purposes, including including activities activities which which are for profit or for for recreatio recreation, n, or for access access to information information which promotes promotes illegal or immoral activity or which is indecent or obscene. Employees doing so commit job related misconduct are subject to being discharged from employment for good cause, including but not limited to violating the standards of the profession. I certify that I have received Form SSA-1945 that contains information about the possible effects of the Windfall Elimination Provision and the Government Pension Offset Provision on my potential future Social Security benefits. I understand that as a Manager (level 2), Manager Trainee (level 1), or Accountability Specialist (level 1), I am required to be TASN certified on specific levels and I must maintain that certification throughout the duration of my position. I understand that as a substitute cafeteria employee, I must complete the CN Basics course before being considered for permanent employment. I understand this form will be filed in my personnel folder in the Child Nutrition Services Office. I have received information and training on how to use the Time and Attendance system and/or training on time sheets and agree to all policies pertaining to.
Printed Employee Name
Social Security Number
Campus
Employee’s Signature Signature
Date
Rev.7/2012
ALDINE INDEPENDENT SCHOOL DISTRICT/CHILD NUTRITION HR 2112 ALDINE MEADOWS HOUSTON, TEXAS 77032 Telephone (281) 985-6426 OR (281)985-6440 (281)985-6440 Fax (281) 449-1966
Leave Information: 1.
Keep the following personnel informed of your anticipate anticipated d dates of absence absence and return to work: • Manager/Supervisor • Human Resources Department: Mae Simmons Simmons (Tel) (281) 985-6426 Debbie Drake (281) 985-6440 (281) 449-1966 (Fax)
It is your responsibility to: a. Inform your Benefits Coordinator of any date changes. b. Confirm Doctor’s Certification Certification is submitted submitted c. Call on the first day of leave d. Confirm Doctor’s release to work note is received prior returning to work. 2.
Types of Leaves Available:
A. Family and Medical Leave: If you have worked a minimum of 1,250 hours in the last twelve month period, you may may qualify for a Family and Medical Leave of absence. Family Leave, Medical Leave, or a combination of both allow up to twelve (12) workweeks of absence during any twelve-month period. 1. Family Leave: Birth or Adoption You will be required to exhaust personal days, vacation vacation days, and / or other comparable forms of compensation. compensation. After this type of compensation is exhausted, the remainder of your 12 weeks of Family Family Leave will be unpaid. (If you are recuperating from childbirth and you have provided a physician’s note stating that you cannot perform your duties due to your medical condition , you qualify for Medical Leave. If you need to stay home with the baby for a period longer than the twelve weeks allotted by FMLA, or if you do not qualify for FMLA or Medical Leave, you will need to request a Maternity Leave. Please see Medical and / or Maternity Leave below. ) 2. Medical Leave: Employee’s own serious health condition or that of an immediate immediate family member: Spouse, Parent, Son or Daughter. You will be required to exhaust personal days, vacation days, sick leave or other comparable forms of compensation. After these forms of compensation are exhausted, the remainder of your 12 weeks of medical leave will be unpaid. Sick days may only be used during the time your doctor states that you cannot work due to a personal medical condition or that of an immediate family member. You must provide medical certification regarding your your status every 4th week of leave.
B. Sick Leave: Sick leave will be used for absences due to a personal illness or injury, or, the death/ illness of an immediate family member. Personal Days and State Days are used before any Local Days. If the employee is absent for five (5) or more consecutive days for personal illness or for three (3) or more consecutive days for an illness in the immediate family, the request shall be accompanied by a ―Certification of Illness‖ from a physician. a physician. Requests for sick leave leave shall be made made on forms adopted by the school district. C. D.
Unpaid Leave: When medically necessary and no sick days are available, the leave will be unpaid. Maternity Leave: Birth or Adoption
Upon recommendation of the Superintendent of Schools, a maternity leave of absence may be granted by the Board of Education without sick leave benefits for a period up to one full year. Employees must make a written request for maternity leave to the Superintendent of Schools at least 30 days before the leave begins. The Superintendent Superintendent of Schools must be notified of intent to return to active duty 30 days prior to the desired date of return. If a position is available that the employee is qualified to hold, the employee will return to active duty. E. Temporary Disability Leave: Employee’s own physical or mental condition which prevents the employee from performing assigned duties. Upon recommendation of the Superintendent of Schools, a temporary disability leave of absence may be granted by the Board Board of Education Education for a period period up to one full year. year. Employees Employees must make make a written written request request for temporary temporary disability leave to the Superintendent of Schools. Such request shall be accompanied accompanied by a licensed physician’s statement confirming the employee’s inability to work. The employee must notify the Superintendent of Schools of the ability to return to work at least thirty (30) days prior to the date of return. The return to work notice shall be accompanied accompanied by a licensed licensed physician’s physician’s statement statement confirming confirming the employee’s employee’s capability capability of resuming resuming regular regular duties. The employee will return to work if a position is available in the area the employee is certified to hold. th
You must provide medical certification regarding your status every 4 week of leave.
F. Military Leave: Any regular employee who may be conscripted into the defense forces of the United States for service training shall be granted a military leave without pay. When short periods of military training cannot be scheduled to coincide with vacation or summer periods, the employee shall be entitled to leave from duties without loss of pay, vacation time or salary on all days during which they shall be engaged in authorized training or duty ordered or authorized by proper authority, not to exceed fifteen (15) days in any one calendar year. Qualifying Exigency Leave: Up to 12 weeks of leave because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter or parent of the employee is on active
duty (or has been notified of an impending call ). Caregiver Leave: Up to 26 weeks of leave granted for the spouse, son, daughter, parent or next of kin of a covered service- member to care for the service- member. G. Sabbatical Leave: For Study Only. Written requests for sabbatical leave must be made to the Superintendent of Schools 30 days before the effective leave date. The leave shall not exceed one school year. The Board of Education may grant a sabbatical leave upon the recommendation of the Superintendent of Schools. The employee requesting the leave must show earned college hours and/or degree at the end of the year. The employee may not have had a sabbatical leave in the five years immediately preceding this request. request. 3. Donated Sick Days: Please refer to Board Policy 3115
4.
Health Insurance:
The maximum length of time an employee may continue with district group benefits is 12 work weeks. If you exceed your 12 work weeks of FMLA or your TEMPORARY DISABILITY (board-approved) leave begins, your coverage will end the last day of the month this occurs.
Employees on leave who do not have payroll funds and do not pay their premiums through the district office will have their benefits terminated on the last day of the month in which full payment for benefits was made.
It is your responsibility to make payments if you miss a payroll check (during the 12 week duration). Failure to make payments to your premium will result in extra deductions on the first paycheck you receive when you return to work. You can reach Mae @ (281) 985-6426.
The employee should bring their semi-monthly portions of the
insurance premium to the district’s Employee Benefits Department no later than five workdays prior to each district payday. Only a check or money order order for the exact amount payable to Aldine ISD will be accepted. No cash accepted. accepted. You can also also mail the payment to this this address: AISD/Benefits Department, 15010 Aldine Westfield Rd. Houston, TX 77032.
If youOutlook intend toenrollment add a newborn your insurance plan, you must dowww.aldinebenefits.org so within 30 days of birth. Contact the Benefits line atto1-866-284-2473. Please visit your for premiums and coverage information
Benefits Continuation COBRA: Under the Consolidated Omnibus Budget R econciliation econciliation Act of 1986, you may elect to continue coverage for yourself (any eligible dependent(s) who were covered by the th e plans on the date of your termination or loss of eligibility) eligibility) for a specific period (usually 18 months). Notification of your your continuation options under COBRA will be ssent ent to your home address.
5.
Payroll:
Please address any questions regarding paychecks, sick days and donated sick days to the Payroll department @ (281) 9856235 (teachers), (281) 985-6233 (para) and (support (support staff), (281) 985-6229 (clerical).
6.
Returning to Work : If your doctor’s release has restrictions, it must be submitted to Human Resources/Benefits Dept. prior to returning to work for review.
ALDINE INDEPENDENT SCHOOL DISTRICT/CHILD NUTRITION HR 2112 ALDINE MEADOWS HOUSTON, TEXAS 77032 Telephone (281) 985-6426 or (281) 985-6440 Fax (281) 985-7143
cknowledgement The Leave Information Document will list your responsibilities along with other helpful information. Please review what is expected of you before signing this document.
I, ___________________________________, ___________________________________, have received/printed a copy ocument nt of the L eave I nf ormation D ocume and accept the responsibilities listed and listed on the form.
_________________________________ _____________________________ ____ Printed Name ____________________________________ _____________________________ _______ Signature ___________________ ___________________ Date ____________________________ ____________________________ Phone Number
7/2014
04/04/2014
ALDINE INDEPENDENT SCHOOL DISTRICT
FAMILY AND MEDICAL LEAVE EMPLOYEE REQUEST FOR LEAVE FORM FORM Type/Print and Submit to Human Resources 1. Name of employee (First, MI, Last)
Social Security Number
2.Assignment/Location
_________ - ________ - _________
3. Reason for requested leave
c.
Military Caregiver Leave
a.
Birth, Adoption or Foster Care
d.
Qualifying Exigency Leave
b.
In order to care for spouse, child or
e.
Because of employee's own serious health condition that makes
parent with a serious health condition
4. If “b” “c” or "d", please check one: Spouse
Child
him/her unable to perform job functions 5. Name and address of relati relation on as stated in #4.
Parent
6. Date on which you wish to commence commence leave:
7. Date of anticip anticipated ated return to work:
8. Are you requesting leave leave on an intermitte intermittent nt or
9. If "yes", please give schedule of when you
reduced schedule?
Yes
anticipate you will be unavailable for work:
No
Employees seeking leave because of reason "3(b)" "3(c)" “3(d)” above must provide medical certification within 15 days or as soon as practicable. Employees seeking to return to work after a leave because of their own serious illness [reason "3(d)"] also must provide a medical certification of ability to perform job duties before they are allowed to resume work. I hereby agree that while I am on leave, I will continue to pay my share of health insurance premiums, premi ums, unless I elect to discontinue such coverage. I also agree that if I fail to return to work at the end of the leave period, I will reimburse the District for the cost of health benefits provided during my leave, unless I fail to return to work because of the continuation, recurrence, or onset of a serious health condition or because of other circumstances beyond my control. If I am unable to return to work because of a serious health condition, I will provide medical certification from the appropriate health care provider stating that I am unable to perform the functions of my position on the date that my leave expired or that I am needed to care for my spouse/parent/child because he/she has a serious condition on the date that my leave expired.
FAMILY AND MEDICAL LEAVE: LEAVE: EXCERPTS OF YOUR RIGHTS RIGHTS AND OBLIGATIONS — See See Board Policy Book pg. 3100-3172 1. All time taken as a result of this leave will count against your annual Family and Medical Leave Entitlement. 2. You will be required to submit this completed (Family and Medical Leave Certification Form) before the leave begins or, if the need for a leave is unforeseen, as soon as practicable. Failure to provide this certification may result in denial of leave until such certification is provided, as well as disciplinary actions up to and including termination. 3. If you take a Family Leave for the birth or adoption of a child, you will be required to exhaust all of your accrued but unused personal leave, vacation or other paid family leave time during your Family Leave. After you have exhausted all such paid time off, whatever time remains of your 12 weeks of Family Leave will be without pay. 4. If you take a Medical Leave because of your own illness, or to care for a seriously ill family member, you will be required to exhaust all of your accrued but unused personal leave, vacation, sick leave or other paid medical leave during your Medical Leave. After this paid time off is exhausted, whatever time remains of your 12 weeks of Family and Medical Leave will be without pay. 5. If you exceed your 12 work weeks of FMLA or your TEMPORARY DISABILITY (board-approved) leave begins, your benefits coverage will end the last
day of the month this occurs. Employees on leave who do not have payroll funds and do not pay their premiums through the district office w will ill have their benefits terminated on the last day of the month in which full payment for benefits was made. 6. When you are on Family and Medical Leave, you will be required by the District to periodically provide information on your status and on your intention to return to work. Failure to provide such information may subject you to disciplinary actions up to and including discharge for voluntary job abandonment. Contact the Human Resources Department and your
administrator at least every four (4) weeks .
Penalties for Failure to Return From a Family Leave or Medical Leave The District may recover the group health care premiums paid for by the District on your behalf during a Family Leave or Family Medical Leave if you fail to return to work after the allowable amount of Family Leave and/or Medical Leave time expires unless you are unable to return due to the continuance or recurrence of the serious health condition or unless you are unable to return to work for other reasons beyond your control.
I hereby certify that the information provided above is true and complete. complete. I also certify that I have read and understand the above rights and obligations associated with my Family Family Medical Leave. Leave.
Employee’s Signature X FOR OFFICE USE ONLY: Eligible for FMLA _____
Date
/
/
IF NOT ELIGIBLE, TYPE OF LEAVE ___________ ___________________ ________
Doctor’s Note Pending ______ 1,250hrs Length of Service ______
Doctor’s Certification of Health Care Provider for Employee’s Family Member ALDINE INDEPENDENT SCHOOL DISTRICT 2112 Aldine Meadows Houston, Texas 77032 Office: (281) 985-6440 or (281) 985-6426 Fax: (281) 449-1966 Section I: For Completion by the t he EMPLOYER Employer Name and Contact:
Aldine Independent School District Child Nutrition Services ATTN: Human Resource Department
Section II: For Completion by the EMPLOYEE Your Name: __________________________________________________________________________________ First Middle Last Name of family member for whom you will provide care: _______________________________________________ _______________________________________ ________ First Middle Last Relationship of family member to you: ______________________________________________________________ If family member is your your son or daughter, daughter, date of birth: _____________________________________________ _____________________________________ ________ Describe care you will provide to your family member and estimate leave needed to provide care: ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________
______________________________________ __________________ ________________________________________________________ Employee Signature
______________________________ Date
Section III: For Completion by the HEALTH CARE PROVIDER INSTRUCTIONS to the HEALTH CARE PROVIDER: The PROVIDER: The employee listed above has requested leave under the FMLA to care for your patient. Answer, fully and completely, all applicable parts part s below. Several questions seek a response as to frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as ―lifetime,‖ ―unknown,‖ or ―indeterminate‖ may not be sufficient to determine FMLA coverage. Limit your responses to the condition for which the patient needs leave. Page 3 provides space for additional information, should you need it. Please be sure to sign the form on the last page. page. Provider’s Name and Business Address: ______________________________________ ____________________________________________________________ ______________________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ Type of Practice / Medical Specialty: __________________________________ _______________________________________________________________ _____________________________ Telephone: (
) ___________________ Fax: (
) _____________________________________________ _____________________________________ ________
Part A: Medical Facts Facts 1. Approximate date condition commenced: Probable duration of condition: ___________________________________ ________________________________________________________________ _____________________________ Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility?
Yes
No
If yes, provide dates of admission: ________________________________________ ________________________________________________ ________
Date(s) you you treated the patient ffor or ccondition: ondition: ______________________________________ _____________________________________________________ _______________ Was medication, other than over-the-counter medication, prescribed? Yes
No
Will the patient need to have treatment visits at least twice per year due to the condition? Yes
No
Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)? nature ature of such treatments and expected expected durations of treatment: Yes No If yes, state the n _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ 2. Is the medical condition pregnancy? Yes
No
If ye yes, s, expected expected delivery delivery date:
3. Describe other relevant medical facts, if any related to the condition for which the patient needs care (such medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment): _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ Part B: AMOUNT OF LEAVE NEEDED: When answering these questions, keep in mind that your patient’s need for care by the employee seeking leave may include assistance with basic medical, hygienic, nutritional, safety or transportation needs, or t he provision of physical or psychological care. 4. Will the patient be incapacitated for a single continuous period of time, including any time for treatment and recovery? Yes
No
If yes, estimate the beginning and ending dates for the period of incapacity: _____________________________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ During this time, will the patient need care: Yes
No
If yes, explain the care needed by the patient and why such care is medically necessary: _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________
5. Will the patient require follow-up treatments, including any time for recovery? Yes
No
Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment, including any recovery period: ________________________________________________________________ ___________________________________ _____________________________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ Explain the care needed by the patient, and why such care is medically necessary: necessary: ________________________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ 6. Will the patient require care on an intermittent or reduced schedule basis, including any time for recovery? Yes No Estimate the hours the patient needs care on an intermittent basis, if any: Hours per day;
days per week
from
through _________________
Explain the care needed by the patient, and why such care is medically necessary: _________________________________________________________________________________ _______________________________________ __________________________________________________ ________
_________________________________________________________________________________ _______________________________________ __________________________________________________ ________
7. Will the condition cause episodic flare-ups periodically preventing the patient from participating in normal daily activities? Yes No
Based upon the patient’s medical history and your knowledge of the medical condition, conditi on, estimate the frequency of flare-ups and the duration of related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 1 – 1 – 2 days). Frequency:
times per
week(s)
Duration:
hours or
day(s) per episode
Does the patient need care during these flare ups? Yes
month(s)
No
Explain the care needed by the patient, and why such care is medically necessary: ____________________________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ ADDITIONAL ADDITION AL INFORMATION: Identify Question Number with Your Additional Answer: Answer: ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ ____________________________________________________________ ______________________________ ____________________________________________________________ _________________________________ ___
__________________________________________ ______________________________________ ____
______________________________________ ______________________________________________ ________
Signature of Health Care Provider
Date Date
Please read and sign below
04/04/2014
ALDINE INDEPENDENT SCHOOL DISTRICT
EMPLOYEE REQUEST FOR LEAVE FORM FORM
Type/Print and Submit to Human Resources 1. Name of employee (First, MI, Last)
Social Security Number
2.Assignment/Location
_________ - ________ ________ - ___ _________ ______
3. Reason for requested leave
c.
Military Caregiver Leave
a.
Birth, Adoption or Foster Care
d.
Qualifying Exigency Leave
b.
In order to care for spouse, child, or
e.
Because of employee's own serious health condition that makes
parent with a serious health condition
him/her unable to perform job functions
4. If “b” “c” or "d", please check one: one: Spouse
Child
5. Name and address of relati relation on as stated in #4.
Parent
6. Date on which you wish to commence commence leave:
7. Date of anticip anticipated ated return to w work: ork:
8. Are you requesting leave leave on an intermittent intermittent or
9. If "yes", please give schedule of when you
reduced schedule?
Yes
No
anticipate you will be unavailable for
work:
Employees seeking leave because of reason "3(b)" "3(c)" “3(d)” above must provide medical certification within 15 days or as soon as practicable. Employees seeking to return to work after a leave because of their own serious illness [reason "3(d)"] also must provide a medical certification of ability to perform job duties before they are allowed to resume work. I hereby agree that while I am on leave, I will continue to pay my share of health insurance premiums, unless I elect to discontinue discont inue such coverage. I also agree that if I fail to retur n to work at the end of the leave period, I will reimburse the District for the cost of health benefits provided during my leave, unless I fail to return to work because of the continuation, recurrence, or onset of a serious health condition or because of other circumstances beyond my control. If I am unable to return to work b because ecause of a serious health condition, I will provide medical certif certification ication from the appropriate health care provider stating that I am unable to perform the functions of my position on the date that my leave expired or that I am needed to care for my spouse/parent/child because he/she has a serious condition on the date that my leave expired.
FAMILY AND MEDICAL LEAVE: LEAVE: EXCERPTS OF YOUR RIGHTS RIGHTS AND OBLIGATIONS — See See Board Policy Book pg. 3100-3172 1. All time taken as a result of this leave will count against your annual Family and Medical Leave Entitlement. 2. You will be required to submit this completed (Family and Medical Leave Certification Form) before the leave begins or, if the need for a leave is unforeseen, as soon as practicable. Failure to provide this certification may result in denial of leave until such certification is provided, as well as disciplinary actions up to and including termination. 3. If you take a Family Leave for the birth or adoption of a child, you will be required to exhaust all of your accrued but unused personal leave, vacation or other paid family leave time during your Family Leave. After you have exhausted all such paid time off, whatever time remains of your 12 weeks of Family Leave will be without pay. 4. If you take a Medical Leave because of your own illness, or to care for a seriously ill family member, you will be required to exhaust all of your accrued but unused personal leave, vacation, sick leave or other paid medical leave during your Medical Leave. After this paid time off is exhausted, whatever time remains of your 12 weeks of Family and Medical Leave will be without pay. 5. If you exceed your 12 work weeks of FMLA or your TEMPORARY DISABILITY (board-approved) leave begins, your benefits coverage will end the last
day of the month this occurs. Employees on leave who do not have payroll funds and do not pay their premiums through the district office w will ill have their benefits terminated on the last day of the month in which full payment for benefits was made. 6. When you are on Family and Medical Leave, you will be required by the District to periodically provide information on your status and on your intention to return to work. Failure to provide such information may subject you to disciplinary actions up to and including discharge for voluntary job abandonment. Contact the Human Resources Department and your
administrator at least every four (4) weeks . Penalties for Failure to Return From a Family Leave or Medical Leave The District may recover the group health care premiums paid for by the District on your behalf during a Family Leave or Family Medical Leave if you fail to return to work after the allowable amount of Family Leave and/or Medical Leave time expires unless you are unable to return due to the continuance or recurrence of the serious health condition or unless you are unable to return to work for other reasons beyond your control.
I hereby certify that the information provided above is true and complete. complete. I also certify that I have read and understand the above rights and obligations associated with my Family Family Medical Leave. Leave.
Employee’s Signature X Date / / FOR OFFICE USE ONLY: Eligible for FMLA _____ IF NOT ELIGIBLE, TYPE OF LEAVE ___________ ___________________ ________ Doctor’s Note Pending ______ 1,250hrs Length of Service ______
(FAMILY AND MEDICAL LEAVE ACT) CONDITION DOCTOR S CERTIFICATIO ERTIFICATION N OF HEALTH CARE PROVIDER FOR EMPLOYEE S SERIOUS HEALTH ’
’
ALDINE INDEPENDENT SCHOOL DISTRICT 2112 Aldine Meadows Houston, TX 77032 Office: (281) 985-6440 or (281) 985-6426 Fax: 281-449-1966 Section I: For Completion by the EMPLOYER Employer Name and Contact:
Aldine Independent School District Child Nutrition Services
ATTN: Human Resource Department Section II: For Completion by the EMPLOYEE Name: ________________________________________________________________ ________________________________________________________________________________________ ________________________ Employee’s Job Title:
Regular Work Schedule: _______________
SS# ____________________ Campus: _________________________ ________________________________ _______ Date: ______________________ Employee’s Essential Essential Job Functions: _______________________________________________________________ __________________________________ _____________________________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________
INSTRUCTIONS to the EMPLOYEE: Please complete Section II before giving this form to your medical provider. The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support a request for FMLA leave due to your own serious health condition. If requested by your employer, your response is required to obtain or retain the benefit of FMLA protections. Failure to provide a complete and sufficient medical certification may result in a denial of your FMLA request. Your Name: First
Middle
_________________________________ ___ ____________________________________ Last
Section III: For Completion by the HEALTH CARE PROVID PROVIDER ER (doctor) :l 0 . 34yuip INSTRUCTIONS to the HEALTH CARE PROVIDER: Your PROVIDER: Your patient has requested leave under the FMLA. Answer, fully and completely, all applicable parts. Several questions seek a response as to frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as ―lifetime,‖ ―unknown,‖ or ―indeterminate‖ may not be sufficient to determine FMLA coverage. Limit your responses to the condi tion for which the employee is seeking leave. Please be sure to sign the form on the last page. page. Provider’s Name and Business Address: Address: _____________________________________________________________ ______________________________________________________________________________ ______________________________________ _______________________________________________________ _______________ Type of Practice / Medical Specialty: __________________________________ _______________________________________________________________ _____________________________ Telephone: (
)
Fax: (
)
Part A: Medical Facts Facts
1. Approximate date condition commenced: commenced: __________________________________________________________ ____________________________________ ______________________ Probable duration of condition: ___________________________________ ________________________________________________________________ _____________________________
Mark below as applicable: Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility? Yes
No
If y yes, es, provide da dates tes of aadmission: dmission: _________________________________________________
Date(s) you you treated the patient ffor or ccondition: ondition: ______________________________________ _____________________________________________________ _______________ Will the patient need to have treatment visits at least twice per year due to the condition? Yes No Was medication, other than over-the-counter medication, prescribed? Yes No Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)? state the nature of such treatments and expected durations of treatment:
Yes
No
If ye yes, s,
_________________________________________________________________________________ _______________________________________ __________________________________________________ ________ 2. Is the medical condition pregnancy? Yes
No
If yes, expected expected delivery date:
3. Use the information provided by the employer in Section I to answer this question. If the employer fails to provide a list of the employee’s essential functions or a job description, answer these questions based upon the t he employee’s own description of his/her job functions. functions. Is the employee unable to perform any of his/her job functions due to the condition? Yes No If so, identify the t he job functions the emplo employee yee is unable to perform: __________________________________ _____________________________________ ___ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ 4. Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment): _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________
Part B: AMOUNT OF LEAVE NEEDED 5. Will the employee be incapacitated for a single continuous period of time due to his/her medical condition, including any time for treatment and recovery? Yes No If so, estimate the beginning and ending ending dates for the period of incapacity: ______________________________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ 6. Will the employee need to attend follow-up treatment appointments or work part-time part-time or on a reduced schedule because of the employee’s medical condition? Yes No If so, are the treatments or the reduced number of hours of work medically necessary? Yes No Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment, including any recovery period: ________________________________________________________________ ___________________________________ _____________________________ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ Estimate the part-time or reduced work schedule the employee needs, if any: hour(s) per day;
days per week from
through ___________
7. Will the condition cause episodic flare-ups periodically preventing the employee from performing his/her job functions? Yes No
Is it medically necessary for the employee to be absent from work during the flare-ups? Yes No If yes, explain: ____________________________________________________________________________ ___________________________________ __________________________________________ _ _________________________________________________________________________________ _______________________________________ __________________________________________________ ________ Based upon the patient’s medical history and your knowledge of the medical condition, estimate the frequency of flare -ups and the duration of related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 1 – 1 – 2 days). Frequency: Frequency:
times per
week(s)
Duration: Duration:
hours or
day(s) per episode
ADDITIONAL ADDITIO NAL INFORMATION: Identify Question Number with Your Additional Answer: Answer:
Signature of Health Care Provider
Date Date
month(s)
CHILD NUTRITION SERVICES RETURN-TO-WORK FORM PHYSICAL JOB REQUIREMENTS ***This form must be attached to your physician’s statement*** Excellence in food quality and service is our goal. To be an active team member and able to return to full- duty work , an employee must adhere to the following physical requirements: a. b. c. d. e. f. g. h.
Must be able to lift a minimum of 50 pounds. Must be able to operate institutional food service equipment, such as food slicer, food processor, oven, mixer, etc. Must be able to bend at the knees and waist. Must be able to carry 18" x 26" x 2" pans, unassisted. Must be able to stand or walk for long periods of time. Must be able to move easily from one area in the Aldine I.S.D. kitchen to another. Must be able to perform duties in varied humidity and temperature climates. Must be able to use two hands at one time for maximum efficiency and work simplification.
Physician’s Signature
Employee’s Signature
Phone Number
Date
Social Security Number
Date
If an employee cannot return return to full-duty work, please list restrictions for modified-duty work below:
Physician’s Signature
Phone Number
Date
Employee’s Signature
Social Security Number
Date
EMPLOYEE MUST BRING THIS SIGNED FORM TO THE PERSONNEL CLERK IN THE ALDINE CHILD CHILD NUTRITION NUTRITION OFFICE OFFICE BEFORE RETURNING RETURNING TO WORK. WORK.
FOR OFFICE USE ONLY: I have released this staff member to return to Child Nutrition Services Human Resources Clerk Rev. 7/13
duty work effective Date:
APPLICATION TO RECEIVE DONATED DONATED SICK LEAVE DAYS APPLICANT: (Type or Print) CAMPUS:
_______ SOCIAL SECURITY NO.
This is my application to receive donated sick leave days days under Board Policy 3115. I certify that I am eligible to receive donations under the policy p olicy and that I am experiencing a serious, prolonged illness or injury which causes me to be unable to perform my assigned duty for an extended period of time. I understand that I may may begin to receive donations on the the first day following the exhaustion of my general sick leave leave benefits and paid vacation days, if any. I understand that donated days will not be received in advance of absences and will not be held in surplus. However, I understand that if I am eligible to receive donated days for subsequent illness ill ness or injury, I may apply to receive r eceive the donated days without the necessity of completing another qualifying period during the same school school year. I understand that the ma maximum ximum number of donated days that I may receive in a school yea yearr is thirty (30). Attached to this application form is my attending physician’s original statement which certifies that the nature and extent of the illness or injury causes me to be unable to perform regularly assigned duties, and states both the date of the onset of the illness or injury and the anticipated date that I will be able to return to work. I understand that the sick lea leave ve donation program is administered administered according to board policy only and that the program may be discontinued at any time without notice.
(Date)
(Applicant’s Signature) Signature)
Principal or administrative supervisor reviewed for completeness and forwarded for processing: (date/initial)
SICK LEAVE DONATION FORM
Please reduce my sick leave by one local day so that I may donate that day to the recipient listed who is experiencing a serious, prolonged illness or injury in jury which causes the employee to be unable to perform assigned duties for an an extended period of time. I certify that after the donation donation I will have a minimum balance of at least ten (10) state/local sick leave days.
DONOR
RECIPIENT
Name:
Name:
SS#
School:
Donor:
Date: Signature
Principal/Admin:
Date: Signature
Payroll Office Use Only Date Received Reason
Granted/Denied
ALDINE INDEPENDENT SCHOOL DISTRICT CHILD NUTRITION SERVICES DEPARTMENT SAFETY SHOE PROGRAM AGREEMENT (This form is to be completed, signed, and returned to the manager of our assigned school. The manager will forward the signed form to the CHILD NUTRITION SERVICES PERSONNEL CLERK to be placed in your personnel file.)
PLEASE PRINT
NAME SCHOOL:
DATE:
My signature on this form indicates that I have received 1 PAI PAI R OF SAF ETY S SH H OES from the CHILD NUTRITION SERVICES DEPARTMENT DEPARTMENT to be worn only during the performance of my duties duties as a child nutriti nutrition on employee. I understand I am responsible responsible for prope pr operr ca carr e a and nd cl eanl i nes ness s of these shoes. of SIGNATURE OF EMPLOYEE:
ALDINE INDEPENDENT SCHOOL DISTRICT CHILD NUTRITION SERVICES DEPARTMENT UNIFORM SHIRT AGREEMENT (This form is to be completed, signed, and returned to the manager of our assigned school. The manager will forward the signed form to the CHILD NUTRITION SERVICES PERSONNEL CLERK to be placed in your personnel file.)
PLEASE PRINT
NAME SCHOOL:
DATE:
My signature on this form indicates that I have received f our (4) pol pol o-s o-style tyle un i f orm shirts from the CHILD NUTRITION SERVICES DEPARTMENT to be worn only during the performance of my duties as a child nutrition employee. employee. I understand I am responsible for prope pr operr ca carr e and cl cle eanl i nes ness s of these shirts. I further understand that if I terminate ter minate my position before November 1of the current year, I must re return turn the uni form s shir hir ts to the CHILD NUTRITON SERVICES DEPARTMENT before I receive my final paycheck. SIGNATURE OF EMPLOYEE:
