CANEY VALLEY PUBLIC SCHOOLS

1996-97

POLICIES OF THE BOARD OF EDUCATION

Current School Board:

Joe Lewis, President
Tereasa Thompson, Vice-President
Bill R. Eden, Clerk
Stephen E. Conner, Member
Sue P. Woods, Member

APPROVED BY THE

Caney Valley Board of Education

August 5, 1996

F O R E W O R D

The success of Caney Valley Schools is dependent on the personnel. A guide to follow is necessary for this personnel to function; therefore, the suggestions and policies in this bulletin are given as a guide so employees may have a better knowledge of what is expected by those in charge of the school system.
This handbook is written with the idea of helping you meet and solve some of your problems in a more satisfactory manner. There is no attempt to project into or offer methods of approach to the solution of a problem you may encounter. Remember that the educational welfare of the student is of prime importance and mutual interest of the Teacher, Parent, Principal, Superintendent and Board of Education. You are always welcome to discuss your problem with the Administration.
Patrons of local districts are charged by the Legislature with certain educational responsibilities, one of which is to select a Board of Education. In addition to carrying out prescribed laws, the Board can also enact numerous policies, rules and regulations which are necessary for operation of the local school, provided these policies are not opposed to or in conflict with the laws of the state. By such action, the local School Board assumes the control of the education of children who attend Caney Valley Schools.
I N T R O D U C T I O N

Public Education is a state function. The Constitution of Oklahoma provides that "The Legislature shall establish and maintain a system of free public schools," and further provides that the supervision of instruction in public schools shall be vested in a Board of Education.
Oklahoma School Laws, written to comply with the constitutional instructions, are extensive both in quantity and content. These laws are divided into two parts, the school code and other school laws, which range in subject matters from the powers of the State Board of Education, to poultry shows and free textbooks. Provision is made in the law for organization of school districts, governing bodies of districts, and powers and duties of the local district Boards. Obviously, the State Legislature and the State Board of Education make some of the policies under which local school districts operate.
Members of the Board of Education are laymen, not normally educators, and it is their job to make policies for the school. They employ a professional school administrator, the Superintend- ent, as the Executive Officer of the Board to see that policies and the school law are observed.
In theory, every act of the Board either follows a precedent, alters an existing pattern, or establishes a new regulation which can be added to current policies of the Board. Board Members and the Superintendent should know at all times what the policies have been and what they are now, in order to expedite regular business of the body. Such a concept suggests the following values of written Board policies:

1. The Board does not spend time on policies already in effect.
2. It does not make decisions later found contrary to existing Board policies.
3. It can center attention upon larger problems of the educational process.
4. It has more time for appraisal of its own work and that of the school.
5. It gains greater control over the school system.

When policies are in written form, they serve as more than just a reference of the Board to know exactly what policy has been or is now. New Board members may orient themselves on the duties of their job.
A change of members does not necessarily mean the disappearance of one Board or the rise of another. The stability and continuity of the school program can thus be enhanced when Board Members have access to written policies.
Written policies develop a better understanding of certain portions of State Statutes, the ones most frequently applied to school organization. These statutes, if included in the body of policies, are written in a language more easily understood than legal writing and are more easily referred to than if they were in a voluminous book of school laws which are not printed in the written policies. These policies merely supplement the school code and school laws.
This Policy Manual is written with reference to policy as defined by Webster, being "prudence or wisdom in the management of affairs". It is not to be interpreted as State Law, rather to compliment law. Because of this perception, school law will be referred to in reference rather than quoted.

BOARD OF EDUCATION

A democratic society is dependent upon the quality and extent of the education of its citizens. The local Board of Education has the direct and immediate responsibility within our state laws for providing public education. Our Board of Education recognizes that the extent of the education provided by the district is a reflection of the desires of the citizens. The Board recognizes that it has the responsibility of providing leadership in obtaining a better school program for the district.
The full significance of the Board of Education membership is revealed when each member regards his/her membership as a sacred trust and one of the forms of confidence and honor that his/her community can bestow. Each member understands and respects the relationship between himself/herself, his/her fellow members, the professional staff, the citizens of the community, and the legally constituted educational agencies and officials of the state. Each member of the Board subordinates his/her personal interest to the welfare of the children and the schools.
The present Board of Education is composed of the following members:
Member Ward Expiration Date
Mr. Stephen E. Conner 1 1996
Mr. Joe Lewis 2 2001
Ms. Tereasa Thompson 3 1998
Mr. Bill R. Eden 4 1999
Ms. Sue P. Woods 5 2000
The Board Policies Committee is composed of the following members:
Mr. Thomas R. Jones Superintendent of Schools
Mr. Holly C. Ward Principal, Senior High School
Mr. Brian D. Beagles Principal, Middle School
Mr. Phillip R. Cimei Principal, Elementary
BOARD OF EDUCATION DISTRICTS

A. The election of Board Members shall be in compliance with the following RESOLUTION (09/10/81):
BE IT RESOLVED: that the territory comprising Independent School District No. 18 should be, and same is hereby divided into the following five (5) compact and contiguous districts as equal in population as practicable, making use of the population reports of the U.S. Bureau of Census, utility records, school membership records, and other current available data competent to aid in determining the population for the school district:

1. In Township 24 North, Range 12 East; Sections, 7, 8, 9, 10, 11, 12, 13, 14, 15, 16, and the North Half and the Southeast Quarter of Section 17, the North Half of Section 18, the North Half of Section 20; Sections 21, 22, 23, 24, 25, 26, 35, and 36.

In Township 24 North, Range 13, East, Sections 7 through 20, inclusive, Section 23, 24, 25, 26, 29, 30, and 31, 32, 35 and 36.
In Township 24 North, Range 14 East, Sections 7, 8, 9, 16, 17, 18, 19, 20, 21, 28, 29, 30, 31, 32, and 33.
2. In Township 24 North, Range 13 East, Sections 1 through 5, inclusive: and in Township 25 North, Range 13 East, Sections Southeast Quarter Section 11, Sections 12, 13, 14, and that part of Sections 15, 16, 17, 21, 22, lying South and West of the Caney River; Sections 20, 23, through 29, inclusive; Sections 32, 33, 34, 35, and 36.

In Township 25 North, Range 14 East, Sections Southwest Quarter, East one-half of Section 8, all of Section 9, Sections 16 and 17; South one-half Section 18, Sections 19, 20, 21, and Sections 29, 30, 31, 32, and 33; Township 24 North, Range 14 East, Sections 4, 5, and 6.
3. In Township 24 North, Range 12 East, Sections 1, 2, 12, 13, 24, and the North Half of 25: and in Township 23 North, Range 13 East; Section 1 through 18, inclusive, Sections 20 through 28, inclusive, the North Half of Sections 29, the North Half of Section 30, and Sections 33 through 36, inclusive, and in Township 23 North, Range 14 East, Sections 4 through 9, inclusive, 16 through 21, inclusive, that part of Section 28, not heretofore de-annexed, and Section 29 and 30, that part of Section 31 not heretofore de-annexed, and Section 33.
4. In Township 24 North, Range 13 East, Sections 21, 22, 27, 28, 33, and 34.
5. In Township 26 North, Range 12 East, that part of Sections 23, 24 and 36 lying South and West of the Caney River, together with Sections 25, 26, and 35; and in Township 26 North, Range 13, East; that part of Sections 30 and 31 lying West of Caney River; and in Township North, Range 12 East; all that part of Sections 1 and 12 lying West and South of the Caney River, together with Sections 2, 11, and 13, through 36; in Township 25 North, Range 13 East; that part of Sections 18 lying South of the Caney River, Sections 19, 30, 31; and the Township 24 North, Range 13 East; Section 6; in Township 24 North, Range 12 East, Sections 1 through 6, inclusive.

ARTICLE I

Educational Philosophy

We believe that education is a long time investment on the part of the state. We recognize that our duty is to provide for children and experiences which lead to emotional and social adjustment in a democratic way of life.
The purpose of the schools is to help all the children of all people develop their capacities to the highest degree possible to the end, that each may become an effective member of society. This means that the schools are responsible for assisting youth in finding their place in the world's work, in achieving those attitudes and skills essential to the discharge of their responsibilities as citizens.
The attainment of this purpose necessitates the cooperation with all agencies in community life. The Board of Education, realizing its responsibilities in the fulfillment of these objectives, shall hold regular monthly meetings in order to formulate policies and regulate what they deem will best meet the purposes and objectives.

THE CANEY VALLEY BOARD OF EDUCATION'S MISSION

The Caney Valley Board of Education is responsible on behalf of the people of this district to establish, maintain, and continually improve the public schools. As the designee to carry out the responsibility for the school district in implementing this mandate, the Board of Education must act in a regulatory and service capacity through their Superintendent of Schools.
OUR MISSION

The Caney Valley Board of Education, representing the citizens of this school district, will provide a cohesive plan of resources to assure that ALL children graduate and can effectively read, think, and communicate as productive citizens in the twenty-first century.
To accomplish this mission, the Board will involve the State Department of Education, citizens, teachers, students of this district, and other educational agencies in developing long range plans.
ARTICLE II

Board of Education

Section A. Composition of the Board:

1. Membership of the Board: The Board of Education is the governing body and shall consist of five (5) members elected by the school district electors at a regular election on the second Tuesday in February. Members shall be elected to serve a term of five (5) years or until such time as their successors are duly appointed or elected and have qualified as prescribed by law. Terms of office shall be staggered so that one member shall retire from the Board each year. Any vacancy occurring other than by retirement (expiration of term), shall be filled by appointment by the Board of Education until the next regular scheduled school election or by an election called by the County Election Board if the Board of Education fails to fill the vacancy by appointment within sixty (60) days from resignation.
2. Relation by affinity or consanguinity:

A. No person shall be eligible to serve on a Board of Education if he or she is related within the second degree by affinity or consanguinity to any other member of the Board of Education to which such ineligible person is elected or appointed.
B. No person shall be eligible to serve on the Board of Education if he or she is related within the second degree by affinity or consanguinity to any school employee. All School Board members currently seated (1992) are grandfathered from the second degree portion as long as they are re-elected.

3. New Board Member Workshop

Except as otherwise provided by state law, at the time a school district elector files a notification and declaration of candidacy for the office of district Board of Education membership, such elector shall agree and pledge in writing that, upon election or appointment as a member of the district Board of Education, such member will attend a two-day workshop to be held within the state by the State Department of Education for study and instruction on the subjects of school finance, the Oklahoma School Code and related laws, and the ethics, duties and responsibilities of district Board of Education members.
4. Continuing Education

School Board members must complete a minimum of fifteen (15) hours of approved continuing education during the term of their office. Failure to comply with this requirement will result in the Board member being ineligible for reelection. Any Board member who attends and completes a course which satisfies in part or in full this requirement is to be reimbursed by the school district for expenses incurred. Board members are encouraged to attend State or National Board meetings as deemed necessary.
5. Oath of Office

Each member of the Board of Education shall take and subscribe to the following oath: "I (name), hereby declare under oath that I will faithfully perform the duties of member of the Board of Education, Independent School District Number I-18, Washington County, Oklahoma, to the best of my ability and I will faithfully discharge all of the duties pertaining to said office and obey the Constitution and laws of the United States and Oklahoma."
6. Ward

Each Board Member shall be from a certain ward. Each ward must be equal in the number of people (within 10%). Terms of office of the members of a Board of Education shall expire on the first regular, special or emergency board meeting following the annual school election.
7. Election of Officers

At the first meeting of the Board of Education

following the annual school election and certifica- tion of new School Board Member, it shall organize itself by election from among its own members of a President, Vice-President, and Clerk.
The Board shall employ the following salaried employees for the District to help the Board in the every day operation of a School System and carrying out all legal business of the Board of Education:

A. Minutes Clerk/Administration Office Secretary
B. Treasurer/Lunch Fund Custodian/Activity Fund
Custodian
C. Encumbrance Clerk/Computer Operator
D. Secretary for the Superintendent
E. Independent School Auditor
F. Superintendent

8. Duties of the Officers:

A. President - It shall be the duty of the President to preside over all meetings of the Board, to appoint all committees when called upon to do so by the Board of Education and to sign all warrants to be drawn upon the school treasury for school money.
B. Vice-President - It shall be the duty of the Vice-President to perform all duties of the President in case of the President's absence from the regular meetings.
C. Clerk - The Clerk shall notify all members of all meetings of the Board, countersign all warrants drawn upon the Treasury of the Board of Education and perform such duties as the Board may require.
D. Treasurer - The Board of Education shall appoint a treasurer of the district who, when required by the Board, shall propose and submit in writing a report of the conditions of the finances of the district. The treasurer, before taking office, shall execute a bond as determined by the Board and paid for by the Board, said bond to be equal at least to the most money the treasurer shall have on hand at any one time.

9. Salaried Board of Education Business Office Employees

A. Title: Minutes Clerk/Administrative Office Secretary
Qualifications:

1) Knowledge of spelling, punctuation, arithmetic, business English and standard office record keeping.
2) General skill in typing accurately, in following oral and written instructions; in performing stenographic tasks with speed and accuracy; in operating a typewriter, calculator, and other standard office machines; in establishing and maintaining effective working relationships with others.
3) Knowledge of State approved Oklahoma Cost Accounting Systems (OCAS) Software.

Reports to:

Superintendent
Performance Responsibilities:

1) To see that Agenda is posted correctly for all Board of Education meetings.
2) To attend and to keep an accurate account of all proceedings at all Board of Education meetings.
3) To record monthly all proceeding minutes taken at Board of Education meetings into the Board minutes book.

4) Performs Secretarial duties as directed by Superintendent.

5) Receives visitors, handles telephone
calls, and provides assistance or
technical information concerning
policies, procedures, and other details.
Takes and delivers messages. Assist in
opening and distributing mail.

6) Prepares time sheets and payroll and may be required to input data into manual or

electronic records.

7) Qualify for $1,000.00 performance bond.

Terms of Employment:

Twelve months a year. Eight hours per day. Salary to be determined by the Board.
VACATION:

The Minutes Clerk/Administrative Office Secretary shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance on this job will be evaluated by Superintendent using standards determined by Board policy.
B. Title: School Treasurer
Qualifications:

1) Knowledge of spelling, punctuation, arithmetic, business English and standard office record keeping.
2) General skill in typing accurately, in following oral and written instructions; in performing stenographic tasks with speed and accuracy; in operating a typewriter, calculator, and other standard office machines; in establishing and maintaining effective working relationships with others.
3) Understanding of approved OCAS Software and Hardware which affects the School Treasury.
4) The School Treasurer shall be interested in the total welfare of the financial status of the school district. He/She shall be bonded by the school and be responsible for the recording of all financial transactions pertaining to the administration of the school.

Reports to:

Superintendent of Schools
Performance Responsibilities:

It is the duty of the School Treasurer to maintain adequate files of:

1) Paid Warrants.
2) Voided Warrants.
3) Paid Bonds and Coupons.
4) Canceled Bonds and Coupons.
5) Bank and fiscal agency statements, including deposit tickets and paid checks.
6) County Clerk's remittance advice.
7) Copies of any directive from the County Clerk or County Excise Board supplementing, changing or transferring appropriation balances.
8) State Board of Education notices and allocation of State and Federal Aid.
9) School Board resolutions pertinent to the conduct of the School Treasurer's office and duties.
10) Investments will be made by the School Treasurer, approved by School Board of Education, with the assistance of the School Superintendent.
11) Qualify for a Performance Bond equal at least to the most money the treasurer shall have on hand at any one time.
12) Monitor Petty Cash Funds.
13) Maintain the District's financial receipt in accordance with the State laws and procedures recommended by the Auditor.
14) Provide the Superintendent with a monthly Treasurer's Report and Expense Comparison Chart.
15) Provide, upon request, the Superintendent with information in relation to projected

collectable revenues, collected revenues, and possible revenue projections.
Terms of Employment:

Twelve months a year. Seven hours per day. Salary to be determined by the Board.
VACATION:

The School Treasurer shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance on this job will be evaluated by Superintendent using standards determined by Board policy.
C. Title: Encumbrance Clerk/Computer Operator
Qualifications:

1) Knowledge of spelling, punctuation, arithmetic, business English and standard office record keeping.
2) General skill in typing accurately, in following oral and written instructions; in performing stenographic tasks with speed and accuracy; in operating a typewriter, calculator, and other
standard office machines; in establishing and maintaining effective working relationships with others.
3) Shall have an understanding of the State approved Oklahoma Cost Accounting Systems (OCAS) Software and Hardware as they relate to the operation of the General Fund.

Reports to:

Superintendent of Schools
Performance Responsibilities:

1) The Encumbrance Secretary is responsible for the following:

a) Shall control all funds covering accounting, analysis reporting and encumbrances.
b) Shall keep records covering:

(1) Operating Funds
(2) Bond Funds
(3) Construction contracts
(4) Monitor Petty Cash Funds

c) Reports:

(1) Financial reports to State Department of Education
(2) Requested by Superintendent

d) Shall serve as a liaison with Treasurer's Office.

(1) Issue all warrants

e) Shall keep files covering:

(1) Claims
(2) Annual budgets
(3) Reports (Pertaining to above records)
(4) Insurance, property
(5) Construction contracts
(6) Reports
(7) Receives visitors, handles telephone calls, and provides assistance or technical information concerning policies procedures, and other details.
Takes and delivers messages. May assist in opening and distributing mail.
(8) Workers' Compensation
(9) Unemployment

(10) Qualify for $1000.00
performance bond.
Terms of Employment:

Twelve months a year. Eight hours per day. Salary to be determined by the Board.
VACATION:

The Encumbrance/Computer Operator shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance on this job will be evaluated by Superintendent using standards determined by Board policy.
D. Title: The Secretary to the Superintendent
Qualifications:

1) Knowledge of spelling, punctuation, arithmetic, business English and standard office record keeping.
2) General skill in typing accurately, in following oral and written instructions; in performing stenographic tasks with speed and accuracy; in operating a typewriter, calculator, and other standard office machines; in establishing and maintaining effective working relationships with others.
3) Shall have an understanding of the State approved Oklahoma Cost Accounting Systems (OCAS) Software and Hardware as they relate to the operation of the General Fund.

Performance Responsibilities:

1) Types on computer, word processor, or typewriter from rough draft, from other transcription devices, or from steno notes. Takes and transcribes dictation.
2) Compiles and prepares/composes documents, reports and communications.
3) Assists with inventory and purchasing and simple bookkeeping activities and prepares necessary reports. Assists in typing and preparing the budget.
4) Attends meetings, takes summary minutes and may prepare agendas.
5) Handles travel arrangements, appoint- ment and schedules.
6) Receives visitors, handles telephone calls, and provides assistance or technical information concerning policies, procedures, and other details. Takes and delivers messages. May assist in opening and distributing mail.
7) Prepares time sheets and payroll and may be required to input data into manual or electronic records.

Terms of Employment:

Twelve months a year, eight hours per day. Salary to be determined by the Board.
VACATION:

The Secretary to the Superintendent shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance on this job will be evaluated by Superintendent using standards determined by Board policy.
E. Title: Superintendent of Schools.

Qualifications:

1) Possess or qualify for a Superintendent's Certificate, Certified by State Department of Education.
2) Master's degree from an accredited institution with a major in administration and supervision or education.
3) At least three (3) years teaching experience.
4) Experience as Superintendent or Assistant Superintendent or Central Office Administrator.
5) Contract shall be for two hundred twenty (220) days.

Terms of Office:

The Superintendent shall be employed by the Board for a period not to exceed one fiscal year beyond the fiscal year in which he/she is employed. (Article X, Section 26, Oklahoma Const.) The Superintendent's contract may be renewed each year so long as the individual's services are satisfactory.
Reports to:

Caney Valley Board of Education
Job Goal:

To provide professional, educational leadership and skills to translate the will of the Board of Education into administrative action.
Performance Responsibilities:

The Superintendent of Schools is the Chief Executive Officer of the Board of Education and has charge of the administration of the schools under the direction of the Board of Education.
The job of Superintendent, the Chief Executive, is a group of related tasks, each of which requires a special knowledge, information, concepts, abilities and skills. These tasks are grouped into four (4) kinds of responsibilities. The Superintendent is a generalist whose responsibilities apply in areas of operation. He must view the educational program in its entirety. All tasks must be accomplished so that the whole school system functions with balance and precision. For the Superintendent, there is no order of priority of responsibilities.
In discharging responsibilities, the Superintendent works through a problem solving process. Since time is a component of any process, the Superintendent works through time or sequence. In the solution of any problem, the Superintendent is conscious of the past, the transition period, and the future.
The Superintendent shall have the following duties:

1) Exercising general supervision over the operation of all the schools in the system.
2) Supervising the administration of all school policies.
3) Attending all regular and special meetings of the Board and participating in the deliberations without the privileges of presenting or seconding motions or voting.
4) Preparing, under the direction of the Board, the agenda for all Board Meetings.
5) Reporting regularly to the Board current information concerning instruction, budget, staff, pupil population, school plant and other school problems so that members of the Board may keep informed about school operation and problems.
6) Recommending for Board consideration, new policies or revisions of previously adopted policies.
7) Assisting the Board in evaluating the effectiveness of general or specific areas of the school program.
8) Developing new and dynamic plans for the operation of schools, giving special attention to the program of instruction, budget, staff, pupil population, and physical plant.
9) Recommending to the Board, the employment of professional staff members for original employment and for re-employment, with all recommendations made on the basis of the selection of the best person available for the position to be filled.
10) Accept resignations of certified and non-certified personnel to be effective immediately on date requested upon receipt of letter of resignation from employee.
11) Assigning professional staff members to specific positions and reassigning them as conditions warrant the changes.
12) Reviewing recommendations of Principals for employment, of non-certified employees, such as secretarial, clerical, custodian, maintenance workers, and teacher assistants, para-professionals, and cafeteria workers.
13) Directing the adjustment of personnel relationships and problems pertaining to personnel, including acceptance of employee resignations on behalf of the Board, referring to the Board of Education only such problems as would necessitate Board decisions.
14) Delegating the responsibility for and giving supervision to the organization and operation of an in-service Staff Development program for professional staff members and for non-professional employees where it is deemed advisable.
15) Supervising the preparation of the general budget for the operation of the schools and presenting it to the Board for approval as a financial plan of operation in accordance with the statutes of the state.
16) Administering the budget in keeping with the statutes and Board Policy.
17) Recommending improvement and expansion in school plant facilities as needs become evident.
18) Informing the patrons and taxpayers of the school district accurately and continuously about the program of the schools, interpreting the schools to the public and public to the schools.
19) Conduct school activities within the framework of the Superintendent's calendar (see appendix) and the Policies of the Board of Education, State and Federal Laws.
20) Coordinating all educational and business functions of the total school program.
21) As the Board delegates authority to the Superintendent, the Superintendent may in turn delegate it to other employees, but in all instances, the Superintendent will be held accountable to the Board.
22) The Superintendent shall evaluate annually, the Treasurer, Principals, Special Services and Federal Programs Director.

Terms of Employment:

Twelve months a year.
Salary and Allowance:

The Board shall set the salary of the Superintendent. The Superintendent shall be allowed reimbursement for expenses incurred for school business.
Leave of Absence and Vacations:

The Superintendent shall be allowed the same sick leave benefits as all twelve month employees. Any unpaid leave of absence shall be by mutual agreement between the Board and the Superintendent. The Superintendent shall have vacation benefits set by the Board at the time of employment.
Evaluation:

Performance of this job will be evaluated in accordance with provisions of the Board's policy on Evaluation of the Superintendent.
F. Title: Independent Auditor
The Auditor's term of office shall be at the discretion of the Board of Education. The Auditor shall audit all school accounts from local, state and federal funds, and make such reports as may be required by the Board of Education. All School Independent Auditors must be selected from a list approved by the State Department of Education and approved by the Board of Education.
G. Title: Attorney
Conduct the specifically outlined, within a properly executed contract, legal activity on behalf of the Board of Education and/ or it designees.
Section B. Meetings of the Board:

1. Regular meeting of the Board shall be at 7:00 p.m. on the first Monday of each month in the Board of Education Room or at a place designated by the Board. The Board shall adopt a calendar for all regular meetings in December for the ensuing year.

A. The Board shall give notice in writing to the County Clerk by December 15, of the dates, times, and places of regularly scheduled meetings for the calendar year. Not less than 10 days notice shall be given to the County Clerk if any change is made on the date, time or place of the regularly scheduled meeting, unless the meeting is considered an emergency.
B. The Agenda notice shall be posted in the Board of Education posting window (located on the south side of the Caney Valley High School located at the Ramona Campus), 1000 Wyandotte, stating the date, time, place, and agenda at least twenty-four (24) hours prior to the meeting (excluding Saturdays, Sundays, and holidays).
C. A continued or reconvened meeting shall be for the purpose of finishing the business appearing on the agenda of a previous meeting and only those matters on the agenda of the previous meeting may be discussed. Notice of the date, time, and place of the continued or reconvened meeting shall be given by announcement at the previous meeting.
D. All meetings of the School Board may be
attended by any person, except for legal
executive session. (25 O.S.A. 307; 70 O.S.A.
5-118)

PUBLIC PARTICIPATION AT BOARD OF EDUCATION MEETINGS

The Caney Valley Board of Education fully intends to mobilize as many people and groups as possible in order to work for solutions to the community's educational problems. The members of the Caney Valley Board of Education shall identify valid criticism and channel it into productive uses as outlined in this policy. The following procedures for governing visitors and handling their problems are most important. Due to the fact that School Board Meetings are "Open Meeting" NOT "Open Forum's", these guidelines should be followed by the Board and Public alike.

1. General Comments/Questions From The Public

Citizens desiring to address the School Board on
matters of general nature NOT dealing with specific
students or personnel shall advise the Superintend-
ent of Schools or President of the School Board
prior to the scheduled starting time of the meeting.
The request shall be made in writing on a form
provided by the School District and shall include
the name of the speaker, address, telephone number,
name of the organization represented (if any), and
a brief description of the topic to be presented.

A time allocation, not to exceed twenty (20) minutes
at a meeting shall be provided for the "Comments

From the Public" agenda item. Comments are limited to three minutes speaking time for each speaker.
Speakers shall not be permitted to participate
in gossip, make defamatory comments, use abusive or
vulgar language. Speakers must limit their comments
to items which directly relate to the Caney Valley
School District. The President will maintain the
prerogative to discontinue any presentation which
violates any of the public participation guidelines.
A single spokesman will be selected by groups or organizations desiring to address the Board under the "Comments From the Public" agenda topic in order to avoid hearing repetitious information. In accordance with provisions of the Oklahoma Open Meeting Act, discussion or action by the Board on an item presented under the "Comments From the Public" agenda topic is not permitted. The President shall advise speakers that no response of any kind will be made by any member of the Board of Education either during or at the conclusion of the speakers' remarks but the comment in question may be referred to the Superintendent so that he or she may respond at a later date. This policy will not bar the Superintendent from immediate response when warranted.
If the comments/questions become personal in nature the individual or group will be advised of the proper channeling of complaints which are:

A. Teacher, or in case of Support Personnel, the
Supervisor.
B. Building Administrator
C. Superintendent
D. Board of Education

2. Personnel/Student/Parent Related Comments

When problems arise involving the education or interpersonal relations with a student and staff member, parents should adhere to the following guidelines. In an effort to protect everyone from liability, this procedure ABSOLUTELY MUST be insisted on and adhered to by the School Board.
A. Step One: A complaint will first be discussed by the complainant and the person against whom the complaint is registered, with object of resolving the matter informally.
B. Step Two: If the complaint is not

satisfactorily resolved in Step One
the complainant will submit his or
her complaint in writing to the
building principal, stating the
reasons for the complaint and the
relief desired. The principal will
then meet with the complainant and
person or persons against whom the
complaint is registered at a mu-
tually convenient time within ten
(10) working days of receipt of the

written complaint. Within five (5)

working days of this meeting, the
principal will provide a written
response to the complainant, stating reasons for his or her decision.
Problems and questions concerning
individual schools should be

directed to the principal of the
school.

C. Step Three: In the event the matter is not yet
resolved, the complainant shall

file a written appeal to the Super-
intendent within ten (10) working
days of the final meeting in Step
Two. The written appeal to the
Superintendent shall include the
reasons for the complaint and the
relief desired. The Superintendent
shall then meet with the
complainant and the building prin-
cipal within ten (10) working days

of the receipt of the written
appeal. Within five (5) working

days of this meeting, the Superin-
tendent shall communicate his or
her decision, with supporting
reasons, in writing, to the build-
ing principal and complainant.
Problems and questions concerning

the school system as a whole
should be directed to the Superin- tendent.
D. Step Four: Within ten (10) working days of
receiving the decisions of the

Superintendent, the complainant may
appeal to the Board of Education.
This appeal, directed to the Secre-
tary of the Board, shall be in
writing and should be accompanied
by a copy of the appeal and the
decision rendered at Step Three.

a. The Board shall meet on the

matter at the next regularly
scheduled Board Meeting,

provided the appeal is received
by the Board Secretary in time
to place it on the Agenda. This
meeting will consist of the
Board, Superintendent, Princi-
pal, and Complainant.

b. Within five (5) working days

after this meeting, the Board
shall provide a written
decision, with supporting rea-
sons, to ALL parties involved.

c. The Board shall not consider

or act on complaints that
have not been explored at the
appropriate administrative level
unless pressing time constraints are involved.

3. Special meetings may be called at any time by the President, or by the Clerk or upon written request by the majority of the members of the Board. All members must be notified.

A. Notice of the date, time and place of a special meeting must be given to the County Clerk as least forty-eight (48) hours prior to the meeting, either in writing, in person, or by telephone. (If by telephone, a memorandum in writing shall be made at the time of the call and the person in the Clerk's Office to whomthe call was made.)
B. A notice shall be posted at the office of the Board stating the date, time, place, and agenda at least twenty-four (24) hours prior to the Special Meeting (excluding Saturdays, Sundays, and holidays).
C. An "Emergency Meeting" may be called on short notice for the purpose of dealing with an emergency involving injury to persons or injury and damage to public or personal property or immediate impending financial loss.
D. Only matters specifically on the agenda may be considered at a meeting.

4. All meetings must be open except when the Board is in Executive Session. Executive Sessions for any reason allowed by law, are permitted only by vote of a majority of a quorum of the members present. Accordingly, before going into Executive Session, there must be a vote of a majority of a quorum and the vote must be shown in the minutes of the meeting. The proposed Executive Session must be listed on the Agenda along with the specific authority that authorizes an Executive Session for that particular topic. The Board may go into Executive Session for the purpose of:

A. Discussing employment, hiring, appointment, promotion, demotion, disciplining or resignation of any individual salaried employee.
B. Confidential communications between the Board of Education and its attorney concerning a pending investigation, claim, or action if the Board of Education, with the advice of its attorney, determined that disclosure will seriously impair the ability of the Board of Education to process the claim or conduct a pending investigation, litigation, or proceeding in the public interest.
C. Hearing evidence and discussing the expulsion or suspension of a student when requested by the student involved or his/her parents, attorney or legal guardian.
D. Discussing negotiations concerning employees and representatives of employee groups.
E. Discussing matters involving a specific handicapped child or in any other instance where disclosure of information would violate confidentiality requirements of state or federal law.
F. Discussing the purchase or appraisal of real property; provided, however, that any discussion in executive session of the purchase or appraisal of real property shall be limited to members of the Board of Education, the attorney for the Board of Education and the immediate staff of the Board. No landowner, real estate salesperson, broker, developer or any other persons who may profit directly or indirectly by a proposed transaction concerning real property which is under consideration by the Board of Education may be present to participate in the executive session.
G. Any other reason allowed by law.

Any vote or action on matters considered in an executive session must be taken in public with the vote of each member publicly cast and recorded.

5. Quorum:

At all meetings of the Board, a majority of the current members shall constitute a quorum to do business. A majority vote of those present shall suffice to pass any motion.
6. Rules of Order:

A quorum being present, the president, or if absent, the Vice-President, shall take the chair, call the meeting to order and proceed to business.
Should both the president and Vice-President be absent at the time appointed for the meeting to convene, and should a quorum be present, a president pro-tempore shall be elected to serve for such meeting or until either the president or Vice-President shall appear.
The Board of Education Meeting Order of Business shall be as follows:
A. Call to order
B. Roll call of members
C. Approve minutes of previous meeting(s)
D. Approve purchase orders
E. Public comments/communications
F. Reports and recommendations of the Administration
G. Business Agenda
H. New business
I. Adjournment

The president may make or second a motion.
The president shall decide questions of order.

A motion must be seconded and must then be repeated distinctly by the president or read aloud before it is debated, and every motion shall be reduced to writing if the president or any member shall so require.
Any member shall have liberty to withdraw a motion,
with the consent of his/her second, before any
debate has been had thereon, but not after such
debate has been had without leave being granted
by the Board.
The consideration of any questions may be postponed
to a time fixed or the question may be suppressed
altogether by an indefinite postponement.
When any business is brought regularly before the
Board, the consideration of the same shall not be
interrupted except by motion for adjournment, to
lay on the table, for the previous question, for
postponement, for commitment, or for amendment.
A motion for adjournment shall always be in order
and shall be decided without debate except that it
cannot be entertained when the Board is voting on
another question, or while a member is addressing
the Board.
As per school law, the minute clerk will record
the yeas and nays on each question voted on by the
membership.
The first person recognized by the president as
desiring to speak shall have the right to the floor.

The officers of the Board shall also perform such
other duties as may from time to time be lawfully
required of them either through the adoption of
permanent rules or other lawful action of the
Board.

7. Purchasing Authority

A. The Superintendent when directed shall be the purchasing agent for the school. Requisitions by the teachers for supplies should come through the Principal of the respective building to the Superintendent.
B. A Purchase Order must be secured from the Business Office and approved by the Superintendent for the use of Board of Education funds. All Purchase Order Requests for teaching supplies or equipment must be approved by building principals before being sent to the Superintendent for approval.

8. Calendar Approval

The Administration with the assistance of the staff development committee will construct a school calendar in the Spring of each year for the next school year. This calendar will be presented to the Board for approval.
9. Revision of Board Policies

The Board may add to, delete from or modify policies at any Board meeting with the approval of a majority of a quorum. Policies that affect individual schools will sometimes be listed in Building Handbooks. All Student Handbooks are approved during the June Board meeting and are therefore an extension of the Board Policy Book. Any changes in Board policies shall be effective immediately unless otherwise stated in the policy and will supersede and negate in all respects any prior policies which are in conflict with the new policies. The Board of Education Policy Book is reviewed yearly during the June or the July Board of Education meeting and new policies, if any, are approved at that time.
10. Economy in the Use of Supplies

A careful study by Building Principals has been made of the quantity of instructional supplies which each classroom unit is expected to use during the year. Purchases will be made and material stocked accordingly. It is not the intention of the Board of Education ever to handicap the teacher in any respect by the withholding of needed instructional supplies. All employees are requested to file a requisition with Building Principal for supplies only after a close study of actual need has been made.

ARTICLE III

Finances

Section A. Budget

1. The Executive Officer, (Superintendent), shall prepare the budget as soon as possible after it is released by the Washington County Excise Board. Such budget shall be adopted by the Board of Education.
2. Contents of Budget:

This shall be the educational plan for the schools of the district.
It shall include the proposed expenditures for the ensuing year. It shall contain a report on the receipts from all sources for the previous year with an estimate on anticipated income from the same or additional sources for the ensuing year.

Section B. Safeguarding Funds:
1. Control of Funds:

The Board of Education shall exercise complete control over all funds on hand or hereafter received or collected from any and all sources.
2. Audit:

A certified accountant, approved by the State Department of Education and selected by the Board of Education shall audit all accounts annually as required by Oklahoma Law. Additional audits of accounts may be called at the discretion of the Board of Education.
3. Bonding of Employees:

The school activity fund custodian and encumbrance/payroll clerk shall be under one thousand dollar ($1,000.00) bonds. The school Treasurer shall also be under a performance bond equal to at least the most money the Treasurer shall have on hand at any one time.
4. Investment Funds:

The treasurer shall in consultation with the superintendent of schools, maintain the district funds in interest earning accounts or instruments as authorized by law. All district investments must also be secured as provided by law.
5. Handling Funds:

1) Receipt and Disbursement of Funds:

The In-School Treasurer shall receive all funds belonging to the school district, and report such receipts to the Clerk of the Board of Education as directed by the Board. The Treasurer shall promptly pay out of the funds belonging to the school district all claims and warrants approved by the Board of Education submitted to the Treasurer for payment within the provision of the school budget and appropriations available to pay same.
2) General Account:

The Encumbrance Clerk and the School Treasurer shall keep general accounts showing all of the receipts, appropriations, and expenditures of the district, and have the same open for inspection by members of the Board of Education or its designated official at all times.

Section C. Purchasing:

1) No Financial Benefits.

The Board members, officers of the Board or school personnel shall receive no financial benefit whatsoever from the purchase of goods or services for the school.
2) Purchases.

All purchases shall be made in strict conformity with local requirements as set forth in the State Laws of Oklahoma. Purchase Orders shall be issued and approved by the Superintendent when directed.
3) Purchase According to Needs.

School supplies and equipment shall be purchased only after careful consideration of the needs as pointed out by the appropriate administrative officials and teachers of the school system and authorized by the Superintendent.
4) Treatment of Companies.

All dealers and suppliers of school supplies shall be treated in an equitable manner and no one dealer or supplier shall be pitted against another to seek unfair advantages.
5) Protection of School District's Interest.

All materials and services received by the school district shall be checked by the proper school district representative to see that the terms and specifications have been met.
6) Written Records.

The Encumbrance Clerk shall keep a written record covering all purchases. This record shall include a signed copy of order with time of payment.
7) Purchase Requisition Forms may be obtained
from the building secretary and/or the
Superintendent's Office.

8) Complete the requisition showing the supplier,
merchandise (either by itemizing a requisition
or preferably attaching a completed order
blank from the supplier), approximate costs,
department, and person requesting purchase,
etc. Any requisitions not completed properly
and completely will be returned.

9) All purchase requisitions must have the
signature of the building principal before
being submitted to the Superintendent Office.

10) Upon Superintendent's approval the purchase

order will be processed (all orders will be placed through the Superintendent's Office).

11) An approved copy will be returned noting date ordered. Notification will be made if requisition is denied (lack of funds, funds, improperly completed, etc.).
12) When merchandise is received the packing slip

must be signed, dated, and sent to the
Superintendent's Office the same day-if no packing slip is received, call the Superintendent's Office to notify them of the receipt of merchandise (make any necessary notations; if only a partial order is received, merchandise damaged, etc.).

13) If Purchase Order is carried (rather than
mailed) and merchandise is picked up, tickets
must be signed and returned to the Super-
intendent's Office the same day of the pur-
chase. (Note: All tickets and invoices must
show date, items purchased, and the full
cost.)

14) Should any purchases be made without the
proper ordering procedure outlined above,
they will not be honored and you will be held
personally accountable for any purchase
amounts incurred.

15) Widest Market.

School supplies and equipment will be purchased on the widest possible market consistent with the ability of the supplier to furnish goods and services as needed at the most reasonable prices.

Section D. Authorized School Travel Policy
A. Authorization.

Employees on any official school business which required travel expense must obtain authorization from the Superintendent of Schools.
B. Travel Expense Reimbursement Policy.

1) Statement of Policy

Authorized expenses incurred by individuals for travel on behalf of the School District will be reimbursed by the School District. Reimbursement to individuals will be made on approval by the Board of Education after proper presentation of supporting documentation, as defined below.
2) Definitions.

a) "Travel" means transportation arrangements made or incurred by car, airplane, train, bus or other means, or hotel accommodations and meals for the purposes of advancing the interests of the School District. Travel may be within or outside the School District. Travel does not mean transportation to and from the employee's residence.
b) "Employee" means any person employed by the School District or a member of the Board acting in his/her capacity as a Board Member on behalf of the School District or abode to the school district for employment.
c) "Expenses" means any actual indebtedness incurred by an individual employee on behalf of the School District, for the benefit of the School District or for the purpose of advancing the interests of the School District with the intention of having the expense paid by the School District. Expenses may include, but are not limited to these items:

(1) Air, bus, taxi or train fares and car rentals
(2) Meals, unless payment is made on a per diem basis established by the Board
(3) Hotel or motel accommo-dations
(4) Other travel related expenses when applicable, such as mileage,
(5) Registration fees and meeting expenses.

d) "Receipt" means an invoice document issued by a vendor which has been paid as an expense by an employee. A receipt must contain the following information:

(1) Date indebtedness incurred
(2) Date indebtedness paid
(3) Amount paid
(4) Amount of indebtedness
(5) Who incurred the charge
(6) Method of payment
(7) The purpose of the indebtedness including an itemized description of the goods or services purchased,
(8) The name, address and telephone number of the vendor.

A Credit Card slip alone is not a receipt unless the above information is shown on the credit card slip.

e) "Request for Travel Purchase Order" is a document prepared by the employee who anticipates making a charge which contains the following information:

(1) Dates entering and ending travel status
(2) Points of travel
(3) Estimate of mileage to and from destination(s) when personally owned vehicle is used (The school vehicle will always be used when available. Personal owned vehicles are not to be used unless authorized by the Superintendent or Board of Education).
(4) Amount per mile reimbursed. When approved by the Superintendent or Board of Education, allowance is twenty-seven and one half cents (27.5) per mile by the shortest usually traveled route.
(5) Estimate of air, bus or train fares when public transportation is used.
(6) Estimate of parking fees, taxi fares, car rentals and turnpike fees.
(7) Estimate of meals or per diem rate established by the Board of Education, if any,
(8) Estimate of motel and hotel expenses.
(9) Registration fees and meeting expenses,
(10) Estimate of other school business expenses, such as telephone calls, tips, etc., which properly occur during the time an employee is in travel status,
(11) Encumbrance to be charged for expense, and
(12) By whom the travel activity was approved.

f) "Vendor" means the individual or entity that provided the goods or service to the School District for which the expense was paid and a receipt for payment has been issued.
g) "Meals" means actual food expenses incurred while traveling outside the School District or within the School District if allowed by other Board policies. No alcoholic beverage expenditure may be turned in for reimbursement.

3) Procedure for Reimbursement.

To obtain reimbursement for travel expenses, the employee must:
a) Request Purchase Order from Building Principal through the Superintendent's office with estimated cost of travel. (Must be complete before travel occurs)
b) Prepare a memorandum to the Board of Education with attached Purchase Order and accompanied with receipts and travel claims. Requests for reimbursement with insufficient or incomplete documentation will be denied.
c) At the next available Board meeting, the Board will consider the reimbursement request and authorize the Board Treasurer to issue a warrant to reimburse employee for the amounts, if any, deemed appropriate by the Board. The Board has the absolute discretion to deny the request or approve it in whole or in part. The Board's decision is final.
d) The Board Treasurer will issue warrants for reimbursement authorized by the Board as soon as is practicable following the Board's decision.

4) Other Issues.

a) A request for reimbursement must be made within thirty (30) days after the vendor's invoice is issued. (Exceptions to this must be approved by Superintendent) Notwithstanding this time limitation, all requests for reimbursement must be made prior to the end of the fiscal year in which the vendor's invoice was issued and services were rendered, and it must be submitted in sufficient time to allow the Board to take action at its last regular meeting of the fiscal year.
b) Reimbursements issued by the Board are only for the actual amount of out of pocket expenses paid by the employee. No additional charges may be added by the employee and the employee may not obtain a warrant for funds he expects to pay or incur in the future.
c) Any interpretation of this policy shall be made solely by the Board of Education and shall be binding in all respects.
d) Violation of any of the provisions of this policy may result in dismissal or non-renewal.

Section E. Credit Card Use and Accounting Policy.
A. Statement of Policy.

The School District should not rely on its employees to advance funds as individuals for the benefit of the School District. To the extent possible and authorized by law, the Superintendent of Schools may make arrangements for the issuance and use of credit cards consistent with the provisions of this policy. The Encumbrance Clerk will serve as the Credit Card Custodian and govern the issuance of Credit Cards and the maintenance of a Credit Card Log.
B. Definitions

Terms used in this policy are defined as follows:

1) "Travel" means transportation arrangements made or incurred by car, airplane, train, bus or other means, or hotel accommodations and meals for the purposes of advancing the interests of the School District. Travel may be within or outside the School District. Travel does not mean transportation to and from the employee's residence.
2) "Employee" means any person employed by the School District or a member of the Board acting in his/her capacity as a Board Member on behalf of the School District or abode to the school district for employment.
3) "Expenses" means any actual indebtedness incurred by an individual employee on behalf of the School District, for the benefit of the School District or for the purpose of advancing the interests of the School District with the intention of having the expense paid by the School District. Expenses may include, but are not limited to these items:

a) Air, bus, taxi or train fares and car rentals
b) Meals, unless payment is made on a per diem basis established by the Board
c) Hotel or motel accommodations
d) Other travel related expenses when applicable, such as mileage,
e) Registration fees and meeting expenses.

4) "Receipt" means an invoice document issued by a vendor which has been paid as an expense by an employee. A receipt must contain the following information:

a) Date indebtedness incurred
b) Date indebtedness paid
c) Amount paid
d) Amount of indebtedness
e) Who incurred the charge
f) Method of payment
g) The purpose of the indebtedness including an itemized description of the goods or services purchased,
h) The name, address and telephone number of the vendor.

A Credit Card slip alone is not a receipt unless the above information is shown on the credit card slip.

5) "Credit Card Slip" is the customer's copy of the credit card charge form. To qualify as a receipt, a credit card slip must contain the above information required of a receipt or the credit card slip must be attached to a supporting invoice issued by the vendor which contains all the information required of a receipt.
6) "Credit Card" means any method of satisfying a debt owed to a vendor coupled with a promise to pay the invoice amount to a third party.

The third party is the "Credit Card Company" which means the party that issued the credit card and sends monthly statements of credit card usage to the School District. Statements must be sent to the School District on a monthly basis and must contain an itemized explanation of the credit card's usage including the following information:
a) Date of use
b) Vendor
c) Amount Charged
d) Description of goods or services charged.

The Credit Card Custodian will then match each "Credit Card Slip" with the statement for verification.

7) "Vendor" means the individual or entity that provided the goods or service to the School District for which the charge was made and a receipt for payment has been issued.
8) "Meals" means actual food expenses incurred while traveling outside the School District or within the School District if allowed by other Board policies. No alcoholic beverage expenditures may be charged to school credit cards.

C. Usage and Accounting Policy.

Whenever expenses or travel expenses are incurred for the School District, and it is impractical to obtain a warrant for payment, an employee who is authorized to use a School District credit card, may use the credit card to satisfy the vendor's invoice.
As soon as practical after the credit card charge is incurred, the person who used the card must submit a memorandum to the Board Treasurer explaining the charge and purpose therefore and attach to the memorandum the credit card slip, travel claim and the receipt issued by the vendor. This supporting documentation must be submitted prior to the end of the next Credit Card Company billing cycle and must be submitted prior to the end of the fiscal year in which the vendor's receipt was issued. Failure to submit a timely claim may result in denial of the charge by the School District and may subject the person who made the charge to personal liability for the amount of the charge. When the monthly statement is received by the School District from the Credit Card Company, it will be reviewed by the Credit Card Custodian for completeness and accuracy. The Credit Card Custodian will then present the supporting documentation and statement to the Superintendent of Schools, or his designee, for review. The Superintendent will advise the Board Clerk to list payment of the statement on the next available Board meeting.
At the next available Board meeting, the Board will consider the payment of the statement to the Credit Card Company and will authorize the Board Treasurer to issue a warrant to pay the Credit Card Company for the amounts deemed appropriate by the Board. The Board has the absolute discretion to deny payment of the statement in whole or in part. Any unpaid portion of the statement will be identified by the Board and the employee(s) who made the unpaid charge(s) will immediately issue payment to the Credit card Company for the balance of the amount of the statement.
The Board Treasurer will issue warrants for payment of the statement to the Credit Card Company authorized by the Board as soon as is practicable following the Board's decision.
D. Other Issues.

1) A School District credit card is not a credit card for the personal use of the bearer. The credit cards will be used only for School District purposes.
2) When obtaining or renewing the credit cards, the Board Treasurer will only encumber funds for the Credit Card Company in the amount necessary to obtain the cards (i.e.: the annual fee, if any). The charges made on the credit cards will be debited against the encumbrance which is appropriate for each particular charge.
3) The employee who uses the credit card and signs the credit card slip is personally responsible to the Credit Card Company or the School District for payment of that charge if the Board declines to pay the charge. If the Board declines to pay a charge, the employee who made the charge will immediately issue payment to the Credit Card Company for the amount declined. Proof of payment will be provided to the Board Treasurer immediately. Nothing in this policy prohibits the Board from paying the Credit Card Company for a charge and then pursuing the employee who made the charge for reimbursement. Use of a credit card by an employee is acceptance of the terms of this policy, which is a public record, and authorization to deduct amounts for unapproved charges from the next available payroll warrant(s) to satisfy unapproved charges.
4) The credit cards shall be applied for and issued in the name of the "Board of Education for Independent School District No. 18 of Washington County, Oklahoma". Subject to the Board, Superintendent and the Credit Card Company's right to collect the credit cards and cancel the account, the individual to whom the credit card is issued must maintain exclusive custody and possession of the credit card. The credit card may not be loaned to another individual without prior approval by the Superintendent. The person to whom the credit card is issued is personally responsible for each charge made on the credit card.
5) The Board and Superintendent both have the right to cancel one or more of the credit cards or account and/or order immediate collection of one or more of the credit cards. Cancellation or collection may be made with or without prior notice.
6) Any interpretation of this policy shall be made solely by the Board of Education and shall be binding in all respects.
7) Violation of any of the provisions of this policy may result in dismissal or non-renewal.

Section F. Activity Fund Account.
Each activity must have an activity fund set up through the Activity Custodian. All money handled by activities, either receiving or disbursing, will be done through the activity fund account.

1. Requisitions for checks from the Activity Fund must be made on purchase orders obtained from the Activity Custodian.
2. Requisitions must be made at least one day prior to the expected check.
3. Purchasing Procedure: Purchase requisition forms may be obtained from the building secretary. All purchase requisitions must have the signature of the building principal before being submitted to the Activity Custodian. The principal is responsible for keeping the expenditure within the budgeted amount for the department. The following procedure must be followed:

A. Fill out a requisition showing the supplier, merchandise, approximate cost, and the time needed.
B. After securing the principal's signature, the requisition is to be turned in to the Business Office.
C. Upon approval, a purchase order will be placed in your mail box. The purchase order will be given to the supplier at the time of purchase.
D. Be sure to bring back the ticket and turn it in to the Activity Custodian.

4. All money collected must be receipted by the Activity Sponsor on an Activity Source Receipt. The Source Receipt will be in triplicate. One copy goes to the individual being receipted; one copy is to be turned in when the money is deposited with the Activity Fund Custodian, and one copy stays in the book for the sponsor's records. (These books are to be turned in at the end of the school year when the teachers check out.)

The Caney Valley Activity Fund is under the direction of and controlled by the Activity Custodian. The following activity fund accounts have been approved by the Caney Valley Board of Education:

Athletics
Band
Band Booster
CVAFA (Books)
Cheerleaders
Concession
CV Elementary
CV JR/SR Teachers
FFA
FHA
Foreign Language
Industrial Arts
Junior Class
Library
Math Club
Miscellaneous
National Honor Society
Publications
Petty Cash Elementary
Petty Cash Senior High
Science Club
Seniors
Special Education
Speech Club
Student Council Senior High
Post Graduates
TADD
Middle School
MS Cheerleaders
Academic
All Sports Booster Club
History Club

Any additional Student Activity Fund may be established only with Board approval.
The Caney Valley Board of Education shall review the authorized Activity Fund Accounts yearly.
Section G. Audit Trail for Activity Fund Accounts.
1. Activity Source Receipt (Receipt books are to be obtained from the Activity Fund Custodian).

Any money generated for an Activity Fund Account is deposited with the sponsor of the account. Sponsor issues a Source Receipt. The Source Receipt will be in triplicate. One copy goes to the individual being receipted; one copy is to be turned in when the money is deposited with the Activity Fund Custodian, and one copy stays in the book for the sponsor's records. (These books are to be turned in at the end of the school year when teachers check out).
All monies received should be turned into the Activity Fund Custodian in a timely fashion. There should never be money left in the classroom or office overnight. Money should be deposited in the Business Office prior to 11:00 a.m. daily.
2. Activity Fund Custodian's Receipt

Sponsor deposits the money with the Activity Fund Custodian. The custodian will then issue a receipt to the sponsor.
Section H. Fund Raising Policy
Section 1
The Caney Valley Board of Education recognizes certain organizations within the school must raise funds in order to carry on their activities and to serve the purpose for which they were organized.
All fund raisers by school sponsored organizations must use the activity fund for audit purposes. The Caney Valley Board of Education must approve all fund raisers in the Caney Valley School System.
Section 2
Any school organization wishing to have a fund raiser must fill out the correct form and submit it to their building principal during the first two weeks of the semester. The building principal will then submit the fund raiser to the Caney Valley Board of Education for review and approval.
Section 3
The following kinds of fund raising have been approved by the Caney Valley Board of Education.

1. School Sponsored
2. Class Sponsored
3. Organization or Club Sponsored
4. FFA Sponsored
5. Band Sponsored
6. Cheerleading
7. Athletic Fund Raising

The Caney Valley Board of Education shall review the authorized fund raising accounts yearly.
The Administration recognizes the above organizations within the school must raise funds in order to carry on their activities and to serve the purpose for which they were organized.

Fund Raising Procedure

1. Prepare a budget of needs and secure approval.
2. Suggest methods of raising funds to meet the needs of the budget and secure approval.
3. Keep selling activities at a minimum.
4. Avoid placing the school, the class, or the organization in competition with commercial institutions who must sell their merchandise in Caney Valley School District to make a living.
5. Under no circumstances use the school name in selling articles which are for non-school connected activities such as benefits for deprived families, camps, etc.
6. If at all possible, public sales should be avoided. Check with the Building Principal to work out an alternate solution.
7. Do not request pupils to be excused from class to engage in fund raising projects or activities.
8. Obtain prior approval from the Principal for all activities.
9. Approval is given by the Caney Valley Board of Education through the Building Principal twice yearly (September and February)
10. Unauthorized fund raising activities, that are not class activities or school sponsored, are prohibited. The school will not assume any responsibility for any fund raising activities unless they have been officially authorized by the Principal.
11. Fund raising activities must not be expanded to the surrounding towns.
12. There are times that organizations and/or groups have unforeseen hardships. During these times, sponsors may find it necessary to present their need to the Building Principal for a special fund raiser. If the Building Principal sees the need then he/she will present the project to the Superintendent for special permission. If the Superintendent agrees with the need, special permission may be granted.

PROPOSAL FOR FUND RAISING

1. To be filled out by the Sponsor and given to the Building Principal for school audit use.

Name of School__________________________________________
Name of Organization or class___________________________
Purpose of Fund Raising ________________________________
Proposed Date __________________________________________
Initial Expense ________________________________________
Private Company which Organization wishes to use - if any ________________________________________________________
Margin of Profit _______________________________________
Estimated profit (after expenses) ______________________
Calendar approval ______________________________________
Estimated length of fund raiser ________________________
Comments _______________________________________________

________________________________________________________

2. To be filled out by the sponsor after fund raising and given to the Principal and Activity Fund Custodian for audit purposes.

A. Profit obtained (after expenses) ___________________
B. Total losses - if any_______________________________
C. Reason for losses - include donations ______________

____________________________________________________

D. Itemized Expenses __________________________________

____________________________________________________
_____ _____________________
Principal Approval

_____ _____________________
Date of Approval
Caney Valley Board of Education
ARTICLE IV

Transportation

Section A. Purpose of Transportation.
The purpose of maintaining and operating a transportation system as part of the general school program shall be to provide adequate and safe transportation to and from school and such other auxiliary trips as shall be deemed a part of the educational program for every school child in the transportation system.
The school district will provide transportation services to and from school for students in grades 1-12, whose homes are more than one and one-half (1 ½) miles from the schools attended by those students. Kindergarten students will be provided transportation service to school if in morning session and from school if in afternoon session.
The School district, when practicable, will provide transportation of students to school activities and on field trips which have been approved by the administration. The activity, field trip and other transportation is secondary to the regular school route transportation.
All activity trips and field trips must be requisitioned to the Transportation Director in advance to allow time to obtain transportation units and needed drivers.

1. Rules and Regulations Relative to Pupil Transportation

Transportation unit safety and student safety are the most important considerations. All vehicles are safety checked one (1) time per year (regular state safety inspection) and route bus drivers check buses on a daily basis. Route students have a required safety conduct emergency drill during the first three (3) weeks of each semester. All passengers are required to follow the passenger safety conduct code at all times. Disciplinary action will be taken against students who violate the passenger safety code.
All drivers who operate a school bus as a driver in the Caney Valley School District shall complete a course of instruction pertaining to the operation of a school bus. The course is to be approved by the State Department of Education and the local district. The driver shall possess a valid Commercial Driver's License (CDL). Drivers of all other district owned vehicles, other than buses, shall be an approved adult and possess a State of Oklahoma valid driver's license.
School district buses and vehicle drivers shall observe all state and local traffic laws, rules and regulations. Safety violations can be a willful neglect of duty and possible grounds for job suspension.

A. Buses and local school vehicles are off limits to all students at any and all times unless accompanied by the driver, faculty members, or other responsible person.
B. The privilege of being transported to and from school implies conduct which contributes to safety. Students whose conduct threatens the safety of others may lose their privilege of riding in a local school transportation bus and other school vehicles.
C. Buses may not be used for out-of-state trips unless it is an approved competitive activity event.

The school bus driver has a great responsibility. Each day he/she carries a "precious cargo" and his/her only concern should be to see that all of his/her passengers are transported to and from school safely. Unfortunately, there are times when children (young and old) do things that cause the driver to be distracted from his/her job. This is dangerous and cannot be allowed. It is necessary therefore, that rules and regulations be in force and that they be followed without question. Each parent must see that their child understands the importance of good behavior while riding a bus.

2. Safety and Behavior Code for Bus Riders

Permission for any pupil to ride in a bus is conditioned on his good behavior and observance of the following rules and regulations. Any pupil who violates any of these will be reported to the school principal and can be denied permission to ride a bus to and from school.
A. The emergency door is not to be opened except at the direction of the bus driver. If the door is open, it could endanger the lives of the passengers.
B. No student is permitted to be out of his/her seat while the bus is in motion.
C. All students are under the direct control and supervision of the bus driver while on the bus. Obey the driver's suggestions promptly.
D. Students are not to talk to the bus driver while the bus is in motion.
E. Keep all parts of the body inside the bus at all times after entering and until leaving the bus.
F. No food or drink will be consumed on the bus (bottles, canned or otherwise). Exception will be made for the Vo-Tech routes.
G. No seat is reserved or may be held for another student.
H. No one should run toward a school bus while it is in motion.
I. Pupils who must cross the road after embarking from bus should pass in front of the bus at the direction of the bus driver. Pupils are not to cross behind the bus.
J. No tobacco of any kind is allowed on the bus.
K. Keep bus clean. Regular drivers are responsible for cleaning their own buses. Coaches and extra-curricular trip drivers must see that the bus used is cleaned after each trip.
L. Any complaints by the drivers, pupils or parents should be reported promptly to the principal and/or Transportation Department. (Elementary - 535-2205; Middle School - 536-2705; High School - 536-3425 or Transportation Director - 536-3425)
M. Good behavior and manners are expected at the designated bus stop.
N. Students can be denied permission to ride a bus to and from school.
O. For safety precautions, no balloons or large objects that will interfere with the driver vision will be allowed on the bus.

3. Bus Discipline Procedure

A. Upon receiving the first substantiated discipline referral, the student will be verbally warned and placed on probation unless a major offense occurred then it will be the Principal's discretion from five (5) days to a semester plus one (1) semester of not riding.

B. On the second substantiated discipline referral, the student will lose riding privileges for a period of five (5) days unless a major offense occurred.
C. On the third substantiated discipline referral, the student will lose riding privileges for the remainder of the semester plus a possibility of the entire next semester. Regular HANDBOOK rules may be applied in certain bus disciplining cases.

Definition - MAJOR OFFENSE - Any act that places school property or another person in immediate danger such as, but not limited to: fighting on the bus, behaving in a manner which may cause the driver to drive unsafe, vandalizing the bus, etc.

4. Bus Regulations

Riding a school bus is not a right but a privilege granted to those who are eligible and are able to abide by the rules and regulations. It is not right that a student be allowed to ride a school bus when he/she continues to jeopardize the safety of others. The Board of Education realizes that a hardship may result for a parent in having to take a child to and from school, but it is sometimes necessary.
5. The bus driver accepts the responsibility of getting the child to and from school safely, therefore, what he/she observes and reports to the principal is final. The driver is not there to determine the right or wrong of one student in a dispute with another, but is there to report any misconduct or behavior that might keep him/her from properly doing his/her job.
6. Any student who is involved in damage to a school bus will be required to pay for the damage.
7. Bus Rider's Guide

The following Bus Rider's Guide is approved by the state and local district.
Previous to loading students should:
a. Be on time at the designated school bus stops-keep the bus on schedule.
b. Stay off the road at all times while waiting for the bus.
c. Wait until the bus comes to a complete stop before attempting to enter.
d. Be careful in approaching bus stops.
e. Do not move toward the bus at the school loading zone until the bus has been brought to a complete stop.
f. Respect people and their property while waiting on the bus.
g. Receive proper school official authorization to be discharged at places other than the regular bus stop. Bus Passes may be obtained at the Principal's Office.

While on the bus students should:

a. Keep all parts of the body inside the bus.
b. Refrain from eating and drinking on the bus.
c. Refrain from the use of any form of tobacco, alcohol, or drugs.
d. Assist in keeping the bus safe and clean at all times.
e. Remember that loud talking and laughing or unnecessary confusion diverts the driver's attention and may result in a serious accident. (The life you save may be your own.)
f. Treat bus equipment as they would valuable furniture in their own homes. Damage to seats, etc., must be paid for by the offender.
g. Never tamper with the bus or any of its equipment.
h. Maintain possession of books, lunches, or other articles and keep the aisle clear.
i. Help look after the safety and comfort of small children.
j. Do not throw objects in or out of the bus.
k. Remain in their seats while the bus is in motion.
l. Refrain from horseplay and fighting on the school bus.
m. Be courteous to fellow pupils, the bus driver, or driver's assistants.
n. Remain quiet when approaching a railroad crossing stop.
o. Remain in the bus during road emergencies except when it may be hazardous to their safety.

After leaving the bus students should:

a. Go at least ten (10) feet in front of the bus, stop, check traffic, wait for the bus driver's signal, then cross the road.
b. Go home immediately staying clear of traffic.
c. Help look after the safety and comfort of small children.

EXTRACURRICULAR TRIPS

The above rules and regulations should apply to all trips under school sponsorship. Sponsors should be appointed by school officials.
Section B. Operation of the Transportation System.
1. Changing of Bus Routes.

a. The Director of Transportation has the authority to make an emergency route change under his normal job description.
b. Any patron proposed route change must be submitted to the Board of Education in writing ten (10) days prior to their regular monthly meeting.
c. The Board of Education will direct the Director of Transportation to make a thorough study of the patron proposed change and report back to the Board.
d. The Director of Transportation will make a thorough study of the reasons for a route change.
e. The Board of Education will consider route change because of student safety, elimination of stops, shortening a route and safety of students on the bus.
f. The Board of Education will not consider route changes that would cause a bus to drive on a private road.
g. Bus Drivers will arrange their starting time so as to be regular and consistent. They should arrive at the school building as near to the starting of school as possible.
h. Bus Drivers shall have ample disciplinary authority of pupils while they are in route to and from school. NOTE: Physical restraint should be used as a last resort. Offenders should be reported to the Building Principal immediately. However, under no circumstances shall a student be removed from the bus without permission from the Building Principal or Transportation Director.
i. Bus riders rules must be displayed so that all riders know what is required to be transported on a bus.
j. When a School District employee serves in both an instructional/supervisory role and as the bus driver for a particular activity, he/she will be paid only for one of those two roles.

2. Purchase of Equipment

Purchase of transportation equipment will be made on the basis of the lowest and best bids for quality in compliance with state laws covering same.
Section C. Transportation of Pupils.
Activity Trips or Extracurricular Activities
School buses or school vehicles may be used for activity trips, extracurricular activities and field trips, during the school calendar year, provided a request for a bus has been presented and approved by the Principal and approved by the Director of Transportation. Upon presentation of the written request to the Director of Transportation, the bus or school vehicle, and driver shall then be provided. The activity using the bus will be required to pay the driver's salary and for the gas used on the trip. During summer months, school vehicles (no school buses) may be used for activity clinics only.
Section D. Maintenance of Buses or School Vehicles.
1. Responsibility of Maintenance.

Each driver shall report defective condition of his/her bus or school vehicle immediately to the Transportation Director or his designated maintenance director.
2. Observation of Rules.

All drivers shall observe all rules outlined for proper operation of school buses by the State Department of Public Safety. All drivers shall observe all rules set by the Board of Education and outlined in the school bulletin to bus drivers concerning the operation of school buses for safer and more economical operation.
Section E. Use of School-Owned Pickup Trucks in Agriculture Program.
Pickup Trucks purchased by the School District for the Agriculture program may be used by teachers in that program as follows:

1. Attending all livestock shows.
2. Home visits to inspect student projects.
3. Purchasing student livestock projects.
4. Attending all leadership conferences, National and State FFA Conventions, District Leadership, Sophomore Leadership Conference, Judging Contests, Speech Contest and other FFA functions.
5. Transporting students and their projects to shows that the FFA chapter attends that are outside the Tulsa area (e.g., Oklahoma City, Kansas City, and Denver, Colorado).
6. Transporting students and their projects to other shows when the student's parents and other parents of students attending the show are unable to provide transportation for the student.
7. Attending state teachers summer and winter workshops (Stillwater and Oklahoma City.)
8. Attending Monthly District Meetings.

ARTICLE V

Certified Personnel (Duties)

Section A. Title: Transportation Director.
Qualifications:

1. Possess or qualify for a Administrator Certificate, certified by the State Department of Education.
2. Masters from an accredited institution with a major in Administration and Supervision or Education.
3. Previous experience as General Office Administrator, Principal or equivalent.

Reports to:

Superintendent of Schools
Supervises:

All related services to transportation and transportation personnel of the district.
Job Goal:

1. The Transportation Director shall be responsible for all personnel connected to transportation department employed by the district and any aspects of the district affairs either temporarily or permanently assigned by the Superintendent. The Transportation Director shall be directly responsible to the Superintendent of Schools.

Performance Responsibilities

He will assist the Superintendent in supervising the purchase of supplies and equipment. He shall supervise the Transportation Department for the entire system and will supervise and evaluate all non-instructional personnel connected to the transportation department. The Transportation Director is bound by the same professional standards, policies, by-laws and regulations as is the Superintendent of Schools. In exercising his duties, he must judge carefully those matters of which the Superintendent of Schools should be informed prior to taking action himself. Within this frame of reference, the Transportation Director is responsible for and has commensurate authority to accomplish the duties as set forth. He may delegate portions of his responsibilities consistent with sound operation and authorized policies and procedures together with proportionate authority for their fulfillment, but he may not delegate or relinquish any portion of his accountability to the Superintendent of Schools.
Major Activities of the Transportation Director are outlined in more detail below:

A. Administration:

1) He shall administrate, direct and coordinate the use of school facilities as provided by School Law and in keeping with adopted rules and regulations of the Board of Education.
2) He shall supervise the transportation of pupils and use of district transportation facilities and be responsible for studying routes and recommend changes to the Board of Education.
3) He will assist the Superintendent of Schools in being responsible for the maintenance of buses.

B. Non-Instructional Personnel:

1) He shall supervise the recruitment and selection of transportation personnel.
2) He shall supervise and administer appointments, leaves, promotions, demotions, grievances, resignations and personal leave of transportation personnel.
3) He shall coordinate in-service programs for transportation personnel.
4) He shall set up and keep current job descriptions of transportation personnel.
5) He will recommend to the Superintendent the number of transportation personnel and assignments to be needed for the Caney Valley School District.
6) He shall be responsible for the evaluation program for all transportation staff.
7) He will supervise assignment of activities trips.
8) He will see that all drivers make daily inspections and records them on the Daily School Bus Inspection Report.
9) He will contact and employ substitute bus drivers as need occurs.

Terms of Employment:

Twelve months.
VACATION:

The Transportation Director shall have the same vacation benefits as all twelve month employees.
Evaluation:

Job performance evaluated by Superintendent based on state minimum criteria.
Section B. Title: The Principal.
Qualifications:
1. Master's Degree in Education or Administration.

2. Possess or qualify for State Department of Education Administrative Certification standards.
3. At least three (3) years teaching experience.
4. Experience preferred as a Principal or Assistant Principal or equivalent.

Reports to:

Superintendent
Supervises:

All personnel serving in assigned school.
Job Goal:

The Principal is the administrative head of each school and is directly responsible to the Superintendent for its general organization and efficient administration. He/she is responsible for keeping appropriate, accurate, and valid records as required by state law, the Board of Education, and/or the Superintendent of Schools. The general quality of instruction, all leadership and guidance consistent with the policies and principles of the state and local Board are responsibilities of the Principal. Most important, the Principal is responsible for the establishment of an atmosphere conducive to learning. This includes staff morale, good student discipline, and a clean environment. Other additional duties and responsibilities of the Principal will be determined by the Superintendent of Schools to meet specific educational needs.
Performance Responsibilities:

A. The Principal will assist the Superintendent in the supervision of the academic program.
B. The Principal, when needed, will work with the Athletic Director in scheduling all athletic events.
C. The High School and Middle School principals are to work with the Athletic Director to arrange for game management. (Gatekeeper, timers, etc.), and supervision of all home and away events in their school and keep accurate records of all finances involved. All Building Principals shall assist other Building Principals in supervision of home activity events when needed or directed by Supervisor.
D. The Principal will review applicants for jobs and with the Superintendent, make the final selection for recommendation to the Board of Education.
E. The Principal is bound by the same professional standards, policies, bylaws, and regulations as is the Superintendent of Schools. In exercising his/her duties, he/she must judge carefully those matters concerning which the Superintendent of Schools must be informed prior to taking action himself. Within this frame of reference, the Principal is responsible for and has commensurate authority to accomplish the duties as set forth.
F. The Principal may delegate portions of his/her responsibility consistent with sound operation and authorized policies and procedure together with proportionate authority for their fulfillment; but he/she may not delegate or relinquish any portion of his/her accountability to the Superintendent of Schools.
G. The Principal should administrate, direct and coordinate the academic program as provided by school law and in keeping with adopted rules and regulations of the Board of Education.
H. The Principal shall be responsible for the discipline of all students at all school activities.
I. The Principal shall be responsible for the conduct of all students at all home and away activities.
J. The Building Principal shall write a list of rules and regulations consistent with the Board's policies on student behavior and discipline pertaining to behavior of students at school and extra-curricular activities. This list of rules shall be reviewed with teachers in their building at the beginning of the year and given to all students.
K. The Principal shall hold teachers meetings as needed to keep teachers informed and to let the teachers advise the Principal of their problems.
L. The Principal will work out a schedule of events that will involve the complete student body whereby teachers may plan accordingly. The scheduling of all events that involve the student body should be divided whereby the loss of time can be equally divided so that no one class period will be affected more than another.
M. The Principal will strive for the academic excellence of the school.
N. The Principal will have complete knowledge of the strengths and weaknesses of his/her school's academic program.
O. The Principal, at the request of the Superintendent or the Board of Education, will report to the Board of Education matters pertaining to the state of affairs of his/her particular school.
P. The Principal will, at the Superintendent's or Board's request, be present to answer questions pertaining to complaints about a particular teacher.
Q. The Principal will make a written evaluation of each teacher as required by law and the Caney Valley Board of Education.
R. Performs the necessary tasks to maintain the attendance records, which include: Daily

attendance records, attendance reports, con-
tact parents concerning unexcused absences.

S. Serve as the leader of a Student Handbook
Committee (with the High School/Middle School
configuration, the principal may co-chair
the committee.)
aa. Involve parents, teacher, students (Student Council).
T. The Principal will supervise non-certified staff assigned to him/her by the Superintendent. He/she will make recommendation to the Superintendent on the assignment and reemployment of all non-certified staff.
U. Supervise purchase order requests for requisition of general funds.
V. Supervise requisition of office supplies for his/her site.
W. Coordinate all building contents inventory as required by state regulations.

Terms of Employment:

Employment date will be from August 1st through May 31st. The Principal will maintain office hours from 7:30 A.M. through 3:30 P.M..
Evaluation:

Job performance evaluated by Superintendent based on state minimum criteria.
Section C. Title: Activity Sponsors.
All Activity Sponsors are expected to be in complete control of their activities. Sponsors are responsible for the conduct of their students as they represent the school. A list of students going on the activity must be turned into the Principal's Office one (1) day before the activity is to take place. All fund raising activities must be cleared through the Principal's Office and approved by the Caney Valley Board of Education. Other information concerning the Activity Fund is listed under Article III "Finance".
Reports to: Building Principal
Section D. Title: The Counselor.
Qualifications:

1. Counselors will hold a certificate in guidance and counseling recognized by the State Board of Education.
2. At least three (3) years teaching experience.

Reports to:

Building Principal
Job Goal:

The Counselor has a distinct professional identity and unique function in the total program. Generally, the Counselor deals with problems of vocational and educational planning, interpretation of standardized test results, and with problems of personal and social adjustment. Also, the Counselor may counsel with pupils, parents, and teachers on individual problems and coordinate some of the group guidance work.
Performance Responsibilities:

1. Elementary Level:

A. Evaluate records of students who enroll in Caney Valley from non-accredited schools or home teaching programs for grade placement.
B. Schedule and participate in staffing sessions which concern evaluation and possible placement of special education students.

C. Provide liaison activities with parents in the areas of:

1) Possible retention.
2) Gifted Programs.
3) Special education placement.

D. Serve as administrative representative for special education matters.
E. Maintain frequent communications with the Principal concerning:

1) Role clarification.
2) Programs and activities (present & future).
3) Goal assessment.

F. Initiate and follow through on programs and activities which communicate the goals of the school to the community. (Image enhancement)
G. Initiate and coordinate the career education program.
H. Use every opportunity to make him/herself available for personal counseling to students.
I. Maintain a current standardized test report for all students for use by the Teacher.
J. Assist with the school's testing program.
K. Test students who enter from non-accredited Schools or home teaching programs for grade placement
L. Help teachers to interpret standardized scores.
M. Refer parents/students to appropriate agencies.
N. Handle Drug Education Program.
O. Make classroom visits.
P. Handle enrollment of new students.
Q. Handle cumulative folders.
R. Handle student withdrawals.

2. Middle School Level:

A. Enroll new students who have the Principal's clearance.
B. Obtain records for new students, and evaluate and record these records.
C. Test and evaluate records of students who enroll from non-accredited schools or home teaching programs for grade placement.
D. Maintain a current cumulative folder for each student.
E. Make schedule changes when necessary.
F. Make frequent grade checks on students having difficulty and inform parents of their progress.
G. Coordinate the school's achievement or state required standardized testing program.
H. Maintain a current standardized test report for all students for use by the teacher.
I. Have conferences with teachers to interpret standardized scores.
J. Initiate and coordinate career education program.
K. Make classroom visits on study skills, drug abuse, and good self-esteem.
L. Schedule staffing meetings for Special Services and serve as the Administrative Representative for these meetings.
M. Contact parents to inform them and obtain
Permission for Testing and Home Adaptive Behavior Forms.
N. Contact parents for scheduling of IEP meetings.
O. Turn in the appropriate forms to the Special Services Office for the evaluation of a student.
P. Make a classroom observation on Special Education students and new referrals.
Q. Serve as Administrative Representative in parent conferences.
R. Take every opportunity to be available for personal and academic counseling.

3. High School Level:

A. Gather, record, assess and interpret student data.

1) Help enroll grades 9-12.
2) Verify that pupils are properly enrolled and that prerequisites have been met. Be certain that graduation requirements are being met with reasonable continuity.
3) Verify that seniors have completed requirements for a diploma.
4) Enroll new pupils who have the Principal's clearance.
5) Evaluate and record data for new students.
6) Test students who enter from non-accredited schools or home teaching programs.
7) Assist in the enrollment of students who attend Tri Tech Center.
8) Enroll and arrange for the supervision of students who wish to take a correspondence course.
9) Aid in the enrollment of students in the homebound program when necessary.
10) Regularly assess each student's academic progress; counsel with those who are having difficulty.
11) Help process withdrawal sheets for pupils who are leaving Caney Valley High School.
12) Help keep cumulative folders updated.
13) Determine the ranking of seniors, top 20% of the juniors and Honor Society Members.

14. Organization and distribution of all

testing materials for school achievement
and State required testing programs and
counseling with teachers, parents, and students concerning the results.

15. Supervision of School Gifted program K-12

and meeting regularly with the gifted
teachers and parents in order to
facilitate the program.

16. Coordination of Homebound Students.

B. Orient students, teachers and parents to the function of the guidance department.
C. Develop, interpret and disseminate educational, career and personal-social information.

1) Interpret test scores for students, teachers and parents.
2) Schedule classroom visits to discuss pertinent information including such things as: scholarship information, financial aids, college admissions information, test results, enrollment information, attitudes and values, citizenship, study skills, personal-social adjustments, etc.
3) In individual conferences, discuss such things as aptitudes, abilities, past performance, academic problems, career plans, personal-social problems, physical development/hygiene, future educational plans, college/scholarship/financial aids, information, etc.
4) Schedule visits of representatives from educational institutions and the military.
5) Maintain a current file of college information.
6) Disseminate appropriate information to school and community publications.

D. Coordinate the school's achievement or state required standardized testing program.
E. Consult with parents, teachers, administrators, health-welfare agencies, juvenile authorities, etc., as necessary.
F. Make referrals to appropriate agencies/programs as necessary.
G. Attend professional meetings.
H. Evaluate program.
I. Schedule staffing and serve as administrative representative for special education matters.

Terms of Employment:

190 days. Salary and work year to be established by the Board.
Evaluation:

Performance of this job will be evaluated by Building Principal in accordance with State minimum criteria.
Section E. Title: The Teacher.
Qualifications:
All teachers are required to have an Oklahoma Certificate of License valid for the school year and for the area in which they are assigned to teach on file in the office of the Superintendent of schools. Complete and up-to-date transcripts and certificates and signed loyalty oaths are to be on file in the Superintendent's office at all times. Copies of up-to-date transcripts and certificates are also to be on file in the Principal's office. This is the responsibility of the teacher.
Reports to:
Principal
Performance Responsibilities:

1. The Teacher shall be directly responsible to the Principal, subject to review by the Superintendent. The Teacher shall be bound by the same professional standards, policies, by-laws, and regulations as is the administrative staff. In exercising duties, they must judge carefully those matters of which the Principal must be informed prior to taking action him/herself.
2. Duties:

A. Shall work closely with the Principal in selection of textbooks.
B. Shall be responsible for the subject matter taught as it pertains to the goals and philosophy set forth by the Board of Education.
C. Teachers should, at all times, keep a line of distinction between themselves and their students. A teacher should never allow students to address him/her by his/her first name or nickname. In the presence of students, a teacher should not address other teachers by their first names of nicknames.
D. Shall keep abreast of all curricular changes and adoptions of innovative ideas.
E. Shall work closely with the Counselor and Career Center in obtaining speakers, planning field trips, and securing materials pertaining to the careers to be studied.
F. Shall take every opportunity to make themselves available for counseling with students.
G. Shall have complete knowledge of strengths and weaknesses of the academic capabilities of the students he/she teaches.
H. Shall keep records of students who have behavioral problems which persist over a length of time.
I. Shall use every opportunity to inform students of the importance of good behavior in regular classes as well as in extra-curricular activities, as it pertains to their overall school record.
J. Shall be well informed on the capabilities of students taught as determined by standardized tests and teacher's record.
K. Shall be so organized that a Substitute Teacher can teach with order.
L. DRESS CODE - As professional people, all Caney Valley employees are expected to be well groomed and properly dressed. Some simple guidelines for this would include dress pants of reasonable fit and length; sweaters, shirts and blouses of reasonable fit, which are not revealing in nature; dresses, skirts, and split skirts of reasonable length (just above the knee or longer).

There are also some special circumstances and exceptions. Jeans of any type may be worn only on days designated by each building principal and on professional days. This includes designer jeans, Rockies, or jeans that are of different colors. Vo-Ag and Shop instructors, teacher assistants, paraprofessionals and custodians may wear jeans as long as they are not faded, worn out or form fitting. Teachers with special projects may wear jeans with Building Principal's permission. Coaches may wear shorts or sweats in their coaching duties, however, special permission must be received for them to be worn in the classroom.
M. School Hours: Promptness is a virtue and an indication of interest and is expected of all employees. Teachers should arrive no later than 7:45 a.m. and should remain until 3:00 p.m.. This should provide ample opportunity for students, parents, other teachers, or administrators to confer outside of regular school hours. Notify your building principal if emergencies prevent you from keeping the prescribed school hours. All teachers are
expected to remain in the building for Parent or Student conferences during their planning or conference period, unless they check out through the Principal's office.
N. Hall Duty - All Teachers should be in the hall outside his/her classroom any time the students are free. This will include before school, between classes, and school. (All Teachers are officially on hall duty before school). It is the Teachers' responsibility to see that all school rules are observed at this time. Any teacher who is in the Teacher's lounge during conference period will leave before the first bell rings ending that period so you will be in the hall by your assigned room when classes are dismissed.
O. Noon Duty - Noon Duty is defined as time students are let out for lunch until school resumes. Teachers should report to scheduled duties promptly and remain on duty until the first bell. Remember, you may be held responsible if you are not on duty and an
accident occurs. Teachers should always keep in mind that liability insurance will not pay if you are assigned a task and you are not on duty when an accident happens. NOTE: Building Principal will attempt to schedule Teachers where they will be allowed to have some time during lunch hour to eat and not be assigned a scheduled duty. Exception to the above would be during severe weather or an emergency.
P. Playground - The Teacher assigned to playground duty should move around the playground area.
Q. Parking Lot - The Teacher to parking lot duty should move around the parking lot and see that school policies are observed.
R. School Activities - Any Teacher, though not assigned to a special duty at a school activity and in attendance at the activity, has the responsibility to correct students as he would during the school day.
S. Class Sponsors - Class Sponsors are expected to be on duty when their class has an activity (banquets, plays, etc.). Sponsors will be expected to help with student control at these activities. Unauthorized fund raising activities, that are not class activities or school sponsored, are prohibited. The school will not assume any responsibility for any fund raising activities, unless they have been officially authorized by the Building Principal. School time and facilities are not to be used for these activities. IMPORTANT: Any time a class meets as a school activity, one of the Sponsors MUST be in attendance. More information concerning Fund Raising is listed in Article III "Finance".
T. Assembly Supervision - All Teachers are required to report to all assemblies and to sit with the class to which they are assigned. Correction of student misbehavior must be made. Students who cannot behave in assembly are assigned to a special study hall.
U. Dismissal from Class - Teachers shall keep students seated at their desks until dismissal bell has rung.
V. As a courtesy to your custodian - please have students pick up paper on the floor before leaving for the day.
W. Teachers shall perform all school duties assigned by Principal, or other supervisor.
X. Professional Membership and Activities: Membership in professional organizations is encouraged; however, such membership is left to the discretion of the teacher.
Y. Professional days will be designated by the administration. Those teachers not attending a professional day or arranging for a school work day will be docked 1/180 of their total salary for each day missed.
Z. Repairs: Any maintenance problem or equipment malfunction should be reported to the building principal or secretary. Such requests will be forwarded to the building custodian or other appropriate personnel.

Terms of Employment:

Ten month year. Salary and work year to be established by the Board.

Twelve month year. (Vocational) Salary and work
year to be established by the Board.

Evaluation:

Performance of this job will be evaluated by Building Principal in accordance with State minimum criteria.
Section F. Title: Teacher Consultant.

1. Every beginning teacher (zero (0) years experience as a classroom teacher) employed, shall serve under the guidance and assistance of a Teacher Consultant, Building Principal, and assigned College Professor for a minimum of ninety-one (91) school days.
2. It is the responsibility of the Building Principal to ensure that a mechanism is provided whereby the Teacher Consultant will provide guidance and assistance to the beginning Teacher a minimum of 72 hours per year in classroom observation and consultation.

Section G. Title: Special Service Director.
Qualifications:
A. 1. Master's Degree in Education or Administration.

2. Possess or qualify for State Department of Education Administrative Certification.
3. At Least three (3) years teaching experience.

Reports to:

Superintendent
Performance Responsibilities:

1. Coordination of policy and procedures of all pertinent Federal Grants while serving and counseling with parents, teachers, and students as Educational Equity Coordinator, being responsible for correlating the district's activities relating to all federal equity legislation and Special Education programs with the school system to ensure that all programs, policies and procedures conform to Oklahoma and Federal Law including: Chapter 1; Title VI-164 Civil Rights Act; Title IX (Sex); Individuals with Disabilities Education Act and Section 504 of the Rehabilitation Act of 1973.
2. Coordinating the Special Education programs within the school system.
3. Supervising and coordinating: Related services (i.e. physical therapy); Work-Study program; December 1 Child Count; Child Find and Screening.
4. Attending staffing and/or IEP placement meetings concerning our students (in and out of our district) when needed and keeping Principals and Superintendent informed of recommendations.
5. Coordinate testing with the Regional Education Service Center.
6. Assisting the school Staff Development Committee with teacher training workshops.
7. Serve as resource person for all Building Principals.
8. Work closely with Secondary counselors in implementing Vocational Career guidance.

Terms of Employment:

Twelve months as determined by Board. Salary to be determined by Board.
VACATION:

Special Services Director shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance evaluated by Superintendent using State Minimum Criteria.
Section H. Title: Director of Finance and Federal Programs.
Qualifications:

1. Master's Degree.
2. Must hold a valid Oklahoma Teaching Certificate.
3. Shall have experience in using state approved OCAS software and hardware.
4. Shall have experience in writing and understanding state and federal program regulations, budget reports and grant applications.
5. Shall have background in Accounting/Finance.

Reports to:

Superintendent of Schools
Performance Responsibilities (Finance)

1. Shall regularly review financial procedures and recommend to Superintendent any recommendations for improvements.
2. Supervise the developing, coordinating and improvement of all aspects of the district's finance program.
3. Supervise the preparation and presentation of the school district's budget, i.e. revenues and expenditures.
4. Supervise the preparation of allocations for appropriations for all school district funds and individual site budgets.
5. Coordinate with and provide auditor with all financial reports and records necessary to meet state and federal regulations.
6. Provide monthly update of financial status of general fund revenues and expenditures to the Superintendent and/or Board of Education.
7. Other duties as assigned by the Board of Education and the Superintendent.

Performance Responsibilities: (Federal Programs)

1. Keep informed and provide leadership on rules and regulations of State and Federal grants.
2. Direct activities for acquiring information of value required for filing all state and federal grants.
3. Supervise the collection, maintenance and/or reporting of all pertinent grant data to appropriate office, i.e., LEA, SEA, U.S. Dept. of Education, etc.
4. Supervise the maintenance of files containing grant application, records and budget reports as required by state and/or federal law.
5. Supervise the maintenance of budget records and data for audits as required by state and federal law.
6. Other duties as assigned by the Board of Education and the Superintendent.

Terms of Employment:

Twelve month year as determined by Board. Salary to be established by Board.
VACATION:

The Director of Finance and Federal Programs shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance evaluated by Superintendent using State Minimum Criteria.
Section I. Title: Athletic Director.
Qualifications:

1. Must hold a valid Oklahoma Teaching Certificate.
2. Must have had Head Coaching Experience.
3. Must have working knowledge in a number of various athletic sports.
4. Must have understanding in building a School Activity Budget.
5. Must have leadership abilities.

Performance Responsibilities:

The Athletic Director shall be the head of the Athletic Department. He is a system-wide employee whose main duty is to direct, administer and coordinate the system-wide athletic program.
The Athletic Director answers directly to the Superintendent of Schools and works cooperatively with the Principals, personnel of the business office, and the Director of Transportation.
Duties of the Athletic Director:

1. Coordinate and supervise the system-wide program of athletics.
2. Foster good school-community relations by keeping the community informed of, and responsive to, the athletic program.
3. Arrange for meals and lodging for team members and coaches when necessary.
4. Supervise all coaching staff members and evaluate on an annual basis.
5. Prepare and administer a budget for the athletic program in cooperation with and through the Superintendent.
6. Make recommendations for the proper care and maintenance of the athletic equipment and playing areas.
7. Recommend employment of prospective staff members insofar as coaching responsibilities are concerned.
8. Insure that administrative supervision is administered at all home and away athletic activities.
9. Authorize employment and payment of all personnel needed to conduct athletic contests.
10. Authorize employment and payment of all officials for athletic contests.
11. Be knowledgeable of and administer all policies and procedures of the Caney Valley Board of Education.
12. Be knowledgeable of and administer all Oklahoma Secondary Schools Activities rules and regulations.
13. Provide reports as needed to Middle School and High School on overall status of program.
14. The Athletic Director shall represent Caney Valley Public Schools at conference, local and state meetings that pertain to secondary school athletics.
15. Strive to have a high level of participation in all athletic activities for the Caney Valley Schools.
16. Constantly promote and sell the Caney Valley Public Schools athletic program.
17. Oversee Homecoming.
18. Oversee Cheerleading Coaches.
19. Be responsible for all athletic related inventory.
20. Work with Superintendent in District wide projects.
21. Complete all athletic related transportation requests.

Terms of Employment:

200 Day Contract as determined by Board of Education. Salary to be established by Board. (August 1 - June 30 or as needed)
Evaluation:

Superintendent of Schools, High School and Middle School Principal will evaluate job performance using State Minimum Criteria.
Section J. Title: Nurse.
Qualifications:

1. Degree RN and must be certified by the State Department of Education in Nursing.
2. Experience in working with students of all ages.

Reports to:

Building Principals and Superintendent of Schools.
Performance Responsibilities:

The Washington County will help Caney Valley Public School with related health services. A nurse will be assigned when necessary to satisfy all State Mandates. The nurse will be responsible directly to the building principal.
ARTICLE VI

Certified Personnel Regulations

Section A. Teaching Personnel.
1. Recommendation of Teachers.

The Superintendent shall be responsible for recommending employment of all employees to the Board of Education. Others may be asked to assist in the appraisal of qualifications of candidates. In every case, the Superintendent shall make the final decision as to whether or not a candidate will be recommended.
2. Selection of Teachers.

A. Regular Teachers

1) All Teachers shall be selected on a professional basis and shall enter into a contract with the Board of Education upon employment.
2) All Teachers must have the degree required by the Oklahoma State Department of Education.
3) Every Teacher shall be a person of good moral character and be willing to sign the "Loyalty Oath to the United States and Oklahoma Constitution." Every teacher must be a citizen of the United States (Exchange Teachers excepted).
4) Every teacher must have a valid certificate and transcript registered with the State Department of Education and filed in the Office of the Superintendent before being paid.

B. Substitute Teachers

Oklahoma Statutes states that no substitute teacher shall be employed for a total period of time in excess of 70 school days during the school year with a limit of 20 days in the same assignment, unless he or she is the holder of a valid certificate.
The sum of Thirty Dollars ($30.00) per day shall be paid for a non-certified substitute. Forty Dollars ($40.00) per day will be paid a certified substitute. Certified "Long-Term" Substitutes as approved by the Superintendent, will be paid according to what the Board and Superintendent decide. All "Long-Term" Substitutes must have an application on file in the Superintendent's Office.

3. Assignment of Teachers

The Superintendent shall be responsible for the final assignment of all Teachers. Others on the staff may be asked to help with the assignments. Assignments shall be based on the requirements of each position and the qualifications of each teacher. Teachers may be moved from one building to another or one position to another based on the needs of the school district and certification. The Caney Valley Schools reduction-in-force policy does not apply to the reassignment of Teachers.
4. Delegation of Authority.

Each Teacher shall be under the general direction of the Superintendent and immediately responsible to the Principal with whom the Teacher works for carrying out the policies of the Board of Education as they relate to the functions of the school, to the classrooms and to the immediate contact with pupils and parents.
5. Standards of Performance and Conduct for Teachers

A copy of these standards, any amendments to such standards and any standards adopted by the local Board of Education will be given to each teacher when available and/or before April 10 of each year.
6. Oklahoma Minimum Criteria for Effective Teaching

Performance.
A. Practice

1) Teacher Management Indicators

a) Preparation

The teacher plans for delivery of the lesson relative to short-term and long-term objectives.
b) Routine

The teacher uses minimum class time for non-instructional routines thus maximizing time on task.
c) Discipline

The teacher clearly defines expected behavior (encourages positive behavior and controls negative behavior)
d) Learning Environment

The teacher establishes rapport with students and provides a pleasant, safe, and orderly climate conducive to learning.

2) Teacher Instructional Indicators

a) Establishes Objectives

The teacher communicates the instructional objectives to students.
b) Stresses Sequence

The teacher shows how the present topic is related to those topics that have been taught or that will be taught.
c) Relates Objectives

The teacher relates subject topics to existing student experiences.
d) Involves All Learners

The teacher uses signaled responses, questioning techniques, and/or guided practices to involve all students.
e) Explains Content

The teacher teaches the objectives through a variety of methods.
f) Explains Directions

The teacher gives directions that are clearly stated and related to the learning objectives.
g) Models

The teacher demonstrates the desired skills.
h) Monitors

The teacher checks to determine if students are progressing toward stated objectives.
i) Adjusts Based On Monitoring

The teacher changes instruction based on the results of monitoring.
j) Guides Practice

The teacher requires all students to practice newly learned skills while under the direct supervision of the teacher.
k) Provides for Independent Practice

The teacher requires students to practice newly learned skills without the direct supervision of the teacher.
l) Establishes Closure

The teacher summarizes and fits into context what has been taught.

3) Products

a) Teacher Product Indicators

(1) Lesson Plans

The teacher writes daily lesson plans designed to achieve the identified objectives.
(2) Student Files

The teacher maintains a written record of student progress.
(3) Grading Patterns

The teacher utilizes grading patterns that are fairly administered and based on identified criteria.

7. Student Achievement Indicators

Students demonstrate mastery of the stated objectives through projects, daily assignments, performance, and test scores.
8. Professional Growth

A. Organizations:

Teacher membership in local, state and national teacher organizations are optional. Teacher attendance at the State Teacher's meeting is optional unless determined when the official school calendar is approved. Attendance at other local workshops, and Teachers meetings is required or as directed by the Superintendent.

B. Staff Development

Caney Valley Public Schools participates in a local Staff Development program based on the needs of the teaching personnel as per Oklahoma House Bill 1706. The members of the committees are appointed by the Faculty and approved by the Board of Education. The goal of the program at Caney Valley Schools will be to enhance the professional growth and competence of all teachers in the Caney Valley System. The guidelines for the Caney Valley Staff Development Program are as follows:
1) If a certified or licensed teacher or administrator does not earn some (five or more) points each year or fails to earn a minimum of seventy-five (75) staff development points during his/her five-year cycle, he/she will be placed on probation during the following year.

During this probationary period, July 1 to April 1 of the next year, all staff development requirements must be met. At the April Caney Valley Board of Education meeting following the end of the probationary period, teacher/ administrator compliance will be reviewed. Those who have not fulfilled the requirements may be terminated.
2) Some staff development activities will be provided locally each year.
3) If an employee does not attend the regularly scheduled staff development activities offered locally during the professional days, he/she may attend, by permission of the Building Principal, activities sponsored by a professional organization.
4) Alternative activities in the following areas may be submitted for staff development points:

Professional Activities-1 point per clock hour

*Meetings of professional organizations
*Local in-service activities/workshops
*Other workshops to improve expertise
of certified/licensed personnel
Formal Course Work-15 points per college hour

Work on Four-year Plan-1 point per after school clock hour. (10 maximum)
Viewing and Critiquing of Professional tapes-1
point per clock hour
Legislature Awareness - 2 points per day maximum

5) Presenters of staff development programs will receive double the number of points allowed for participants.
6) All alternative activities should relate to the identified needs and have direct application to increasing professional performance in a work assignment. Staff Development points shall not be given for a routine job-related assignment.
7) The Alternative Activity form must be completed for all alternative activities including the justification statement and must have proof of attendance attached.
8) Staff development forms for alternative activities (with attached proof of attendance) must be turned in to each building representative before the end of the school year. These forms are available in the Principal's office or from the building representative.
9) Staff development form and proof of attendance for summer activities and courses must be submitted to the building representative before October 1 of each year.
10) The staff development committee will meet three times each year to review all forms and approve or disapprove points submitted (October, February, and May)
11) The staff development committee will work with the Superintendent in preparing a school calendar to present to the board for final approval.

9. Salary Policies and Principles for Certified Personnel

A. The basic salary schedule for the instructional staff of a school system serves two (2) important functions. For the Board of Education and the administrative offices, it is an instrument of the budget and serves as a financial plan to regulate and stabilize the cost of the instructional services. The Salary Schedule is made up of three (3) parts which are added together to make the Certified Employee's total salary. Any extra duties are added to the Total Salary.

1) Base salary - This figure will depend on number of years taught and degree held.
2) The Caney Valley School District contributes to the Teachers' Retirement system pursuant to the requirements of Section 17-108.1, Title 70 of the Oklahoma Statutes.
3) Fringe - This money is equal for each certified employee and may be used for Health Insurance, Annuities, or taken in cash. FICA is deducted from fringe.
4) District will pay custodian cost of School sponsored tax saving Cafeteria plan, Section 125 of the Internal Revenue Code, if the certified employee desires. (Those new to the District will have to wait until January 1 to join.) Expense vouchers to Financial Data Service need to be turned into the Business Office by noon on the last working day of the month.
5) District will pay total costs of School sponsored $15,000.00 Life Insurance policy with Trans-General Life Insurance Company for the full-time certified instructor. (If new to the District, the insurance will be effective the first month after employment.) The Life Insurance will officially end with the termination date of the certified employee, unless the insurance is renewed by the Board of Education.
6) The pay period for 180 Day or 200 day certified employees is the 9th of each month. The pay period for 12 months certified employees is the last working day of the month. These employees will also be paid on the 10th day of each month.
7) All wages earned during the month will be added together and one check will be issued. Example: After school tutoring wages will be added to regular monthly check.

B. To the instructional staff, the salary schedule is a guarantee of fair and equitable treatment and gives assurance that salaries are approximately equal among employees with equal qualifications and experiences.
C. Teacher's workday - The standard teaching assignment is six periods or its equivalent and teachers will normally be assigned six or seven periods of instruction or class preparation per day or its equivalent. Insofar as is possible during the period of time school is in session each day, the duties of teachers shall be directly related to their classroom assignments.

Activities conducted beyond the standard teaching day which are directly related to a teacher's subject area or to general school activities involving faculty participation in support of the educational program are considered a part of the standard teaching and a part of the teacher work day. Such activities include faculty, department, committee, staff development meetings, Parent Teacher Conference night and Open House.
Club sponsorship and faculty assistance at athletic and social activities will be handled primarily on a voluntary basis. However, teachers may be assigned to provide such assistance if required. Such assignments shall be considered a part of the teacher workday and shall be impartially distributed among the staff and reasonable in number.

10. Employment Procedure

To insure that all who desire may make application and be considered for employment on the basis of their demonstrated ability and competence without discrimination because of their race, color, religion, sex, national origin, handicap, age, or veteran status, for any vacancy which might occur in the Caney Valley Public School System, the School District will use the following procedure:

A. Handling of vacancies.

A position vacancy must be declared by the Superintendent of Schools and a need established to employ a person to fill that vacancy. The position will then be recorded with the State Department of Education and the Local State Employment Office Clearing House for Teachers.

B. Position Requirements

Minimum position requirements must be established for each vacancy and recorded before accepting any applications. (Example: Certification requirements, experience required, etc.)
C. Filling of Vacancy

1) Teacher and/or administrator vacancies may be advertised within the Caney Valley system to fit a particular school need, if deemed necessary. Vacancies may be filled by transfers within the system. In this case, there is no vacancy until all transfers are complete.
2) Applications will be taken year round and kept on file in the Superintendent's office for one year. If a vacancy occurs, these applications may be reviewed for qualified personnel. When no transfer is made and no qualified applicants are on file, the position may be listed with university placement offices in the State. All vacancies will be listed with the State Department of Education and the Local State Employment Office Clearing House for teachers.

D. Accepting Applications.

Applications will be accepted for the current calendar year and must be updated each calendar year.
E. Interviews

Interviews will be requested of those applicants who, on the basis of their screened application, qualify for the position that is open. If more than three applicants qualify for the open position, the School District may, at its option, interview only the top three applicants for the position. A completed application does not guarantee an interview.
F. Record of Vacancy

A file will be kept on each vacancy and must include:
1) Vacancy
2) Position requirements
3) Applications considered
4) Interview notes
5) A stated reason for the selection of the applicant employed
6) The file for each vacancy will be kept for three (3) years in the office of the Superintendent.

G. Procedure in Selecting Personnel

The time and method of employment of the Caney Valley School District #18 of Washington County, shall be as follows:
1) At the regular meeting of the Board of Education during the month of December the Board is to consider the selection of a Superintendent of Schools. It shall be the duty of said Superintendent to accept or reject employment on or before the regular meeting in February.
2) At the regular Board of Education meeting during the month of February, it shall be the duty of said Board of Education to consider the Principals as recommended by the Superintendent of Schools. It shall be the duty of the Principals to accept or reject employment on or before the regular Board Meeting in April.
3) At the regular meeting of the Board of Education during the month of April, it shall be the duty of said Board of Education to consider the selection of teachers. It is the duty of the Principal to recommend his/her teachers to the Superintendent before the teachers are recommended by the Superintendent to the Board of Education.
4) All Teachers are automatically re-employed if not notified in writing by April 10 that the Superintendent has recommended or that the Board is considering non-renewal of their contract.

H. Evaluation of Teachers

In Caney Valley School District, evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the Educational program. The school district and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our district. All staff members are expected to perform well in relation to their job descriptions, statements of objectives and approved performance criteria. Evaluation is a system for documenting the criteria and the evidence of achievement staff members.
The Board of Education of Caney Valley School District #18, Caney Valley, Oklahoma, hereby adopts an evaluation policy, procedures, criteria and instruments for all certified employees in compliance with 70 O.S. Sec. 6-101.10.
The performance of all certified staff members will be evaluated using the standards developed by the State Board of Education and any additional criteria not consistent with the State standards submitted by the evaluation committee and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing his/her job function. The Superintendent will be evaluated by the Board of Education; Principals and other administrators will be evaluated by the Superintendent; and Teachers and other non administrative staff will be evaluated by the Principal, as provided by law.
Every probationary staff member will be evaluated twice each year, once prior to November 15, and once prior to February 10. Every career Teacher will be evaluated once
every year. All personnel designated by the local Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education.

The Official evaluation reports will be followed by a conference between evaluator and staff member. The form will be signed by both. If the evaluator recommends a corrective action plan for improvement, a plan will be developed by the evaluator and staff member. The plan will include a statement indicating how the district will assist with improvement efforts.
The evaluation report and plan for improvement, if one is developed, will be filed in the staff member's personnel file. The file is accessible to the staff members, the Board of Education, the evaluator, and the administrative staff to which the staff member applies for employment, and only those others designated by the Teacher or by state law.
The evaluation program will be reviewed annually by the Board of Education. Significant substantive amendments will be made only after consultation by the Board with representatives selected by the teachers.
11. Policy On Suspension, Dismissal and Non-Reemployment Of Teachers

A. Definitions and Scope

1) "Teacher" means a duly certified or licensed person who is employed to serve in any instructional capacity or as a counselor, librarian. An administrator shall be considered a "teacher" only with regard to service in an instructional, non administrative capacity.
2) "Career Teacher" means a teacher who has completed three (3) or more consecutive complete school years in such capacity in the School District under a written teaching contract.
3) "Probationary Teacher" means a teacher who has completed fewer than three (3) consecutive complete school years in such capacity in the School District under a written teaching contract.
4) "Dismissal" means the discontinuance of the teaching service of a teacher during the term of a written contract.
5) "Non-Reemployment" means the non-renewal of a teacher's contract upon expiration of the contract.
6) "Suspension" means the temporary discontinuance of a teacher's services during the term of a contract pending dismissal or non-reemployment
7) This policy does not apply to:

a) Substitute teachers
b) Adult Education teachers or instructors
c) Teachers employed on temporary contracts, and
d) Administrators, except with regard to service in an instructional, non-administrative position.

8) This policy does apply to teachers employed in positions fully funded by federal or private categorical grants in regard to dismissals or suspensions during the term of employment under the grant, but not in regard to "non-reemployment" at the expiration of the grant.

B. Grounds for Dismissal or Non-Reemployment.

1) Cause

a) A career teacher (as defined by law) may be dismissed or not reemployed for:

(1) Willful neglect of duty
(2) Repeated negligence in performance of duty
(3) Incompetency
(4) Unsatisfactory teaching performance
(5) Instructional ineffectiveness
(6) Mental or physical abuse to a child
(7) Any reason involving moral turpitude
(8) Criminal sexual activity or sexual misconduct (as those terms are defined by law) which has impeded the effectiveness of the teacher's performance of school duties
(9) Failure to meet local school Board staff development requirements, and
(10) Any other grounds hereafter allowed by law.
(11) A career teacher shall be dismissed or not re-employed for conviction of a felony.

b) A probationary teacher (as defined by law) may be dismissed or not re-employed for cause.
c) A cause listed in a) (1-5), for a career teacher, or any cause related to inadequate teaching performance for a probationary teacher, shall not be a basis for a recommendation to dismiss or not re-employ a teacher unless appropriate corrective action procedures have been followed. Dismissal or non-reemployment for any cause not listed in a) (1-5) for a career teacher, or not related to inadequate teaching performance for a probationary teacher, shall not require corrective action procedures to be followed.

C. Corrective Action

1) When the administrator who has evaluated a teacher pursuant to School District Policy identifies poor performance or conduct that the administrator believes may lead to a recommendation for the teacher's dismissal or non-reemployment, the administrator shall:

a) Admonish the teacher, in writing, and make a reasonable effort to assist the teacher in correcting the poor performance or conduct; and
b) Establish a reasonable time for improvement, not to exceed two (2) months; taking into consideration the nature and gravity of the teacher's performance or conduct.

2) Whenever a Superintendent, or other Administrator identifies poor performance or conduct that may lead to a recommendation for dismissal or non-reemployment of a teacher, the Administrator who has responsibility for evaluation of the teacher shall be informed and shall admonish the teacher as described above. If the Administrator fails or refuses to admonish the teacher within ten (10) days after being informed of the problem, Superintendent or other Administrator who identified the problem shall admonish the teacher.
3) If the teacher does not correct the poor performance or conduct cited in the admonition within the time specified, the Administrator (or other admonishing official) shall make a recommendation to the Superintendent for the dismissal or non-reemployment of the teacher. The Superintendent shall furnish a copy of the recommendation to the Board of Education.

12. Procedures for Dismissal or Non-Reemployment

A) Initiating Action

1) Whenever the Superintendent determines that cause exists for the dismissal or non-reemployment of a teacher employed within the School District, he shall submit a recommendation in writing to the Board of Education. The recommendation shall state the one or more specific grounds (statutory grounds, in the case of a career teacher) and specify the underlying facts on which the recommended dismissal or non-reemployment is based.
2) In the absence of a recommendation from the Superintendent pursuant to this section, or when the Board of Education chooses not to accept the Superintendent's recommendation as to reemployment of a teacher, the Board may initiate dismissal or non-reemployment action without a recommendation provided, that it adheres to the other provisions of this policy and that the corrective action procedures have been followed when applicable.

B. Suspension
Whenever the Superintendent has reason to believe that cause exists for the dismissal of a teacher and he is of the opinion that the immediate suspension of the teacher would be in the best interests of the children in the district, the Superintendent, or the Board of Education on the recommendation of the Superintendent, may suspend the teacher without notice or hearing. The suspension shall not deprive the teacher of any teaching compensation or other benefits to which he/she would otherwise be entitled under the teaching contract or pursuant to law. Within ten (10) days after the suspension becomes effective, the Board of Education shall initiate a hearing for dismissal pursuant to this policy.

C. Notice and Hearing

1) Prior to the time that the Board of Education takes any action to dismiss or non-reemploy a teacher, whether the Board is acting on its own volition or on a recommendation of the Superintendent, the Board shall mail to the teacher, by certified mail, restricted delivery with return receipt requested, a copy of the recommendation (or a comparable statement of grounds and underlying facts, if the Board is acting on its own volition), and a notice that the teacher has a right to a hearing before the Board and stating the date, time and place set by the Board for the hearing. The hearing shall be held no fewer than 20 days and no more than 60 days after the teacher receives the notice. Notice of a recommendation of non-reemployment or possible non-reemployment action by the Board acting on its own volition shall be given to the teacher prior to April 10. A form of the notice to be sent to the teacher is attached as an appendix to this policy.
2) The hearing before the Board of Education shall be conducted pursuant to procedures established by the State Department of Education. In the absence of or to the extent not inconsistent with those procedures, the hearing shall be conducted as prescribed below.
3) At the hearing before the Board of Education, the teacher shall be entitled to be represented by counsel, to cross-examine witnesses presented by the School District, to present witnesses on his/her behalf and to present any relevant evidence or statement which the teacher desires to offer. The burden of proof shall be on a the School Administration, and the standard of proof shall be a preponderance of the evidence.
4) The hearing shall be conducted in "open" session. If it is necessary to disclose information which is required by law to be kept confidential, the Board shall receive such information in executive session prior to taking any action. The hearing shall commence with a statement to the teacher of his/her rights at the hearing. Following this statement, the school administration shall present facts showing the cause for the teacher's dismissal or non-reemployment. The teacher shall then have the right to present his/her side of the matter. After both the school administration and the teacher have fully presented their respective positions, the Board of Education shall deliberate on the evidence regarding the teacher's dismissal or non-reemployment in executive session.
5) After due consideration of the evidence and testimony presented at the hearing, the Board shall vote, in open session, on findings of fact based on the evidence submitted, and whether to dismiss or non-reemploy the teacher. The decision shall be made by a majority of the Board of Education members present at the meeting. In the case of a career teacher, specific statutory grounds for dismissal or non-reemployment should be stated in the motion.

Example: I move to dismiss (or non-reemploy) (teacher) on the grounds of incompetency. (State all statutory grounds in the motion which are supported by a preponderance of the evidence.)

In the case of a probationary teacher, the specific cause for dismissal or non-reemployment should be stated, although such cause need not be a statutory cause.
Example: I move to dismiss (or non-reemploy) (teacher) for the reason that he is chronically late and fails to turn in lesson plans. (All known causes of dismissal or non-reemployment which are supported by a preponderance of the evidence should be stated in the motion.)

6) The teacher shall be sent notice of the Board's decision by certified mail, restricted delivery, return receipt requested. The notice shall state the basis for the decision. In the case of a career teacher only who is dismissed or non-reemployed for cause, the notice shall advise the career teacher of his/her right to a trial de novo in district court. A form of the notice to be sent to the teacher is attached as an appendix to this policy.

D. Post Decision Proceedings.

1) Decision Based on Cause - Career Teachers
A career teacher dismissed or non-reemployed for cause shall be entitled to a trial de novo in the district court for the county in which the school district is deemed by law to be located. The teacher must file a petition for a trial de novo with the district court clerk within ten (10) days of the teacher's receipt of the notice of the Board's decision. Failure to file a petition within the ten (10) days constitutes a waiver of the right to a trial de novo,
and the decision of the Board becomes final and unappealable. If the teacher timely files a petition, the conduct of the trial de novo shall proceed pursuant to statutory provisions.
2) All Other Decisions

A career teacher non-reemployed due to a reduction in force or a probationary teacher who is dismissed or non-reemployed for any reason shall not be entitled to a trial de novo or any other post-decision review or appeal. The decision of the Board of Education in these cases is final and unappealable.

13. CERTIFICATES - LICENSES - W-4 - LOYALTY OATH - EMPLOYMENT ELIGIBILITY VERIFICATION - FELONY CHECK

All Teacher are required to have an Oklahoma Certificate or License valid for the school year in the areas in which they are assigned to teach. The Certificate must be on file in the office of the Superintendent of Schools. It is the responsibility of the teacher to have the certificate or license on file in the Superintendent's Office. In addition to the certification, a current W-4 Withholding Form, Signed Loyalty Oath, and copies of the up-to-date transcripts, Employment Eligibility Verification Form and Felony Check Forms. Without these materials on file, your Contract is null and void, thus making any payment to you for teaching illegal.

(DATE)
(NAME OF TEACHER)
(ADDRESS)
(CITY, STATE, ZIP)
RE: Notice of Hearing on Recommendation for Your Dismissal
(Non-Reemployment)
Dear (Mr. or Ms.) ______________________:
This letter will notify you that the Board of Education has received a recommendation from the Superintendent of Schools for your dismissal (non-reemployment) as a teacher in this School District. Enclosed with this letter is a copy of the Superintendent's recommendation which sets out the underlying facts on which his recommendation is based.
This is to notify you that on the _____ day of __________,
19____, at _______ p.m., the Board of Education will hold a
hearing at__________________________________________________, at
which time the Board will consider and determine whether to

accept the recommendation of the Superintendent that you be
dismissed (non-reemployed) from your teaching position on the
following grounds:

Example: 1) Repeated negligence in performance of duty: repeated failure to turn in lesson plans.

2) Incompetency: Inability to maintain order in classroom.

You have the right to appear before the Board at the
hearing. The school administration will explain and present
evidence regarding the charges against you. You are entitled to
be represented by legal or other counsel, to cross-examine
witnesses presented by the administration, to present witnesses

on your behalf and to present any relevant evidence or statement
which you desire to offer.

If the Board of Education determines that the preponderance
of the evidence supports the Superintendent's recommendation and warrants your dismissal (non-reemployment) then the Board of Education can vote to dismiss (non-reemploy) you. This
notice is sent at the direction of the Board of Education.
If you have any questions concerning the procedures to be
followed at the hearing, please feel free to contact me.
Very truly yours,
_________________________
Superintendent of Schools

(TO BE PERSONALLY DELIVERED TO THE TEACHER AND MAILED BY CERTIFIED MAIL, RETURN RECEIPT REQUESTED, ADDRESSEE ONLY).
(DATE)

(NAME OF TEACHER)
(ADDRESS)
(CITY, STATE, ZIP)

RE: Notice that Non-Reemployment (Dismissal From Employment) has Been approved by the Board of Education.
On __________________, the Board of Education of _____________
Public Schools, meeting in _____________(regular/special) session
and having heard and duly considered all the evidence presented,
voted to (immediately dismiss you from your employment as a
teacher with the School District) (not to renew your teaching
contract for the ____________ school year). The Board of Education
deems this action to be in the best interests of the students and
patrons of the School District. The specific grounds for your
non-renewal (dismissal) and the basis for the Board's decision
are:
Example: 1) Repeated negligence in performance of duty: repeated failure to turn in lesson plans.
2) Incompetency: Inability to maintain order in
classroom.
(FOR CAREER TEACHERS ONLY)
Pursuant to Okla. Stat. tit. 70, 6-101.27, you are entitled
to a trial de novo in the district court of the county in which
this school district is deemed by law to be located. If you wish
to exercise your right to such a trial, you MUST within ten (10)

days of the receipt of this notice, file a petition with the
District Court Clerk of this county. If you fail to file a

petition within the ten (10) day period, you will be deemed to have
waived your right to a trial de novo and the decision by the
Board of Education of non-reemployment (dismissal) shall become
final and non-appealable. If you file a petition, the trial
shall proceed pursuant to statutory provisions.)
(FOR PROBATIONARY TEACHERS ONLY)
The decision of the Board of Education is final and
unappealable.
This notice is sent to you pursuant to the instructions of
the Board of Education.
Sincerely yours,
_________________________
Superintendent of Schools

(TO BE MAILED BY CERTIFIED MAIL, RESTRICTED DELIVERY, WITH RETURN RECEIPT REQUESTED AND A COPY HAND DELIVERED TO TEACHER)

E. DUE PROCESS FOR ADMINISTRATORS

Whenever the Board of Education shall determine that the dismissal or nonreemployment of a full-time certified administrator from his/her administrative position within the school district should be effected, the administrator shall be entitled to the following due process procedures:

1. A statement shall be submitted to the administrator in writing prior to the dismissal or nonreemployment which states the proposed action, lists the reasons for effecting the action, and notifies the administrator of his/her right to a hearing before the Board of Education prior to the action; and
2. A hearing before the Board of Education shall be granted upon the request of such administrator prior to the dismissal or nonreemployment. A request for a hearing shall be submitted to the Board of Education not later than ten (10) days after the administrator has been notified of the proposed action.

Failure of the administrator to request a hearing before the Board of Education within ten (10) days after receiving the written statement shall constitute a waiver of the right to a hearing. No decision of the Board of Education concerning the dismissal or nonreemployment of a full-time certified administrator shall be effective until the administrator has been afforded due process as specified in this policy. The decision of the Board of Education concerning the dismissal or nonreemployment, following the hearing, shall be final.

F. Reduction in Force Policy - Certified Personnel

1) General Matters

a) Reasons for a Reduction in Force. A career teacher may be nonreemployed or a probationary teacher may be dismissed or nonreemployed when the Board decides that due to (i) a financial exigency of (ii) a program change for institutional reasons or (iii) a decline in enrollment or
(iv) other business necessity as determined by the Board, which necessity requires a reduction in the teaching staff, the School District cannot enter into contractual obligations to one or more teachers for a future school year or, as to probationary teachers, cannot continue to meet existing contractual terms.
b) Definitions. For the purpose of this policy, the following terms have the stated meanings:

(1) "Financial Exigency" means a reduction in the School District's financial resources resulting from declining enrollment or any other action or event that in the judgment of the Board of Education will result in a reduction in the School District's current or future operating budget.
(2) "Program Change" means any elimination, curtailment or reorganization of a curriculum offering, program or school operation or a reorganization or consolidation of two or more individual schools or school districts that is unrelated to financial exigency.
(3) "Declining Enrollment" means a decrease in the School District's enrollment which in the judgment of the Board of Education may adversely affect the School District's current or future allocation of funds and/or the necessity of maintaining certain current or future class sections or offerings.

c) Criteria for Eliminating Positions.

The primary criterion in effectuating any reduction in force shall be the maintenance of a sound and balanced educational program that is consistent with the functions and responsibilities of the School District. In evaluating its program, the Superintendent and the Board will consider the elimination of teaching positions, not the teachers occupying those positions. In deciding which positions to eliminate, the Superintendent and the Board will consider the curriculum, the needs of students and those extra duty assignments that require special skill or expertise. Probationary teachers in positions to be eliminated will be nonrenewed or dismissed before career teachers.
d) "Bumping"

(1) If a career teacher's position is eliminated, the superintendent shall cause a probationary teacher to be "bumped" from his or her position in favor of the career teacher, if, at the time the recommendation for a reduction in force is submitted, the career teacher is certified to teach all of the courses assigned to and actually being taught by the probationary teacher. A career teacher shall "bump" the probationary teacher with the least seniority to whom this condition applies. A career teacher cannot "bump" another career teacher. Probationary teachers do not have "bumping" rights.
(2) If two or more career teachers could "bump" the same probationary teacher, the following criteria, in this order, will be used to determine which career teacher will "bump" the probationary teacher.

(a) The School District will retain the career teacher who currently holds a contracted extra duty assignment if, after the reduction in force, that career teacher will continue to be assigned such extra duty assignment. A "contracted extra duty assignment" is an assignment that requires special skill or expertise for which the teacher receives additional pay pursuant to a written extra duty contract that is separate from the regular teaching contract or is a teacher/ coach combination contract.
(b) If no contracted extra duty assignment exists, a career teacher with a standard certificate to teach the courses assigned to the probationary teacher will be retained over a career teacher with a provisional certificate, and a career teacher with a provisional certificate to teach the courses will be retained over a career teacher with a temporary certificate.
(c) If certifications under the above criteria are equal, the School District will retain the career teacher with the most advanced academic degree status. That is, a career teacher with a Doctor's degree will be retained over a career teacher with a Master's degree, and a career teacher with a Master's degree will be retained over a career teacher with a Bachelor's degree. Hours earned toward a degree that has not yet been earned will not be considered.
(d) If degree status is equal, the School District will retain the career teacher having the most versatile certificate in order to enable the School District to have flexibility in planning future curriculum.
(e) If versatility of certificates is equal, the School District will retain the career teacher having seniority, as determined by the number of complete, consecutive school years of employment in the School District.
(f) If seniority is the same, the School District will retain the career teacher chosen by lot.

(3) If there is more than one probationary teacher who could be "bumped" pursuant to the conditions identified in section 1) d) 1) of this policy, the criteria listed in section 1) d) 2) of this policy will be used to determine which probationary teacher will be "bumped".
(4) If there is more than one probationary teacher in a position being eliminated, the criteria listed in section 1) d) 2) of this policy will be used to determine which probationary teacher will be retained.

e) Career Teachers. In determining which career teacher(s) will be non reemployed when one or more of a number of identical positions is eliminated, the following criteria, in this order, shall govern:

(1) The School District will retain the career teacher(s) who currently holds a contracted extra duty assignment, as defined in section 1) d) 2) (a) of this policy, if, after the reduction in force, that career teacher will continue to be assigned such extra duty assignment.
(2) If no contracted extra duty assignments exist, the School District will retain the career teacher with the most advanced academic degree status, as defined in section 1) d) 2) © of this policy.
(3) If degree status is equal, the School District will retain the career teacher having the most versatile certificate in order to enable the School District to have flexibility in planning future curriculum.
(4) If versatility of certificates is equal, the School District will retain the career teacher having seniority, as determined by the number of complete, consecutive school years of employment in the School District.
(5) If Seniority is the same, the School District will retain the career teacher chosen by lot.

2) Procedures

a) Action by Superintendent. The Superintendent, upon receipt of the Board's preliminary determination of the necessity for a reduction in force, or upon his own volition, shall submit to the Board his written recommendations for terminating particular teaching positions. In making his recommendations, the Superintendent (i) shall not be limited to considering only positions in the areas or programs designated by the Board and (ii) shall consult with each principal in whose school or unit a termination is proposed and (iii) shall take into consideration the criteria set out herein.
b) Action by Board. In the absence of a recommendation from the Superintendent pursuant to this section, or when the Board of Education chooses not to accept the Superintendent's recommendation, the Board may initiate action without such recommendation provided that it adheres to the other provisions of this policy.
c) Notice and Hearing Procedures. Prior to taking any action to nonreemploy or dismiss a teacher due to a reduction in force, whether acting on a recommendation of the Superintendent or on its own volition, the Board shall provide notice and an opportunity for hearing to the affected teacher. The notice and Board hearing procedures shall be the same as those provided by Oklahoma law and Board policy regarding dismissal and nonreemployment of teachers for cause. Notice of a recommendation of nonreemployment shall be given to the teacher prior to April 10. Forms of the notices to be sent to the teacher are attached as appendices to this policy.
d) Hearing. At the hearing, evidence may be presented by the administration and the teacher, as to (i) whether a reduction in force is reasonably necessary and is being made in good faith and for the best interests of the School District and (ii) whether the recommendation to not renew (or dismiss) the specific teacher is being made in good faith and pursuant to this policy.
e) Effect of Board Decision. The decision of the Board based on the evidence presented at the hearing shall be final and unappealable. No teacher shall be entitled to petition for a trial de novo as to nonreemployment (or dismissal) due to a reduction in force.

3. Reemployment or Other Employment After Reduction in Force

a) Recall. For one school year after the effective date of non reemployment (or dismissal) due to a reduction in force, the Board of Education shall not fill the specific position previously held by a teacher who was nonreemployed (or dismissed) due to a reduction in force without first offering such position to the nonreemployed (or dismissed) teacher. If more than one nonreemployed (or dismissed) teacher is both certified and qualified for a position which the teachers previously held with the School District and which becomes available, the Board, after receiving the Superintendent's advice, shall select the teacher it believes will best fill the position. Nothing in this policy shall give to any nonreemployed (or dismissed) teacher priority rights to fill a vacancy which becomes available and for which they are certified and qualified unless such position is identical to the position which they previously held with the School District.
b) Recall Procedures. The offer of reemployment shallbe made personally or by certified mail, return receipt requested, and the teacher shall be notified that if he wishes to accept, he must do so in writing within five (5) calendar days of his receipt of notice. Failure to receive acceptance within five (5) calendar days or rejection of the offer of reemployment eliminates all reemployment rights of the teacher.
c) Status After Recall. A career teacher who has been nonreemployed and who is then reemployed within one school year shall be reinstated as a career teacher. A probationary teacher who is nonreemployed (or dismissed) but is then reemployed within one school year shall be given credit for the time already served as a probationary teacher for the purpose of determining eligibility for career teacher status.

4) Interpretation and Application

The interpretation and application of any provision of this policy shall be the exclusive province of the Board of Education.
Date
(Name)
(Address)
Re: Notice of Hearing on Recommendation for Nonreemployment due to Potential Reduction in Force.
Dear _____________________:
This is to notify you that on the _____ day of ____________, 19__, at p.m. the Board of Education will hold a hearing at _______________(address)___________________, at which time the Board will consider and determine whether to accept my recommendation that your position be eliminated and that your contract not be renewed for the 19__-__ school year due to a reduction in force.
The cause or causes and the underlying facts for the recommendation are as follows:
_________________________________________________________________________________________________________________________________________________________________________________________________________
Also enclosed with this letter is a copy of my recommendation which sets out the cause or causes and underlying facts on which the recommendation is based.
You have the right to appear before the Board at the hearing and present your position, witnesses and other evidence, as to why a reduction in force is not necessary, why your specific teaching position should not be eliminated and why your teaching contract for the 19__-__ school year should be renewed. You will be given an adequate opportunity to present your side of the matter to the Board of Education.
If you have any questions concerning the procedures to be followed at the hearing, please feel free to contact me.
Very truly yours,
Superintendent of Schools
Enclosure
(TO BE PERSONALLY DELIVERED TO TEACHER AND TO BE MAILED BY CERTIFIED MAIL, RETURN RECEIPT REQUESTED, ADDRESSEE ONLY)
Date

(Name of Teacher)
(Address of Teacher)

Re: Notice that Nonreemployment (Dismissal) Due to Reduction in Force has been Approved by the Board of Education.
Dear (Mr. or Ms.)________________:
On the __________ day of ___________________, 19__, the Board of Education of the _________________ School District voted to eliminate you reemployment position and to not renew your contract for the 19__-__ school year because of a reduction in force.
The basis for the Board's decision is: ______________________

______________________________________________________________________________________________________________________________________
The decision of the Board of Education is final and non-appealable.
If the Board decides to reinstate your specific position within the next school year, you will be notified and may be eligible to be reemployed.
Very truly yours,
Superintendent of Schools

(TO BE PERSONALLY DELIVERED TO TEACHER AND TO BE MAILED BY CERTIFIED MAIL, RETURN RECEIPT REQUESTED, ADDRESSED ONLY)
(IF A PROBATIONARY TEACHER IS DISMISSED UNDER THIS POLICY RATHER THAN NONREEMPLOYED THEN THE LANGUAGE OF THIS LETTER NEEDS TO BE REVISED TO REFLECT A DISMISSAL)
5) Exclusive RIF Policy

This procedure is the only one that may be used in connection with a reduction in force. No personnel action other than a reduction in force may be considered under this procedure and the terms of this procedure are limited to non-reemployment due to a reduction in force.
6) Publication of Policy:

This policy and any amendments to this policy shall be distributed to all "Teachers" as defined in Section I above.
7) Federal and State Grant Teachers:

a) Teachers who have gained career status in the Caney Valley Schools and then assigned a Federal or State Grant teaching position will be considered under the Reduction in Certified Personnel Policy the same as any other career teacher.
b) Teachers who are originally hired to teach or serve in a Federal or State Grant position will not be considered under the Reduction in Personnel Policy and will be eliminated if the Federal or State Grant is eliminated.

13. CANEY VALLEY SCHOOL DISTRICT POLICY WITH REGARD TO EMPLOYEES INFECTED WITH ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) OR OTHER LIFE THREATENING COMMUNICABLE DISEASES CAPABLE OF BEING TRANSMITTED IN THE SCHOOL ENVIRONMENT

The Board of Education is strongly committed to providing a safe environment for staff and students in relation to communicable diseases. Medical evidence indicates that Acquired Immune Deficiency Syndrome (AIDS) is a communicable disease. This policy governs the procedures and regulations of this School District when dealing with an employee who has been identified by a competent medical authority to have AIDS, AIDS Related Complex (ARC), tests positive for AIDS antibodies or has any other life threatening communicable disease capable of being transmitted in the school environment (referred to herein as "Other Life Threatening Communicable Diseases"). This policy will insure confidentiality and non-discrimination.
No employee will be dismissed or have his/her contract not renewed merely because he/she has AIDS, ARC, antibodies for the AIDS virus or Other Life Threatening Communicable Diseases.
Upon identification of the employee by a competent medical authority as having AIDS, ARC, antibodies for the AIDS virus or Other Life Threatening Communicable Diseases, the following procedures will be observed:

1. The Superintendent shall immediately request the employee to provide a comprehensive written statement from the employee's personal physician regarding the employee's current health condition. It shall be the duty of each employee to provide such information to the Superintendent. Willful failure to do so may lead to dismissal or non-renewal of an employee's contract.
2. Any decision regarding the employee's status shall be based upon the best medical evidence available. The Superintendent of schools or his designee, the employee and the employee's personal physician and a district appointed medical officer (a medical doctor or a doctor of osteopathy) shall meet and confer to determine the extent to which reasonable accommodation of the employee may be necessary due to the employee's condition. Unless the medical experts are of the opinion that the employee's condition could reasonably present a hazard of infection to students or other employees, the employee will be permitted to continue the employee's usual duties. If the employee's condition could reasonably present a hazard of infection to students or other employees, the School District will consider assigning the employee to other available duties for which the employee is qualified at no reduction in pay.
3. The employee is required to provide the Superintendent of schools with periodic written comprehensive reports from the employee's personal physician as to the employee's current health condition. The frequency of such reports will be determined in each case by the medical representatives of the employee and the School District.
4. Any employee may apply for and be granted a leave of absence without pay when approved by the Superintendent of schools upon the advice of the employee's personal physician, and, when deemed appropriate, a district medical officer.
5. An employee may request and be granted return from a leave of absence without pay when approved by the Superintendent of Schools upon the advice of the employee's personal physician, and when deemed appropriate, a district medical officer.

Confidentiality requirements in regard to information about any employee infected with AIDS, ARC, antibodies for the AIDS virus or Other Life Threatening Communicable Diseases shall be respected.
The employee will be requested to consent in writing to the notification of only those persons who, under the circumstances of the employee's particular job duties and health condition have a "need to know". Normally, this will mean the employee's immediate supervisor, the Board of Education and its attorney, the Superintendent of Schools and any health care professionals. Those persons will be instructed regarding their legal obligation to maintain the confidentiality of the information and the legal consequences of failing to do so. No entry regarding an AIDS condition or Other Life Threatening Communicable Disease is to be made in the employee's personnel file. Under no circumstances will students or the parents of students be notified that any person afflicted with AIDS or an AIDS condition or Other Life Threatening Communicable Disease is employed by the School District.

14. Leave of Absence

A. Sick Leave

1) The Board of Education of each school district in the State shall provide for sick leave for all Teachers employed in the district and shall pay such teacher the full amount of his/her contract salaries during any absence from his/her regular school duties for a period of time and under such conditions as the Board may determine, but not less than the minimum benefits hereafter specified.
2) Payment for sick leave shall be made on the basis of current salary rate then in effect for the Teacher receiving the payment.
3) The plan shall provide that a Teacher may be absent from his/her duties due to personal illness, accidental injury, pregnancy or illness in the immediate family without loss of salary not to exceed ten (10) days for ten (10) month contracts, eleven (11) days for eleven (11) month contracts, and twelve (12) days for twelve (12) month contracts during each school year vested at the beginning of the school year.
4) Accumulated sick leave will be reduced one (1) day for each day the Teacher is absent for reasons covered by the sick leave policy. Unused sick leave shall be cumulative up to sixty (60) days, and can be transferred to another district within the State of Oklahoma. (For those who qualify, a record will be kept for retirement purposes of those unused sick leave days over sixty (60) not to exceed 120. However these days are not eligible for use in Caney Valley Schools - referred to as Retirement Sick Leave Bank.)
5) After a Teacher who is on a ten month contract accumulates sixty (60) days sick leave within the Caney Valley District, they will begin the next school year with an additional ten (10) days for a maximum of seventy (70) days for that year. After a teacher who is on a twelve month contract accumulates sixty (60) days sick leave within the school district, they will begin the next school year with an additional twelve (12) days for a maximum of seventy-two (72) days for that year.

At the end of the school year, School Board policy requires that sick leave be reduced to sixty (60) days for both the ten (10) month and twelve (12) month teachers. Maximum carryover of sick leave is sixty (60) days for Caney Valley Schools.
6) A Teacher may use his/her accumulated sick leave in his/her immediate family as hereafter defined. The term "immediate family" is defined to mean husband or wife and the following relatives: father, mother, son, daughter, brother, sister, grandchild, grandparent, and corresponding relatives by affinity (marriage).
7) If after exhausting all sick leave, a Teacher is absent from his/her duties due to personal illness, injury or pregnancy, they will receive the contract salary, less the amount actually or normally paid for a substitute teacher for an add-itional twenty days. After all sick leave and the additional twenty days have been used, a teacher who is unable to return to work due to any cause for which sick leave could have been used, may ask to be placed on leave of absence without pay, pursuant to the School District's Family and Medical Leave Act Policy.

B. Retirement Sick Leave Bank

The following affects all employees hired before June 30, 1992. H.B. 2169 (1992), eliminated employees who started on or after July 1, 1992.
In accordance with state law, the total creditable service of a member who retires or terminates employment and elects a vested benefit shall include not to exceed 120 days of unused sick leave accumulated subsequent to August 1, 1959, during the member's membership with the Teachers' Retirement System. The total 120 days shall include what is in the Retirement Sick Leave Bank and what is in regular sick leave.
To clarify the difference between the two types of statutory sick leave days, the Board has established a Retirement Sick Leave Bank for the purpose of accounting for unused sick leave days which may be used for retirement purposes subject to the approval of the Teachers' Retirement System of Oklahoma. The term "unused sick leave days" is defined as those sick leave days for which an employee does not receive credit after the maximum 60 days of sick leave have been accumulated. Unused sick leave days shall be deposited in the Retirement Sick Leave Bank.
The Board of Education will maintain records for the purpose of assisting each employee to account for unused sick leave days for retirement purposes. The Board of Education will account for and certify unused sick leave days for each year for which an employee has exceeded 60 days of accumulated sick leave. This provision will apply to employees who have participated in the Teachers' Retirement System subsequent to August 1, 1959, until June 30, 1992, and who have accumulated the maximum 60 days of sick leave.

Upon retirement, accumulated sick leave days and the unused sick leave days in the Retirement Sick Leave Bank may be certified to the Teachers' Retirement System of Oklahoma to add creditable service for retirement purposes at a rate of one month of credit for each 20 days of accumulated sick leave.
Unused sick leave days may be used only to extend creditable service at retirement and for no other purpose. No employee may contribute unused sick leave days to another employee.

C. Misuse of Sick Leave Benefits

1) In order that maximum benefits may be provided to all employees in time of valid need it is imperative that controls be exercised to avoid the misuse of sick leave.
2) An employee who attempts to take unfair advantages of sick leave benefits shall be subject to dismissal or other disciplinary action. Any employee may be required to submit appropriate evidence concerning the cause of his/her absence in order to qualify for sick leave benefits.
3) Appropriate evidence may include the following:

a) A physical's statement endorsed by the employee.
b) The employee's statement endorsed by the Principal or immediate supervisor.
c) Copies of claims submitted for insurance benefits.
d) Other information as may be indicated by the circumstances.

4) Appropriate evidence will be submitted as indicated.

a) When requested by the Principal or Superintendent.
b) Sick leave claimed on days of unusual or inclement weather.

D. Worker's Compensation

Any employee injured while on duty must report the injury to the School Business Office within ten (10) days.
Proceeds received by the employee from the worker's compensation insurance company provided by the School District for loss of compensable time will be charged against normal employee salary and the difference (if any) will be made up from sick leave benefits.
E. Funeral Leave

Two days of non-cumulative funeral leave shall be allowed each year with full pay. Funeral leave is provided for the employee to attend the funeral of his/her immediate family. In case of death in the immediate family, an extra three (3) days shall be allowed upon the request of the employee. The term "immediate family" includes the following: husband, wife, son daughter, mother, father, brother, sister, grandparents, and corresponding in-laws. A written request shall be required in advance signed by the principal, submitted to the Superintendent for final approval. If there is not time for written requests, a phone call to the Principal or Superintendent requesting approve will be acceptable. Written request shall be submitted by the employee immediately upon return to duty if time did not permit prior notice.

F. Personal Leave

All full time personnel shall be granted three (3) personal days per school year. The building principal must be notified in advance. A personal business request form must be submitted in duplicate to the building principal for approval at least three (3) days prior to the requested leave. In the event of an emergency, the building principal may approve personal leave orally; however, the employee must submit a personal business leave request form as soon as possible following the leave.
Personal leave is a period of time which a teacher may use to attend pressing needs relating to personal, legal, household business and family matters which cannot be scheduled during non-duty hours. Personal Leave usage is restricted to these purposes and cannot be used for recreational or vacation purposes.
A completed "Certified Personal Leave Request" form for the intended Personal Leave day, stating the purpose of the leave, shall be submitted in advance to the Superintendent through the Building Principal. In cases of extreme emergency, the Principal may approve the Personal Leave request by telephone with a request to follow from the requesting teacher.
Personal Leave should not be taken immediately before or after holiday, vacation, or professional work day, unless special permission is given by Building Principal. Personal Leave shall not be cumulative from one school year to the next.
Personal Leave requests are not automatic and may be denied if the Building Principal or Superintendent feels that the absence will cause an extreme hardship on the education of students.

G. Vacation: Annual vacation of ten (10) days with pay is authorized for an employee assigned to a twelve (12) month position. Vacations may not accumulate from one year to another.
H. Military Leave Policy

It is the policy of Caney Valley Public Schools to provide Teachers who are members of any component of the Armed Forces of the United States, including members of the National Guard, leave when that Teacher is ordered by proper authority to active duty or service. Military leave shall be without loss of status, or efficiency rating, and without loss of pay or benefits during the first thirty (30) working days of such leave. Reference: 70 O.S. 6-105.
I. Jury Duty

The Caney Valley School District shall grant a Teacher leave for jury service or as a witness subpoenaed in a criminal, civil, or juvenile proceeding. The district may deduct any compensation received for serving as a juror or witness from the Teacher's salary.
J. Unexcused Absences

If any certified personnel should take more than the days prescribed per year for personal leave or sick leave, such absences will be considered unexcused and 1/180th will be deducted from their salary.
K. Sabbatical Leave

The policy provides for one (1) year Sabbatical Leave without pay with School Board approval for career certified personnel who wish to continue their education, providing a qualified replacement can be hired on a one (1) year contract. The Board of Education cannot guarantee that the Teacher will be placed in the same position which he/she left.
L. Family and Medical Leave Act

It is the policy of the Caney Valley School District to comply fully with the requirements of the Family and Medical Leave Act of 1993 (the "Act"). This Act requires that a covered employer provide up to twelve (12) weeks of unpaid leave to eligible employees. "Eligible employees" are those employees who: (1) have been employed for at least one year by the Caney Valley School District; and (2) worked at least 1,250 hours during the previous twelve-month period; and (3) have requested leave for a reason covered by the Act.
1. Reasons for Leave
All eligible employees who meet the Act's requirements may be granted a total of twelve (12) weeks of unpaid family leave and paid sick, vacation and personal leave combined (during any year as defined below) for the following reasons:
(a) For the birth of a child and to care for such a child, or placement for adoption or foster care of a child;
(b) To care for a spouse, child or parent with a serious health condition; or
(c) For a serious health condition of the employee that makes the employee unable to perform his or her job functions.

The term "serious health condition" means one which requires either in-patient care, or continuing treatment by a health care provider. This term is intended to cover conditions or illnesses affecting health to the extent that in-patient care is required, or absences are necessary on a recurring basis or for more than just a few days. A "serious health condition" does not cover short-term conditions for which treatment and recovery are very brief. Such conditions would normally be covered by the District's sick leave policies.
The term "year" as used in this Policy means a period of twelve (12) months measured from July 1 to June 30.

2. Availability of Leave

In determining the availability of leave the District will consider the leave available to a person (whether paid or unpaid) by virtue of existing employment conditions. The intent of the District is to insure that each individual covered by the Act shall have the leave benefits available as a result of the law's requirements. It is not the intent of the District or this policy to provide leave benefits that exceed those authorized by rule, policy or existing law as supplemented by the Act. Thus, an eligible employee must use any accrued paid vacation leave, personal leave and sick leave for any part of the twelve (12) week period. It is the policy of the District that all paid non-Act leave will be used first.
An employee requesting leave for one of the reasons authorized by the Act will be entitled to the leave available by virtue of existing leave policies. In the event the application of these policies results in less leave than is required by the Act an eligible individual will be entitled to such additional leave as is necessary to result in the minimum leave specified in the Act for covered individuals.
Where the employee's spouse is also employed by the District, the total number of work weeks of Act leave to which both spouses are entitled is limited to twelve (12) work weeks during a year if such leave is for the birth of a child or to care for a child or for placement for adoption or foster care of a child.
3. Application for Leave

An employee requesting leave must complete an "Application for Family or Medical leave." The application must state the reason for the leave, the duration of the leave (if known), and the starting and ending dates of the leave. An application can be obtained from the office of the Superintendent.
The application for leave must be submitted at least thirty (30) days before family or medical leave because of an expected birth or placement of a child, or because a planned medical treatment is to begin. if, for reasons beyond the employee's reasonable control, the leave is to begin in less than thirty (30) days, an employee must give notice to his or her immediate supervisor and to the office of the Superintendent as soon as is practicable, ordinarily within one or two school days of when the employee learns of the need for leave.
4. Leave Based on a Serious Heath Condition

A "Medical Certification Statement" must accompany an application for leave based on the serious health condition of the employee or the employee's spouse, child or parent. This statement must be completed by the applicable health care provider. It must state the date on which the health condition began, the estimated duration of the condition, and the relevant medical facts related to the condition.
If the employee has a serious health condition the certification must state that the employee cannot perform the functions of his or her position. Likewise, when the employee is prepared to return to work he or she must provide certification by his or health care provider that the employee is able to resume work. The District reserves the right to require the employee to obtain a second medical opinion at the District's expense. If the opinions of the first and second health care provider differ, the District may require a third opinion from a health care provider mutually agreed upon by the District and the employee. The third opinion shall be final and binding.
The District may require subsequent certifications to support FMLA leave but not more than every thirty (30) days unless the employee: (1) requests an extension of leave; (2) changed circumstances occur regarding the illness of injury; or (3) the District receives information that casts doubt on the validity of an existing certification.
In the event the employee is applying for leave to care for a spouse, child or parent, the certification must state that fact along with an estimate of the amount of time the employee will be needed.
5. Intermittent Leave or Leave on a Reduced Leave Schedule

An employee may request to use available leave intermittently or on a reduced leave schedule. Where leave is requested in connection with a serious health condition of the employee or his or her immediate family member, the request for leave must be supported with a certification from the health care provider that such leave is medically necessary and stating the expected duration and schedule of such leave. There must be a medical need for the leave and evidence that the medical need can best be accommodated through an intermittent or reduced leave schedule. Any eligible employee seeking leave on an intermittent or reduced leave basis must obtain and complete a request for leave and must submit the medical certification required.
Intermittent or reduced leave may also be taken in connection with the birth or because of the placement for adoption or foster are of a child. However, intermittent leave or leave on a reduced leave schedule must obtain and complete a request for leave and must submit the medical certification required.
Intermittent or reduced leave may also be taken in connection with the birth or because of the placement for adoption or foster care of a child. However, intermittent leave or leave on a reduced leave schedule for this purpose may only be taken with the approval of the District.
In either instance, whether because such leave is medically necessary or in connection with the birth or placement of a child, the employee must try to schedule the leave so as not to unduly disrupt the District's operations. In the event the employee takes intermittent leave or reduced leave the District reserves the right to place the employee in an alternative position which better accommodates intermittent or reduced leave.
When an instructional employee requests intermittent or reduced leave for planned medical treatment for more than twenty percent (20%) of the total number of working days in the period during which the leave would be used, the District may require the employee to elect either to (1) take leave for a "particular duration" or time which is not greater than the duration of the planned treatment, or (2) be transferred to an alternative position. If the instructional employee requesting intermittent leave or leave on a reduced leave schedule does not give proper notice as required the District may deny the taking of leave until thirty (30) days after notice was provided, or may require the employee to take leave for either a "particular duration" or accept an alternative position.
6. Leave Taken Near the End of an Academic Term

If an instructional employee begins any type of covered leave more than five (5) weeks before the end of a term, and if the leave will last at least three (3) weeks and the employee would otherwise return to work during the three (3) weeks before the end of the term, the District may require the employee to continue taking leave until the end of the term.
If an instructional employee takes leave for a reason other than the employee's own serious health condition which commences during the five (5) weeks before the end of the term, and if the leave will last more than two (2) weeks and the employee would otherwise return to work during the last two (2) weeks of the term, the District may require the employee to continue taking leave until the end of the term.
If an instructional employee takes leave for a reason other than the employee's own serious health condition which begins during the last three (3) weeks of the term, and if the leave will last more than five (5) working days, the District may require the employee to take leave until the end of the term.
For the purposes of this Policy, the word "term" means the first term of Fall semester term of each academic year and the second term or Spring semester term of each academic year.
7. During a period of family or medical leave, an employee will be retained on the District's medical insurance plan under the same conditions that applied before leave began. In order to continue medical insurance coverage the employee must continue to make any contributions that he or she made to the plan before leave. Failure of the employee to pay his or her share of the medical insurance premium may result in a loss of coverage. The employee is required to pay all of the premiums for any other type of insurance coverage which may exist.

If the employee fails to return to work after the expiration of the leave, the employee will be required to reimburse the District for payment of health insurance premiums during the family or medical leave, unless the reason the employee fails to return is the presence of a serious health condition which prevents the employee from performing his or her job or to circumstances beyond the employee's control.
The employee may not accrue any seniority or employment benefits that would have accrued if not for the taking of leave. However, the employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began.
8. Reinstatement to Former Position

An employee generally is entitled to be restored to an equivalent position and to equivalent conditions of employment. This may not be applicable to employees who are designated as "highly compensated employees". The District cannot guarantee that an employee will be returned to his or her original job. A determination as to whether a position is an "equivalent position" will be made by the District. A highly compensated employee is one who is salaried, and is "among the highest paid 10 percent" of the employees employed within 75 miles of the employee's work site. An employee who qualifies as a "highly compensated" employee may be denied restoration to employment if necessary to prevent substantial and grievous economic injury to the operations of the District.
An employee who is ready to return from leave must complete a "Notice of Intention to Return from Family or Medical Leave" before he or she can be returned to work. An employee may return to work before the expiration of a family or medical leave of absence. In this event, notification must be given to the employee's supervisor at least five (5) working days prior to the employee's planned return.

9. Failure to Return from Leave

The failure of an employee to return to work upon the expiration of a family or medical leave of absence will subject the employee to immediate termination unless an extension is granted. Any termination, as a result of this provision, is subject to the same rights as a termination for cause. An employee who requests an extension of family leave or medical leave due to the continuance, recurrence or onset of her or his own serious health condition, or the serious health condition of the employee's spouse, child or parent, must submit a request for an extension, in writing, to the employee's immediate supervisor with a copy to the office of the Superintendent. This written request should be made as soon as the employee realizes that she or he will not be able to return at the expiration of the leave period.
10. Interpretation of Act

The District intends to remain faithful to the requirements of the Act. Questions regarding the interpretation, administration, and application of the Act to eligible employees shall be resolved by reliance of the FMLA and its interpretative regulations. Where relevant, the District will also consider its policies, rules, practices, and negotiated agreements.

APPLICATION FOR FAMILY OR MEDICAL LEAVE

Name: ____________________________________________________________
Current Address: ________________________________________________
Position: _______________________________________________________
School or Work site: ____________________________________________
Beginning date of leave: ________________________________________
Expected date of return to work: ________________________________
Reason for leave request (explain): ______________________________
__________________________________________________________________
__________________________________________________________________
If family leave to care for a seriously ill family member is requested, state:

a. Name of family member: _____________________________________
b. Relationship of family member to you: ______________________
c. Describe care you will provide: ____________________________

_____________________________________________________________
_____________________________________________________________
Name and Mailing Address of Health Care Provider(s):
__________________________________________________________________
__________________________________________________________________
MEDICAL CERTIFICATION

A leave request, based on an employee's serious health condition or the serious health condition of an employee's spouse, child or parent, must be accompanied by a medical certification from an attending health care provider or providers.
EMPLOYEE'S STATEMENT

I hereby authorize the Caney Valley School District to contact my heath care provider(s) to verify the reason for my requested leave or for any other information concerning my requested family or medical leave. I understand that this authorization will be used only if a medical certification is not received or it is incomplete.
I understand that a failure to return to work at the end of my leave period may be treated as a resignation and will serve as a basis for discharge unless an extension has been agreed upon and approved in writing by the Superintendent of Schools.
__________________________ ____________________________
Date Signature
Approved by:
_________________________ ____________________________
Employee's Immediate Superintendent of Schools
Supervisor
MEDICAL CERTIFICATION STATEMENT

(Illness of Employee's Family Member)
Name of employee: _____________________________________________
Name of family member: ________________________________________
Relationship of above individual to employee: _________________
Date condition began: _________________________________________
Estimate of probably duration of the condition: _______________
________________________________________________________________
Diagnosis of the serious health condition: ____________________
________________________________________________________________
________________________________________________________________
Statement of the regimen of treatment prescribed for the condition (including estimated number of visits, nature, frequency and duration of treatment): _________________________________________
_________________________________________________________________
_________________________________________________________________
Explanation of the extent to which employee is needed to care for the ill spouse, child or parent: _______________________________
_________________________________________________________________
_________________________________________________________________
Does the patient require assistance for basic medical, hygiene, nutritional needs, safety or transportation?
__________yes __________no
Would the employee's presence be beneficial or desirable for the care of the family member?
__________yes __________no
___________________________ _________________________
Date Signature of Health Care
Provider
_________________________ Type of Medical Practice
_________________________
Specialization, if any

_________________________
Office Telephone Number

MEDICAL RELEASE

I authorize the release of any medical information, necessary to process my leave request, by my physical or other health care provider to the Caney Valley School District.
I understand that the information I authorize for release may contain information that indicates that I have a communicable or venereal disease which may include, but is not limited to, hepatitis, syphilis, gonorrhea or the human immunodeficiency virus, also known as Acquired Immune Deficiency Syndrome (AIDS).
________________________________ ______________________________
Date Patient's Signature
MEDICAL CERTIFICATION STATEMENT

(Employee's Own Serious Illness)
Name of employee: _____________________________________________
Date condition began: _________________________________________
Estimate of probably duration of the condition: _______________
________________________________________________________________
Diagnosis of the serious health condition: ____________________
________________________________________________________________
________________________________________________________________
Statement of the regimen of treatment prescribed for the condition. Include estimated number of visits, nature, frequency and duration of treatment, treatment by other providers and whether In-patient hospitalization is required: ____________________________________
_________________________________________________________________
_________________________________________________________________
Explanation of the extent to which employee is unable to perform the functions of his/her job: __________________________________
_________________________________________________________________
_________________________________________________________________
Is the employee unable to perform work of any kind?
__________yes __________no
If the answer is yes, please explain: ____________________________
__________________________________________________________________
__________________________________________________________________
Is the employee unable to perform the essential functions of his/her job?
__________yes __________no
If the answer is yes, please explain: _____________________________
___________________________________________________________________
___________________________________________________________________
___________________________ _________________________
Date Signature of Health Care
Provider
_________________________Type of Medical Practice
_________________________
Specialization, if any

_________________________
Office Telephone Number
MEDICAL RELEASE

I authorize the release of any medical information, necessary to process my leave request, by my physical or other health care provider to the Caney Valley School District.
I understand that the information I authorize for release may contain information that indicates that I have a communicable or venereal disease which may include, but is not limited to, hepatitis, syphilis, gonorrhea or the human immunodeficiency virus, also known as Acquired Immune Deficiency Syndrome (AIDS).
________________________________ ______________________________
Date Patient's Signature
APPLICATION FOR FMLA INTERMITTENT LEAVE

OR LEAVE ON A REDUCED SCHEDULE

Name: ____________________________________________________________
Current Address: _________________________________________________
Position: ________________________________________________________
School or Work site: _____________________________________________
State whether you are requesting intermittent leave or leave on a reduced schedule:
___ Intermittent Leave
Beginning date of leave: _____________________________________
Ending date of leave: ________________________________________
___ Leave on a reduced schedule

Schedule requested: _________________________________________
Beginning date of revised schedule: _________________________
Date reduced leave expected to terminate: ___________________
Describe the reason for a request of intermittent or reduced leave:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
If leave is based on medical necessity of an individual other than the employee state:
Family member: ___________________________________________________

Relationship to employee: ________________________________________

Name and address of Health Care Provider(s): ___________________________________________________________________
___________________________________________________________________
If leave is requested in connection with the birth or placement of a child, please note that the leave is subject to the approval of the District.
EMPLOYEE'S STATEMENT

I hereby authorize the ___________________ School District to contact my health care provider to verify the reason for my requested leave or for any other information concerning my requested family or medical leave if the medical certification has not been received or has not been fully completed.
I understand that a failure to return to work at the end my leave period may be treated as a resignation and will serve as a basis for discharge unless an extension has been agreed upon and approved in writing by the Superintendent of Schools.
___________________________ ________________________________
Date Employee's Signature
Approved by:
__________________________ _________________________________
Employee's Immediate Superintendent of Schools
Supervisor
MEDICAL RELEASE

I authorize the release of any medical information, necessary to process my leave request, by my physical or other health care provider to the Caney Valley School District.
I understand that the information I authorize for release may contain information that indicates that I have a communicable or venereal disease which may include, but is not limited to, hepatitis, syphilis, gonorrhea or the human immunodeficiency virus, also known as Acquired Immune Deficiency Syndrome (AIDS).
________________________________ ______________________________
Date Patient's Signature
HEALTH CARE PROVIDER CERTIFICATION

(Intermittent or Reduced Leave Schedule)
Name of employee: _____________________________________________

Name of family member: ________________________________________
(If leave is to care for family member)

Date condition began: _________________________________________
Diagnosis of the serious health condition: ____________________
________________________________________________________________
________________________________________________________________
I hereby certify that the intermittent leave or reduced leave requested by the employee is medically necessary for the following reasons: _______________________________________________________
________________________________________________________________
________________________________________________________________
The expected duration of the requested leave is ________________. The schedule for the leave is ____________________________.
Is the leave necessary to care for a child, parent or spouse who has a serious health condition or will it assist the family member's recovery?
__________yes __________no
Please underline and initial the applicable section if the answer to the above is yes.
___________________________ _________________________
Date Signature of Health Care
Provider
_________________________Type of Medical Practice
_________________________
Specialization, if any

_________________________
Office Telephone Number
NOTICE OF INTENTION TO RETURN FROM LEAVE

Name: ___________________________________________________________
Principal or Supervisor: ________________________________________
Date leave commenced: ___________________________________________
Date of planned return: _________________________________________
I understand that my reinstatement is subject to the following conditions:

(a) As a condition of reinstatement, I must provide a written certification from my health care provider that I am able to resume working and can perform, with or without reasonable accommodation, the essential functions of my position.
(b) I understand that every attempt will be made to restore me to my original position. However, if my original position is unavailable, I will be placed in an equivalent position with equivalent pay and benefits. (This section may not apply to key employees.)
(c) I understand that as an employee returning from family or medical leave, I shall not be entitled to the accrual of any time of employment benefits during my period of leave.

____________________________ ______________________________
Date Employee's Signature
STATEMENT OF HEALTH CARE PROVIDER

I have examined __________________________ and can certify that he/she is fully able to resume working. If not fully able to perform job, please attach a statement explaining the employee's fitness to return to work.
____________________________ ______________________________
Date Health Care Provider

M. Extended Leave of Absence Policy

The Board of Education of the Caney Valley School District has adopted the following policy to govern the granting of and return from extended leave of absence for purposes other than those specified in its Family and Medical Leave Act Policy. As used in this policy, "employee" means a certified employee employed full time by the Caney Valley School District as a teacher or administrator.

1) Granting of Extended Leaves of Absence

1.1 An extended leave of absence without pay may be granted to an employee for the reasons set forth in Sections 2.1 and 2.2.
1.2 The granting of an extended leave of absence for the reasons set forth in Sections 2.1 or 2.2 shall be solely within the discretion of the Board of Education of the Caney Valley School District.
1.3 An employee desiring an extended leave of absence shall submit a written request to the Superintendent by completing the form prescribed by the Board of Education. Copies of such form shall be available from the Superintendent's office. The Superintendent shall place the employee's request on the agenda for the next regularly-scheduled meeting of the Board of Education.
1.4 An employee shall, if possible, submit his/her request for an extended leave of absence at least thirty (30) days prior to the requested commencement date of such leave. Such request shall designate the reason for such leave, and the beginning and ending dates of the requested leave.
1.5 No leave of absence may extend beyond June 30 of the school year in which such leave was granted. If an employee desires for his/her leave of absence to continue beyond June 30 then such employee must make additional request to the Board of Education for such leave. Such additional request shall be governed by this policy.

2. Reasons for Granting Extended Leaves of Absence

2.1 Military Duty. An employee who is called to active duty in the armed forces of the United States, or who is a member of a reserve unit of such armed forces and is called to active duty, shall be entitled to a leave of absence during the period of active duty, and shall be entitled to receive his full pay during the first thirty (30) calendar days of such extended leave of absence.
2.2 Other. Extended leave of absence for reasons other than those identified in Section 2.1 may be granted when, in the judgment of the Superintendent and the Board of Education, such leave would be in the best interests of the Caney Valley School District and the employee.

3. Return from Extended Leave of Absence

3.1 An employee desiring to return at the expiration of his/her scheduled extended leave of absence for reasons listed in paragraph 2.2 must submit a written request to return to the Superintendent at least fourteen (14) calendar days prior to his/her requested return date. An employee may request to return prior to the scheduled expiration of his/her leave of absence.
3.2 An employee failing to make written request to return at least fourteen (14) calendar days prior to his/her scheduled leave termination date shall be deemed to have resigned as of the leave commencement date.
3.3 An employee desiring to return from an extended leave of absence shall in no event be assured of being returned to his/her previous assignment.
3.4 An employee who returns from an extended leave of absence shall receive the salary appropriate for the position at which the employee is reemployed. For purposes of salary, tenure, or seniority, the time spent by an employee on extended leave shall not be included as time employed by the Caney Valley School District. However, for purposes of salary, tenure and seniority, an employee returning from an extended leave of absence shall not forfeit the length of service earned prior to the extended leave of absence.

REQUEST FOR EXTENDED LEAVE OF ABSENCE

Name: ____________________________________________________________
Position: ________________________________________________________
Assigned School: _________________________________________________
Reason for Requested Leave: (attach any supporting documents)
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
I hereby request an extended leave of absence from the Caney Valley School District. I request that my leave commence on _____________
and terminate on ____________________. (Leaves may not extend beyond June 30 of the school year in which such leave is granted. See paragraph 1.5 of the Caney Valley School District Extended Leave of Absence Policy.)
I UNDERSTAND THAT I MUST MAKE A WRITTEN APPLICATION TO RETURN AT LEAST FOURTEEN (14) CALENDAR DAYS PRIOR TO MY LEAVE TERMINATION DATE OR I WILL BE DEEMED TO HAVE RESIGNED.
I understand that, if I return to my employment with the Caney Valley School District at the expiration of my leave, I am not guaranteed the same position or assignment as when my leave commenced.
I understand that my request for an extended leave of absence, the leave itself and the return from the leave are governed by the Caney Valley School District Extended Leave of Absence Policy, a copy of which is hereby acknowledged, and that any construction or interpretation of such policy shall be made solely by the Board of Education and that construction or interpretation is conclusive and binding on me.
__________________________________ ______________________________
Date Signature

15. Teacher Retirement

WHEREAS, the certified and support employees of Independent School District No. 18 of Washington County, Oklahoma ("Caney Valley School District"), participate in the Oklahoma Teachers Retirement System; and
WHEREAS, Caney Valley School District desired to reduce the salaries of the certified personnel by six percent (6%) or eight percent (8%) (the "Reallocated Amount" whichever is applicable) and contribute for each certified employee such Reallocated Amount to the Oklahoma Teachers Retirement System; and
WHEREAS, Section 3121 (a)(5)(E) of the Internal Revenue Code of 1986, as amended from time to time (the "Code"), specifies that for purposes of social security taxation, the term "wages" does not include any payment made to, or on behalf of, an employee or his beneficiary under an "exempt governmental deferred compensation plan" as defined in subsection 3121 (b)(3) of the Code;
IT IS THEREFORE RESOLVED that effective as of July 1, 1992, the salaries of all certified personnel shall be reduced by six percent (6%) or eight percent (8%) and such Reallocated Amount shall be contributed for each certified employee to the Oklahoma Teachers Retirement System; and
IT IS FURTHER RESOLVED that the Reallocated Amount shall not be subject to social security taxation under the Federal Insurance Contributions Act.
16. Teacher Welfare

A. All teachers are required to participate in the Oklahoma Teachers Retirement System.
B. All Teachers are required to participate in the Social Security Plan (F.I.C.A.)
C. Hospitalization: At the first of the school year each Teacher will have the opportunity to join the local Teacher's hospitalization plan. This is an individual matter, yet is available through the school group. Teachers who do not join when they first start with the Caney Valley School System may be required to take a physical examination to join at a later date.
D. Teacher Annuities: Every teacher has an opportunity to participate in payroll deducted annuities. If a Teacher wishes to participate in this program, they must do so at the beginning of the school year.
E. Salaried employees may have salary deduction made for monthly payments to Credit Unions and Insurance Premiums.

17. Use of Mail Boxes

A. Each teacher will be provided with a mail box in the office area of the building. Announcements, mail, and other materials for you will be placed in your mail box. You should check your mail box at least twice each day; before school each morning and after school each afternoon. You should clean out your mail box every day.
B. If a package has been received for you, a note will be placed in your mail box. Please pick the package up immediately - the receiving area is extremely small.
C. Students should not be sent to get materials from your mail box. You should be the only person to check your mail box because confidential papers are put there on occasion.

18. School Keys

Any teacher who desires a key to the building and room may have one by checking it out from the Building Principal. All keys are to be checked in at the close of the school year unless arrangements are made with the Building Principal.

19. Equal Employment Opportunity

The Caney Valley Board of Education fully supports a policy of equal employment opportunity in all job classifications of Independent School District Number I-18. Equal opportunity shall be provided for all regular employees and applicants for employment on the basis of their demonstrated ability for competence without discrimination because of their race, color, religion, sex, national origin, veteran status, handicap, or age. All school district personnel concerned with hiring, training, assignments, promotion, transfer, compensation, dismissal and all other employment practices are directed to govern personnel actions and procedures within the intent of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Act of 1972, and additional laws and orders that pertain to the employment policies of the Caney Valley Public Schools.
20. Policy on Drug and Alcohol-Free Workplace

In order to maintain a healthy educational and working environment in the School District's schools, and to comply with the requirements of the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989 for purposes of receiving federal assistance, the Board of Education adopts the following policies and regulations;
A. Use, possession, dispensing, distribution, manufacture, or being under the influence of a controlled substance, alcoholic beverage, or non-intoxicating beverage (as defined by Oklahoma Law) in any of the School District's facilities, on School District property (including vehicles) or at a School District sponsored function or event by a School District employee is prohibited. Violation of this prohibition shall result in disciplinary action, which may include dismissal or non-renewal of employment. Violations which constitute criminal acts will be referred for prosecution.
B. Employees who are engaged in the performance of work under the terms of a federal grant must, as a condition of their employment, notify a School District administrator of any criminal drug conviction for a violation which occurred at a School District workplace within five days after the conviction. The conviction shall result in dismissal or non-renewal.
C. The conviction shall be reported by the School District's grant administrator to the relevant federal granting agency within 10 days of notification by the employee or other actual notice.
D. This policy statement shall be included in the School District's employee manual, and shall be distributed to all employees at the commencement of each school year.
E. The employee in-service training period prior to the commencement of each school year shall include a review and discussion of the dangers of drug and alcohol abuse in the workplace, the School District's policy for a drug-and-alcohol-free workplace, the penalties for violating the policy, and available sources of information, counseling or other assistance regarding drug and alcohol abuse.

ARTICLE VII

Support Personnel Regulations

SUPPORT SERVICE GOALS

Support services are essential to the successful function of a school system. Management of support services is an important responsibility of the district's administration. However, it should be remembered that education is the district's central function, and all support services shall be provided, guided, and evaluated by this requirement.
In order to provide support services that are truly supportive of the educational program, the Board establishes these broad goals:

1. To provide a physical environment for teaching and learning that is safe and pleasant for students, staff and public.
2. To provide safe transportation for students to and from school.
3. To provide nutritious meals for students.

Definition and Delegation of Authority

The term "Support Personnel" has reference to cafeteria workers, custodians, maintenance, mechanics, bus drivers, teacher assistants, paraprofessionals, and secretaries. Support Personnel may be moved from one building to another or one position to another based on needs of the School District. Work schedules will be determined by the Superintendent or his designee.
Full-time employees of the Caney Valley School District who perform services not performed by certified teachers or licensed teachers are necessary for efficient and satisfactory functioning of the school district. A list of full-time support personnel includes:
Section A. Titles:
1. Title: Lunch Fund Custodian.
Qualifications:

a) Directs food service management.
b) Basic knowledge of nutritional guidelines (State and Federal).
c) Ability to motivate and direct people.
d) Provide Staff Development.
e) Computer literate

Reports to:

Superintendent
Performance Responsibilities:

1) Purchases or requisitions food, equipment, and supplies.
2) Maintains and analyzes food cost control records.
3) Responsible for all bookkeeping duties concerned with food servers.

Terms of Employment:

Determined by Board. Salary to be determined by Board.
Evaluation:

Performance evaluated by Superintendent using standards determined by Board policy.
2) Title: Head Cook.
Qualifications:

1) Ability to organize kitchen operations.
2) Food handler's permit.
3) Ability to operate institutional kitchen equipment including ranges, fryers, ovens, mixers, vertical cutter mixers, slicers, steamers, steam kettles, freezers, refrigerators, ice machines, dish washer, liquid and dry measures, scales, bowls, whips, sinks, pots and pans.
4) Ability to keep record, menu planning book and inventory as prescribed by State and Federal regulations.

Reports to:

Principal
Performance Responsibilities:

1) The Head Cook is in charge of all kitchens and their operations.
2) The Head Cook is directly responsible for their respective cafeteria employees.
3) Plans and directs food service Program.
4) The Head Cook will work with the Principal and Lunch Room Custodian in planning all menus, ordering food supplies.
5) The Head Cook will arrange banquets in their cafeterias, if needed.

6) The Head Cook will keep records, menu planning
books and inventories as prescribed by State and Federal regulations.
Terms of Employment:

Determined by Board. Salary to be determined by the Board. 180 days and hours as needed.
Evaluation:

Performance evaluated by the Principal using standards determined by Board policy.
3. Title: Cooks.
Qualifications:

1) Training in preparation of food.
2) Ability to figure quantity increases in recipes.
3) Ability to operate institutional kitchen equipment including ranges, fryers, ovens, mixers, vertical cutter mixers, slicers, steamers, steam kettles, freezers, refrigerators, ice machines, dish washer, liquid and dry measures, scales, bowls, whips, sinks, pots and pans.
4) Food handler's permit.

Reports to:

Principal or Lunch Room Custodians
Performance Responsibilities:

1) All Cooks are directly responsible to the Head Cook.
2) They may also be called upon to prepare various banquets during the school year.
3) Under supervision, prepares food according to time schedules.
4) Duties include mainly the cooking of main dishes and vegetables, but may also include every job in the kitchen. These may be:

Food preparation Serving
Baking & Cooking Pot washing
Cleaning of Kitchen Eqpmt. Cashier
Dish washer Operation Sweeping
Mopping
Terms of Employment:

Determined by Board. Salary to be determined by Board policy (180 days and hours as needed).
Evaluation:

Performance evaluated by Head Cook and Principal using standards determined by Board policy.
4. Title: School Maintenance Personnel.
Qualifications:

1) Special Technical Skills (Example: Oklahoma State License for Air Conditioning and Heating.)
2) Ability to perform routine maintenance tasks without close supervision.

Reports to:

Superintendent
Performance Responsibilities:

1) Responsible for maintenance and general repairs (water fountains, door latches, playground equipment, etc.)
2) Responsible for keeping heating and cooling systems operating adequately.
3) Responsible for maintenance of plumbing and electrical equipment.

Terms of Employment:

Twelve months as determined by Board. Eight hours per day. Salary and hours to be determined by Board.
VACATION:

School Maintenance Personnel shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance evaluated by Superintendent using standards determined by Board policy.
5. Title: Head Custodian
Qualifications:

1) Experience operating such equipment as lawn mowers, edgers, or industrial floor buffers.
2) Knowledge and ability to operate and maintain custodial equipment such as floor machines, lawn mowers, wet/dry vacuum cleaners, sprinklers, etc.
3) Ability to effectively use garden and hand tools, sprayers, etc.
4) Knowledge of application of waxes, seals, cleaners, disinfectants, insecticides, etc.
5) Knowledge of the care and cleaning of asphalt tile, ceramic tile, vinyl tile, rubber tile, terrazzo, concrete, marble, wood floor, various metals, carpets, and other surfaces in a building.
6) Ability to read at least at a sixth grade level; to understand labels and how to mix and store chemicals, and to understand and respond to job instructions.

Job Goal:

Under direct supervision of a lead or supervisory custodian, the incumbent of this position performs custodial duties in school buildings and maintains the grounds around these buildings to provide students and school employees with a safe, attractive, comfortable and clean place to work, learn, play and develop.
Reports to:

Superintendent
Performance Responsibilities:

1) Oversees keeping buildings and premises, including sidewalks, driveways, grounds and play areas neat and clean at all times.
2) Oversees building custodians in cleaning corridors after school each day, and when necessary during the day.
3) Cleans and disinfects bathrooms and drinking fountains daily, or more often when needed.
4) Maintains floors in a clean and attractive condition which includes sweeping, mopping, waxing, stripping, sealing, etc.

.

5) Sweeps and vacuums classrooms daily and dusts furniture.
6) Assumes responsibility for the opening and closing of the building each school day, and for determining that all doors and windows are properly secured, lights turned off and that security lights are left on.
7) Maintains inventory of supplies, equipment, fuel and requisitions needed replacements.
8) Makes minor repairs to building and equipment and reports major repairs.
9) Moves furniture or equipment within buildings as required.
10) Washes windows both inside and outside when needed.

Terms of Employment:

Twelve months as directed by Board of Education. Salary and hours to be determined by the Board.
VACATION:

The Head Custodian shall have the same vacation benefits as all twelve month employees.
Evaluation:

Performance evaluated by Superintendent and Building Principal using standards determined by Board.
6. Title: School Custodian.
Qualifications:

1) Knowledge of operating machinery used in custodial work.
2) Knowledge of cleaning products.
3) Ability to perform routine tasks without close supervision.

Reports to:

Building Principal and Superintendent
Performance Responsibilities:

1) Keeps buildings and premises, including sidewalks, driveways, grounds and play areas neat and clean at all times.
2) Cleans corridors after school each day, and when necessary during the day.
3) Cleans and disinfects bathrooms and drinking fountains daily, or more often when needed.
4) Maintains floors in a clean and attractive condition which includes sweeping, mopping, waxing, stripping, sealing, etc.
5) Sweeps and vacuums classrooms daily and dusts furniture.
6) Assumes responsibility for the opening and closing of the building each school day, and for determining that all doors and windows are properly secured, lights turned off and that security lights are left on.
7) Maintains inventory of supplies, equipment, fuel and requisitions needed replacements from the head custodian.
8) Makes minor repairs to building and equipment and reports major repairs to head custodian.
9) Moves furniture or equipment within buildings as required.
10) Washes windows both inside and outside when needed.
11) Performs related custodial duties as assigned.
12) Runs errands upon request.
13) Picks up and delivers mail as directed by Building Principal.
14) Performs other duties as assigned.
15) High School, Middle School, or College students who work for the school will receive minimum wage.

Terms of Employment:

Twelve months as determined by Board. Salary and hours to be determined by the Board.
Evaluation:

Performance evaluated by Building Principal and Superintendent using standards determined by Board policy.
VACATION:

The School Custodian shall have the same vacation benefits as all twelve month employees.
7. Title: Head Mechanic
Qualifications:

1) Experience in and an understanding of all phases of school bus fleet maintenance and transportation.
2) Experience in and knowledge of parts and stocking procedures.
3) Experience and training in the following:

a) Diesel Engines
b) Gasoline Engines
c) Alternative fuel systems, i.e., Propane or SNG.

4) Class "B" Commercial Drivers License with passenger and air brake endorsements.
5) Temporary or standard School Bus Driving Certificate.
6) Driving record for insurance must have no at fault accident or no more than one ticket in the last three years

.

7) Possess vast knowledge of mechanical problems and is able to give instruction in a professional manner on how to make repairs.
8) Be able to furnish mechanics basic hand tools, etc.
9) Be able to pass physical examination.

Reports to:

Superintendent.
Performance Responsibilities:

1) Will be responsible for keeping all buses, school owned vehicles, and school owned gasoline or diesel powered equipment in a safe operating condition and will make all necessary purchases of supplies and materials for this area, but must have a purchase order authorized by the Superintendent before ordering.
2) Will supervise and work in making necessary repairs.
3) Will keep all vehicles inspected as regulations require.
4) Will maintain an up-to-date inventory of all parts, supplies and equipment.
5) Will maintain records for each school owned vehicle which will include, but not be limited to, the following:

a) Activity trips: date, location and mileage.
b) Annual mileage - two categories: regular routes and activity trips.
c) Service and repairs to all school owned vehicles.

6) Will be willing to make emergency calls when vehicles break down on activity trips as well as regular route buses.

Terms of Employment:

Twelve months, hours to be determined by the Superintendent and the Board of Education.
VACATION:

N/A

Evaluation:
Performance evaluated by Superintendent using standards determined by the Board of Education.
8. Title: School Bus Driver.
Qualifications:

1) Commercial Driver's license. (C.D.L.)
2) Certified by State Department of Education.

Reports to:

Director of Transportation
Performance Responsibilities:

1) Transporting our most precious cargo to and from school activities.
2) It is absolutely essential that the children attending our schools arrive at their destinations safely and in a mental frame of mind that is conducive to learning.
3) To follow time schedules without committing traffic violations

.

4) Maintaining discipline is a must, therefore bus drivers will report any problems with students on their bus to the building principals immediately. Caney Valley Schools will not tolerate horseplay on the bus as the safety of the other students is involved.
5) Will keep vehicles clean.
6) Will refuel vehicles as needed.

Terms of Employment:

180 day contract as determined by Board. Salary to be determined by Board.
Evaluation:

Performance evaluated by Director of Transportation using standards determined by Board policy.

9. Title: Support Personnel - Teacher's Assistant / Paraprofessional.

Qualifications:

1) High School Diploma.
2) Interest in working with children of all ages.

Reports to:

Building Principal
Performance Responsibilities:

1) The Teacher Assistant is employed for one hundred eighty (180) days, six (6) hours daily. (Hours will be designed by Building Principal or Assistant Superintendent. Teacher Assistants must have a High School Diploma or High School transcript on file showing graduation from High School.
2) The Teacher Paraprofessional position is a temporary position and hours will be determined by Building Principal based on need. Payment for Paraprofessionals will be strictly by time card on an hourly basis. The Paraprofessional positions dissolve at the end of each year and are reviewed after school starts the following school year to determine need. Teacher Paraprofessional must have a High School Diploma or High School transcript on file showing graduation from High School.
3) The Teacher Assistant/Paraprofessional is employed so that the professional Teacher may direct his/her energies to the child's education. The basic objectives for the use of Teacher Assistants /Paraprofessionals are:

a) To make it possible for Teachers to use more variety in structuring classroom activities which may result in more meaningful education for children and youth.
b) To enable the Teacher to do more creative teaching and to use a greater variety of instructional media.
c) To enable the Teacher to develop effective programs focusing upon the individual needs of each student.
d) To provide increased time for individualizing instruction, evaluating learning situations, pupil counseling and guidance for other instructional activities that will improve educational opportunities for boys and girls.
e) To relieve teachers of the numerous semi and non-professional tasks which through the years have become cumulative and which have come to consume a disproportionate amount of the Teacher's time and energies.
f) Teacher Assistants/Paraprofessionals may be required to attend workshops or Staff Development training workshops at times.

4) The Principal and supervising Teacher are jointly responsible for making final decisions related to the duties and responsibilities to be assigned to an assistant or paraprofessional. Assistants/ paraprofessionals are not to discipline children. Classroom discipline shall be left to the certified Teacher or Building Principal.
5) The Teacher Assistant/Paraprofessional will assist a classroom Teacher in the performance of hall duty, bus duty, playground duty, lunchroom duty, secretarial duty, extra-curricular activities involving school functions or other non-instructional duty the Board may prescribe.
6) The duties and responsibilities of the Special Education Teacher Assistant/Paraprofessional are to work directly under the supervision and direction of a Teacher and perform only those duties and assume only those responsibilities for which he/she is qualified.
7) The employment of Teacher Assistants/ Paraprofessionals by a school district should never result in supplanting Certified Teachers; however, they may be called upon to substitute for Teachers in time of emergency.
8) Paraprofessionals have special training in the area of special education.

Terms of Employment:

1) 180 days ( 6 hour days) for Teacher Assistants as determined by Board.
2) The Teacher Paraprofessional position is a temporary position and hours per day are determined by Building Principal based on need.
3) Salary to be determined by the Board.

Evaluation:

Performance evaluated by Building Principal using standards determined by Board.
10. Title: School Secretary - 190 Day -
Qualifications:

1) Knowledge of spelling, punctuation, arithmetic, business English and standard office record keeping.
2) General skill in typing accurately, in following oral and written instructions; in performing stenographic tasks with speed and accuracy; in operating a computer, typewriter, calculator, and other standard office machines; in establishing and maintaining effective working relationships with others.

Reports to:

Building Principal or Supervisor
Performance Responsibilities:

1) Secretaries' duties will vary between buildings because of the different ages of the students involved. In the building where the children are younger, the Secretaries will administer general first aide.
2) Composes and prepares correspondence and reports.
3) Schedules appointments, gives information to callers, and performs clerical tasks such as maintaining files.
4) Reads and routes incoming mail.
5) Takes dictation and transcribes notes.
6) Relieves Administrators of clerical work and Administrative and business details.

Terms of Employment:

190 day, (7:30 A.M. to 4:00 P.M.) as determined by Board of Education. Salary to be determined by Board.
Evaluation:

Performance evaluated by Building Principal using standards determined by Board policy.
Section B. Selection.
The Board of Education shall employ all maintenance, mechanics, custodians, teacher assistants, paraprofessionals, and office clerical staff on the recommendation of the Principal to the Superintendent.
Section C. Assignments.

Assignments of all support personnel will be done through the Superintendent's office, with the assistance of the Building Principals.
Section D. Salary.
Compensation will be determined by the Board of Education and will vary with position.
Section E. Sick Leave.
1. Custodians and Maintenance

Custodians and Maintenance personnel who have been employed by the school district for twelve (12) months may be granted twelve (12) days leave with regular pay. This may accumulate up to sixty (60) days. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.
2. Cooks.

Cooks employed by the school district for the school year one hundred eighty (180) days, may be granted ten (10) days sick leave with regular pay. This may accumulate up to sixty (60) days. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.
3. Bus Drivers

Bus Drivers employed by the school district for the school year, one hundred eighty (180) days, will be granted ten (10) days sick leave with regular pay. This may accumulate up to sixty (60) days. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.
4. Teacher Assistants

Teacher Assistants employed by the school district for the school year, one hundred eighty (180) days, may be granted ten (10) days sick leave with regular pay. This may accumulate up to sixty (60) days. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.
5. Paraprofessionals

Since this is a temporary hourly position, no sick leave, Personal Leave or Funeral Leave is provided.
6. Secretaries

A. Secretaries employed by the school district for twelve (12) months, may be granted twelve (12) days sick leave with regular pay. This may be accumulated up to sixty (60) days with regular pay. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.
B. Secretaries employed by the school district for the school year, one hundred ninety (190) days, may be granted ten (10) days sick leave with regular pay. This may accumulate up to sixty (60) days with regular pay. After exhaustion of all accumulated sick days, the individual may request an unpaid leave of absence under the School District's Family and Medical Leave Act Policy.

Section F. Personal Leave.
A full-time non-certified employee may take three (3) days personal leave. Personal leave is a period of time which non-certified employees may use to attend pressing needs relating to personal, legal, household business and family matters which cannot be scheduled during non-duty hours. Personal leave usage is restricted to these purposes. Personal leave cannot be used for recreational or vacation purposes.
A completed "Personal Leave Request" form for the intended Personal Leave Day, stating the purpose of the leave, shall be submitted in advance to the Superintendent through the Building Principal. In cases of extreme emergency, the Building Principal may approve the Personal Leave request by telephone with a request to follow from the requesting employee. Personal leave should not be taken immediately before or after holiday, vacation, or professional work day.
Personal leave shall not be cumulative from one school year to the next.
Personal leave requests may be denied if the Building Principal or Superintendent feels that the absence will cause an extreme hardship on the education of students.
Section G. Funeral Leave.
Two days of non-cumulative funeral leave will be allowed with full pay for full time support personnel. It is provided for the employee to attend the funerals of their immediate family as previously defined. (Not required by law.)
Section H. Policy for Suspension, Demotion, Termination or Non-Reemployment of Support Employees.

1. Definitions

A. "Support Employee" shall mean an employee of the School District who provides those services, not performed by professional educators or licensed teachers, which are necessary for the efficient and satisfactory functioning of the school district.
B. "Full-Time Support Employee" shall mean a support employee who regularly works the standard period of labor which is generally understood to constitute full-time employment for the type of services performed by the employee and who is employed by the school district for a minimum of 172 days per year. Paraprofessionals are not considered full-time employees.
C. "Suspension Without Pay" shall mean the temporary denial of a support employee's right to work and receive any pay and other benefits during the term of the suspension. "Suspension Without Pay" may be as a disciplinary measure as provided in paragraph 4.B (1), below, or as a suspension pending investigation as provided in paragraph 4.B (2), below. If a final decision is made under the procedures stated below that a suspension without pay was improper, the support employee shall receive full pay and other benefits for the period of suspension.
D. "Suspension With Pay" may occur in those situations in which the Superintendent or his designee, or a supervisor of the support employee perceives a significant hazard in keeping the support employee on the job, in which event the support employee may be asked to immediately leave the School District's premises and the support employee is temporarily relieved of his/her duties pending a hearing under paragraph 4, below.
E. "Demotion" shall mean a reduction in pay during the term of the support employee's contract. "Demotion" shall not mean a change in job description or work assignment or duties.
F. "Termination" shall mean the discharge of the support employee from his/her employment with the School District during the term of his/her contract and does not include the cessation of employment upon expiration of the support employee's contract.
G. "Non-Reemployment" shall mean the failure to offer a support employee a new contract for the next successive school year after the contract under which the support employee is presently employed has expired.

2. Policy on Suspension, Demotion, Termination or Nonreemployment of Full-Time Support Employees.

A full-time support employee who has been employed by the School District for more than one year shall be suspended, demoted, terminated or non-reemployed during the term of his/her contract only for cause as provided in this policy. In addition to the definition of cause stated in Section 3 of this Policy, "cause" shall also specifically include lack of funds or lack of work. Any support employee who has been employed by the School District for less than one year (12 months), is not entitled to invoke the procedures of this policy and such employee's contract can be terminated at any time without cause.
3. Cause for Suspension, Demotion, Termination or Non-Reemployment.

A. A support employee may be suspended, demoted, terminated or non-reemployed during the term of his/her contact for any of the following:

1) Violation of any rule, regulation or requirement issued by the Office of the Superintendent or Board of Education of the School District, or
2) Conduct not otherwise specified in the above rules, regulations, or requirements which constitutes insubordination, neglect of duty, incompetency in job performance, dishonesty, or causing or allowing damage, destruction or theft of school property.

B. The rules, regulations and requirements referred to above shall be posted in a prominent place at each work location or otherwise communicated in writing to all support employees. The rules, regulations and requirements, which may be revised from time to time, shall state that violation of the rules, regulation and requirements may result in suspension, demotion, termination or non-reemployment during the term of his/her contract.

4. Procedures for Suspensions Without Pay, Termination and Demotions.

A. Any full-time support employee is subject to disciplinary action in the form of a suspension without pay, demotion or termination. Prior to instituting any such disciplinary action, the full-time support employee shall receive the following hearing rights:

1) The Superintendent of Schools or his designee shall orally advise the support employee of the cause or basis for the proposed disciplinary action;
2) The Superintendent of Schools or his designee shall explain to the support employee the evidence against the support employee;
3) The Superintendent of School or his designee shall allow the support employee an opportunity to present his/her side of the matter.

B. After the support employee is afforded the above hearing rights, the Superintendent of schools or his designee may take any of the following actions:

1) Suspension without pay for ten (10) working days or less as a disciplinary measure;
2) Suspension without pay pending investigation as to whether cause exists for the termination of the support employee;
3) Demotion of the support employee;
4) Termination of the support employee;
5) Conclude that no disciplinary action is appropriate.

C. If a support employee is suspended without pay pending an investigation as to whether termination is appropriate, then within five (5) working days after the effective date of the suspension without pay, such investigation must be completed and the Superintendent or his duly authorized designee shall afford the support employee a second hearing with the same hearing rights as set forth in Paragraph 4.A. above. After the second hearing, the support employee shall either be reinstated, with back pay and other benefits, suspended without pay further as a disciplinary measure (not to exceed a total of 10 working days including the initial days of suspension without pay), demoted or terminated.
D. The support employee shall have the right to appeal to the Board of Education a suspension without pay as a disciplinary measure, a demotion or a termination as set forth in the Procedures for Appeal to the Board of Education, in Section 6 below.

5. Procedures for Non-Reemployment.

Prior to being non-reemployed, a full-time support employee who has been employed by the School District for more than one (1) year shall be entitled to the following hearing rights:
A. The Board of Education or the Superintendent of Schools or his designee shall advise the support employee, in writing, of the Board's intention not to reemploy the support employee for the subsequent fiscal year.
B. The written notification shall set out the cause(s) for such action.
C. The support employee shall have the right to contest his/her non-reemployment before the Board of Education as set forth in the Procedures for Appeal to the Board of Education in Section 6 below.

6. Procedures for Appeal to the Board of Education.

A. After any suspension without pay, or prior to the effective date of any demotion, termination or non-reemployment during the term of his/her contract, the support employee shall receive notice of his/her right to a hearing before the Board of Education as herein provided.
B. All notices shall be sent to the support employee by certified mail at the address of the support employee shown on the school records. The notice shall contain the information provided in the form attached hereto.
C. A support employee who has been notified in writing of his/her suspension without pay, demotion, termination or non-reemployment during the term of his/her contract, may notify the Clerk of the Board of Education of the School District in writing within ten (10) working days of the postmark on the notice if the support employee desires a hearing before the Board of Education. If the support employee fails to notify the Clerk of the Board of Education of the School District in writing within ten (10) working days of the postmark on the notice that the support employee requests a hearing, the support employee shall be deemed to have waived the right to a hearing and the suspension without pay, demotion or termination action shall be final and the Board may take final action to non-reemploy the employee without further notice or hearing rights. All notices required herein shall be mailed by certified mail. The postmark shall be used to determine the timeliness of the notice.
D. Hearing Before the Board of Education.

1) Upon timely notice set forth above, the support employee shall be entitled to a hearing before the Board of Education. The hearing shall be conducted at the next, or next succeeding, regularly scheduled meeting of the Board of Education if the request for the hearing was received at least ten (10) days prior to the next or next succeeding, regularly scheduled Board of Education meeting. At the request of the support employee or at the discretion of the Board of Education, the Board of Education shall call a special meeting to conduct the requested hearing, which shall be held no earlier than ten (10) days nor later than thirty (30) days after receipt of the support employee's request.
2) At the hearing before the Board of Education, the support employee shall be entitled to be represented by counsel, to cross-examine witnesses presented by the School District, to present witnesses on his/her behalf, and to present any relevant evidence or statement which the support employee desires to offer. The hearing shall be conducted in "open" session. The hearing shall commence with a statement to the support employee of his/her rights at the hearing. Following this statement, the school administration shall present facts showing the cause for the support employee's suspension without pay, demotion, termination or non-reemployment. The burden of proof shall be upon the school administration. The support employee shall then have the right to present his/her side of the matter. After both the school administration and the support employee have fully presented their respective positions, the Board of Education shall deliberate on the evidence in executive session. The Board of Education shall announce its findings and decision immediately in open session by individual voice vote. The decision shall be made by a majority of the Board of Education members present at the meeting.
3) As to suspension, demotion or termination, the Board of Education may affirm, modify or reverse the action taken against the support employee, including increasing or decreasing the severity of the original action. As to non-reemployment, the Board may reemploy or non-reemploy the employee for the subsequent fiscal year.
4) The decision of the Board of Education at the hearing shall be final and non-appealable.

7. Miscellaneous.

This policy shall be effective immediately upon adoption by the Board of Education and shall supersede all previous policies regarding the subject matter contained herein. The Board of Education reserves the right to modify or amend this policy from time to time in any manner consistent with applicable law.
Paraprofessionals are not considered full-time employees and work strictly at the discretion of the Building Principal. They do not fall under the above guidelines.

Support Employees

Rules and Regulations

A support employee may be suspended, demoted, terminated or non-reemployed for violation of any of the following rules and regulations.

1. Falsification of personnel or other records.
2. Unexcused failure to be at work station at starting time.
3. Leaving work station without authorization prior to lunch periods, or end of work day.
4. Excessive unexcused absenteeism.
5. Chronic absenteeism for any reason.
6. Chronic tardiness.
7. Wasting time or loitering during working hours.
8. Leaving work area during work hours, without permission, for any reason.
9. Possession of weapons on school premises.
10. Removing school district property or records from school district premises without proper authority, including tools, equipment or property of other employees.
11. Willful abuse, misuse, defacing, or destruction of school district property, including tools, equipment, or property of other employees.
12. Theft or misappropriation of property of employees, students, or of the school district.
13. Sabotage.
14. Distracting the attention of others.
15. Refusal to follow instruction of supervisor.
16. Refusal or failure to do work assignment.
17. Unauthorized operation of machines, tools, or equipment.
18. Threatening, intimidating, coercing or interfering with employees or supervisors.
19. The making or publishing of false, vicious, or malicious statements concerning any employee or supervisor.
20. Creating a disturbance on school premises.
21. Creating or contributing to unsanitary conditions.
22. Practical jokes injurious to other employees or school district property.
23. Possession, consumption or reporting to work under the influence of beer, alcoholic beverages (including wine), non-prescribed drugs, or controlled dangerous substances.
24. Disregard of known safety rules or common safety practices.
25. Unsafe operation of motor driven vehicles.
26. Operating machines or equipment without using the safety devices provided.
27. Gambling, lottery, or other games of chance on school district property.
28. Unauthorized distribution of literature, written or printed matter of any description on school district property.
29. Posting or removing notices, signs or writing in any form on bulletin boards of school district property at any time without specific authority of the administration.
30. Poor workmanship.
31. Immoral conduct or indecency, including abusive and/or foul language.
32. Excessive personal calls during work hours, except for emergencies. This includes in-coming and out-going calls.
33. Walking off job.
34. Clocking in or out another employee's time card or time sheet.
35. Smoking in an unauthorized area.
36. Refusal of job transfer, if the transfer does not result in a demotion.
37. Abuse of "breaks" (rest periods) or meal period policies.
38. Insubordination of any kind.
39. When it is in the best interest of the School District, any support personnel may be suspended, demoted, terminated or nonreemployed.
40. Because of the difficulty of retaining competent support employees on a temporary basis over an extended period of time, a support employee shall be subject to termination or nonreemployment for physical inability to perform the essential job requirements if the employee is unable due to illness or accidental injury to return to work for his/her regularly scheduled hours and to perform all of the essential duties of the position within 12 work weeks or the number of work days equal to the employee's total accumulated sick leave days, whichever is longer, measured from the date of the first absence due to the illness or injury.

NOTICE TO SUPPORT EMPLOYEE OF

SUSPENSION WITHOUT PAY, DEMOTION OR TERMINATION

TO:

On the _____ day of _____, 19__, an initial hearing was held concerning your employment status. This will notify you of:
(Mark the applicable space)
( ) A. Suspension Without Pay as a Disciplinary Measure
You have been suspended from your employment without pay and other benefits as a disciplinary measure from
__________, 19__ to __________, 19__.
( ) B. Demotion Action
You have been demoted from __________________________ to
__________________________, with appropriate reduction in pay and other benefits, effective ________________,
19___.
( ) C. Termination Action
You have been terminated, effective as of _____________, 19___.
The above action has been taken for the following cause or causes:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
You are entitled by law to a hearing before the Board of Education on this action. If you desire to exercise this right, you must notify the Board of Education in writing within ten (10) working days of the postmark on the envelope in which this notice is sent. FAILURE TO REQUEST A HEARING WITHIN THE ABOVE TIME WILL RESULT IN THE LOSS OF YOUR RIGHT TO A HEARING. ENCLOSED FOR YOUR CONVENIENCE IS A HEARING REQUEST FORM. IF YOU DESIRE A HEARING ON THE ABOVE ACTION, THE ENCLOSED HEARING REQUEST FORM SHOULD BE DELIVERED TO THE CLERK OF THE BOARD OF EDUCATION AT THE CANEY VALLEY SCHOOL DISTRICT, ADMINISTRATION OFFICE, 402 OSAGE, RAMONA, OKLAHOMA, 74061, OR MAILED BY CERTIFIED MAIL TO THE SAME PERSON AT THE SAME ADDRESS.
If you request a hearing, you will be notified in writing of the date, time and place of the hearing. The hearing will be conducted at the next, or next succeeding, regularly scheduled meeting of the Board of Education, if the hearing request is received at least ten (10) days prior to the next, or the next
succeeding regularly scheduled Board of Education meeting. However, you have the right to request a special Board meeting to conduct the hearing, which special meeting will be held no earlier than ten (10) days nor later than thirty (30) days after receipt of your hearing request.
You have the following hearing rights: The right to be present in person, the right to be represented by counsel of your choice; the right to present evidence and witnesses on your behalf; and the right to confront and cross-examine witnesses on behalf of the school administration. The Board of Education at the hearing may affirm, modify or reverse the above action and may increase or decrease the severity of the above action. The decision of the Board of Education will be final.
Yours very truly,
_________________________
Superintendent of Schools

Enclosure: Hearing Request Form
NOTICE TO SUPPORT EMPLOYEE OF SUSPENSION

WITHOUT PAY, DEMOTION OR TERMINATION

(NAME OF EMPLOYEE)
(ADDRESS)

This is to advise you that the Board of Education intends to consider and act on whether you should not be reemployed with the School District for the 19__ - __ fiscal year. The cause for your possible non-reemployment is as follows:______________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
You are entitled by law to a hearing before the Board of Education on this action. If you desire to exercise this right, you must notify the Board of Education in writing within ten (10) working days of the postmark on the envelope in which this notice is sent. FAILURE TO REQUEST A HEARING WITHIN THE ABOVE TIME WILL RESULT IN THE LOSS OF YOUR RIGHT TO A HEARING. ENCLOSED FOR YOUR CONVENIENCE IS A HEARING REQUEST FORM. IF YOU DESIRE A HEARING ON THE ABOVE ACTION, THE ENCLOSED HEARING REQUEST FORM SHOULD BE DELIVERED TO THE CLERK OF THE BOARD OF EDUCATION AT THE CANEY VALLEY SCHOOL DISTRICT, RAMONA, OKLAHOMA, OR MAILED BY CERTIFIED MAIL TO THE SAME PERSON AT THE SAME ADDRESS.
If you request a hearing, you will be notified in writing of the day, time and place of the hearing. The hearing will be conducted at the next, or next succeeding, regularly scheduled meeting of the Board of Education, if the hearing request is received at least ten (10) days prior to the next, or the next
succeeding regularly scheduled Board of Education meeting. However, you have the right to request a special Board meeting to conduct the hearing, which special meeting will be held no earlier than ten (10) days nor later than thirty (30) days after receipt of your hearing request.
You have the following hearing rights: the right to be present in person: the right to be represented by counsel of your choice; the right to present evidence and witnesses on your behalf; and the right to confront and cross-examine witnesses on behalf of the school administration. At the conclusion of the hearing, the Board of Education will vote to reemploy or non-reemploy you for the ensuing fiscal year. The decision of the Board of Education will be final.
Yours very truly,
_________________________
Superintendent of Schools

Enclosure: Hearing Request Form
(TO BE SENT BY CERTIFIED MAIL, RETURN RECEIPT REQUESTED, RESTRICTED DELIVERY, AND HAND-DELIVERED TO THE SUPPORT EMPLOYEE)

HEARING REQUEST FORM

To: Clerk of Board of Education
Caney Valley School District
402 Osage
Ramona, Ok 74061
( ) I hereby request a hearing before the Board of Education on the ( ) Suspension without pay as a disciplinary measure, ( ) demotion, ( ) termination action, ( ) proposed non-reemployment concerning my employment. I acknowledge receipt of the Notice dated ____________, 19__, concerning such action. I understand that the hearing will be conducted at the next, or next succeeding, regularly scheduled meeting of the Board of Education if the hearing request is received at least ten (10) days prior to the next, or the next succeeding regularly scheduled meeting of the Board, unless I check the box below requesting a special meeting of the Board of Education.
( ) I request a special meeting of the Board of Education, to be held no earlier than ten (10) days nor later than thirty (30) days after receipt of this hearing request.
________________________
Support Employee

________________________
Date

Section I. Holidays:

1. For the persons employed by the school district for the school year, one hundred eighty (180) days, one hundred ninety (190) days, they will take the same holidays as the certified personnel.
2. For persons employed by the school district on a twelve (12) month basis, they will be entitled to the following holidays.

July 4th 1 day
Labor Day 1 day
Thanksgiving 2 days
Christmas 5 days
New Year's 1 day
Memorial Day 1 day

or as determined by the Superintendent.
Section J. Vacation
Annual vacation of ten (10) days with pay is authorized for an employee assigned to a twelve (12) month position. Vacation may not accumulate from one year to another.
Section K. Miscellaneous
Substitutes

A. A list of names of substitute cafeteria workers shall be kept by the Head Cook. Contact with substitutes will be made by the Head Cook.
B. A list of names of substitute bus drivers and custodians will be kept in the Transportation Director's office for reference. Contact with substitutes will be made by the Transportation Director.

Section L. Professional Meetings.
All support personnel will be granted time off to attend meetings that will improve the services being rendered the school, providing they are approved by their Building Principal or supervisor. Arrangements must be made with the Building Principal or Assistant Superintendent.
Section M. Insurance.

1. Hospitalization - any full-time employee may join the local teacher's hospitalization group. Full-time will receive one-third (1/3) compensation towards their Health Insurance. The remainder will be deducted from their monthly wage.
2. Worker's Compensation - Any Caney Valley employee injured while on duty, must report the injury to the School Business Office within ten (10) days for Worker's Compensation Insurance coverage. Proceeds received by the employee from the worker's compensation insurance company provided by the school district for loss of compensable time will be charged against normal employee salary and the difference (if any) will be made up from leave benefits.
3. FICA (Social Security) - All employees are required to participate in the Social Security Plan.

Section N. Dress Code.
All support employees must be well groomed and properly dressed. Teacher Assistants, paraprofessionals and custodians may wear jeans as long as they are not faded, worn out or form fitting. Secretaries may only wear jeans on days designated by each Building Principal. (This includes designer jeans, Rockies, or jeans that are different colors.)
ARTICLE VIII

Equal Employment Opportunity

POLICY STATEMENT

The Caney Valley Board of Education fully supports a policy of equal employment opportunity in all job positions of Independent School District Number Eighteen. Equal opportunity shall be provided for all regular employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination because of their race, color, religion, sex, disability, veteran status, national origin or age. All school district personnel concerned with hiring, training, assignments, compensation, dismissal and all other employment practices are directed to govern personnel actions and procedures within the intent of Title VII, the Civil Rights Act of 1964, as amended by the Equal Employment Act of 1972, and additional laws and orders that pertain to the employment policies of the Caney Valley Public Schools.
RESPONSIBILITY OF COMPLIANCE

The primary responsibility for compliance and enforcement of the EEO policy rests with Caney Valley Board of Education and the Administration.
The Board of Education will comply with laws and orders concerning equal employment opportunity and oversee the operation and enforcement of policies and procedures to ensure that equal employment opportunity is provided.
COMMUNICATION OF INFORMATION

1. Internal

A. A statement of the EEO Policy will be included in the Board of Education Policy Book.
B. The EEO Policy and activities will be included in appropriate publications of the School District.
C. New employees will be informed of the EEO Policy at the time of orientation.
D. Information regarding the Caney Valley Public Schools EEO Policy will be posted on appropriate bulletin boards.
E. Administrators are informed on the intent of the EEO Policy and their individual responsibility for its implementation.

2. External

1. Prospective employees will be informed on the EEO Policy of the Caney Valley Public Schools.
2. Appropriate employment oriented organizations and community agencies will be notified of the Caney Valley Public Schools EEO Policy.
3. Contractors, subcontractors, vendors and suppliers will be informed of the Caney Valley Public Schools EEO Policy and their cooperation requested.

ARTICLE IX

School Facilities and Equipment

Section A. Maintenance, Upkeep and Care
The school system buildings, grounds and equipment shall be maintained in the best condition of operation and appearance that the school district staff and budget will allow. Good appearance of facilities is a role model for students and the pride of a community; therefore, proper care will be a high priority. Custodial service will be of high standard and will be responsible for keeping the facilities in sanitary, safe and groomed conditions for students, teachers and any community usage. Students and teachers need to respect the custodial and maintenance staff's time and make every effort to help in keeping classrooms, restrooms, hallways, etc. as clear as possible. Students are encouraged to clear desks and floors of paper, pencils, and crayons at end of each class period. Custodial care and facility maintenance shall be under the direct supervision of the administration.
Section B. Acquisition and Disposal of School Property
In the acquiring, improvement or disposal of school facility sites, buildings and equipment preliminary studies shall be made to determine the educational needs, the financial resources available, and other conditions which need to be considered for the best determination for action. All property acquisition and disposal shall be in full compliance with the State Statutes of Oklahoma and local Board of Education policy. Any property to be disposed of must be declared surplus by vote of the Board.
Section C. Use of School Facilities and Equipment
The use of the buildings, grounds, and equipment must be in keeping with the general program of education. Student curriculum and activities shall come first in the use of school facilities and equipment. School facilities should not be used for commercial use or personal gain or profit.
Oklahoma Statutes, Title 70, Section 5-130, as amended by House Bill 1017, states that the Board of Education of School district, pursuant to the district's regulations and conditions, may open any school building and permit the use of any property belonging to the district for religious, political, literacy, community, cultural, scientific, mechanical, agricultural or parental involvement purposes and other purposes of general public interest. The statute further permits school districts to make a reasonable charge for the use of buildings, property or transportation equipment. The statute also provides that the State Board of Education shall encourage each Board of Education to inquire into and promote the use of its buildings and property.
Interpreting the statute prior to its amendment by HB 1017, the district court in one Oklahoma case has ruled that the state is under no duty to make school buildings (or other school property) available for public gatherings, and the School Board is not prevented from barring the use of its property. If a school district does allow organizations to use the school facilities for nonacademic purposes, the school district cannot discriminate against any comparable applicant in deciding who will and who will not be permitted to use school property.
Based on the court's ruling and the permissive language of the statute which was not changed by the latest amendment, the School Board has sole discretion in determining if school property may be used by private organizations.
Use of School Facilities (Board Adopted Policy)

The Board of Education believes that the first priority in the use of its school facilities is the education of children in the district. However, local citizens are encouraged to use the facilities for other reasonable educational, recreational, and social functions.
The Board shall exercise its authority to fix and collect rentals, rates, and charges for the occupancy or use of school facilities in such amounts and in such manner as may be determined.
Section D. Rules for Use of Elementary, Middle, or High School Facilities.

1. Obtain from the Administration Office the necessary application forms.
2. Application must be submitted at least one week in advance.
3. Return the forms to the Administration Office.
4. If a rental charge is required, it shall be paid in the Administration Office. All checks should be made payable to Caney Valley Public Schools.
5. School premises shall not be available on occasions or during hours that have been scheduled in advance by the various school principals for school exercises or functions in connection with regular schoolwork.
6. Persons or organizations using school premises that include equipment use shall not be permitted to remove or displace furniture or apparatus. Pianos shall not be moved on or off the stage, except under the direction of the district personnel in charge.
7. Access to rooms or facilities, including playing fields, other than those approved for use, shall not be permitted.
8. No intoxicants or narcotics shall be used in or about school buildings and premises, including playing fields; nor shall profane language, quarreling, fighting, or gambling be permitted.
9. Smoking in school buildings is prohibited. Violations of this rule by any organization during occupancy shall be sufficient cause for denying further use of school premises to the organizations.
10. No use shall be permitted for any individuals or groups not granted permission to use the premises during the allotted time. Juvenile organizations must have adult sponsorship and supervision.
11. The person or group receiving the permit shall be responsible in case of loss or damage.
12. No preparation shall be used on the floors at any time by groups using the building for dancing.
13. A school employee must be on the school grounds at all times when facilities are being used by outside groups. When custodians are normally not on duty, any group using school facilities must pay for the custodian's time, in addition to any rental fee as prescribed. The custodian is paid at his time and one-half rate.
14. All functions must close by 12:00 midnight unless special arrangements have been made with the school principal.
15. It is the responsibility of the organization to provide proof of liability insurance before using any facility.
16. The school district reserves the right to reschedule any or all facilities for another purpose or group should a priority need arise.
17. DURING SCHOOL HOURS: School buildings, property, or equipment may be used only by student groups for student group meetings or activities which are related to the curriculum during normal school hours. Such use shall be arranged according to the official school schedule. The use of school buildings, property, or equipment by students during normal hours shall be free of charge. However, consent of the Superintendent must be obtained. The building custodian and a member of the faculty must be present at the school.
18. These regulations shall be made available to applicants, and the observance of these regulations is a condition of the use of the facilities.

19. Schedule, Fees, Rates, and Charges:

a. Old gym (old gym only) - $10.00 per hours for practice (minimum rental of three hours - $30). Custodial service will be custodian or a refundable available at $10.00 per hour per $30.00 deposit in lieu of custodial services.
b. Cafeterias - $10.00 per hour (minimum rental of three hours). If the kitchen is used, at least one school employee must be responsible. Custodial service will be available at $10.00 per hour or a refundable $30. deposit.
c. Classroom - $10.00 per hour (minimum rental of three hours).

20. Other buildings, property, or equipment may be available for use as described above at the discretion of the Board of Education.

Additional Terms and Conditions

A. Agreement. This instrument is a legally binding Contract between the Caney Valley School District ("School District") and the Organization and the Responsible Person named on the reverse hereof.
B. Obligation of Responsible Person. By signing this instrument, the individual designated as Responsible Person assumes personal responsibility for all of the obligations of the organization under this Contract.
C. Basic Services. The Caney Valley School District agrees to provide heat, air conditioning, water, lighting and routine janitorial services.
D. Insurance. Organization/Responsible Person agrees to release, hold harmless and indemnify the School District, its agents and employees from any and all liability (including defense costs) regardless of the source and regardless of the type of claim which may occur, arising out of, directly or indirectly, the Organization's/Responsible Person's occupancy and use of the facilities. In addition to the foregoing release and indemnity, and not in lieu thereof, the Organization/Responsible Person agrees to furnish the School District with a certificate or certificates of insurance coverage with a minimum limit of $300,000.00 combined single limit bodily injury and property damage insurance with no deductible or retention as will insure the School District against any and all liability and actions that can arise by virtue of the School District, its agents and representatives, as additional parties insured. Notice will be provided to the School District Building Rentals office prior to cancellation or reduction of the insurance coverage for any reason, including non-payment of premiums. USE OF THE FACILITIES WILL NOT BE PERMITTED unless a proper certificate of insurance is on file at least 5 days in advance of each facility use.
E. Indemnity. In addition to the insurance to be provided by Organization/Responsible Person, and not in lieu thereof, Organization/Responsible Person agrees to indemnify the School District and its agents and employees from and against all claims, liability and actions (including defense costs) arising out of the use and occupation by Organization/Responsible Person and their agents, employees, members and guests of the School District facilities. Without limiting the generality of the foregoing, Organization/ Responsible person agrees to be responsible for any damage to or loss of School District's property beyond ordinary use resulting from the use of the facilities by Organization/ Responsible Person and their agents, employees, members and guests.
F. Casualty. This contract will terminate if the Facilities are damaged or destroyed by casualty prior to the use date, in which event, the deposit (if any) will be refunded and the Organization/Responsible person will have no claim against School District for any damages, consequential or otherwise, resulting from their inability to use the Facilities.
G. General. This instrument contains the entire agreement between the parties concerning the subject matter hereof. This instrument may not be modified verbally but only by a written and mutually signed instrument. This instrument shall not be binding until it is signed on behalf of School District. If any lease action is instituted to enforce this contract or to recover damages for the breach of this contract, the prevailing party shall be entitled to recover a reasonable attorney's fee to be fixed by the court.
H. Use of Alcoholic and Non-Intoxicating Beverages, Tobacco and Illegal Chemical Substances. Organization/Responsible person understands that the School District's rules and regulations prohibit the possession or use of alcoholic beverages, non-intoxicating beverages (as defined by state law), tobacco and tobacco products (including snuff and chewing tobacco) and controlled dangerous substances (as defined by state law) in School facilities or on School property. Organization/Responsible Person will eject or deny admission to any person who violates School District's rules and regulations.

Section E. Supervision of Facilities
Those organizations charged with the responsibility of paying for the facility shall see that hours agreed upon are observed and that school property is protected. A school official will open and lock facility.

Section F. Deposits
In addition to the payment for use of facility:
One Hundred Dollars ($100.00) deposit will be required. This deposit will be refunded if the building is not damaged. If the building is damaged, the amount of repair will be deducted from the deposit, and the outside group will be billed accordingly.
Section G. Waivers
The Board of Education may, under certain conditions, waive or reduce payment for use of facilities. This directive will be given by the Superintendent of Schools. Under conditions of waiver, a $25.00 key deposit will be required.
Section H. Time Limits
The Superintendent of Schools shall approve times for all meetings on school property.
Section I. Cancellations
Requests for a cancellation of the use of school facilities must be received at least 24 hours in advance of the meeting time. Failure to do so will obligate the applicant and his organization to pay for all custodial and such other expenses as are incurred in opening the building for this use.
Cancellation of permission may be ordered whenever such action is deemed in the best interest of the School District. However, such cancellations will not be made except when unforeseen emergencies arise, and then with as much advance notice as possible. Permission may be canceled by the Superintendent if conduct or infraction of regulations warrant.
Section J. Holidays
As a general rule, school properties will not be available for use by outside organizations on school or national holidays. Should one or more meetings approved as a series of meetings fall on such days, such meeting dates will be automatically canceled for these days only. The superintendent may, in his best judgment, authorize limited exceptions to this rule for good cause shown.
Section K. Non-School Days
School facilities will be available on non-school days, such as weekends and summer months, provided proper application is made and approved by the Superintendent and provided such use is not a conflict with use of the facilities by school organizations or students.
Section L. Interpretation of the Policy and Procedures
The Superintendent shall interpret and enforce all provisions of this policy and procedures. The Superintendent's interpretation shall be final unless at least two board members direct that the issue be brought to the Board of Education for review.
Contract No.__
CANEY VALLEY PUBLIC SCHOOLS

FACILITIES USE CONTRACT

NOTE: Approval is required from Principal's office at the school regarding availability of space desired before submitting this form.
Request Approved By: Check One ____School Affiliated Event
_____________________ ____Cooperative event with
Principal's Signature the school
(Or person who scheduled ____Outside Event
use)
This is a contract (the "Contract") between the Caney Valley School District ("School District") and the Organization/Responsible person (jointly and severally) for the temporary use of the School District facilities (the "facilities") designated in this Contract as follows:
1. School:______________________ _______________, 19___

2. Facilities (no other facilities will be provided unless checked:

___Auditorium ___Gymnasium: Which one____
___Cafeteria dining room only ___Dressing room:
___Cafeteria w/kitchen facility Boys___ Girls___
___Classrooms (see below) ___Other (Describe)
__________________
Number of classrooms needed: _____ Indicate Room Nos.______

3. Date:___________Day of wk____Time: from___am/pm to ___am/pm

Date: ___________Day of wk____Time: from___am/pm to ___am/pm
Date: ___________Day of wk____Time: from___am/pm to ___am/pm

4. Purposes (list kinds of activities planned, i.e., Recital, concert)_______________________________________________

5. Will you charge admission? Yes___ No___ How much?____
Anticipated attendance____________________

6. Organization to use facilities: ___________________
Address:_____________________________Telephone #_________
7. Responsible person: _________________Telephone #_________
8. Special Services/Equipment: School District agrees to provide the following special services equipment:

Item Additional cost Initialed
(No special services/equipment will be provided unless the above is completed)

9. Agreed User Charge (Including special services/equipment):
$__________ Deposit $__________ Balance $__________
The balance of the user charge MUST BE PAID AT LEAST 72 HOURS IN ADVANCE OF DATE OF USAGE. If not paid, the facility will not be opened.
10. Organization agrees to provide proper crowd control/security.

The undersigned acknowledge receipt of the School District's rules and regulations governing the use of school buildings/facilities and agree to comply with said rules and regulations.
THE ADDITIONAL TERMS AND CONDITIONS ATTACHED HERETO ARE A PART OF THIS CONTRACT.
Dated this _____ day of _____________________, 19__
ORGANIZATION: APPROVED:

CANEY VALLEY SCHOOL DISTRICT

By____________________ By_________________________
Title_________________ Title______________________

Responsible Person:___________________________________
Organization/Responsible Person warrants and represents that it is authorized to sign this agreement and by signing this agreement binds itself, its affiliates, members, successors and assigns. "This agreement is terminable at the will of the School District upon thirty (30) days advance notice."

ADDITIONAL CANEY VALLEY SCHOOL EMPLOYEES NEEDED:

CUSTODIAN_________________RATE OF PAY_____# OF HOURS____

NAME

FOOD SERVICE WORKER_____________RATE OF PAY_____# OF HOURS____

NAME

LIGHTING PERSON NEEDED__________RATE OF PAY_____# OF HOURS____

NAME

SOUND PERSON NEEDED_____________RATE OF PAY_____# OF HOURS____

NAME

OTHER___________________________RATE OF PAY_____# OF HOURS____

NAME

Section M. Borrowing School Property

1. Organizations or individuals who borrow school property must make arrangements with the Principal in charge and must sign a form for this purpose, assuming responsibility for damages or loss of property. This statement will be canceled if and when the property is returned in satisfactory condition.
2. Any individual who borrows any wheeled or towed vehicle owned by the Caney Valley School system, must provide to the School Personnel responsible for loading the vehicle, proof of insurance for the vehicle which is doing the towing. A log will be kept of the loan and use of these vehicles.

Section N. Destruction of Property
Teachers and Principals shall hold the student responsible for any defacing, mutilating or destruction of property.
Section O. Rules for governing school sponsored dances

1. Dress requirements will be the same as the school code.
2. Use of tobacco in any form is not allowed in the building.
3. Possession, distribution and use of alcoholic beverages or non-intoxicating beverages, as defined by Oklahoma Law, will not be tolerated.
4. Those people attending the dance will remain in the area for the dance, including the dancing area, restroom and drinking facilities.
5. Chaperons will have the responsibility of keeping order and will have the authority to remove anyone from the dance whom they feel is causing trouble.
6. Anyone leaving the dance will not be readmitted.
7. There must be two (2) certified employees in attendance during the dance.
8. There must be three (3) adult chaperons (other than teachers) in attendance during the dance.
9. Dances may only be sponsored by organizations within the Caney Valley School System.

ARTICLE X

Curriculum

Section A. Definition
"Curriculum" is defined as all the learning activities which the school fosters for the purpose of achieving its goals. The Board of Education will annually evaluate the school district's curriculum in order to determine whether each child in the district is receiving adequate basic skill instruction as required by law.
Section B. Function
The function of the curriculum will be to familiarize the student with ways of living that are satisfying and worthwhile and that will lead them into rich and productive living as they grow and mature.
Section C. Scope and Content
1. Scope

The scope of the curriculum should include the tools of learning skills and knowledge, attitudes and appreciation. Included in this scope are such courses as arithmetic, language arts, reading, etc.
2. Content

a. The Caney Valley Schools shall teach Priority Academic Student Skills and observe regulations set forth by the State Department of Education.
b. All school activities held outside the regular school time will be considered a part of the curriculum and will be supervised, organized and administered by the instructional staff.

Section D. Supervision, Planning and Improving
1. Organization of the Program

a. The Superintendent, Principal and Certified Instructors will organize and meet to assist in a continuous study of educational material and procedures in order that justifiable changes may be made.
b. The curriculum shall be changed as the need and interest of the pupils change and shall not be static but instead, the product of continuous growth.
c. Additions to the curriculum will be approved by the School Board upon the recommendation of the administrative personnel.

2. Evaluation

a. Provision shall be made for continuous appraisal of the instructional program.
b. Committees made up of teacher and administrative personnel shall evaluate the educational results achieved. Curriculum experts will be called in for consultation as needed.

3. Public Relations

a. Public relations consists of a harmonious working relationship between the school system and the public.
b. The Board of Education shall delegate to the Superintendent the responsibility of organizing the public relations program and shall grant him the authority to carry out such a program.
c. The Superintendent may, in turn, delegate this authority to others who will be responsible for any part in the program.
d. All school personnel shall have a part in the public relations program whether they be designated specifically or not.

4. Suggestions for the Program

a. School Protection

The Board of Education shall strive to protect the school from selfish individuals.
b. Continuous Program

The program shall be continuous with emphasis on day to day activities. Some special occasion may receive special emphasis.
c. Emphasis

No one department or activity should receive special recognition to the exclusion of another.
d. Professional Pride

Teachers should have pride in Caney Valley Schools.
e. Individual Classroom

One of the best means of public relations is the job done in the individual classroom.

ARTICLE XI

Student Personnel

Two basic purposes exist for schools in our society. One is to provide an opportunity for the pupil to achieve the understanding, knowledge, skills and attitudes which will equip him/her to fully participate in society. Another is to provide society with individuals who will use their education to preserve, protect and improve upon the basic institutions which make up our American way of life.
The Caney Valley Public School system has the responsibility of maintaining a high quality educational program for its students. The Board of Education, through its appointed school officials, has the obligation to establish policies which insure an atmosphere free from any disruptions or distractions which might interfere with the education process. The primary responsibility of the school is to those students whose behavior falls inside the accepted limits of these policies. However, fairness in dealing with those students whose behavior falls outside of these policies is also an obligation.
The foundation for good discipline is developed in the home where parents, by teaching and by example, develop in the child habits of appropriate behavior as well as proper attitudes toward school and for those in authority. Therefore, home and school must work together toward the mutually desired goal of intellectual and emotional maturity of all students.
It is important that policies of the Caney Valley Public Schools on student affairs be administered with some degree of consistency and uniformity from school to school. The policies in this article are presented to serve as information and administrative guidelines for school personnel, students, parents and other citizens of the Independent School District Number Eighteen.
No student, other than bus students, will be allowed on school grounds or school facilities before 7:30 a.m. at Elementary and 7:45 a.m. at all other buildings. The school will not accept the responsibility for any student before the above time unless student receives approval for early arrival from Building Principal.
Section A. Admission Requirements.
1. Student Residency

Prior to the 1993-94 school year, disputes related to student residency were resolved by the County Superintendent. However, Oklahoma terminated its county superintendent system effective July 1, 1993, and school districts can no longer rely upon county superintendents to resolve residency disputes. The State Department of Education has adopted a policy which requires local school districts to adopt policies related to residency for purposes of school district attendance.
The Caney Valley School District is established for the purpose of serving the educational interests of resident students. A child's residence for school district purposes is set by Okla. Stat. tit. 70, ss 1-113 as "the District in which the parents, guardian, or person having the care and custody of the child holds legal residence, if the parents, guardian or person contributes in major degree to the support of such child." The same statute also establishes student residency in instances involving foster homes, orphanages, state-operated institutions, or in cases involving a self-supporting child.
The District recognizes that there may be occasions when there is a dispute regarding residency. Upon enrollment in the school system the District will obtain an address from each student or the student's parent, guardian, or person having the care and custody of the child. In providing an address to the District that is within the District's boundaries, the Student and others represent that this is the student's residence. If at any time an administrator has a reasonable belief that the reported residence may not be the residence of the child, for purposes of school attendance, the administrator shall notify the parent that there is a question regarding the legal residency of the student and the parent shall be given an initial opportunity to submit information regarding the student's residency. All notices required by the policy shall be in writing. Additionally, reasonable alternative arrangements for documenting communications should be made for those parties in interest who are visually impaired or otherwise unable to communicate in writing.
If, following this initial opportunity to submit information the administrator still believes that there is a substantial question regarding the child's residency, then the administrator shall notify the parent of the existence of a question regarding residency, that the administrator has determined that the student is not a resident of the District, and the underlying facts relating to the administrator's conclusion. The administrator's correspondence shall include a notice that the parent may withdraw the child from school or may appeal the decision of the administrator to the Superintendent of the School District. Any such appeal to the Superintendent must occur within seven days of the parent's receipt of the notice of the administrator's decision.
If no appeal is received by the Superintendent, the decision of the administrator is final and the child or children shall be deemed withdrawn from school on the first day following the expiration of the time designated for the appeal. If the appeal is received by the Superintendent, he or she shall, as soon as is practicable, set a hearing on the question of the student or students' residency, shall serve notice of the date, time and place of the hearing on the parent, and shall generally describe the order of the proceedings. At the conclusion of the hearing or within seven days, the Superintendent shall enter his decision regarding the student's residency which shall include the basis for the decision. If the Superintendent finds that the student is not a resident of the District, the Superintendent shall advise the parent of the right to appeal to the Board of Education. An appeal to the Board of Education must be in writing and must be received by the Superintendent's office within five days of the parent's receipt of the Superintendent's decision. If the appeal is not received within that time, the decision of the Superintendent, regarding residency, shall be a final decision.
In the event of an appeal to the Board of Education, the Board shall schedule the hearing regarding the issue of residency within a reasonable time. The Superintendent shall give the parent notice of the date, time and place of the hearing, and a description of the order of the hearing. At any hearing scheduled pursuant to this policy, the parent may be represented by counsel. At the conclusion of the hearing, the Board may vote to convene in executive session for the purpose of deliberations regarding the issues presented. The Board, following a return to open session, shall vote regarding its decision and shall, where the student is found to be a non-resident of the District, enter its findings with respect to residency. The decision of the Board of Education is a final decision.
The Board understands that there may be some instances where residency may be established on a date other than the date the student was enrolled in the Caney Valley Public School System. For any period during which a student is enrolled in the Caney Valley Public Schools but is not a resident of the District, the District may charge tuition if it is established that the parent or legal guardian knew or should have known that the child or children who are the subject of the residency dispute were not residents of the Caney Valley School District. The tuition shall be based on the per capita cost of educating the student in the District during the preceding year. The issue may be raised along with other issues related to the residency dispute and shall be heard in the same manner.
Miscellaneous Policy Provisions

a) Hearings involving more than one student where students are related or residing in the same household may, at the discretion of the Superintendent, be consolidated for purposes of hearings.
b) The policy's reference to days refers to calendar days. Any reference to the Superintendent automatically includes the Superintendent's designee.
c) A reference to parent is, for purposes of this policy, construed to include the parent or guardian, or person having the care and custody of the child if such parents, guardian, or person contributes in major degree to the child's support.
d) In the event the residency dispute involves an 18-year-old student, all notices will be delivered to the student because at 18, the student ceases to be a minor.
e) A student or students involved in a dispute related to the student's residence may remain in school until available appeals are exhausted when a parent or student has filed an appeal in the manner and within the time permitted by this policy.
f) The District's Superintendent shall be in charge of maintaining the files related to a residency dispute, ensuring that principals or others directly involved in such a dispute forward their records of the dispute following their involvement, and otherwise keeping all communications involving the dispute intact.

2. Transfer Students

Transfer regulations: Applications for transfer of a child from the district in which he resides to another school district may be picked up at the Superintendent's Office. Such a transfer must receive the approval of the Board of Education of the sending and receiving districts.
Any student applying for a transfer, must be living with their parents or guardian or be a ward of the court.
3. Enrollment of Students from Non-Accredited Private Schools and/or Home Schools

Students seeking admission from non-accredited and/or home schools shall contact the school three (3) weeks prior to desired enrollment to schedule evaluation. Evaluations will be scheduled after receipt of school records, transcripts, etc., as required for enrollment by the building principal. Evaluations will be scheduled at the building principal's discretion; he/she will consider the time of year, counselor's office schedule, etc.
Such students will be required to score 60% on a test or demonstration designed to measure proficiency in each subject area in order to earn credit based on the transcript presented.
The test or demonstration will be selected by the school district.
4. Proficiency Based Promotion

The opportunity for proficiency assessment will be provided at least once each school year. Beginning with the 1995-96 year, this opportunity will be provided at least twice each school year. Proficiency for advancing to the next level of study will be demonstrated by a score of 90% or comparable performance on an assessment or demonstration selected by the school district.
5. Age Requirements

Students will be enrolled according to State Law requirements.

a. A child must be five (5) years of age on or before September 1st to be eligible for Kindergarten. Underage children will be permitted to enroll in Kindergarten if they are determined to be ready for Kindergarten through readiness screening and if enrollment is approved by a psychometrist. Children over the age of five (5) years before September 1 must attend and comply with the rules of Caney Valley Public Schools unless they have been screened as provided by state laws and determined not to be ready for kindergarten, or a parent or guardian provides by certified mail notification that he/she intends to withhold the child from Kindergarten until the next school year after the child is six (6) years of age or other means of education are provided for the full term the schools of the district are in session. Those students who are determined not to be ready for Kindergarten will be required to attend the next year. A child under the age of five years will only be admitted by State Law.
b. Except as otherwise provided by law, no student will be enrolled in First Grade or will attend first grade classes, unless that student is six (6) years of age on or before September 1st, of that year.

6. Immunization Law

No minor child shall be admitted to any public, private, or parochial school operating in the state unless such child can present to the appropriate school authorities certification from a licensed physician, or authorized representative of the State Department of Public Heath, that such child has received or is in the process of receiving immunizations against diphtheria, pertussis, tetanus, measles (rubeola), (rubella), poliomyelitis, or is likely to be immune as a result of the disease of unless exemptions have been signed by a physician or a parent/guardian and filed with the school.
Section B. Medical.
1. Contagious Disease or Head Lice Law

Any child afflicted with a contagious disease or head lice, may be prohibited from attending Caney Valley Schools until such time as he/she is free from the contagious disease or head lice. Any child prohibited from attending school due to head lice must be checked by School personnel and or Washington County Health Department and proclaimed free of head lice before the child may re-enter school.
2. Policy on Dispensing Medication

a) The term "medicine" as used in this policy means "non-prescription medicine" and "filled prescription medicine". "Filled prescription medicine" is prescription medication contained in a prescription vial with a label which correctly states the name and address of the pharmacy, date of filling, name of patient, name of prescriber, prescription number and directions for the administration of the medication.
b) Only the following personnel shall be authorized to administer medicine at school: the school personnel, or in the absence of such nurse, the school principal, or school employees who have been designated in writing by the school principal as authorized to administer medicine.
c) No medicine shall be administered unless the parent or guardian of the student requiring the medication has given the school written authorization to administer the medicine. The parent or guardian of any student requiring medication during school, shall bring the medication to the principal of the school the student attends, and complete and sign the "Parental Authorization" form attached to this policy. When a student enrolls, the student may sign a "Clinic Card" authorizing the appropriate personnel to administer non-prescription medication to the student during an emergency when the parent or guardian cannot be reached. Each school shall keep on file the written authorization(s) of the parent or guardian of the student to administer medicine to the student.
d) Filled prescription medicine shall be administered pursuant to the directions for the administration of the medicine listed on the label, or as otherwise authorized only in compliance with the written directions on the label of the medication, or as otherwise authorized in writing by the physician prescribing the same. Non-prescription medication may be dispensed and administered only in compliance with the written directions on the label of the medication, or as
otherwise authorized in writing by the child's physician. All medicine shall be properly stored, and not readily accessible to persons other than the person who will administer the medication.
e) Each school in which any medicine is administered, shall keep a record of the name of the student to whom the medicine was administered, the name of the person who administered the medicine, the type or name of medicine which was administered, the dosage of the medicine which was administered and the time the medicine was administered.
f) The Board of Education adopts this policy pursuant to the provision of 70 O.S. 1991, 1-116-2. Under this statute, a county nurse, administrator, or designated school employee is not liable to the student or his/her parent or guardian for civil damages for any personal injuries to the student which result from acts or omissions of the school or county nurse, administrator, or designated school employee in administering any medicine pursuant to the provisions of the statute. However, such immunity does not apply to acts or omissions constituting gross, willful or wanton negligence.

PARENTAL AUTHORIZATION TO ADMINISTER MEDICINE

TO: ________________________________
(Principal)
________________________________
(School)
I am the parent with legal custody or the legal guardian of

____________________________________, a student attending this school. This student requires medication at intervals during the school day.
I hereby give my consent and authorize the School Secretary, the School Principal, or_____________________ _____________ (an employee of the School District designated by the principal, and me) to:
( ) Administer __________________, a non-prescription medication which I am hereby supplying you, in accordance with the written instructions of the child's physician which is attached hereto.
( ) Administer ___________________, a filled prescription medication which I am hereby supplying you, in accordance with the directions for the administration of the medicine listed on the label of the vial.
( ) Administer ___________________, a filled prescription medication which I am hereby supplying you, in accordance with the written instructions of the physician prescribing the medicine, which is attached hereto.
I understand that under the state law, the Board of Education, the School District, or employees of the District shall not be liable to the student or the student's parent or guardian for civil damages for any personal injuries to the student which result from acts or omissions of school employees in administering the medicine I have hereby authorized.
Dated this _____ day of __________, 19__.
_______________________________________
Parent with Legal Custody or Guardian

________________________________________
Address
WITNESS:

___________________________________
Section C. CANEY VALLEY SCHOOL DISTRICT POLICY REGARDING ADMISSION AND MANAGEMENT OF STUDENTS WITH
ACQUIRED IMMUNE EFFICIENCY SYNDROME (AIDS)
Acquired Immune Deficiency Syndrome (AIDS) is one of a number of communicable diseases which require special precautions to prevent transmission in the school environment. Because there is no cure for AIDS and because it is a life-threatening disease, it is imperative that specialized procedures be followed in the management of a student who is diagnosed as a carrier of the AIDS virus.
a. Nature of the AIDS Virus

AIDS is a disease which disables the body from fighting infection. The cause of the disease is infection by the Human Immunodeficiency Virus (HIV). Three categories of outcomes result from infection by HTLV-III. The first, AIDS, is the most severe form of the infection. The second form of infection is AIDS-Related Complex (ARC), a milder form with less severe symptoms. The third and most common form of infection by HIV causes the affected person to be an Asymptomatic Carrier, having no symptoms but still believed capable of transmitting the virus to others. Based upon the medical evidence presently available, it appears that each of the three levels or stages of HIV infection is contagious under certain conditions.
b. Transmission of AIDS

Unlike many other communicable diseases, AIDS is not believed by most medical authorities to be transmissible through casual contact in the normal school environment. Present medical knowledge indicates that the AIDS virus is transmitted by introduction of the virus into the blood stream through sexual contact, sharing of hypodermic needles among intravenous drug users, receiving blood transfusions from infected individuals, or at birth. Pending further research, however, any spill of body fluid - blood, tears, semen, saliva, vomitus, urine or excrement - by an AIDS infected individual should be considered as a possible source of infection.
c. Cleanup of Body Fluids

Since is it not always known whether a student is infected with the HIV virus, latex or vinyl gloves and a 1 to 10 solution of Germicidal, Pseudomonacidal, Tuberculocidal, Fungicidal and Virucidal Disinfectant in water are to be used in cleaning up a spill of body fluid by any student. Insofar as possible, paper towels or other disposable products are to be used. Following cleanup, the gloves and paper towels are to be sealed in a plastic bag and discarded. Used sanitary napkins are also to be sealed in plastic bags and disposed of in the same manner. Other materials used in the cleanup, such as mop heads, rags, or clothing, are to be thoroughly rinsed in a disinfectant bleach and water solution or washed separately in hot water. Band instruments which are shared among students are to be thoroughly decontaminated between uses. Thorough hand washing with soap and water is also advised. These precautions will help to guard against the spread of not only AIDS but other more communicable, though less deadly, diseases.
d. Referral of AIDS Students

When school administrators learn that a student may have AIDS, the Superintendent will refer the matter to the Oklahoma Department of Health, and request that it convene a multi-disciplinary team for evaluation and recommendation on school placement for the student. The student's parents or legal guardian and physician, a representative of the Superintendent, a representative of the State Department of Health and a representative of the State Department of Education shall be included in the multi-disciplinary team.
If the case is verified by medical authorities as the HIV virus and if there is a possibility that other students or employees might become infected from the AIDS student, the Superintendent is authorized to arrange a safe, temporary placement for the student until permanent arrangements can be made.
Following a thorough analysis of the case, the multi-disciplinary team will make a recommendation as to whether and under what conditions the student should be permitted to continue school. If an alternative educational program is required, the program will be established in the least restrictive environment.
The principal is to establish a separate file on that student to which only he/she and those identified employees are to have access. No entry regarding the AIDS condition is to be made on the student's cumulative record, health card, the computerized student data base or other record.
Section D. Policy on Extended School Year
It is the policy of Caney Valley Public Schools to make Extended School Year available to those children and youth who meet eligibility criteria as outlined in State Department of Education Extended School Year Technical Assistance Document. The decision regarding ESY eligibility will be made on an individual basis and will not be based solely on the categorical class of the student; all students with disabilities will be considered for ESY services. The question of a student's need for ESY may be raised at any time by any IEP team member. Extended School Year services will be developed through the Individualized Education Program process and will be provided at no cost to parents for children and youth determined to be eligible for such services by the IEP team.
Section E. Policy on Student Presence During The School Day Closed Campus
The Caney Valley Board of Education of Caney Valley Public Schools, in the interest of improving the educational environment and facilitating the learning process for its students, adopts the following policy requiring students to remain on school premises throughout the school day.

1. A "School Day" is a day on which classes are regularly scheduled to be held.
2. Students may not leave premises during the school day, except with prior authorization to the school from the student's parent or legal guardian.
3. During the noon period, a student's parent or legal guardian must report to the Principal's office in order to check their child out of school. The student will be required to leave the campus in the parent's vehicle.
4. Students who are late returning from lunch will be tardy and will be subject to school policy concerning tardies.
5. Students who leave school premises during the school day without parental and principal authorization and proper checking out procedure in their building, may be subject to discipline including suspension.

Section F. School Attendance.
1. Absences

One of the most important factors of success in school is regular attendance. Irregular attendance is one of the chief causes of failure and subsequent withdrawal from school. School policy allows a maximum of 15 absences per semester before a failing grade is recorded. It is the desire of the administration to encourage regular attendance and responsible behavior without placing unreasonable demands on parents. For this reason, we believe that the student must assume primary responsibility for following the attendance regulations.
2. Attendance

A child must be present a minimum of one hundred forty-five (145) days to be considered for promotion to the next grade. To receive the maximum benefit from the classroom and instructional participation, it is important that a child report to school each day. When it is necessary for a student to be absent, he/she must (a) have the parents or guardian call the principal's office the morning of the absence and (b) give a specific reason for the absence. Parents should call on the day that the student is absent and not on the day that the student returns to school. Notes will not be accepted as excuses for the absences unless special arrangements have been made with the principal. Should the office not be notified by 3:00 p.m. the date of re-entry, the student will not be allowed to make up work missed the day of absences.
Any time a student leaves school campus, he/she must check out through the attendance office. If a student leaves campus without checking out, they will be considered truant and will not be allowed to make up work the day of the truancy and may be subject to discipline.
A student who has been absent for a reason which may be considered as eligible for make-up, must assume responsibility in preparing work.
Students are expected to get all their make-up work completed within a reasonable time regardless of the reason for the absence. It has been determined that a "reasonable time" shall be as follows:
Days Missed Time Allowed
1 to 2 2 days for every one missed
in excess of 2 1 day for each one missed
(maximum of 6 days)
i.e. A student misses 2 days (Tuesday & Wednesday) they will have 4 days to make up the work (Thursday, Friday, Monday, and Tuesday).
A student misses 4 days (Tuesday, Wednesday, Thursday, Friday) they will have 6 days to make up the work (Monday, Tuesday, Wednesday, Thursday, Friday, and Monday).
The philosophy behind this policy is to encourage the student to return to school as soon as possible. While recognizing you will be ill occasionally, we are also aware that some students have used "absent" as an excuse for not doing work. The above policy makes it necessary to get your work completed.
An extended absence because of lengthy or chronic illness or surgery will need a verification from the attending physician if consideration of time is to be given for an extension in completing make-up work.
Make-up work involving teacher time will be done at the teacher's convenience. This may mean after school hours, and arrangements for such becomes the responsibility of the teacher.
Truancy defined: Absence from class or school without permission from parents or school officials.
3. School Sponsored Activity Absences

a. Organizations should hold their activity absences from regular-scheduled classes to a minimum.
b. Each absence of this type must be approved by the Principal before the student or students may be taken from a class.
c. All school sponsored absences fall under the guidelines of the Oklahoma Secondary Activities Association and the State Department of Education.

NOTE: Students are not permitted to drive a vehicle to out of town school sponsored activities in which they are going to participate.

d. The limit on activity absences does not apply to any activity that leads to State or National competition.
e. It is the student's responsibility to make up all work. This should be done in advance when possible.
f. It is recommended that the activity sponsor allow students, when possible, to make up work missed from other classes during the sponsor's class or activity period.

4. Attendance/Activity Regulations

The State Board of Education encourages students to be in attendance in their regularly scheduled classes so that maximum learning can occur. Educational programs are built on the foundation of continuity of instruction and participation in the classroom setting. Consistent classroom attendance can assist students toward development of strong work habits, responsibility and self-discipline. Since the educational merit of the co-curricular program is recognized, the goal of the State Board of Education is to facilitate a balanced education for each student. It is with the above goals and philosophy that the State Board of Education establishes the following attendance/activities regulations.
REGULATION 1:

It is the intent of the State School Board of Education that the Principal and local Board of Education annually review the scheduling of activities so that minimal interruptions occur in the instructional program of a child.
REGULATION 2:

The maximum number of absences for activities, whether sponsored by the school or outside agency/organization, which removes the student from the classroom shall be ten (10) for any one class period. Excluded from this number are state and national levels of school sponsored contests. State and national contests are those for which a student must earn the right to compete. (The criteria for earning the right to represent the school in any activity or contest must be submitted in writing by local school sponsors and approved by the Local Board of Education.)
REGULATION 3:

Each school year the following shall serve as an Internal Activities Review Committee which shall be responsible for reviewing and recommending any deviation from the activities policy to the Board of Education. The committee shall be composed of: High School Principal, Middle School Principal, Athletic Director, one at large faculty representative, and one vocational instructor elected by the high school principal.
REGULATION 4:

Each school district shall be responsible for maintaining an addendum to the attendance records to verify the conditions within the school system that apply to the above regulation.
REGULATION 5:

Procedures for filing complaints concerning activity absences:

a. A signed written complaint must first be filed with the local Board of Education. If the complaint is not resolved at the local level, then the complaint should be filed with the Accreditation Section of the State Board of Education. Upon receipt of the complaint, the Accreditation Section shall appoint a monitoring team to make an on-site visit and file a written report to the State Board of Education and Accreditation Section. This complaint must include a list of the name(s) of the student(s), date(s) and class(es) missed which exceed Regulation 1.
b. The school district shall provide to the monitoring team during the on-site visit the necessary records to verify or deny the violation as specified in the written complaint.
c. The monitoring team shall submit a written report to the Superintendent (Principal in a dependent school district) and local Board of Education within ten (10) school days of the on-site visit.

REGULATION 6:

Upon the recommendation of the monitoring team, the Superintendent (Principal in a dependent school district) may be called before the State Board of Education for determination of the appropriate action to be taken. In cases of flagrant violation, state funds may be deducted/withheld from the school district.
Section G. Tardy Policies.
Tardy policies are listed in all Student Handbooks. All tardy policies have been approved by the Caney Valley Board of Education.
Section H. Homework.
Most parents expect their children to have work to be done at home. There are reasons for including homework as part of the curriculum. First, parents can witness the difficulties experienced by the child as he/she works on his/her assignments, which gives the parent greater understanding of the grades received by the child. Second, parents are more aware of the work being done by the child. Third, time is needed for practice of the skills learned at school and preparation for class discussion. Finally, the students need to learn to discipline themselves to do independent study.
Homework should not be an excessive burden. Teachers should assume that each of the student's teachers expect the same amount of homework for their classes. Assign homework with the expectation that the student should spend approximately one-sixth of home study time on a particular subject. Extracurricular activities should also be considered when making homework assignments or planning test schedules.
Section I. Grading (grades 1-12)
1. Each teacher must have a fair and impartial system of evaluation of each student's progress.

a. Teachers, grades 1-12, should record at least one grade per week per subject. The method used by the individual teacher should be noted in the grade book so that the data recorded there can be interpreted correctly.
b. At the beginning of each school year, the Teacher should explain his/her grading system to each class. The student should be encouraged to ask questions pertinent to this system.

2. Grading System (grades 1-12)

a. Each Teacher will record the student's grades in the Grade Book according to the following scale:

100-90....................................A

89-80....................................B
79-70....................................C
69-60.(or discretion of teacher).........D
59-and below (or discretion of teacher)..F

b. No letter grades such as A, B, C, D, or F should be entered in the Grade Book. A teacher should use only the number value, such as 94, 86, 72, etc. The teacher will not show any plus or minus grades in the teacher's grade book, on any of the student's papers or report cards. Plus or minus grades will not be recorded on the school transcript; the teacher will record the grades as indicated above. When a student has missed a test or does not have a grade recorded, an explanation should be given in the grade book for later reference.
c. Middle and High Schools

At the end of each nine weeks, grades will be recorded on cumulative grade sheets in the principal's office and a report will be sent home to the parents of each student. Once a grade has been recorded, it will not change unless an error has been made. The nine weeks grade is a progressive indicator of a student's progress toward the credit earning semester grade.
A student may learn, at any time, his approximate grade in any class by asking the teacher of that class. Grades will be calculated and reported to the student at the teacher's convenience.
A semester grade is based on all grades earned first through the eighteenth week averaged on a continuing basis.
d. Elementary Schools (Grades K-6)

Teachers must notify parents of students who are doing unsatisfactory work. Progress reports will be mailed at five weeks. A student cannot receive a failing grade unless the parents have been notified that the student was making unsatisfactory progress. If a case arises in which a student was doing satisfactory work ("C" average) at the five week period and falls drastically afterward, an unsatisfactory progress report should be sent as soon as it appears that the student is beginning to drop drastically. The progress report should not only be used for "D" or "F" students, but also "A" and "B" students who are performing below their levels of ability to significant degrees. Progress reports should also be used to notify parents of students who show outstanding competence or marked improvement.
At the end of the 9 week period, the teacher will average the number value of each student. This will indicate a true assessment of the work completed by the student to date.
Example #1: 94, 88, 66, 100, 97, 92, 77, 85, 74

Total 773 divided by 9 = 85.8 = 86 B

Example #2 1st 9 weeks 97 A
2nd 9 weeks 89 B
Total 186 divided by 2=93 A
Using the above number value system, the student is given the grade he/she has actually earned. Using this method, there will be no dissenting or assenting grades given to a student.
Reports to Parents (Elementary Level)

a. Report cards are sent home at the end of each nine weeks period to inform the parents of each student's progress.
b. Progress reports are sent to the parents of students who are failing. This is to be done the fifth (5th) week of each nine week period.

3. Records of School Participation

a. The Caney Valley Schools will use the Cumulative Record Folder System for recording the yearly progress of each student.

1) These records are to be stored, maintained and updated each year by the Principal at each grade level.
2) This record shall include:

a) Date of Birth
b) Student Grades
c) A record of class level progress
d) Student Health Record
e) A record of school attendance
f) A record of why the student left school (Graduation, etc.)
g) Social Security Number
h) Parent's name and phone number

b. These records are to be permanent and will be kept on file by the Caney Valley School System henceforth.

4. Honor Roll (Elementary-Middle-High School)

The purpose of the honor roll is to give recognition to those students who excel in academics. Two (2) honor rolls will be published at the end of each semester. They are as follows:
Superintendent's Honor Roll Students making all A's
Principal's Honor Roll Students making no grade below a B
Students must enroll in at least four solid subjects to be eligible for the honor rolls.
Section J. Standardized Tests.

1. Caney Valley Public Schools will participate in the state mandated testing program as required by the State Department of Education.
2. Additional grades will be tested as required by federal programs such as Chapter I, and to plan and evaluate curriculum as funds permit.
3. A record of individual test scores will be kept in each student's cumulative folder.
4. Parents of students taking the tests will be notified either by the student bringing the results home or by mail.
5. Achievement Test information will be made available to teachers, and workshops will be provided on interpreting and applying achievement test results.

Section K. Policy Concerning Psychiatric or Psychological Examination, Testing or Treatment and With Regard to the Eliciting of Certain Personal Student Information Without Parental Consent.
Without the prior written consent of the parent or guardian, no student who is an unemancipated minor shall be required to submit to psychiatric or psychological examination, testing or treatment; nor may any teacher or staff personnel without such written parental consent elicit by written survey or written examination from any student information of a personal or private nature concerning any of the following areas:

1) Political affiliations;
2) Religious beliefs;
3) Sexual behavior and attitudes;
4) Illegal, anti-social, self-incriminating and demeaning behavior;
5) Mental or psychological problems potentially embarrassing to the student or his family;
6) Critical appraisals of other individuals with whom the student has a close family relationship;
7) Legally recognized privileged and analogous relationships, such as those of lawyers, physicians and ministers; and
8) Income (other than that required by law to determine eligibility for participation in a program or for receiving financial assistance under such program).

This directive does not require parental consent to regular classroom activities, the curriculum or any teaching techniques or methods.
Section L. Graduation Requirements (High School).
1. Purpose

To make earning of credits more meaningful, to better define credits, to better distribute credits and to equalize the earning of activity credits.
2. Requirements

To receive a diploma from Caney Valley High School, a student must enroll at least one semester and complete a minimum of two of his/her last three credits in residence.
In order to qualify for individual picture placement in the annual as a member of the senior class or on the senior panel, and in order to be able to participate in graduation exercises, the student must be able to accumulate not less than 23 credits by the end of the spring semester of said year. The Caney Valley Board of Education requires 24 earned credits, complying with Oklahoma State Department of Education guidelines, to be attained before a student can receive a diploma designating completion of requirements for a standard Oklahoma High School Diploma through Caney Valley Public Schools, I-018, Washington County.
CREDITS TO ESTABLISH GRADE LEVEL:

Upon the first day of the academic year............

To be classified as a Caney Valley High School

Sophomore, a student must have completed six (6) academic credits.
To be classified as a Caney Valley High School Junior, a student must have completed eleven to twelve (11-12) academic credits.

To be classified as a Caney Valley High School
Senior, a student must have completed fifteen to
seventeen (15-17) academic credits.
Activity Credits

One (1) unit is earned for each complete year or one half (1/2) unit per semester of successful participation. All activity classes are graded on a participation basis. Should a student not participate, a grade cannot be given. Should a student drop the class with more than 18 days left in the semester he/she would lose credit for the semester.
The following are considered activity courses:
Band ......... A maximum of 4 years of participation
Athletics .... A maximum of 4 years of participation
Newspaper and . A maximum of 2 years of participation
Yearbook
Physical Ed .. A maximum of 2 years of participation
**Academic credit may be earned for the 3rd and 4th years of consecutive participation at the Senior High Level.
Caney Valley High School competes in the following sports:
Girls: Softball, Basketball, Track.
Boys: Football, Basketball, Baseball, Track.
A varsity physical education class is provided and must be attended by those athletes whose sport is not in season. Any student who quits a sport during the season will lose his/her participation credit. To receive ½ unit of credit, an athlete must participate in a sport or sports and varsity physical education classes for the entire semester. To receive one unit of credit, he/she must participate the entire year.

3. Valedictorian and Salutatorian

Valedictorian (highest GPA) and Salutatorian (second highest GPA) are based on a seven semester GPA. GPA's are computed to the nearest thousandth using grades earned in all academic subjects taken during grades 9-12; activity class grades are not used in figuring GPA. Only grades earned from accredited schools are used in computing GPA. In case of an exact tie, co-valedictorians and/or co-salutatorians will be named.
Students must have completed one full year (second semester of their junior year and first semester of their senior year) at Caney Valley High School to be eligible for either honor.

Section M. CANEY VALLEY PUBLIC SCHOOLS PROMOTION AND RETENTION POLICY
INTRODUCTION

The Board of Education of the Caney Valley School District, having determined that a need exists for a uniform policy governing the circumstances and considerations to be weighed in determining whether to promote a student to the next grade or retain him/her in the same grade for an additional year, has established the following policy to govern this question. The purpose of this policy is to provide guidelines for teachers to follow in determining whether to promote or retain students in the Caney Valley School District, and to establish a uniform procedure to be followed in cases where retention is appropriate.
As used in this policy, "promote" or "promotion" means to pass a student who has successfully completed the requirements of a particular grade into the next higher grade at the end of the school year and to record on the student's record that he/she has successfully completed such grade.
As used in this policy, "retain" or "retention" means to withhold a student from advancing into the next higher grade at the end of the school year and to indicate on the student's record that he/she has not successfully completed such grade.
1. CANEY VALLEY ELEMENTARY RETENTION POLICY

Caney Valley Elementary will form a committee to carefully review and make final recommendations regarding retention of their students. The committee will be made up of a classroom teacher, counselor, principal or 1 teacher and additional personnel as needed. The following guidelines are used per grade unless student is retained on attendance.
Kindergarten

Kindergarten students must have 80% mastery of kindergarten curriculum requirements. If the parent does not wish to have the child retained in K or placed in First, the PARENT assumes the responsibility if the child is behind and has trouble in the next grade. The parent must sign a form stating he/she disagrees with the recommendation of the school.
First Grade

First grade students should have 62% mastery of State/Caney Valley Curriculum requirements and be reading on level 1.5.
Second Grade

Second grade students should have 62% mastery of State/Caney Valley Curriculum requirements and be reading on level 2.5.
Third Grade

Third grade students should have 62% mastery of State/Caney Valley Curriculum requirements in the area of language arts, social studies, and science. In the area of math, 62% mastery of basic skills (multiplication), and 70% mastery of basic skills (addition-subtraction). In the area of advanced skill, 62% mastery is required.
2. UPPER GRADES AND MIDDLE SCHOOL RETENTION POLICY

Caney Valley Elementary and Caney Valley Middle School will form a committee to carefully review and make decisions regarding retention and promotion. The committee will be composed of a classroom teacher, a counselor, the Building Principal and additional personnel who may be assigned by the Principal when appropriate.
Strong supportive evidence must be presented to the student and parent regarding retention. This evidence must be based on:

A. Testing which actually covers the subject matter presented to the student.
B. Assignments directly related to the subject matter being taught.
C. Consideration will also be given to the student's level of maturity (physical, mental, emotional and social) and to the student's attendance record, although these matters will not bear the same weight as items 1 and 2.

Notification

The student and the parent must be made aware of the possibility of the student's impending retention. Any student in danger of being retained shall be notified at least twelve (12) weeks prior to the end of the school year that his/her performance is insufficient, and the student's parents will be mailed a written notice at that time. However, in the event that a child's grades drop drastically after the above twelve (12) weeks, parents will be notified at that time if retention comes into consideration. The school staff will make every effort to help the student improve his/her academic standing.
3. CANEY VALLEY HIGH SCHOOL RETENTION POLICY

Promotion in grades 9-12 will be determined by successfully completed units of instruction to be established by the Board of Education, Superintendent and High School Principal.
4. K-8 Retention Policy

No student will be retained more than two (2) times in the same grade. Final decision for the promotion or retention of students, except at the high school, will be made at a staffing which will include the teacher, principal and counselor.
DUE PROCESS

Any parent may request a reconsideration of a retention decision by taking the following steps:
First Level of Appeal: The parent may request a review by the Building Principal of the committee's initial decision of retention within fourteen (14) days of receipt of written notification of the retention decision.
Second Level of Appeal: The Superintendent may review the decision of the Building Principal upon written request from the parent within seven (7) days after receipt of the decision of the Building Principal.
Third Level of Appeal: A parent wishing to appeal to the Board of Education must submit a written request to the Superintendent of Schools requesting that a hearing be scheduled before the Caney Valley Board of Education within seven (7) days after receipt of the decision of the Superintendent. The Board of Education, upon receipt of the request, shall consider such request at the next scheduled Board Meeting for which the matter can timely be placed on the agenda, and shall investigate the matter and allow the parent to present reasons why the student should not be retained. Upon the conclusion of its investigation and hearing, the Board shall issue its decision, which shall be final.
At any time during the above process, the school district will agree to advance the child to a higher grade level, if the attached written request form is signed by the parent or legal guardian of the child.
Instructions to Promote and Release

I, _______________________________________________, being the

(parent/guardian name)
lawful parent or legal guardian of _______________________________
(student name)

such child, hereby direct the Caney Valley School District to advance said child to the _____ grade for the 19__-__ school year. I understand that my instructions to the School District are over the objections of the Administration. Accordingly, on behalf of myself and my child, ________________________________, I hereby release the School District, its Board members, employees, agents and representatives of any and all liability which may arise from my request to advance my child to the _____ grade. I understand that a copy of this request will be included in my child's permanent record as required by law.
_____________________________
Parent or Legal Guardian

_____________________________
Date

Section N. School Visitors
Parents are welcome to visit in the school, but must stop by the office for permission to visit.
Students are not allowed to bring other children as visitors to the school classrooms unless permission has been received from building principal.
Orders to Leave School Property. The Superintendent or Principal of any secondary, middle or elementary school shall have the authority to order any person out of the school building and off the school property when it appears that the presence of such person is a threat to the peaceful conduct of school business and school classes. Any person who refuses to leave the school building or grounds after being ordered to do so by the Superintendent or Principal, shall be guilty of a misdemeanor.
Section O. Student Discipline
Reasonable efforts should be made to advise students of the conduct which is required of or prohibited of them, be aware of the specific problems bringing on the proposed penalty or discipline; have the opportunity to express or convey their views or rebuttals regarding the incident(s); have the right to appeal this discipline or penalty to the next highest authority. This chain of command being Teacher, Principal, and the Superintendent/Board of Education.

1. Teacher Requirements:

Teachers are expected to be in absolute command of classes and school at all times.
A. Teachers must keep a written record of each discipline problem handled at the Teacher's level for future reference.
B. Punishment should never be administered in the presence of the class or other students, or in the hall.
C. Abusive language by a Teacher toward a
student(s) will not be tolerated, nor will making sarcastic remarks to students or belittling students in front of a class.
D. A Teacher will never allow a student to punish another student.
E. Classroom control also includes the hallway outside the Teacher's classroom. Each Teacher must be on duty outside the classroom in the hall at the change of classes.
F. A Teacher should not leave his/her class unattended.
G. No student should be allowed to leave the Teacher's classroom except in cases of emergency.
H. Students are not to be seated in the hall as a form of punishment.
I. It is the Teacher's responsibility to enforce all school policies.
J. Any discipline problem taken to the Principal's office must be accompanied by a discipline report sheet. The Teacher will keep one copy on file and the Principal will keep one copy on file. (In cases of emergency, the Teacher may send students to office and should follow up with a report afterwards)

2. The following are methods by which discipline problems may be handled. Each building handbook will address discipline policies in more detail.

A. Counseling - may involve the classroom teacher, counselor or administrator.
B. Detention - students may be required to make up time before or after school or during some free time during school (lunch).
C. Extra Work Assignments - Teachers may assign additional work within a curriculum area.
D. In-School Suspension - students will be allowed to come to school but will be isolated or restricted from the main flow of daily routine.
E. Bus Discipline - Refer to Article IV
F. Corporal Punishment - use of corporal punishment shall be the same as a parent or guardian to control and discipline such child during the time the child is in attendance of, in transit to or from the school, any other school function authorized by the school district or classroom presided over by the Teacher.

a) A standard paddle, approved by the Principal may be used, but only as a last resort after all other means have failed and certain guidelines have been followed.
b) If the paddle is to be used, the Teacher must take the student to the Principal's Office. Parental permission shall not be required, although parents may advise the School District at any time that they do not want corporal punishment administered to their child. Either the Principal or the teacher may administer the paddling, provided a witness is present.
c) Teachers may never use corporal punishment for academic reasons (i.e., because a student fails to turn in his/her assignments or because a student scores poorly or not up to his/her potential on any assignment or test). All academic failures and poor performances should be reflected in the grade book.
d) Corporal punishment will be used only on the buttocks region of the body.
e) A report of any paddling should be kept in the Principal's Office. Extreme cases should be reported to the Superintendent.

3. Suspension from School for Disciplinary Reasons

A. Only the Principal may suspend a student from school for disciplinary reasons, and then only after certain guidelines are met.
B. Types of suspension:

a) For the rest of the day;
b) For a specified number of days; or
c) The remainder of the current semester and all of the ensuing semester.
d) For one year if a student brings a firearm to school.

C. Reasons for suspension:

The Principals shall have the authority to suspend any student who violates any of the following school rules, whether in transit to or from school, on school vehicles, at school or at school sponsored or authorized activities:
a) Immorality, profanity or obscenity.
b) Violation of School policies or regulations.
c) The willful disobedience of a request of any school official acting in the performance of his/her duties.
d) Possession, threat, or use of a dangerous weapon or facsimile thereof, which includes: It shall be unlawful for any person to carry upon or about his/her person, or in his/her portfolio or purse, any pistol, revolver, dagger, bowie knife, dirk knife, switchblade knife, spring type knife, sword cane, knife having a blade which opens automatically by hand pressure applied to a button, spring, or other device in the handle of the knife, blackjack, loaded cane, billy, hand chain, metal knuckles, or any other dangerous weapon or facsimile thereof. The Gun Free Schools Act prohibits a student from bringing a firearm to school. A student who violates this law will be suspended for one year.
e) Assault and battery.
f) Possession, use, sale of a controlled substance and/or alcohol, non-intoxicating beverages as defined by Oklahoma law, and possession, use, sale of drug paraphernalia, counterfeit, imitation drugs or stimulants in any form, including caffeine pills.
g) Being under the influence of a controlled dangerous substance, non-intoxicating or alcoholic beverage.
h) Conduct jeopardizing the safety of others.
i) Use or possession of tobacco in any form.
j) Violation of dress code.
k) Fighting
l) Damaging, destroying, or stealing school or personal property.
m) Truancy
n) Conduct disrupting the operation of the school.
o) Forgery of school material.
p) Necking or close body contact on school property.
q) Improper use of motor vehicle.
r) Hazing
s) Deliberate refusal to attempt reasonable academic achievement.
t) Extortion
u) Students are prohibited from possessing electronic paging devices on school premises, on school vehicles, or at school-sponsored events, except with the prior written consent of both the student's parent and the school principal upon a showing, including a statement from the student's doctor, that the student's possession of an electronic
paging device is required by a medical necessity.
v) Repeated violation of any or all student conduct codes.
w) Use of threats, physical or verbal abuse, possessing obscene materials or using racial, ethic or sexual epithets.
x) Engaging in sexual harassment.

D. Notwithstanding any of the foregoing, and because of the disruption it poses to the educational process, all students are subject to disciplinary action, including suspension, for threatening, intimidating, coercing or harassing any school employee at any time.
E. Pre-Suspension Conferences

a) When a student violates Board policy or a school rule or regulation, the Principal will conduct an informal conference with the student.
b) At the conference with the student, the Principal will read the policy, rule or regulation which the student is charged with having violated and will discuss the conduct of the student which is a violation of the policy, rule or regulation.
c) The student will be asked whether he/she understands the policy, rule or regulation which the student is charged with having violated and will discuss the conduct of the student which is a violation of the policy, rule or regulation.
d) If it is concluded that a suspension is appropriate, the student will be advised that he/she is being suspended and the length of the suspension.
e) The Principal will immediately notify the parent by phone and in writing that the student is being suspended from school by the principal. Elementary and middle school students will not be dismissed before the end of the school day without advance notice to the parent.

F. Immediate Suspension Without a Pre-Suspension Conference

a) A student may be suspended without the above pre-suspension conference with the student only in situations where the conduct of the student reasonably indicates to the Principal that the continued presence of the student in the building will constitute a danger to the health or safety of the students, or to
school property, or a continued substantial disruption of the educational process.
b) In such cases, a suspension conference with the student and the parent or guardian will be scheduled as soon as possible after the student has been removed from the building.

G. Conferences With Parents

a) The Principal will seek to hold a conference with the parent or guardian as quickly as possible after the suspension has been imposed. The parent should be advised of his/her right to a conference with the principal at the time he/she is notified that a suspension has been imposed. The conference will be held during the regular school hours, Monday through Friday, unless special arrangements can be made.
b) Neither the School District nor the parent will be accompanied by legal counsel during the parent conference with the Principal.
c) At the conference, the Principal will read the policy,rule or regulation which the student is charged with having violated and will briefly outline the conduct on the part of the student. The parent should be asked by the Principal if he/she understands the rule and the charges against the student.
d) At the conclusion of the conference, the Principal will state whether he/she will terminate or modify the suspension. In all cases, the parent will be advised of his/her right to have the suspension reviewed by the Superintendent of Schools and the Caney Valley Board of Education.

H. Limits on Suspension

a) In no event should a suspension extend beyond the current school semester and succeeding semester. Suspensions should have a definite commencement and ending date; indefinite suspensions are not permitted. It is recommended that suspensions beyond ten (10) days be imposed only in aggravated situations. Federal law does require any student bringing a firearm to school be suspended for one (1) year.
b) Suspensions should be consistent; that is, one student should not be suspended for a few days and another student suspended for an extended period for the same or similar offense. However, the Principal may take previous conduct and previous suspensions of the student into consideration.
c) Suspensions until the student performs some remedial act are not permitted; however, the student may be advised that a suspension of definite length will be terminated at an earlier date if he/she performs some remedial act.

I. Records and Reports

The Principal will keep written records of each suspension conference containing the date of the conference, the names of the persons present, and the time duration of the conference.
J. Right of Appeal

A parent or the student may appeal the suspension decision of the principal to the Superintendent of Schools and the Board of Education.
K. Method of Appeal to the Superintendent of Schools.

a) An appeal can be presented by letter to the Superintendent of Schools.
b) If no appeal is received within five (5) days after the Principal's decision is received by the parent or student, the Principal's suspension decision will be final.
c) The Superintendent of Schools should hold a conference with the parent or guardian as quickly as possible after receipt of the appeal. The conference will be held during the regular school hours, Monday through Friday, with consideration given to the hours of working parents whenever possible.
d) Neither the School District nor the parent will be accompanied by legal counsel during the conference.
e) At the conference, the Superintendent of Schools will read the policy, rule or regulation which the student is charged with having violated and will briefly outline the conduct on the part of the student. The parent should be asked by the Superintendent of Schools if he/she understands the rule and the charges against the student.
f) At the conclusion of the conference, the Superintendent of Schools will state whether he/she will terminate or modify the suspension. In all cases, the parent will be advised of his/her right to have the suspension reviewed by the Board of Education and to be represented by legal counsel.

L. Method of Appeal to the Board of Education

a) An appeal can be requested by letter to the Superintendent of Schools.
b) If no appeal is received within five (5) days after notification to the parent of the decision of the Superintendent of Schools the decision of the Superintendent will be final.

M. Hearing the Appeal

a) The Board will hear the appeal as soon as possible at either the next regular Board meeting or at a Special meeting. The Board's decision is final and non-appealable.
b) The parent and student will be notified in writing of the date, time and place of the hearing.
c) The parent and student will have the right to an "open" or "closed" hearing, at their option.

N. Procedure for Student Suspension Appeal Hearing Before the Board of Education

a) The Board President should:

1) Announce that the next agenda item is a suspension review hearing for the student stating his/her name.
2) Ask whether the parents/child wish the hearing to be open to the public or in executive session. The offer of an open hearing and their response is to be made a part of the minutes of the meeting. If parents/child request a closed hearing, a motion to go into executive session per their request should be made and voted on.

b) The Board President should advise the parents/child:

1) That they are entitled to legal counsel, if they desire it.
2) That the administration will present its witnesses first and that after each witness, the parents or their legal counsel will be given an opportunity to cross-examine.
3) That the parents/child will be given an opportunity to call any witnesses and present any evidence they may wish, subject to cross-examination by legal counsel for the administration.
4) That the Board will consider the evidence and documents and reach a decision which will be recorded by vote in open session.
5) That the parents/child may ask any questions about the procedure.

c) Following presentation of 1 and 2 above, all administration witnesses and documents should be presented subject to cross-examination.
d) Parents/child may call any witnesses and present any documents subject to cross examination.
e) After each witness is presented School Board members may ask the witness any questions.
f) Administration's closing statement.
g) Parents'/child's closing statement.
h) Deliberate in private. (If the hearing is not in executive session, the Board may deliberate in executive session only with the permission of the parents or student.)
i) Return to open session and vote. (After adopting a motion making certain findings of fact, the Board must make a motion to: (1) confirm suspension; (2) modify suspension (increase or decrease severity of suspension); or (3) revoke suspension.)

O. Attendance at School Pending Appeal Hearing

a) Pending the appeal hearing before the Board, the student will have the right to attend school under such "in school" restrictions as the principal deems
proper, except that in the discretion of the Principal, the student may be prohibited from attending school pending the appeal hearing if in the judgment of the Principal:
1) the conduct for which the student was suspended reasonably indicates that continued attendance by the student pending the appeal hearing would be dangerous to other students or school property; or
2) the conduct for which the student was suspended reasonably indicates that the continued presence of the student at the school pending the appeal hearing would substantially interfere with the educational process at the school.

b) Pending the appeal hearing before the Board, the student will not be allowed to participate in any extra-curricular activities offered by the School District.

P. Student Privileges While Under Suspension

a) When a student's behavior justifies suspension, the student forfeits the privilege of participating in the social and academic life of the school. Under most circumstances, a student will not be permitted to make up and receive credit for academic work missed while under suspension, nor will a teacher be required to prepare make up assignments for work (tests, lectures, demonstrations, etc.) which ordinarily can be done only by attending the regular class sessions. In addition, during the term of the suspension, the student will not be permitted to participate in any extracurricular activities offered by the School District.
b) Under unusual or extraordinary circumstances and/or when the student is covered by PL 94-142 regulations, the principal and teacher(s) may approve make up work for which the student will be given credit.

Q. Students in High School who are suspended for the remainder of the semester or year may be assigned to the Star Program, Tri County Tech, provided they do not fall into the following category ®. All suspensions to the Star Program, Tri Country Tech are made by the Secondary Building Principal and approved by the Superintendent.
R. Students who have been suspended from a public or private school in Oklahoma or another state for a violent act or an act showing deliberate or reckless disregard for the health or safety of faculty or other pupils, shall not be entitled to enroll in a public school and no public school shall be required to enroll the pupil until the terms of the suspension have been met or the time of suspension has expired.

Caney Valley Public Schools shall not be required to provide education services in the regular school setting to any pupil who has been removed from a public or private school in the state of Oklahoma or another state by administrative or judicial process for a violent act or an act showing deliberate or reckless disregard for the health and safety of faculty or other pupils until the school in which the pupil is subsequently enrolled determines that the pupil no longer poses a threat to himself, other pupils or faculty. Until the school in which the pupil subsequently enrolls or re-enrolls determines that the pupil no longer poses a threat to himself, other pupils or faculty, the school may provide education services through an alternate school setting, including home based instruction.

4. Suspension of Disabled Students

1) Short Term Suspensions

The School District may suspend a disabled student for a period of ten consecutive school days or less for any conduct that would warrant suspension for a non-disabled student. The School District will follow its policy and procedures for the suspension of non-disabled students in conjunction with the short-term suspension of disabled students.
2) Long Term Suspensions
Before implementing the suspension of a disabled student for more than ten consecutive school days, the School District will notify the student's parent or guardian in writing of the proposed suspension and convene a meeting of the student's I.E.P. team. The I.E.P. team will determine whether additional evaluation of the student is necessary and whether the misbehavior for which the suspension is proposed is caused by the student's disability. A disabled student can be suspended for forty-five (45) days for bringing a firearm to school. The child will be placed in an interim alternative educational sitting.
3) Emergency Suspensions

If the student poses an immediate threat to his or her own safety or to the safety of others, the School District may immediately suspend the student for up to ten school days. During the suspension period, the student's I.E.P. team will meet to determine whether the misbehavior is caused by the student's disability and whether further evaluation is necessary.
4) Relationship Between Misbehavior and Disability

a) Misbehavior Caused by Disability

If the I.E.P. team determines that the student's misbehavior is caused by his or her disability, the team will consider whether the student's current educational placement is appropriate and what, if any, modifications to the I.E.P. should be made. These modifications may include a more restrictive placement. If the
I.E.P. team determines that the student's placement should be modified, the School District will give the student's parent or guardian written notice of the proposed modification and allow at least ten calendar days for response. The School District will also advise the parent that the student is entitled to all due process procedures available under the Individuals With Disabilities Education Act ("IDEA") and applicable state policies and procedures. The School District will maintain the student's current placement during the ten-day period, unless the student's parent or guardian agrees to the modification before the period expires or an emergency suspension is necessary under Section 3 or 5 of this policy. If the I.E.P. team determines that the student's disability caused his or her misbehavior, the School District will not suspend the student as discipline for the misbehavior.
b) Misbehavior Not Caused By Disability

If the I.E.P. team determines that the misbehavior is not caused by the student's disability, the child may be suspended from school as discipline for the misbehavior. If the School District proposes a suspension that will cause the student's days suspended to total more than ten during the current school year, the School District will give the student's parents or guardian written notice of the proposed suspension and allow at least ten calendar days for response before implementing the suspension. The School District will also advise the student's parent or guardian that the student is entitled to all due process procedures available under the IDEA and applicable state policies and procedures, as well as the due process rights available to a disabled student for whom suspension has been recommended. The School District will not implement the suspension during the ten-day period, unless the student's parent or guardian agrees to the
suspension before the period expires or an emergency suspension is necessary under Section 3 or 5 of this policy.

5) Stay Put

If either the student or the School District initiates due process proceedings under the IDEA, the student will remain in his or her current educational placement until those proceedings have been completed, unless the School District and the parent or guardian agree otherwise. However, if the student poses an immediate threat to his or her own safety or the safety of others, the School District may bring a civil action to enjoin the student from attending school for the duration of the due process proceedings or to seek other appropriate relief. A student who brings a firearm to school does not fall under the "stay put" requirement of IDEA. This student may be suspended for forty-five (45) days.
6) Continuing Educational Services

The School District will not provide educational and/or related services to disabled students during short-term suspensions. The School District will provide appropriate educational and/or related services during long-term suspensions to any student who is categorized as disabled under the IDEA, whether or not the student's misbehavior is caused by his or her disability. The student's I.E.P. team will determine an appropriate educational program for the student during the term of the suspension.
7) Multiple Suspensions

The School District may suspend a disabled student for multiple periods of ten consecutive school days or less. When the student has been suspended for a total of 11 days during the current school year, the School District will implement the procedures described in Sections 2 and 4 of this policy for any subsequent suspension.
8) Suspension from Transportation

The School District may suspend a disabled student from transportation as a disciplinary measure. During the period of the suspension, the School District will reimburse the student's parent or guardian or his or her designee for the reasonable cost of transporting the student to and from school.

Section P. Policy on Drug and Alcohol Free Environment

1. It is the policy of the Caney Valley Board of Education that the use of illicit drugs and the unlawful possession and use of alcohol is wrong and harmful and that all students of this district be made aware of the Board's intention to maintain a drug and alcohol free environment. See Policy (Article VI- Certified Personnel Regulations No. 20.)

In order to maintain a healthy educational and working environment in the School District's schools, and to comply with the requirements of the Drug-Free Workplace Act of 1988, and the Drug-Free Schools and Communities Act Amendments of 1989, for purposes of receiving federal assistance, the Board of Education adopts the following policies and regulations:
A. Use, possession, dispensing, distribution, manufacture, or being under the influence of a controlled illicit substance and over-the-counter medications being used for an abusive purpose and mood altering substance, including anabolic steroids, alcoholic beverage, or non-intoxicating beverage (as defined by Oklahoma Law) in any of the School District's facilities, on School District property (including vehicles) or at a School District sponsored function by a School District student is prohibited. Violation of this prohibition shall result in disciplinary action, which may include long-term suspension and/or the completion of an appropriate rehabilitation program. In addition to suspension and/or other disciplinary action, students violating this prohibition are subject to referral for prosecution under applicable laws.
B. Various state and federal laws impose severe penalties for the use, possession, or sale of illicit drugs. The Federal Controlled Substances Act, 21 United States Code Annotated (U.S.C.A.), and the Comprehensive Drug Abuse and Control Act of 1970, 21 U.S.C.A., Section 848, provide federal sanctions and the Uniform Controlled Dangerous Substances Act, Oklahoma Statutes, Title 63, Section 2-101, and others, plus various criminal statutes, provide state sanctions.
C. Information about drug and alcohol counseling and rehabilitation and re-entry programs is available to students and parents through the school counselor's office.

2. Reporting Students under the Influence of or Possessing Non-Intoxicating Beverages, Alcoholic Beverages or Controlled Dangerous Substances

Definition - "Non-Intoxicating Beverage":
A non-intoxicating beverage is one that has not more than ½ of 1% alcohol by volume and no more than 3.2% alcohol by weight.
It shall be the policy of the Caney Valley Board of Education that any Teacher who has reasonable cause to suspect that a student may be under the influence of or said student has in his/her possession:
A. Non-Intoxicating Beverages;
B. Alcoholic Beverages; or a
C. Controlled Dangerous Substances;

as the above are now defined by state law, shall immediately notify the Principal or his/her designee of such suspicions. The Principal shall immediately investigate and if substantiated, notify the Superintendent of Schools and a parent or legal guardian of said student of the matter.
REFERENCE: O.S. Title 70, Section 24-138.
Any suspension and/or search of said student shall be subject to any applicable school policy, state law, or student handbook regulation.
Every administrator, teacher or counselor employed by the Caney Valley School District who has reasonable cause to suspect that a student is under the influence of or has in his/her possession non-intoxicating beverages, alcoholic beverages, or a controlled dangerous substance and who reports such information to the appropriate school official, court personnel, community substance prevention and treatment personnel or any law enforcement agency shall be immune from all civil liability.
REFERENCE: O.S. Title 70, Sections 24-132.

3. Probation Program Regulations - High School and Middle school (Long Term Suspensions)

This plan of family self-help for the Caney Valley Public School System can be used, at the discretion of the administration, when a student is under disciplinary action for being under the influence of a controlled dangerous substance or alcohol. It must be considered a voluntary action by the parents as well as the child, and they all must agree with the probation plan. This program cannot be used in lieu of suspensions; but may be used as a means to shorten a suspension term at the discretion of the administrator in charge.
If the parent/parents choose(s) the probation plan and moves directly into counseling, their failure to exercise in a timely fashion, the right above stated may be considered a waiver of their rights. Both parents (unless single parent family) must attend the counseling sessions with their child unless otherwise requested by the agency. It will be the parents' responsibility to show the school that they, as well as the child, are involved and to complete the program designed by the counseling agency. Failure of the parent or student to abide by the probation plan will mean termination of the program. Counseling is not in lieu of suspension.

Section Q. Student Search and Seizure Policy.

1. The school principal or his/her designee is authorized to detain and search any student and any property in the student's possession while on school premises, at school activities, or in transit under authority of the school, for any item possession of which by the student is illegal or prohibited by school rules, or for property believed to have been stolen from another student, a school employee or the school. The search shall be conducted according to the following guidelines:

A. The search under all the surrounding circumstances, must be reasonable.
B. The search, whether of a student's person or his/her personal property, must be justified at its inception. The school principal or his/her designee must have reasonable grounds for suspecting that the search will produce evidence that the student has violated or is violating either the law or the rules of the school.

1) In deciding whether a reasonable suspicion of violation exists, certain factors should be considered:

a) the child's age, history and record in school;
b) the prevalence and seriousness of the school problem at which the search is aimed;
c) the school official's prior experience in detecting the problem or recognizing suspicious behavior;
d) the exigency in making a search without delay and further investigation;
e) the probative value and reliability of the information used as justification for the search; and
f) the particular teacher or school official's experience with the student.

2) A search should only be conducted on the basis of individualized circumstances - when there is a reasonable suspicion that each student or piece of personal property to be searched is concealing an illegal, prohibited or stolen item. A search commenced to discover a particular kind of item may be expanded or continued for additional items if circumstances warrant.
3) A search may properly be based on:

a) personal observation of a teacher or administrator;
b) an anonymous tip; or
c) information from a known, reliable informant; if, under all the surrounding circumstances the information creates a reasonable suspicion of a violation.

C. A search will be permissible in its scope when the measures adopted are reasonably related to the objectives of the search and not excessively intrusive in light of the student's age and sex and the nature of the infraction.
D. Witnesses may be present during the search of a student's personal property.
E. The search of a student's person must be carried out in a reasonable manner, avoiding undue humiliation to the student. The search must be conducted by a person of the same sex as the person being searched. A witness(es) of the same sex may also be present. Strip searches are prohibited.
F. Students shall have no expectation of privacy from school administrators, teachers, or security personnel, in school lockers, desks, or other school property. Student lockers will be assigned subject to this policy. Student lockers may be inspected and/or searched at any time without reasonable suspicion of a violation of a school rule, prior notice, the student's presence or the student's consent to such a search. By acceptance of the assignment of a school locker or by using any locker, the student consents to any and all inspections and searches and acknowledges that he/she has no expectation of privacy in such locker. A student shall use only the locker specifically assigned to him/her. The use of a locker not assigned to the student may result in disciplinary action against both the student to whom the locker is assigned and the student who is not authorized to use that locker. A student who feels for any reason that he/she cannot abide by this policy should decline to accept the assignment of a school locker. This policy shall be made a part of the Student Discipline Code.
G. Before searching any student vehicle parked on school property, the administrator or his/her designee conducting the search will ask the student owner/driver to open the vehicle. A student's refusal to allow a search is grounds for suspension from school and revocation of driving privileges to school. If a student refuses to consent to a search of his/her vehicle, the administrator or his/her designee will contact the student's parent for permission. A search may be conducted upon reasonable suspicion that the search will disclose an illegal, prohibited or stolen item.
H. Outside police officers and police assigned as school security officers may become involved in student searches if deemed appropriate by school officials.
I. Illegal items or other possessions or substances reasonably determined to be a threat to the safety or security of others may be seized by school authorities. These items will immediately be turned over to law enforcement officials for disposition as they see fit.
J. Items which are used to disrupt or interfere with the educational process may be temporarily removed from student possession.
K. A student who refuses to peaceably submit to a search based on reasonable suspicion or who refuses to turn over items discovered as a result of a search may be suspended for such refusals.
L. The person conducting the search shall prepare a report to be maintained by the principal including the date, time, place, names of witnesses, purpose, basis and result of the search.

Section R. Individuals With Disabilities Education Act ("IDEA").
State and Federal statutes and regulations governing educational services to disabled children provide for extensive procedural safeguards including due process hearings and compliance reviews by State and Federal agencies.
Individuals who have concerns may contact the Special Services office, 536-2705, the office of the Superintendent, 536-2500, or Special Education Section of the State Department of Education, Oliver Hodge Building, Oklahoma City, Oklahoma 73105, (405) 521-3351. Additional information concerning complaint procedures and initiation of due process requests may be obtained from these sources.
Section S. Student Textbooks.
Textbooks are to be furnished free to all students.
A. Only hardbound textbooks will be furnished.
B. Students are responsible for textbooks

assigned to them. Books that are lost or
abused must be replaced at the expense of
the student who was assigned the book.

Section T. Lost or Damaged School Property.
Any student who loses or damages school property shall pay for the replacement or repair of that property.
Section U. Field Trips.

1. Field trips are allowed; however, they must relate to the subject being taught or career education and be approved by the Building Principal and the Superintendent.
2. All trips must have their agenda approved by the Building Principal and the Superintendent.
3. Overnight trips are not permitted, unless special permission is given by Superintendent. Trips that are more than one night must be approved by the Board of Education.

Section V. Wednesday and Sunday Functions.
There will be no school function after 6:00 p.m. on Wednesday and Sunday evenings. No student will be penalized for missing a Sunday afternoon practice. These days are left open for families. (Special exceptions must be approved by the Athletic Director.)
Section W. Safety.

1. The school program should be designed to provide a safe school environment.
2. Fire Drill and Disaster Drills must be practiced one time each nine (9) weeks and also once during the first fifteen (15) days of the school year.
3. Any injury or illness should be reported promptly to the Principal and parents notified.
4. At the beginning of each school year, accident insurance will be available to all students who wish to purchase insurance coverage while at school.
5. For safe school bus transportation, large balloons and large objects which restrict the visibility of the bus driver are disallowed on the school bus.
6. Policy Prohibiting "Hazing"
A. "Hazing" means any activity which recklessly or intentionally endangers the physical or mental health or safety of a student, required as a condition of membership in an organization, regardless of willing participation, including but not limited to physical brutality such as whipping, beating, branding, forced calisthenics, exposure to the elements, forced consumption of food, alcohol, drugs or other substances, and activities which would induce extreme mental stress such as prolonged sleep deprivation, prolonged isolation, and conduct which could cause extreme embarrassment or humiliation.
B. No organization having student members which is sponsored by the School District or which is permitted to hold meetings or other events on School District property (a "Student Organization"), and no student member of a Student Organization shall engage or participate in or directly or indirectly condition membership on participation in or submission to a hazing activity.
C. Students violating the prohibition in paragraph B, shall be subject to disciplinary measures, which may include suspension, and shall be referred to local law enforcement authorities for prosecution.
D. Student Organizations which violate the prohibition in paragraph B, shall forfeit all rights, privileges, and recognition from the School District for a minimum of one year, and shall be referred to local law enforcement authorities for prosecution.
E. This policy shall be considered a part of the by-laws or other organizational rules of all School District-Sponsored Student Organizations.

Section X. Food Service to Students

1. It shall be a policy of the Caney Valley Board of Education to provide school food services to the students enrolled in the Caney Valley Public Schools. The Caney Valley Board of Education further believes the school lunch program is an integral partof the total educational program for each child. Good nutrition must become as much a part of a student's life as reading, writing and arithmetic for it directly affects his/her ability to learn - to earn and to maintain good health. To accomplish this, the Board of Education will give full consideration to the following in the operation of its food service and health education program.

A. Alleviation of hunger in a child because of his/her economic status.
B. Development of desirable eating habits.
C. An improved understanding of nutrition needs.
D. Creating a desirable program aimed toward effective student participation in well-balanced meals.
E. Excessive charging of meals is discouraged; however, no student is to be denied to eat because he/she cannot pay.

Section Y. Athletics.

1. Participation

A. Students who participate on school sponsored teams may participate only in contests or tournaments sanctioned by the school.
B. It is possible for the school to sanction certain contests or tournaments for individual athletes.
C. An athlete who consistently makes the team, but wants to compete in an outside contest or tournament that conflicts with a school contest or tournament, will not be allowed to participate.
D. If an athlete chooses to go to a contest or tournament not sanctioned by the school, he will be dropped from the Caney Valley Athletic Program in the particular sport the incident occurred, and will not be allowed to rejoin the team until the following season.
E. Only athletes participating for Caney Valley School sponsored teams are allowed to use school facilities for practice. An exception to this rule must be approved by the Caney Valley Board of Education.
F. Athletic eligibility-Caney Valley Public Schools will follow the State Athletic Association rules and regulations.

Section Z. Gifted Program Policy
An important goal of the Caney Valley Public Schools is to identify and provide appropriate educational experiences for those students who give evidence of high performance capability in areas such as intellectual, creative, artistic, or leadership capacities, or in specific academic areas, provided by the school in order to fully develop such capabilities and who require learning opportunities or experiences not ordinarily provided by the school in order to fully develop such capabilities.
Initiatives to provide those appropriate educational experiences will include:

1. Assessing the instructional level of identified students and considering the unique learning characteristics of each child,
2. Expanding curriculum opportunities to allow gifted students to move through the core curriculum at the appropriate flexible pace.
3. Providing differentiated curriculum to meet unique needs,
4. Appropriately matching the programs and support services to the individual, and
5. Structuring learning environment that address the unique needs of gifted students and accommodate a variety of learning rates and styles.

I. Identification of students for Gifted Educational Programming

A. Committee on gifted educational programming

1. The committee may include the coordinator for gifted programming, the principal or designee,

teacher, counselor, student advocate, library/ media specialist and others as appropriate.
2. The committee coordinates and uniformly
implements the process for identification and communicates these procedures to the entire school staff consistent with this Gifted Educational Plan, State Board of Education and state statutes.

B. Process for identifying students

1. Procedures used in the identification process will be nondiscriminatory with respect to race, economic background, national origin or handicapping condition.
2. Nominations will be sought from a wide variety of sources

a. Professional educators
b. Parents
c. Community members
d. Peers
e. Self
f. Others as appropriate

3. Data will be collected on nominated students

a. Testing methods

(1) Standardized ability test
(2) Standardized achievement tests
(3) Creativity tests
(4) Student achievement within the curriculum
(5) Other as appropriate

4. The committee analyzes data and make placement decisions

a. A score in the top 3% on a nationally standardized test of intellectual ability according to the law of the State of Oklahoma results in automatic placement into appropriate gifted programming options with parental approval.
b. Student placement decisions in the capability areas will be based on multiple criteria. No single criterion or cut-off will be used to exclude a student from needed educational programming.
c. Uniform identification procedures will be used to identify students for specific gifted educational programming options.
d. To allow for the unbiased assessment of all cultural and economic backgrounds, a committee decision for placement may be made based on referral, student product or performance, appropriate checklists and other relevant information. The site committee on gifted education may authorize the use of alternative assess- ment procedures when appropriate for a student.
e. Placement will be made in programming options appropriate to the student's educational needs, interests and/or abilities with parental approval.

f. Instructionally useful information about individual students obtained during the identification process will be communicated to the appropriate members of the instructional staff regardless of final placement.

5. Identification of gifted students is an ongoing process extending from first grade through grade twelve.

a. Opportunities will be provided for students to be considered for placement in gifted programs throughout their school experience.
b. Identification of students based on a nationally standardized test of intellectual ability will be valid for the student's educational experience.
c. Students who were identified as gifted and talented in another school district will be considered for identification and placement by the site committee in a timely manner.
d. Evaluation of the appropriateness of student's placement in gifted educational programming will be ongoing.
e. Students may be removed from a programming option which is not meeting their educational needs following a conference with parents.
f. Students whose needs are not met by current placement will be considered for other programming option which may be more appropriate to their needs.
g. Strict confidentiality procedures, as elsewhere defined in local board policy, will be followed in regard to the records of placement decisions and data on all nominated students.
h. Records of placement decisions and data on all nominated students will be kept on file for a minimum of five years or for as long as needed for educational decisions.

6. The identification and placement process includes parental involvement.

a. Parents will be asked to grant written permission for individual testing.
b. An additional evaluation will be available upon parent request.
c. Parents will be given written notice that their child has been identified for placement in gifted educational programming.
d. Parents will be provided with a summary of the gifted educational programming to be offered their child.
e. Parents may appeal a placement decision with which they disagree. Appeal will be made to the gifted committee. Further appeals may be made to the district program chairman.

II. Differentiated Education

A. Differentiated education includes multiple
programming options and curriculum which is
modified in pace, breadth and depth.

1. Programming Options

a. Programming options will be coordinated by gifted education coordinator, student advocate and committee, to guide the student through graduation.
b. Gifted child educational programming is ongoing and a part of the school schedule. Students will be placed in programming options based on their abilities, needs, and interests.

2. Curriculum

a. Curriculum for the gifted extends or replaces the regular curriculum.
b. Curriculum is differentiated in content, process and/or product.

(1) Content is differentiated in breadth, depth and/or pace
(2) Processes for gifted students stress creativity and higher level thinking skills.

c. Curriculum is planned to assure continuity.

B. Appropriate learning opportunities will be provided for identified gifted students through an individually developed program which is an integral part of the total school program.

1. Curriculum opportunities will allow students to move through the curriculum at the appropriated flexible pace, provide differentiated curriculum to meet unique needs, and facilitate academic/social support.
2. When appropriate, differentiation will occur in content, process, product, and learning environment.
3. Staff development opportunities will be an integral component of the program.

C. The plan will include selections from appropriate flexible pacing, enrichment, academic/social support and staff development. The following are some of the components that might be incorporated into the plan.

1. Caney Valley Gifted Plan

a. Appropriated flexible pacing

Individualization of instruction - Instruction of an individual student focused on the specific needs of that student.
Proficiency based promotion - Elementary or secondary students advancing one or more levels in a curriculum area by demonstrating proficiency at the 90% level on designated assessments.
Early admission (Kindergarten) - Underage children admitted to a kindergarten program in the school district in which he/she resides based on certain criteria (70 O. S. 1-114).
Cluster groups - Any classroom with a group of identified able learners purposefully organized to provide planned differentiated instruction most of the time.
Instructional groups - Any group of identified able learners organized to provide planned differentiated instruction in a curriculum area.
Cross jade groups - Opportunity for a student to work in an advanced grade-level setting with one or more students sharing a similar readiness for the learning task performance expectations.
Curriculum compacting - A system designed to adapt the regular curriculum to meet the needs of above average students by either eliminating previously mastered work or streamlining work that may be

mastered at a faster pace. The time gained may be used to provide acceleration experiences.

Acceleration-Administrative practices designed to allow students to progress through the curriculum and/or grade levels at a rate faster than the average.
Dual enrollment - Qualified students taking middle level or high school courses while at the middle level.
Correspondence courses - High School courses taken by correspondence through an approved university.
Concurrent enrollment - Qualified students taking college courses concurrently while in high school.
Advanced placement courses - College level courses provided at the secondary level for which students may receive college credit by examination (administered by the advanced placement program of the college board).
Other.

b. Enrichment

Enrichment of content in the regular

classroom - Experiences provided in regular classrooms that are supple-
mental to the established curriculum
and which are purposefully planned
with the needs, interests and capabilities of particular students
in mind. Appropriate enrichment
experiences are not a repetition
of material.
Learning Centers
Guest Speakers
Independent Study
Great Books
other
*Mentorships - A program which pairs individual students with someone
who has advanced skills and experiences in a particular discipline and can serve as guide advisor, counselor and role model.
*Seminars - Special short-term sessions where students focus on one area of study.
*Resource room - A class for students released from their regular classroom on a scheduled basis to work with a teacher trained in the education of the gifted.
*Creative and Academic Competitions - Organized opportunities for students to enter local, regional, state or national contests in a variety of areas. Examples include:
Science Fair
Geography Bee
Invention Convention
Math Olympiad
Odyssey of the Mind
Engineering Fair
Mock United Nations
National History Day
Academic Bowl
Other
*Interest Groups - Any group organized from one or more classrooms on the basis of interest in a topic, usually short term duration.
*Other

c. Academic/Social Support

*Duke Talent Search - conducted by Duke University to identify academically talented youth and inform them about their abilities and academic options.
*Guidance and Counseling - Planned activities, sessions and policies that assist gifted and talented students in planning their academic career in school and after high school, and that also address the specific social-emotional needs of the gifted the gifted including under- achievement.
*Other

d. Staff Development

Examples include:

*Implementation of Caney Valley School District Gifted Program
*Components of Appropriate Flexible Pacing
*Integrated Curriculum/Thematic Units
*Learning Styles
*Higher Level Thinking Skills
*Problem Finding and Problem solving
*Other

A. A systematic plan for on-going evaluation is part of program planning and implementation. An on going evaluation process will established by the Local Advisory Committee on Gifted Education.
B. Students, teachers parents and administrators

will annually evaluate gifted educational
programming. Evaluation results will be

communicated in a timely and meaningful way
to program decision makers at the district
level and, as appropriate, to students,
parents and the public.

C. The evaluation process assesses each component
of gifted educational programming. These
include:

1. Identification,
2. Instructional program,
3. Professional development,
4. Teacher selection,
5. Community involvement,
6. Program management, and

7. The evaluation process

D. The evaluation process will focus upon the
appropriateness of educational programming
provided for gifted students.

E. A plan for evaluation will be developed at the
time the programming option is planned,
specifying data to be collected and personnel
for analysis of the data.

F. Data for evaluation will be obtained from a
variety of instruments, procedures and
information sources.

G. Student progress will be assessed, with
attention to mastery of content, higher
level thinking skills and creativity.

H. Advanced content courses will be noted on
student transcripts.

IV. Local Advisory Committee

A. The Local Advisory Committee members will be

appointed by the board of education upon the
recommendation of the superintendent. The
committee will consist of at least three (3)
but not more than eleven (11) members, at
least one-third (1/3) of whom shall be

selected from a list of nominations submitted
by associations whose purpose is advocacy for
gifted and talented children.
[70 O.K. 1210.308(A)]

B. The Local Advisory Committee will be demo-
graphically representative of the community.
C. The Local Advisory Committee will be appointed no later than September 15 of each
year for two-year terms and will consist of
parents of children identified as gifted and
talented and community members who may be but
are not required to be parents of students
within the district. [70 O.S. 1210.308(A)]

D. The first meeting will be called by the Superintendent no later than October 1 of each year. At this meeting, the committee will elect a chair and a vice-chair.
E. The advisory committee will meet at other

times during the year as necessary in meeting space furnished by the district. All meetings of the committee will be subject to the provisions of the Oklahoma Open Meeting Act.

F. The school district will furnish staff who have a training in gifted education for the advisory committee.
G. The Local Advisory Committee will assist in the formulation of district goals for gifted education, assist in development of the district plan for gifted child educational programming, assist in preparation of the district report on gifted child educational programming, and perform other advisory duties as requested by the Board of Education. [70 O.S. 1210.308 ©]

V. Qualifications and responsibilities of gifted child educational program staff.
A. Qualifications of staff.

1. Teachers hold a valid Oklahoma teaching certificate appropriate to the grade level(s) included in the program.
2. Gifted educational program coordinators hold a valid Oklahoma teaching certificate.

B. Responsibilities of gifted educational program staff.

1. The Superintendent of the district coordinator for gifted educational programming will be responsible for working with the local advisory committee and filing such reports and information as are required by the State Department of Education relative to gifted educational programming.
2. The principal will be responsible for working with the gifted educational committee and coordinating gifted educational programming related to the gifted plan and completing such reports and information as required by the programming.
3. Delivery is addressed by both the regular classroom teachers and the student advocate. They work closely together to implement appropriate flexible pacing, plan enrichment, coordinate resources and facilitate academic/social support when needed.

a. The student is responsible for coordinating gifted student identification, monitoring student progress and record maintenance.
b. Classroom teachers will have, and provide upon request, documentation demonstrating that curriculum has been and continues to modified in pace, breadth and depth.

Section AA. Child Custody Domestic relations disputes cannot be resolved by schools. School teachers and administrators are not qualified nor in the business of interpreting custody decrees and statutes.
The goal of Caney Valley Public Schools is to provide a stable educational environment. As much as possible, we seek to keep domestic disputes out of our schools. We believe that this approach gives our students the best possible opportunity to benefit from education. Disputes between parents must be resolved between the parents.
It is the policy of the Board of Education that a parent who is awarded legal custody of a child by court action shall file a copy of the court decree awarding such custody with the school. If the custodial parent does not wish the child to be released to the noncustodial parent, an appropriate written instruction should also be filed with the school. All staff members are instructed to refer any questions to the appropriate building principal.
Absent a court decree to the contrary, both natural parents have the right to view the student's school records; to receive school progress reports; to visit the child briefly at the school; and to participate in parent and teacher conferences (not necessarily together in the same conference). To the maximum degree possible, we encourage both parents to be involved in making educational decisions relative to their children.
As a matter of practice, we will rely on the parent who enrolled the child (almost always the one with custody) to direct us with regard to what last name to call the child (on official records, the legal name must be shown unless directed by legal document) absences, emergency numbers and the like. The other parent will have to make arrangements with the custodial parent if he/she desires to pick the child up at school. In any such event, we will notify the custodial parent should an attempt be made by someone else to pick up the child.

ARTICLE XII

Materials Selection Policy for the Caney Valley Public Schools
Section A. Responsibility for Selection of Instructional and Library Materials.
The Board of Education, the governing body of the school district is legally responsible for selection of instructional or library materials. This authority is delegated to the professional personnel of the district for the selection of these materials.
Section B. Criteria for Selection of Instructional and Library Materials.
Materials for purchase are evaluated as follows:

1. Instructional materials and library materials are chosen because they are of interest and have learning value for the students in the community. Materials will not be excluded because of race, nationality, religion, or political views of the author.
2. Insofar as it is practical, instructional and library materials are provided which present all points of view concerning the problems and issues of our times-international, national and local. Books and materials of sound factual authority will not be removed or banned from the library shelves because of ideological bias or disapproval.
3. In the selection of instructional and library materials, two factors will be considered. The first is factual accuracy, authoritativeness, balance and integrity. The second is a quality of stimulating presentation, imagination, vision, creativeness, style appropriate to the idea, vitality and distinction.
4. Selection will be made and in accordance with the different maturity levels of the students.
5. Choice of materials will be governed by the demands of the instructional programs and library programs and the community environment of the individual school.
6. Evaluation will be made of the whole book rather than any part taken out of context.
7. Care will be exercised to see that both sides of a controversial subject are fairly presented.
8. In the selection of library materials, reviewing tools such as the standard catalogs will be used. Request slips either cite a favorable review, an approved source or name of the person recommending the material. When practical, audio-visual materials are previewed before purchase or ordered with return privilege guaranteed.
9. Selection of instructional and library materials is based on the following standards of excellence:

A. Authority and competency of the author, the composer of the producer, etc.
B. Stimulating presentation and high quality for all types of materials.
C. Suitability of style and format to content.
D. Suitability of content to collection.

Section C. Final Adoption of Textbooks.
Final adoption of textbooks shall be by a committee appointed by the Superintendent consisting of three to nine Teachers, and one lay person, with the Superintendent or his designated Principal sitting as chairman of the committee.
Section D. Library Gift Books and Materials.
Gifts of Books
Donation of books may be accepted provided they meet library selection standards and are approved by the Administration. Once the books or other materials are donated to the school, the materials become the property of the school.
Gifts of Money
Administrative approval must be secured for the acceptance of money gifts for the library materials. No gift will be accepted unless the donor is willing that the purchases meet library selection standards.
Section E. Parental Right to Inspect Instructional Material Used in the Curriculum

All instructional materials, including teachers' manuals, films, tapes or other supplementary instruction material which will be used in connection with the School District's curriculum shall be available for inspection by the parents or guardians of any student enrolled in any class or course; provided however teacher lesson plans and tests are confidential records under the Oklahoma Open Records Act. Review of such materials will be at a time mutually convenient to the teacher involved and the parent or guardian.
A complaint by any parent concerning the parent's inability to inspect any instructional material shall first be addressed to the principal of the school where the parent's child attends. Any parental concern with regard to the parent's inability to inspect instructional material which is not resolved by the principal may be addressed to the Superintendent of Schools who shall be the final authority in the matter.
Establishing a curriculum and determining to include or remove particular materials within the curriculum are the legal responsibilities of the Board of Education subject to statutory and state Board of Education guidelines. Nothing in this directive is intended to grant or require prior parental approval or control of materials or parental control, approval or review of teaching techniques or methods.
Section F. Guidelines for Reconsideration of New Library Titles or New Instructional Material.

1. If the inclusion of a new title on the library shelves is questioned, then the book will be removed and referred to a committee appointed by the Superintendent for the purpose of reviewing and making a decision as to the withdrawal or inclusion of the book. The committee will be comprised of four (4) members. The four (4) members will be the senior career English teacher, the senior career Social Studies teacher, the senior career Science teacher, the School Librarian. The School Librarian will be the Chairperson. The recommendations of this committee will be referred to the Building Principal.
2. If the inclusion of instructional materials is questioned, the material will be referred to a committee appointed by the Superintendent for the purpose of reviewing and making decisions as to the withdrawal or inclusion of the book. The committee will be comprised of 4 (4) members. The four (4) members will be the senior career English teachers, the senior career Social Studies teacher, the senior career Science teacher, and the School Librarian. The School Librarian will be the Chairperson. The recommendations of this committee will be referred to the Building Principal.

Censorship of existing library texts or existing instructional material shall be challenged in order to maintain the school's responsibility to provide information and enlightenment. No parent or group of parents has the right to determine reading matter for students other than their own children. Any parent who wishes to request reconsideration of any existing instructional material in the school must make such a request in writing on forms provided through the Building Principal.
In the event that the complainant does not accept the decision of the Building Principal, he/she may appeal to the Board of Education through the Superintendent. The final decision shall then rest with the Board of Education after careful examination and discussion of the material with the school officials or anyone else the Board may wish to involve.

Section G. Request Form.
The following form will be submitted by all citizens requesting the reconsideration of school materials:
CITIZEN'S REQUEST FOR RECONSIDERATION OF EDUCATIONAL MATERIALS
Author____________________ Type of Material_______________________
T I T L E_________________________________________________________

Publisher (If Known) _____________________________________________
Request Initiated By______________________________________________
Telephone______________Address____________________________________
City__________________ Zip Code __________________________________

After reading the entire book or listening to, reviewing the entire material, please answer these questions:
To what in the material do you object? (Please be specific, cite pages, etc.)
__________________________________________________________________
__________________________________________________________________
For what age group would you recommend this material?________
Is there anything good about this material?__________________
Are you aware of the judgment of this material by professional critics?________________________________
What would you like your school to do about this material?

Do not assign it to my child___________________________
Withdraw it from all students__________________________
Other__________________________________________________

Signature of Complaint_______________________
Date: ________________________
Librarian, Review Committee Chairman
Recommendations_____________________________________________
Principals
Recommendations_____________________________________________
President of the School Board
Recommendations_____________________________________________

ARTICLE XIII

Homebound Teaching Program
Purpose:
The program provides the opportunity for children to enjoy achievement in the academic subjects of the Caney Valley Schools and advance in their efforts to obtain an education at their rate of development while incapacitated due to injury or illness.
TEACHER QUALIFICATION
A homebound Teacher must hold a valid Oklahoma Teacher's Certificate.
Teachers employed by the District to teach in the regular classroom may be employed to teach homebound children before or after school hours and shall be paid extra for this service. Teachers are selected by their Building Principal to teach homebound. Before a Teacher is officially hired, the Teacher must complete a "Homebound" form supplied by the Building Principal and approved by the Superintendent or his designee.
ELEMENTARY CURRICULUM
The homebound Teacher, unless she is the child's regular classroom Teacher, should confer weekly with the child's Principal and classroom Teacher regarding the work of the student. Every effort should be made, within the limitations of the child's physical capacity to enable him/her to progress normally with his/her class by covering the same materials. Curriculum for some severely physically disabled children may need to be more flexible and adapted to meet the needs and interests of the child. It should provide him/her the opportunity to progress at his/her maximum rate of achievement on his/her grade level.
MIDDLE SCHOOL AND SENIOR HIGH CURRICULUM
The homebound instructor of middle school and senior high school students, unless he/she is the student's regular classroom Teacher, should keep in touch with the regular Teacher of the student's subject, in order to acquaint him/her with the work of the same materials as his/her physical condition will permit. Some laboratory courses on the high school level may have to be substituted or dropped when home instruction is necessary as laboratory facilities are not available at home. This is done only with the Principal's recommendation and approval.
EQUIPMENT AND SUPPLIES
Since a school participating in the homebound teaching program is reimbursed by the State Board of Education for the cost of the program, and the school received these funds from the same source of revenue for a homebound child as it does for any regularly enrolled child in the classroom, every effort will be made on the part of the school to see that the Teacher of the homebound child has all of the equipment and supplies that he/she needs for the adequate instruction of the child.
RATE OF PAY FOR HOMEBOUND TEACHERS
Teachers will be paid the hourly rate as recommended by the State Department of Education.
Payment will be made on a semester basis. All claims for payment must be turned into the Superintendent's office by the end of the second semester.
SCOPE
For the students of Caney Valley School District, the homebound program is a service they might use to remain with their class as they move toward graduation. For the Teacher, it is a way to keep those students who are not able to attend class current with the remainder of the class so that they can return to the class and be successful.
GENERAL GUIDELINES

1. The homebound teacher shall be the link between the classroom and the student.
2. All assignments will be made by the homebound Teacher with input from the classroom Teacher. These assignments will be graded by the homebound Teacher and returned to the student.
3. All tests will be given under the direct supervision of the homebound Teacher.
4. Homebound assignments should be kept concurrent with activities that are taking place in the student's regular classroom.
5. Grades given on assigned work will be of the same type (letter and numerical) as those given in the regular classroom.
6. Never will a child's grade be raised or lowered simply because he/she is not in the classroom.

ARTICLE XIV

Miscellaneous Policies
Section A. Intra-School Mail.
The intra-school mail system is to be used only for distributing the United States mail received by the school. The use of this system to distribute any other material must first receive the approval of the Superintendent.
Section B. Passes for School Activities.

1. Passes are given to Teachers and spouses (only).
2. Passes are given to non-certified personnel and spouses (only).
3. Passes are given to School Board members and spouses (only).
4. Life time passes are given to retired employees of Caney Valley Schools.
5. Senior Citizens passes may be obtained from the High School Principal's office.
6. No other passes will be issued with the exception of people working that event. (Children of those who work athletic events will be admitted free when accompanied by parents).
7. The Board of Education reserves the right to issue any passes for services rendered to the school system.

Section C. Radio Broadcasts, Video Taping or Filming of School Activities by Profit Making Organizations must have approval of the Athletic Director.

1. The above rule does not apply to parents for home use.
2. Radio or television news are exempt from the above.

Section D. Regulations on Employment of Family Members Related to Administration.

1. The School District may employ in a certified or non-certified position, any family member of a person who is employed by the School District as a certified administrator, but such persons shall not be assigned to be immediately supervised by the certified administrator who is a family member. Another Principal may be used as the Immediate Supervisor if the relative is the Building Principal.
2. "Family members" means individuals related within the second degree by consanguinity or affinity. Degrees of relationship shall be determined as provided by Okla. Stat. Tit. 84, SS 217-221.
3. Current employees who are family members and whose work assignments do not conform to these regulations, may be reassigned as may be considered feasible by the administration or the Board of Education. No current employee will be terminated because of such non-conformity with these regulations or because reassignment is not feasible.

Section E. Principal's Absence
In the absence of the building principal, his/her designee will fulfill the principal's assigned responsibilities.
Section F. Caney Valley School District Policy
Reporting Suspected Child Abuse
Any School District employee having reason to believe that a student under the age of 18 years has had physical injury inflicted upon the student by other than accidental means and the injury appears to have been caused as the result of physical abuse or neglect shall immediately report the matter to the principal of the student's school.
"Physical Abuse and Neglect" means harm or threatened harm to a child's health or welfare, including non-accidental physical injury, sexual abuse, sexual exploitation, or negligent treatment or maltreatment including the failure to provide adequate food, clothing, shelter, or medical care, by a person responsible for the child's health or welfare.
A "person responsible for a child's health or welfare" includes a parent, a legal guardian, a custodian, a foster parent, a person 18 years of age or older with whom the child's parent cohabitates or any other adult residing in the home of the child, an agent or employee of a public or private residential home, institution or facility, or an owner, operator or employee of a child care facility as defined by Title 10, Section 402 of the Oklahoma Statutes.
"Sexual Abuse" includes but is not limited to rape, incest and lewd or indecent acts or proposals, as defined by law. "Sexual exploitation" includes but is not limited to allowing, permitting or encouraging a child to engage in prostitution, as defined by law, or allowing, permitting, encouraging or engaging in the lewd, obscene or pornographic photographing, filming or depicting of a child in those acts as defined by state law.
The school principal, the reporting employee, and any other employees whom the school principal believes may have had opportunity to observe the student shall review the available information and indications of abuse. The school principal shall report the suspected abuse to the county office of the Department of Human Services for the county where the student resides if the school principal determines that there is reason to believe the student has been abused. The school principal shall advise the other employees and the Superintendent of his decision.
If any employee involved in the review believes a report should have been made when it was not, or at any point believes that the student is in imminent physical danger, the employee should report the situation to the appropriate office of the Department of Human Services, with or without the concurrence of the other employees involved. The employee making the report shall notify the school principal and the Superintendent.
If the Department of Human Services office is notified of suspected abuse by telephone, the oral report shall be followed by a written report from the school principal or other employee making the telephone report containing the names and addresses of the child, the parents, and any other responsible persons, the child's age, the nature and extent of injuries, any previous incidents, and any other helpful information.
All information or documents generated by the School District in regard to the matter are confidential, shall not be disclosed except to the investigators of the Department of Human Services, the School District's attorneys, or the district attorney's office or other state or federal officials in connection with the performance of their official duties, and shall be maintained by the school district in a file separate from the student's general file.
At the request of appropriately identified investigators of the Department of Human Services or the district attorney's office, the school principal may permit the investigators access to a student whose suspected abuse has been reported by a school employee. The principal, or a designated counselor or teacher, must be present, but shall not participate in the investigators' interview with the students.
Oklahoma law provides that any school employee who in good faith and exercising due care makes a report to the Department of Human Services, or allows access to a child by persons authorized to investigate a report concerning the child, shall not be liable in damages to any person in the event the report is inaccurate.
Section G. POLICY PROHIBITING STAFF, STUDENT AND VISITOR USE OF TOBACCO PRODUCTS IN SCHOOL BUILDINGS AND VEHICLES.
Background
Smoking has been identified as the number one health problem in the United States. It is the leading cause of premature death, disease, and chronic disability in our country.
Smoking can be hazardous to health for both smokers and non-smokers. For smokers it can contribute to heart attack, stroke, high blood pressure, emphysema, and several forms of cancer. Non-smokers can be affected by breathing the toxic products that tobacco smoke adds to the air. The use of snuff and chewing tobacco can cause gum disease and oral cancer.
Thousands of Oklahoma adolescents begin smoking each year. The majority go on to become regular, adult smokers.
Purpose
The School Board is dedicated to providing a healthy, comfortable, and productive environment for staff, students, and citizens. The School Board believes that education has a central role in establishing patterns of behavior related to good health and that measures are necessary to help its students to resist tobacco use. The School Board is concerned about the health of its employees and also recognizes the importance of adult role-modeling for students during formative years. Therefore, the Board shall discourage the use of tobacco products by its staff and students.
Policy
Effective July 9, 1990, smoking and the use of tobacco products in any form, as well as the use of simulated tobacco products, is prohibited in school buildings and vehicles. This prohibition includes school buildings and school-owned vehicles. Possession of tobacco products or simulated tobacco products by students on school property is prohibited. This policy is adopted pursuant to the Oklahoma Statutes.
Enforcement
The success of this policy will depend upon the thoughtfulness, consideration, and cooperation of smokers and non-smokers. All individuals on school premises share in the responsibility for adhering to and enforcing this policy. Any individual who observes a violation of this policy may report it in accordance with the procedures listed below.
Students
Any violation of this policy by students will be referred to the building principal. Students who violate provisions of this policy will be subject to student discipline procedures.
Staff
Any violation of this policy by staff will be referred to the appropriate supervisor. One written warning will be issued to the appropriate supervisor. One written warning will be issued to the staff member with a copy placed in his/her district personnel file. Further violations will be considered willful neglect of duty and will be dealt with accordingly based on established policies and procedures for suspension, demotion, dismissal and non-renewal of staff.
Citizens
Citizens who are observed smoking or using tobacco products in School District buildings and vehicles will be asked to refrain from doing so. If the individual fails to comply with the request, his/her violation of policy may be referred to the building principal or other School District supervisory personnel responsible for the area or program during which the violation occurred. The Supervisor shall make a decision on further action which may include a directive to leave school property. Repeated violations may result in a recommendation to the Superintendent or Board of Education to prohibit the individual from entering School District property for a specified period of time. If deemed necessary by the School Administration or the Board of Education, local law enforcement officials may be called upon to assist with enforcement of this policy.
SECTION H. Accident Investigation Procedure
The following will be the Caney Valley Public Schools procedure upon the occurrence of any accident or injury within the school district:

1. The Supervisor will conduct an investigation of the accident or injury.
2. A written report will be submitted by the respective supervisor to the Superintendent within ten (10) working days of the date that the incident was reported to the Supervisor.
3. There are three (3) categories of supervisors who will be responsible for accident investigation in their respective areas:

a. Transportation Director - All transportation related accidents or injuries.
b. Food Services Director - All food services related accidents or injuries.
c. Building Principals - All employed personnel in their respective buildings (except food services).

SECTION I. Distribution of Written Material at School Facilities

1. Administrative Directive on Distribution of Written Materials at School Facilities During School Events.

The public has a constitutional right to distribute written materials at school facilities, subject to a reasonable regulation by school authorities of the time, place and manner of distribution and subject to certain restrictions concerning the content of the materials.
The purpose of this Administrative Directive is to provide for the exercise of this right by patrons at the School District and at the same time to inform patrons at the Caney Valley District of the conditions which the administration of the School District deems essential to prevent interference with activities occurring at the School District. The following regulations must be followed by any person distributing written materials at school facilities during school activities:
a. Any person may distribute written materials outside of any entrance or exit to a school building for a period not to exceed thirty (30) minutes prior to the commencement of the scheduled activity, during the scheduled activity and not to exceed thirty (30) minutes after the end of the activity.
b. Persons shall not distribute written materials in a manner which disrupts a school activity or which impedes the flow of traffic into or out of the facility. No person shall be compelled to accept any written material. A person who declines to accept written material will not be threatened, treated with disrespect (verbally or by gesture), or impeded in any manner.
c. Persons who distribute written materials will be responsible for removing discarded and leftover materials from the school facility and grounds before the person leaves the school premises after distributing the materials.
d. Written material which is distributed shall not be obscene, libelous, vulgar, lewd or indecent, display or promote unlawful products or services, or disparage a group or member of a group on the basis of race, religion, ethnic or national origin, gender identity or preference or handicapping condition. This includes racial and religious epithets, slurs, insults and abuse.
e. The distribution of written materials shall not disrupt the school activity or school operations.
f. Persons who violate this Administrative Directive are subject to being barred from any further distribution of written materials at School District activities and on school grounds.
g. For purposes of this Administrative Directive, the term "distribution" means the circulation of written material by handing out copies, selling or offering copies for sale, and accepting donations for copies. For purposes of this Administrative Directive, "written material" includes, but is not limited to, leaflets, magazines, books, brochures, flyers, petitions, newspapers, buttons, badges or other insignia.

Section J. Policy on Sexual Harassment
State and federal Laws specifically prohibit sexual harassment of employees and students in connection with their employment by or enrollment in the Caney Valley School District. This Policy will set forth the rules and regulations to be followed by all students, employees and Board members of the School District:

a. "Employee" means any person who is authorized to act in behalf of the School District, whether that person is acting on a temporary or permanent basis, with or without being compensated, or on a full-time or part-time basis.
b. "Student" means any person who is enrolled in any school or program of the School District.
c. In the case of an employee of the School District, "sexual harassment" is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature by one employee towards another employee which (a) is made an explicit or implicit term or condition of an employee's employment, or (b) is used as a basis for employment decisions affecting that employee or © has the purpose or effect of unreasonably interfering with an employee's work performance, or creating an intimidating, hostile or offensive working environment.
d. In the case of a student of the School District, "sexual harassment" is defined as unwelcome sexual advances, requests for sexual favors and other unwelcome verbal or physical conduct of a sexual nature by any person towards a student.
e. All students, employees and Board members are strictly prohibited from engaging in any form of sexual harassment of any student, employee or applicant for employment. Any employee engaging in sexual harassment is subject to disciplinary action, including but not limited to suspension, demotion, forfeiture of pay or benefits and termination. Such penalties shall be imposed based on the facts taken as a whole and the totality of the circumstances such as the nature, extent, context and gravity of such activities or incidents.
f. Any student engaging in sexual harassment is subject to any and all disciplinary action which may be imposed under the School District's Student Discipline Code.
g. Any employee or student who is or has been subjected to sexual harassment or knows of any student or employee who is or has been subjected to sexual harassment shall report all such incidents to either the superintendent, principal, or any Board member of the School District. It is preferred that all such reports be made in person or in writing, signed by the reporting party. However, in order to encourage full and complete reporting of such prohibited activities, any person may report such incidents in writing and anonymously by mailing such reports to the personal attention of any of the above-designated persons. All such reports should state the name of the employee or applicants involved, the nature, context and extent of the prohibited activity, the dates of the prohibited activity and any other information necessary to a full report and investigation of the matter.
h. Any employee who is subjected to job related sexual harassment is entitled to protection under Title VII of the Civil Rights Act of 1964 and the Oklahoma Anti-Discrimination Act and may report such incidents to the United States Equal Employment Opportunity Commission or the Oklahoma Human Rights Commission.

Section K. Grievance Procedures for Filing, Processing, and Resolving Discrimination Complaints (Students and Employees)

A. Definitions:

Discrimination Complaint: A written complaint alleging that a policy, procedure or practice which discriminates on the basis of race, color, national origin, sex, or disability.
Student Grievant: A student of the school district who submits a complaint alleging discrimination on the basis of race, color, national origin, sex, or disability.
Employee Grievant: An employee of the school district who submits a complaint alleging discrimination on the basis of race, color, national origin, sex, or disability.
Title IX and 504 Coordinator: The person(s) designated to coordinate efforts to comply with and carry out responsibilities under Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and other state and federal laws addressing equal educational opportunity. The Title IX/504 Coordinator is responsible for processing complaints and serves as moderator and recorder during hearings.
Respondent: The person alleged to be responsible for the violation alleged in a complaint. The term may be used to designate persons with responsibility for a particular action or those persons with supervisory responsibility for procedures and policies in those areas covered in the complaint.
Day: Day means a working day; the calculation of days in complaint processing shall exclude Saturdays, Sundays, and holidays.
B. Pre-Filing Procedures

Prior to the filing of a written complaint, the student or employee is encouraged to visit with the Superintendent and a responsible effort should be made to resolve the problem or complaint.
C. Filing and Processing Discrimination Complaints.

a. Grievant submits written complaint to Title IX/504 Coordinator stating name, nature and date of alleged violation; name of person (where known); and requested action. Complaint must be submitted within 30 days of alleged violation.
b. Title IX/504 Coordinator notifies respondent within 10 days and asks respondent to: confirm or deny facts; indicate acceptance of or rejection of student's or employee's requested action; or outline alternatives.
c. Respondent submits answer within 10 days to Title IX/504 Coordinator.
d. Title IX/504 Coordinator within 10 days after receiving respondent's answer, Title IX/504 Coordinator refers the written complaint and respondent's answer to the principal or other designee. The Title IX/504 Coordinator also schedules a hearing with the grievant, the respondent, and the principal or other designee.
e. Principal, Grievant, Respondent, and Title IX/504 Coordinator hearing is conducted.
f. Principal issues within 10 days after the hearing, a written decision to the student or employee, respondent, and Title IX/504 Coordinator.
g. Grievant or respondent if not satisfied with the decision, he or she must notify the Title IX/504 Coordinator within 10 days and request a hearing with the Superintendent.
h. Title IX/504 Coordinator schedules, within 10 days of request, a hearing with the grievant, respondent, and Superintendent.
i. Superintendent, Grievant Respondent, and Title IX/504 Coordinator hearing is conducted.
j. Superintendent issues a decision within 10 days following the hearing.
k. Grievant or respondent if not satisfied with the decision, he/she must notify the Title IX/504 Coordinator within 10 days and request a hearing with the government board.
l. Title IX/504 Coordinator notifies governing board within 10 days after receiving request. Title IX/504 Coordinator schedules hearing with the Board. Hearing is to be conducted within 30 days from the date of notification of the governing board.
m. Governing Board of hearing panel established by the board; Grievant and Title IX/504 Coordinator hearing is conducted.
n. Governing Board issues a final decision within 10 days after the hearing regarding the validity of the grievance and any action taken.

D. General Provisions

Extension of Time: any time limits set by those procedures may be extended by mutual consent of the parties involved. The total number of days from the date the complaint is filed until the complaint is resolved shall be no more than 180 days.
Access to regulations: This school district shall provide copies of all regulations prohibiting discrimination on the basis of race, color, national origin, religion, sex, age, disability or veteran status, upon request.
Confidentiality of Records: Complaint records will remain confidential unless permission is given by the parties involved to release such information. No complaint record shall be entered in the personnel file. Complaint records shall be maintained on file for three years after complaint resolution.
Section L. Bloodborne Pathogen Policy
The School District adopts this policy pursuant to Rule 380:40-1-2 of the Oklahoma Department of Labor, adopting 29 C.F.R. Subpart Z, Section 1910.1030, promulgated December 6, 1991, under the authority of the Occupational Safety and Health Act, regarding the protection of Caney Valley School District employees from occupational exposure to bloodborne pathogens (e.g., Hepatitis B Virus, Human Immunodeficiency Virus, etc.). To implement the requirements of the OSHA Bloodborne Pathogen Regulation, the School District has adopted a Bloodborne Pathogen Exposure Control Plan, which delineates the rules and procedures to be followed by School District employees who are reasonably anticipated to have contact with blood or other potentially infectious materials during the performance of their duties. The Plan addresses the following areas:
Employee Exposure Determination
Methods of Compliance with Regulation
Housekeeping
Waste Disposal
Laundry
Hepatitis B Vaccination
Post-Exposure Evaluation and Follow-up
Labels and Signs
Recordkeeping
Information and Training
The School District will comply with the requirements of the Regulation and the Exposure Control Plan to minimize the risk of occupational exposure to employees. The Plan will be updated periodically to address changes in the law and medical knowledge.
Section M. Recycling
The Oklahoma legislature has expressed its intent that all state public entities, including school districts, comply with the provisions of the Oklahoma State Recycling and Recycled Materials Procurement Act. School Districts are encouraged to collect and recycle recoverable waste paper and recyclable materials to the greatest extent possible. Accordingly, the District adopts the following as its policy in connection with recycling and recycled materials.
Part 1: Designation of Coordinator
The District shall designate an employee to act as the Recycling Coordinator. The responsibility of the coordinator shall be to coordinate all of the District's efforts to establish its recycling program. to educate employees regarding the District's recycling efforts, and to prepare and submit a report of recycling efforts to the Department of Central Services.
Part 2: Reduce and Reuse Materials
The District can reduce the volume of its solid waste stream by practicing source reduction and by reusing materials. Source reduction simply refers to actions which the District takes to reduce the amount of waste generated; some examples include: making double-sided copies, using ceramic coffee mugs rather than styrofoam cups, purchasing products with minimal packaging, purchasing concentrated products or purchasing in bulk quantities, using electronic mail, and circulating one copy of information rather than making copies for each employee. Some examples of reuse include using old cardboard boxes for recyclable paper containers, using refillable or durable products rather than disposable ones, and reusing manila envelopes for routing documents.
Part 3: Identification of Recyclable Materials
The recycling coordinator shall evaluate the types and quantities of solid waste materials produced in our District to determine which materials can be efficiently recycled. In an office environment, paper is an obvious choice for recycling; however, all recyclable material should be recycled if possible.
Part 4: Selection of Buyer for Recyclable
Materials
The District shall select a buyer to purchase recyclable materials which will be collected. If the District is unable to find a buyer, the coordinator will locate an organization which will take recyclable materials without charge.
Part 5: Transportation of Recyclable Materials
The coordinator will be responsible for making arrangements for the transportation of recyclable materials.
Part 6: Plan for the Internal Movement of Recyclable Materials
The recycling coordinator shall work with both the management of the District's buildings and the custodial workers to determine an appropriate plan for the movement of recyclable materials within the workplace. For example, an office paper recycling program usually consists of four distinct operations: (1) the employee places used office paper into a small recyclable paper container at his/her desk; (2) when the employee's container is full, the employee takes his/her personal container and empties it into a large centralized container, and when it fills, a designated person empties the centralized container into a large building-wide container which holds the recyclable paper for the entire building/ and (4) either the District or a hauler of the District's choice collects the recyclable paper from the building-wide container and takes it to the recycled materials buyer. The District will have to evaluate its individual needs and restrictions in designing an efficient internal movement plan for each building.
Part 7: Procurement of Supplies to Establish a
Recycling Program
The recycling coordinator shall identify the number and types of containers needed to implement the District's recycling plan. The Coordinator shall then arrange for the procurement of such containers and other materials necessary for the operation of the District's program. Not all supplies for a recycling program must be purchased: old cardboard boxes or file folders make excellent containers for recyclable waste paper. Additionally, the coordinator will determine whether its buyer or hauler will provide some containers free of charge. The coordinator will also work closely with the State of Oklahoma Department of Central Services in implementing the District's recycling efforts.
Part 8: Employee Education
Without proper employee education about recycling, the District's program will not be successful. Consequently, the coordinator will provide information about the recycling program to the employees who will be expected to participate. This information should include, at a minimum: the name and contact information for the recycling coordinator; the types of materials which are to be recycled; the rationale behind the recycling effort; and the manner in which the recycling program will operate in the workplace, including the location of the recyclable materials containers. This information will be communicated to employees either through an office-wide memo or by conducting recycling education seminars or a combination of both.
Part 9: Program Implementation
The District's Program for recycling will be implemented by the coordinator. The collection of recyclable materials will begin as soon as is reasonably possible given the necessity of conducting a review of the District's use of recyclable materials, the need to educate employees regarding the District's new program, and the need to organize a plan for collection of recyclable materials.
Part 10: Program Support
Following the program's implementation, the recycling coordinator shall continue to promote the program by providing encouragement to all employees and by continuing to educate all employees about recycling. The coordinator shall monitor the collection of used paper and periodically review the effectiveness of the program to determine whether the collection system needs to be altered. In addition, the coordinator shall advise employees of any changes which are made in the recycling program.
Part 11: Purchase of Recycled Products
The District will attempt whenever possible to purchase recycled products manufactured with recycled materials. By purchasing such products, the District is "closing the recycling loop" of collection, remanufacture, and purchase of recycled products. Some of the recycled products available include: napkins, paper towels, toilet paper, copy paper, carbonless transfer, stock forms, folders, and other office supplies.
Part 12: Reporting the District's Recycling
Efforts
By December 31 of each year, the District must report the results of its recycling efforts over the previous fiscal year to the Department of Central Services. The District's recycling coordinator shall keep records of all the information necessary to compile the report, including: (1) the type and amount of recyclable materials collected and sold, (2) the type and amount of products manufactured with recycled materials which were purchased by the District, and (3) the total amount of monies collected and expended to implement the Oklahoma State Recycling and Recycled Materials Procurement Act. Along with the mandatory report the coordinator may include any comments or suggestions for improving the state's recycling efforts.
Section N. Americans with Disabilities Act

1. The Americans with Disabilities Act of 1990 (ADA) secures the right of individuals (whether employees, students, visitors or others) to file a complaint with a school district or other public entity in any instance in which the individual believes that a violation of the ADA requirements related to public entities has occurred. Employees who believe a violation of ADA's requirements, related to the District, has occurred with respect to the employee's employment may utilize the applicable employee grievance procedure. Employees who believe that a violation has occurred that does not involve the employee's employment may utilize this grievance procedure to secure review of a complaint. Likewise, any individual or organization may utilize this grievance procedure to secure a review of a claim, cause or concern arising under the ADA.

The District's ADA compliance officer shall provide, upon request, a grievance form. The form shall include the individual's name, address, explanation of the grievance, and reference to facts, documents, witnesses or other proof or support for the claim.
Additionally, each individual filing a grievance shall state the relief requested and any recommendation for addressing, correcting or otherwise adjusting the source of the perceived problem, concern or complaint.
The grievance will be immediately reviewed by the District's ADA compliance officer. The compliance officer will determine whether the grievant has supplied the information necessary to permit reasonable investigation of the claim or charge. If an insufficient statement of the grievance is submitted or if additional information is desirable, the compliance officer will inform the grievant. The grievant will have ten calendar days to supply the necessary information. In the absence of supplemental information, the compliance officer will proceed with investigation of the claim.
The compliance officer or his/her designee will investigate the grievance. The investigations shall consist of a review of documents, interviews with appropriate individuals and other action consistent with the nature and scope of the grievance.
The investigation must be completed within thirty days of submission of the grievance. In the event the grievant submits additional information pursuant to the request of the compliance officer, the report shall be due within thirty days of the submission of additional information. The compliance officer's report shall state the grievance, the scope of the investigation, findings related to the grievance and a recommended disposition. A copy of the grievance decision shall be furnished to the grievant and Superintendent.
The Grievant shall have ten calendar days from receipt of the compliance officer's report to appeal the recommendation or findings made to the Superintendent. The Superintendent shall schedule a meeting to consider the report and recommendation of the compliance officer and the objections of the grievant. Following this meeting, the Superintendent may request additional investigation by the compliance officer, adopt the recommendation of the compliance officer, enter the Superintendent's own findings, adopt the relief request by the grievant or take other action deemed necessary to achieve a reasonable resolution of the grievance.
The decision of the Superintendent shall be final. The Superintendent's decision shall be rendered within fifteen calendar days from any meeting scheduled to discuss and consider the grievance.

AMERICANS WITH DISABILITIES ACT GRIEVANCE FORM

1. Name and Address of Charging Party (Grievant):

________________________________________________
________________________________________________
________________________________________________

2. Date: _________________________________________
3. Phone numbers where I may be reached:

Home ___________________________________________
Office _________________________________________
4. Statement of grievance (place provide as detailed a statement as is possible and feel free to attach supplemental pages if necessary for a complete understanding of your concerns):

____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________

5. Please identify any documents or other materials which support your grievance. If documents are in your possession, please attach copies to this grievance.

____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________

6. Please identify what action or relief you are seeking as a result of this grievance.

____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
________________________________
Signature of Grievant
IF, AS A RESULT OF A DISABILITY, YOU NEED ASSISTANCE IN COMPLETING THIS FORM, PLEASE CONTACT ___________________________, THE DISTRICT'S ADA COMPLIANCE OFFICER, FOR ASSISTANCE OR ACCOMMODATION, AT P.O. BOX 410, RAMONA, OKLAHOMA 74061, (918) 536-2500.

ARTICLE XV

Compliance With the Fair Labor Standards Act
The following policy has been developed by the Caney Valley Board of Education in order to comply with the Fair Labor Standards Act. No overtime work shall be permitted without prior approval from the Superintendent of Schools. Compensatory time for exempt employees shall be granted only by the Building Principal or Section Administrator and approved by the Superintendent or his designee. All employees of the Caney Valley Board of Education are hereby directed to provide full support and assistance in the implementation of this policy.

1. It is the policy of the Caney Valley Board of Education to adopt and implement the Fair Labor Standards Act and its regulation. The Board shall cooperate with any and all state agencies in an effort to maintain compliance with the Fair Labor Standard Act and its regulation.

The Caney Valley Board of Education shall train the appropriate personnel in the requirements and provisions of the Act and its regulations. Further, the Board of Education and the administrative staff shall make every reasonable effort to stay abreast of changes in the legal requirements of the Act.
The Caney Valley Board of Education shall direct the administration to post information pertaining to the Fair Labor Standards Act, as provided by the Wage and Hour Division of the U.S. Department of Labor, in all Building Principal's offices, as well as the Superintendent's office, in order to keep employees properly informed.
This policy shall be subject to revision as needed in order to maintain compliance with the Fair Labor Standards Act and its regulations.
2. Class Guide to Fair Labor Standards Act Status:

The following Class Guide is intended to make general statements about job classes only; the exempt/non-exempt status under the Fair Labor Standards Act of any individual position may differ from this Guide based upon the duties of the position. The status of all jobs in regard to the Fair Labor Standards Act must be based on the analysis of each individual job as it relates to the provisions of the Act and its regulations.

CLASS GUIDE
Class Title General Statement of Status
Teachers Assistants and
Paraprofessionals Non-Exempt
Secretary (180, 190 and 210 days) Non-Exempt
Food Service Personnel Non-Exempt
Bus Driver Non-Exempt
Bus Mechanic Non-Exempt
Maintenance Personnel Non-Exempt
Custodian Non-Exempt
Principal Exempt
Teacher Exempt
Director of Food Service Exempt
Director of Finance/Federal Programs Exempt
Director of Special Services Exempt
Director of Indian Education Exempt
Supervisor of Transportation Exempt
Superintendent of Schools Exempt
Director of Maintenance Exempt
Athletic Director Exempt
Activity Custodian Exempt
Minutes Clerk of Board Exempt
Encumbrance Clerk Exempt
Superintendent's Secretary Exempt
School District Treasurer Exempt
Counselors Exempt
Librarians Exempt

3. Record Keeping

The Caney Valley Board of Education shall record hours worked for compliance with the Fair Labor Standards Act in the following manner.
A. Each supervisor shall, on a weekly basis, record any time worked by their subordinates in excess of the established work period(s). Such record shall clearly state the employee's name, the amount of time worked, and the date the work was performed. Both the employee and the employee's supervisor must sign and date the record as an indication of their agreement as to the time worked.
B. Each employee shall be responsible for informing his/her supervisor in writing of any time worked in excess of the work hours established and posted as the official work period of his/her position.
C. Although any authorized overtime work shall be properly compensated, as required by the law, all employees are cautioned that overtime worked without prior authorization and/or in contradiction of instruction given by supervisors as to hours to be worked, will be cause for disciplinary action.

4. Establishment of the Work Week

The nature of the work of the Caney Valley Public Schools, under the direction of the Caney Valley Board of Education, requires that the following work week be established for all of the various classes.

A. Beginning Time: 12:00 a.m. Sunday
Ending Time: 11:59 p.m. Saturday
B. Work Days: Monday thru Friday

C. Work Hours:

1) Business Office 7:30 a.m.-4:00 p.m.
(With one hour for lunch)

2) All Schools 7:30 a.m.-4:00 p.m.
(Elem. - Sr. High) (With one-half hour for lunch)

3) Maintenance Dept. Eight (8) hours, (with one-half hour for lunch)

5) Day Custodial Staff Eight (8) hours,
(All Schools) (with one-half hour for lunch)

6) Split Shift Staff (Assigned by the Superintendent)

7) Night Custodial (Assigned by the
Staff (All Schools) Superintendent)
Summer hours (Assigned by the Superintendent)

8) Food Service (Assigned by the Personnel Superintendent)

ARTICLE XVI

Policy Statement - Open Records Act
The Board of Education of the Caney Valley Public School District adopts this Policy Statement in connection with the Oklahoma Open Records Act (the "Act"), effective November 1, 1985.
The School District, as a tax supported institution, recognizes that the public has a right to be fully informed concerning its operations. The School District strongly believes that informed citizens are vital to the successful functioning of the democratic government process which this School District desires to exemplify to its students.
In order to achieve these goals, the Board of Education hereby states that all records of the School District, except those records designated as confidential in this Policy Statement, shall be open to any person for inspection, copying and/or mechanical reproduction during regular business hours. All persons requesting the right to inspect non-confidential records of the School District shall be accorded prompt access to those records. A ten cents ($.10) per copy fee per page is required for reproductions of any records. Reasonable document search fees shall be charged as permitted by the Act. As permitted by the Act, the School District hereby designates the following records as confidential and not open to public inspection.

1. Records which can be kept confidential under federal and state law as designated in Section 5 of the Act.
2. Personnel records which relate to internal personnel investigations, including examination and selection material for employment, hiring, appointment, promotion, demotion, discipline or resignation.
3. Personnel records where disclosure would constitute a clearly unwarranted invasion of personal privacy such as employee evaluation, payroll deductions, or employment applications submitted by persons not hired, and transcripts from institutions of higher education maintained in the personnel files of certified employees except the degree obtained and the curriculum on the transcripts.
4. If disclosure would give an unfair advantage to competitors or bidders, the following: bid specifications for competitive bidding prior to publication; contents of sealed bids prior to opening; computer programs or software (but not the data thereon); and appraisals relating to the sale or acquisition of real estate prior to the award of a contract.
5. Personnel Records - Teacher lesson plans, tests and other teaching materials; personal communications concerning individual students' and prior to taking action, including making a recommendation or issuing a report, personal notes and personally created materials of School District personnel excluding departmental budget requests, prepared as an aide to memory or research leading to the adoption of a School District policy or School District project.
6. Except for the fact that a communication has been received and that it is or is not a complaint, personal communication received from a person exercising rights secured by the Oklahoma or United States Constitution. Any response to such personal communications shall be confidential only to the extent necessary to protect the identity of the person exercising the right.
7. All individual student records, as permitted by the federal Family Educational Rights and Privacy Act.

The Board of Education hereby designates its Superintendent or if such person is not available during regular business hours, then its Principals as the person authorized to release non-confidential public records for inspection, copying or mechanical reproduction.
If inspection of documents designated as confidential is denied, the person requesting access to such documents shall have a right to appeal the denial to the Board of Education.

PUBLIC RECORD ACCESS REQUEST
OKLAHOMA OPEN RECORDS ACT
TO: _______________________SCHOOL DISTRICT
_______________________, OKLAHOMA

1. Pursuant to the Oklahoma Open Records Act, the undersigned hereby requests access to the following School District records:

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
(Describe records as specifically as possible, attach additional sheets if necessary)

2. The undersigned requests access to the foregoing records for the following purpose:

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

3. If copies of the documents are requested, the undersigned agrees to pay _________ per page for copies. If a search is necessary to furnish the documents and if this request is solely for commercial purposes, the undersigned agrees to pay a search fee of $_________ per hour.
4. The undersigned is acting as representative or agent for ______________________________.

____________________________________
(Name)
____________________________________
(Address)
____________________________________
(Telephone Number)
____________________________________
(Date)

Received by
______________School District
on _____________, 19__.
Record Request No.____.

ARTICLE XVII

Caney Valley SCHOOL DISTRICT
POLICY REGARDING THE TRANSFER AND RELEASE
OF CONFIDENTIAL INFORMATION
The Caney Valley School District adopts this policy pursuant to Title 10, Section 620.5 of the Oklahoma Statutes.
For purposes of this policy, "confidential information" means any information regarding a child receiving services supported in whole or in part by state or federal funds, a family member of such child, or other persons residing in the home of such child, and which is required by state or federal law or regulation to be maintained in a confidential manner.
The School District will transfer and release confidential information in accordance with this policy to:

(1) The Department of Human Services,
(2) The Department of Mental Health and Substance Abuse Services,
(3) The State Department of Health,
(4) The State Department of Education,
(5) The State Department of Vocational and Technical Education,
(6) The Oklahoma Commission on Children and Youth,
(7) The J.D. McCarty Center for Handicapped Children,
(8) The Department of Corrections,
(9) Private agencies receiving public funds pursuant to a grant or contract with one of the agencies listed in (1) through (8) and providing institutional, community residential or community-based services as defined by Title 10, Section 1101 of the Oklahoma Statutes, to children and family.
(10) Persons and agencies subject to the rules promulgated by the agencies listed in (1) through (8) and
(11) Statutorily-constituted juvenile bureaus.

Unless otherwise permitted by state or federal law or regulation, confidential information will only be released to the above-described entities pursuant to (1) a court order or (2) an informed consent that has been executed by (a) the parent or guardian of the child or other person authorized by state or federal law to execute such consent, if the subject of the confidential information is a child or (b) the individual who was the subject of the confidential information or other person authorized by law to execute such consent on his or her behalf, if the subject of the confidential information is an adult. A copy of the School District's informed consent form is attached.
The School District will follow the rules promulgated by the State Department of Education for authorizing access to and the transfer or release of confidential information for the purpose of gathering statistical information or conducting studies or research otherwise authorized by law.
The School District shall charge $.10 per page for all copies made pursuant to this policy plus the actual cost of mailing the copies.

ARTICLE XVIII

Family Educational Rights and Privacy Act
Section 438, P.L. 93-380 8/74
DEFINITIONS
For the purpose of the policy, the Caney Valley School District has used the following definitions of terms.
"Student" - any person who attends or has attended a program of instruction sponsored by the Board of Education of the Caney Valley School District.
"Eligible Student" - a student or former student who has reached age 18 or is attending a post-secondary school.
"Parent" - either natural parent of a student unless his/her rights under the FERPA have been removed by a court order, a guardian, or an individual acting as a parent or guardian in the absence of the student's parent or guardian.
"Education Records" - any record (in handwriting, print, tapes, film, or other medium) maintained by the Caney Valley School District, an employee of the district, or an agent of the district which is directly related to a student except:

1. A personal record kept by a school staff member which meets the following tests:

A. It was made as a personal memory aid.
B. It is in the personal possession of the individual who made it.
C. Information contained in it has never been revealed or made available to any other person except the maker's temporary substitute.

2. An employment record which is used only in relation to a student's employment by the Caney Valley School District. (Employment for this purpose does not include activities for which a student receives a grade or credit in a course).
3. Alumni records which relate to the student after he/she no longer attends classes provided by the Caney Valley School District and the records do not relate to the person as a student.

"Personal Identifier" - is any data or information that make the subject of a record known. This includes the student's name, the student's parents' or other family member's name, the student's address, the student's social security number, a student number, a list of personal characteristics, or any other information which would make the student's identity known.
Caney Valley Schools will publish a notice to parents and
eligible students of their rights under the FERPA and this policy in the Student Handbooks for each building. This notice will also be posted in each Principal's office. This notice will include the following:
STATEMENT OF RIGHTS
Parents and eligible students have the following rights under the Family Educational Rights and Privacy Act and this policy:

1. The right to inspect and review the student's education record.
2. The right to exercise a limited control over other people's access to the student's education record.
3. The right to seek to correct the student's education record; in a hearing if necessary.
4. The right to report violations of the FERPA to the Department of Education.
5. The right to obtain a copy of this policy.

All rights and protections given to parents under the FERPA and this policy transfer to the student when he/she reaches age 18 or enrolls in a post-secondary school. The student then becomes an "eligible student".
Translation will be provided for non-English speaking students and/or parents.
This Statement of Rights will be posted in the office of each building.
This District documents the following safeguards regarding confidentiality.
A. This district documents the following safeguards regarding confidentiality in accordance with the Family Education Rights and Privacy Policy (FERPA), adopted or revised on 11-7-94 by this local school board.
B. Protects the confidentiality of personally identifiable information at collection, storage, disclosure, and destruction stages;
C. The district official who assumes responsibility for ensuring the confidentiality of any personally identifiable information as defined by the Individuals with Disabilities Education Act ("IDEA") is the Special Education Director; (34 CFR 572{b}).
D. All individuals collecting or using personally identifiable information as defined by the IDEA have received training/instruction in federal and state confidentiality policies and procedures. This training will be conducted by the Special Education Director or building counselors. (34 CFR 300.572{c}).
E. A current listing of the names and positions of the employees within this district who have had access to personally identifiable information as defined by the IDEA will be maintained for public inspection; (34 CFR 300.572{d}).
F. This district will maintain educational records for five years after the completion of the activity; (34 CFR 76.734)
G. This district informs parents when personally identifiable information as defined by the IDEA, collected, maintained, or used is no longer needed to provide educational services to the child; (34.CFR.573{a}).
H. This district requires that information that is no longer needed after five years to provide educational services to the child must be destroyed at the request of the parents; (except that the students name, address, phone number, grades, attendance record, classes attended, grade level completed, and year completed may be maintained without time limitation.) Parents will be notified 60 days before destruction and will be offered the opportunity to obtain the records. This district does destroy records. If this district does destroy records, documentation of the letter notifying parents of destruction of records will be maintained; (34 CFR 76.734).
I. This district will maintain all records involved in any legal action until the completion of the action or for five years, whichever is later; (34 CFR 76.734)
J. Pursuant to the IDEA, this district ensures that children are afforded rights of privacy similar to those afforded to parents, taking into consideration the age of the child and type or severity of the disability. (34 CFR 300.574)
K. This district annually informs parents and adult students (18 and over) of their rights, the district's policies and procedures regarding confidentiality, and their right to file complaints regarding confidentiality (34 CFR 99.7)
L. This district assures that all parental rights regarding records shall pass to the child upon reaching the age of majority (18) or when attending an institution of post secondary education, except in the case of a child with severe or profound disabilities who is legally determined to be incompetent to make such decisions by himself.

LOCATIONS OF RECORDS

TYPES LOCATION CUSTODIAN
Cumulative School Records Counselor's Office Building Counselor
Special Education Records S.E. Teacher's room S.E.
Special Services Ofc. Teacher
Psychological Evaluations Special Services S.S Director
POLICY STATEMENT ON DIRECTORY INFORMATION
In 1974, Congress enacted the Family Educational Rights and Privacy Act (FERPA). This law guarantees parents a right of access to the educational records of their children; it also protects the privacy rights of parents and children by providing that personally identifiable information from student educational records will not be released to non-employees of a school district, except under certain circumstances. One of the exceptions is what FERPA defines as "Directory Information". This includes a student's name, the names of the student's parents, student's photograph, address, telephone listing, date and place of birth, class designation (i.e., first grade, tenth grade, etc.), major field of study, participation in officially recognized activities and sports, weight and height if members of athletic teams, dates of attendance, degrees and awards received, and the most recent previous educational institution attended by the student.
Under FERPA, a school district has the right to designate or not designate any or all of the above personally identifiable information as "Directory Information". If a school district desires to designate any or all of the above information as Directory Information, the school district must notify parents that they have a right to refuse to permit the designation of any or all of the categories of personally identifiable information as "Directory Information".
This School District believes that it has a responsibility to protect the privacy rights of parents and students. The School District believes that parents and students have a reasonable expectation that the above information will only be used for educational purposes and not for commercial or other purposes not connected with the educational system.
Therefore, it is the policy of this School District, pursuant to the exercise of its lawful rights under FERPA, that it will not designate information as "Directory Information" under FERPA.
For many years, it has been the practice of this School District to use students' names in yearbooks, student honor rolls, athletic programs, and similar school publications. It has also been the practice of this School District to provide students' names and addresses to institutions of post-secondary education who desire to notify students of educational and scholarship opportunities and to the armed services for recruitment purposes. The School District believes that it has a legal right to continue these traditional practices without designating the data as "Directory Information". The School District will notify parents that it will continue to disclose student information for these purposes and other similar educational purposes unless parents object to the use of the student information in this manner.
The school district is aware of the provision of the Oklahoma Open Records Act which requires public access to the above "Directory Information" from student records for any purpose, including commercial purposes. The School District believes that the provisions of the Oklahoma Open Records Act conflict with the vested rights which the School District, parents and students hold under FERPA. Until that conflict is finally resolved by the judicial system, the School District will not make the "Directory Information" from student records available to the general public.
To carry out their responsibilities, school officials will have access to student education records for legitimate educational purposes. Caney Valley Schools will use the following criteria to determine who are school officials. An official is:

1. A person duly elected to the School Board.
2. A person certified by the State and appointed by the School Board to an administrative or supervisory position.
3. A person certified by the State and under contract to the School Board as an instructor.
4. A person employed by the School Board as a temporary substitute for administrative, supervisory, or instructional personnel for the period of his/her performance as a substitute.
5. A person employed by or under contract to the School Board to perform a special task such as, but not limited to, a secretary, a clerk, a physician, a psychologist or therapist, the School Board attorney or auditor for the period of his/her performance as an employee or contractor.

School officials who meet the criteria listed above will have access to a student's records if they have a legitimate educational interest in doing so. A "legitimate educational interest" is the person's need to know in order to:

1. Perform an administrative task required in the school employee's position description approved by the School Board.
2. Perform a supervisory or instructional task directly related to the student's education.
3. Perform a service or benefit for the student or the student's family such as health care, counseling, student job placement, or student financial aid.

Caney Valley Schools will only release information from or permit access to a student's education record with a parent or eligible student's prior written consent except that the School Superintendent or a person designated in writing by the Superintendent may permit disclosure:

1. When a student seeks or intends to enroll in another school district or a post-secondary school. The district will not further notify parents or eligible students prior to such a transfer of records. Parents and students have a right to obtain copies of records transferred under this provision.
2. When certain Federal and State officials need information in order to audit or enforce legal conditions related to Federally or State supported education programs in this district.
3. To parties who provide or may provide financial aid to a student to:

A. Establish the student's eligibility for the aid.
B. Determine the amount of financial aid.
C. Establish the conditions for the receipt of the financial aid.
D. Enforce the agreement between the provider and the receiver of financial aid.

4. If a State Law adopted before November 19, 1974, required certain specific items of information to be disclosed in personally identifiable form from student records to State or local officials.
5. When the Caney Valley School District has entered into a written agreement or contract for an organization to conduct studies on the school district's behalf to develop tests, administer student aid, or improve instruction.
6. To accrediting organizations to carry out their accrediting functions.
7. To parents of eligible students if the parents claim the student as a dependent as defined by the Internal Revenue Code of 1954.
8. To comply with a judicial order or lawfully issued subpoena. The district will make a reasonable effort to notify the student's parents or the eligible student before making a disclosure under this provision.
9. If the disclosure is an item of directory information and the student's parent or the eligible student has not refused to allow the district to designate that item as directory information for that student.

The Caney Valley School District will permit any of its officials to make the needed disclosure from student education records in a health or safety emergency if:

1. He or she deems it is warranted by the seriousness of the threat to the health or safety of the student or other persons.
2. The information is necessary and needed to meet the emergency.
3. The persons to whom the information is to be disclosed are qualified and in a position to deal with the emergency.
4. Time is an important and limiting factor in dealing with the emergency.

Caney Valley Schools will maintain an accurate record of all requests for it to disclose information from or to permit access to a student's education records and of information it discloses and access it permits with some exceptions listed below. This record will be kept with, but will not be a part of, each student's Cumulative School Records. It will be available only to the record custodian, the eligible student, the parent of the student, or to Federal, State, or local officials for the purpose of auditing or enforcing federally or state supported educational programs.
The record will include the name of the person or agency that made the request; their interest in the information; the date of the request; whether the request was granted and the date of access or disclosure. The district will maintain this record as long as it maintains the student's education record.
The record will not include requests for access or access granted to parents of the student or to an eligible student, requests for access or access granted to officials of Caney Valley Schools who have a legitimate educational interest in the student request for disclosures of information contained in the student's education record if the request is accompanied by the prior written consent of a parent of the student or the eligible student or the disclosure is authorized by such prior consent, or for requests for, or disclosures of directory information designated for that student.
NOTICE TO PARENTS REGARDING RELEASING STUDENT INFORMATION
The Caney Valley Board of Education believes that it has a duty to protect the privacy right of its students as protected by the "Family Educational Rights and Privacy Act", passed by Congress in 1974. Therefore as provided for by this Act, Caney Valley School will not release educational records for your children, known under the law as "Directory Information", for general public access for any purpose, including commercial use; however, we will continue to disclose traditional information that Caney Valley Schools always has provided in the past.
It has been traditional for the Caney Valley Schools to use names in yearbooks, honor rolls, athletic programs and other school publications. The school district has also provided student's names and addresses to institutions of post-secondary education who desire to notify students of educational and scholarship opportunities.
Caney Valley School District intends to continue to disclose student information for these traditional purposes. If you desire to withhold the use of information from the educational records of your children for the above purposes, please notify the Building Principal that your child attends at the following address:
Building Principal
Name of School
P.O. Box 410
Ramona, OK 74061
NOTE: Please notify in writing within two (2) weeks after receiving this handbook.

ANNUAL NOTIFICATION
Within the first three weeks of each school year, the Caney Valley School District will publish in the Bartlesville Examimer, a notice to parents and eligible students of their rights under the FERPA and this policy. The district will also send home with each student a bulletin listing these rights and the bulletin will be included with a packet of material provided parents or an eligible student when the student enrolls during the school year. For students enrolling after the notice is published, the list will be given to the student's parents or the eligible student at the time and place of enrollment.
The notice will include the following:

1. The right of a student's parents and eligible students to inspect and review the student's education records.
2. The intent of the Caney Valley School District to limit the disclosure of information contained in a student's education records except (1) by the prior written consent of the student's parent or the eligible student (2) as directory information, or (3) under certain limited circumstances, as permitted by the FERPA.
3. The right of a student's parent or an eligible student to seek to correct parts of the student's education record which he/she believes to be inaccurate, misleading, or in violation of students rights. This right includes the right to a hearing to present evidence that the record should be changed if the district decides not to alter it according to the parent or eligible student's request.
4. The right of any person to file a complaint with the U.S. Department of Education, if the Caney Valley School District violates the FERPA.
5. The procedure that a student's parent or an eligible student should follow to obtain copies of this policy and the locations where copies may be obtained.

The District will arrange to provide translations of this notice to non-English speaking parents in their native languages.
After the parents or eligible students have been notified, they will have two (2) weeks to advise the school district in writing of any or all of the items they refuse to permit the district to designate as directory information about the student.
At the end of the two week period, each student's records will be appropriately marked by the records custodian to indicate the items the district will designate as directory information about the student. This designation remains in effect until it is modified by the written direction of the student's parents or the eligible student.
Caney Valley School District officials may release information from a student's education record if the student's parent or the eligible student gives his/her prior written consent for the disclosure. The written consent must include at least:

1. A specification of the records to be released.
2. The reasons for the disclosure.
3. The person or the organization or the class of persons or organizations to whom the disclosure is to be made.
4. The parent's or the student's signature.
5. The date of the consent and, if appropriate, a date when the consent is to be terminated.

The student's parent or the student may obtain a copy of any records disclosed under this provision.
The Caney Valley School District will not release information contained in a student's education records, except directory information, to any third parties except its own officials, unless those parties assure that the information will be redisclosed in accordance with SS 99.31, and the Caney Valley School District obtains for its access record, the names of the additional parties to which the receiving party may disclose the information and the legitimate educational interest which each of the additional parties has in requesting or obtaining the information.
PROCEDURE TO INSPECT EDUCATION RECORDS
Parents of students and eligible students may inspect and review the student's education records upon request. In some circumstances, it may be mutually more convenient for the record custodian to provide copies of records. See the schedule of fees for copies below.
Since a student's records may be maintained in several locations, the school principals will offer to collect copies of records or the records themselves from locations other than a student's school, so they may be inspected at one site. However, if parents and eligible students wish to inspect records where they are maintained, school principals will make every effort to accommodate their wishes.
Parents or eligible students should submit to the student's school principal a written request which identifies as precisely as possible the record or records he/she wishes to inspect.
The principal (or other custodian) will make the needed arrangements as promptly as possible and notify the parent or eligible student of the time and place where the records may be inspected. This procedure must be completed in 45 days or less from the receipt of the request for access.
If for any valid reason, such as working hours, distance between record location sites, or health, a parent or eligible student cannot personally inspect and review a student's education record, the Caney Valley School District will arrange for the parent or eligible student to obtain copies of the record. A copy will be provided to parents at no cost.
When a record contains information about students other than a parent's child or the eligible student, the parent or eligible student may not inspect and review the records of the other students.
FEES FOR COPIES OF RECORDS
The Caney Valley School District will not deny parents or eligible students any rights to copies of records because of the following published fees. Where the fee represents an unusual hardship, it may be waived in part or entirely by the record custodian. However, the district reserves the right to make a charge for copies such as transcripts it forwards to potential employers or to colleges and universities for employment or admissions purposes.
The FERPA requires the school district to provide copies of records:

1. When the refusal to provide copies effectively denies access to the records by a parent or eligible student.
2. At the request of the parent or eligible student when the school district has provided records to third parties by the prior consent of the parent or eligible student.
3. At the request of the parent or eligible student when the school district has forwarded the records to another school where the student seeks or intends to enroll.

The fee for copies provided under the FERPA may not include the costs for search and retrieval. This fee will be from no cost to ten cents per page. (Actual copying cost less hardship factor)
Unless the fee prevents a parent from exercising the right to inspect and review the student's educational record, the agency may charge a fee for a copy of an educational record which is made for the parent or eligible student.
RECORDS OF REQUESTS FOR ACCESS AND
DISCLOSURES MADE FROM EDUCATION RECORDS
The Caney Valley School District will maintain an accurate record of all requests for it to disclose information from or to permit access to a student's education records and of information it discloses and access it permits with some exceptions listed below. This record will be kept with, but will not be a part of, each student's cumulative school records. It will be available only to the record custodian, the eligible student, the parent of the student, or to federal, state, or local officials for the purpose of auditing or enforcing federally or state supported educational programs.
The record will include at least:

1. The name of the person or agency that made the request.
2. The interest the person or agency had in the information.
3. The date the person or agency made the request.
4. Whether the request was granted and, if it was, the date access was permitted or the disclosure was made.

The district will maintain this record as long as it maintains the student's education record.
The record will not include requests for access or access granted to parents of the student or to an eligible student, requests for access or access granted to officials of the Caney Valley School District, or other agency/institution who have a legitimate educational interest in the student, requests for or disclosures of information contained in the student's education record if the request is accompanied by the prior written consent of a parent of the student or the eligible student or the disclosure is authorized by such prior consent, or for requests for, or disclosure of directory information designated for that student.
PROCEDURES TO SEEK TO CORRECT EDUCATION RECORDS
Parents of students and eligible students have a right to seek to change any part of the student's record they believe is inaccurate, misleading or in violation of student rights. (NOTE: under the FERPA, the district may decline to consider a request to change the grade a teacher assigns for a course).
For the purpose of outlining the procedure to seek to correct education records, the term "incorrect" will be used to describe a record that is inaccurate, misleading, or in violation of student rights. The term "correct" will be used to describe a record that is accurate, not misleading, and not in violation of student rights. Also, in this section, the term "requester" will be used to describe the parent of a student or the eligible student who is asking the school district to correct a record.
To establish an orderly process to review and correct an education record for a requester, the district may make a decision to comply with the request for change at several levels in the procedure.
"First Level Decision" - when a parent of a student or an eligible student finds an item in the student's education record which he/she believes is inaccurate, misleading or in violation of student rights, he/she should immediately ask the record custodian to correct it. If the record is incorrect because of an obvious error and it is a simple matter to make the record change at this level, the record custodian will make the correction. However, if the record is changed at this level, the method and result must satisfy the requester.
If the custodian cannot change the record to the requester's satisfaction or the record does not appear to be obviously incorrect, he/she will:

1. Provide the requester a copy of the questioned record at no cost.
2. Ask the requester to initiate a written request for the change, and
3. Follow the procedure for a second level decision.

"Second Level Decision" - the written request to correct a student's education record through the procedure at this level should specify the correction the requester wishes the district make. It should at least identify the item the requester believes is incorrect and state whether he or she believes the item:

1. Is inaccurate and why,
2. Is misleading and why,
3. Violates students rights and why.

The request will be dated and signed by the requester.

Within two (2) weeks after the record custodian receives a written request, he/she will: study the request, discuss it with other school officials (the person who made the record or those who may have a professional concern about the district's response to the request), make a decision to comply or decline to comply with the request, and complete the appropriate steps to notify the requester and/or move the request to the next level for a decision.
If, as a result of this review and discussion, the record custodian decides the record should be corrected, he/she will effect the change and notify the requester in writing that he/she has made the change. Each such notice will include an invitation for the requester to inspect and review the student's education record to make certain the record is in order and the correction is satisfactory.
If the custodian decides the record is correct, he/she will make a written summary of any discussions with other officials and of his/her findings in the matter. He/she will transmit this summary and a copy of the written request to the school superintendent.
"Third Level Decision" - The School Superintendent will review the material provided by the record custodian, and if necessary discuss the matter with other officials such as the school attorney or the School Board (in executive session). He will then make a decision concerning the request and complete the steps at this decision level. Ordinarily, this level of the procedure should be completed in two weeks. If it will take longer, the Superintendent will notify the requester in writing of the reasons for the delay and a date when the decision will be made.
If the Superintendent decides the record is incorrect and should be changed, he will advise the record custodian to make the changes. The record custodian will advise the requester of the change as he would if the change had been made at the second level.
If the Superintendent decides the record is correct, he will prepare a letter to the requester which will include:

1. The School District's decision, that the record is correct and the basis for the decision.
2. A notice to the requester that he/she has a right to ask for a hearing to present evidence that the record is incorrect and that the district will grant such a hearing.
3. Instructions for the requester to contact the Superintendent, or an official he designates, to discuss acceptable hearing officers, convenient times, and a satisfactory site for the hearing. (The district will not be bound by the requester's positions on these items but will, so far as possible, arrange the hearing as the requester wishes).
4. Advice that the requester may be represented or assisted in the hearing by other parties, including an attorney at the requester's expense.

"Fourth Level Decision" - After the requester has submitted (orally or in writing) his/her wishes concerning the Hearing Officer and the time and place for the hearing, the Superintendent will, within a week, notify the requester when and where the district will hold the hearing and who it has designated as the Hearing Officer.
At the hearing, the Hearing Officer will provide the requester a full and reasonable opportunity to present material evidence and testimony to demonstrate that the questioned part of the student's education record is incorrect as shown in the requester's written request for a change in the record (second level).
Within one week after the hearing, the Hearing Officer will submit to the School Superintendent a written summary of the evidence submitted at the hearing. Along with the summary, the hearing officer will submit his or her recommendation, based solely on the evidence presented at the hearing, that the record should be changed or remain unchanged.
The School District's decision shall be based solely on the evidence presented at the hearing and shall include a summary of the evidence presented and the reasons for the decision. If, as a result of the hearing, the information is found to be inaccurate, misleading or otherwise in violation of the privacy or other rights of the student, the School District shall amend the records of the student accordingly and so inform the parents in writing. If the information is not found to be inaccurate, misleading or otherwise in violation of the privacy or other rights of the student, the School District shall inform the parent of the right to place in the educational records of the student a statement commenting upon the information in the educational records and/or setting forth any reasons for disagreeing with the decision. This statement shall be maintained with the records of the student so long as the records to which it applies are maintained by the School District.

ARTICLE XIX

PUBLIC COMPLAINTS
The Caney Valley Board of Education has established the following policy to provide a way for school employees or school patrons to be heard when they have a complaint, a concern about any aspect of the educational program, or feel they have been treated unfairly or unjustly. The intent of the policy is to provide, in a simple, straightforward, and easily understood way, for the solution of school-related problems at the lowest possible level, as fairly and as expeditiously as possible.
Types of Complaints

1. Informal Complaints are less serious in nature and usually result from a misunderstanding. Quite frequently they can be resolved simply by getting the involved parties together and discussing the matter. Informal complaints are usually made orally. If the complaint is about the action of a school employee, the complaint may be directed toward the appropriate building level administrator. All informal complaints are handled through informal meetings and conferences at the proper administrative level. Decisions regarding informal complaints are given orally.
2. Formal complaints are more serious in nature and quite often the complaint is lodged with the intention of the complainant being to exhaust all his/her options in order to get a favorable resolution of the problem. The school employee involved will be notified as soon as possible and given a copy of the formal complaint. All formal complaints must be made in writing and follow procedures outlined in this policy. Decisions regarding formal complaints are to be made in writing and copies of the decision will be given to all parties involved.

Procedures
No reprisals of any kind shall be taken by the Board of Education or by any member of the school staff against any complainant or person accompanying or representing a complainant.
All meetings and hearings at Level One and Two under these procedures shall be conducted in private, and shall include parties of interest and their designated or selected representatives.
If a complaint arises above a person's building level, that person shall have the right to submit such complaint to the Superintendent and the processing of the complaint will start at Level Two. There are no provisions in the policy for a complaint to be initiated above Level Two. All federal and state privacy laws will be adhered to.
Level One Hearing (Principal)

1. A complaint may be lodged orally (informal) or in writing (formal) with the appropriate building principal with the objective of discussing and resolving the matter. The complaint must be filed within ten working days after the incident.
2. At Level One, the complainant will present the complaint in his/her own behalf.
3. Within two school days, the principal will make a decision.
4. If the Level One hearing is for an informal complaint, the decision of the building principal shall be final unless the complainant wishes to make it a formal complaint at the same level.
5. If the Level One hearing was for a formal complaint, the building principal shall, within two school days following the decision, forward to the Superintendent a written record of the nature of the complaint, who registered the complaint, and the decision made in the matter with supporting reasons for the decision.

Level Two Hearing (Superintendent)

1. In the event the complainant is not satisfied with the principal's decision of a written formal complaint, she/he may, within five (5) school days, appeal the decision to the Superintendent (Level Two). A request, with the reason, for a Level Two hearing must be made in writing.
2. The Superintendent must hear the complaint within three school days after receiving the request for a hearing.
3. At Level Two, the complainant will present the complaint in her/his own behalf.
4. Within three school days, the Superintendent shall make a decision.
5. The Superintendent shall provide the Board with a written record of the formal complaint hearings at Levels One and Two.

Level Three Hearing (Board of Education)

1. In the event that the complainant is not satisfied with the Superintendent's Level Two decision, she/he may, within five (5) school days, appeal the decision to the Board of Education. A request for a Board hearing must be made in writing through the Superintendent of Schools or the clerk of the Board of Education.
2. The hearing will be an agenda item and held at a Special Board Meeting or the next regular school Board meeting with all persons who participated in the hearings at Levels One and Two.
3. The Superintendent is responsible for notifying everyone who participated in the Level One and Two hearings of the date, time, and place of the Board meeting.
4. The complainant may be represented at the Level Three hearing by anyone of his/her choosing, but the complainant must be present at the hearing.
5. At the close of the hearing, the Board shall issue a decision to be recorded in the official minutes of the School Board meeting. Such decision by the Board shall be final except that proper redress may be sought through the courts, should the complainant choose to do so.
ARTICLE XX

Comprehensive Local Education Plan
The Caney Valley Board of Education has developed a Comprehensive Local Education Plan stating goals that clearly delineate educational expectations. This plan is to be updated annually and will include specific plans to improve academic skill reinforcement and/or remediation pursuant to the provisions of the Oklahoma School Testing Program Act and will include our conduction in the North Central Accreditation Association.
This plan will include an advisory planning committee which includes teachers and parents. The Board will hold a public hearing each year concerning the improvement plan. The plan is on file in the Superintendent's Office and is available for inspection during regular school hours.

ARTICLE XXI

Capital Improvement Plan
The Caney Valley Board of Education has adopted a Capital Improvement Plan, which has been approved by the State Board of Education. The plan is maintained at the Superintendent's Office and may be inspected upon request. The plan shall be reviewed and updated annually by the Board of Education.

ARTICLE XXII

General Safety School Board Policy

1. General

A. The Caney Valley Public Schools Board of Education hereby declares its concern for the safety of the district's employees, and pledges to initiate whatever program may reasonably be required to insure this safety.
B. It is the intent of the Caney Valley Public Schools to comply with all applicable regulations concerning employee safety and workers' right-to-know.
C. The Board of Education hereby confers to the Superintendent of Schools the responsibility for compliance with all applicable health and safety regulations within this district; this Board also confers to the Superintendent the power to establish such procedures as shall be necessary to accomplish this compliance, including but not limited to the issues outlined below, and these procedures shall be on file and be a permanent part of this policy and changed as needed.

2. Record Keeping

A. The district will maintain and make available to its employees such accident and safety report as required.
B. The district will report any health and safety information as required to the appropriate governing agency upon request.

3. Placarding and Material Handling

A. The district will work with the local fire authority to identify hazards and placard as required.
B. The district will maintain proper labeling and storage of hazardous substance.
C. The district will provide all necessary protective equipment for employees' safety.

4. Employee Training

A. The district will conduct such training as needed to familiarize each employee with the hazards of that employee's position.
B. Such training will be conducted at least annually and as needed for specific situations.

5. Caney Valley Schools are not responsible for accidents of relatives, friends, etc., of employees who are visiting employees while they are working.
6. Felony Record Search Policy

Pursuant to Section 5-142 of Title 70 of the Oklahoma Statutes it shall be the policy of this School District that it will obtain the results of a felony record search of the name of every prospective School District employee.
During the first interview with each employment applicant, the School District will advise the applicant that:
a. The School District requires a felony search of every prospective employee as a condition of employment;
b. To enable the School District to request the search and obtain the results, the applicant must complete and sign an Authorization and Release form provided by the School District;
c. The School District will only request a felony record search if the Superintendent of Schools recommends employment of the applicant;
d. If the Superintendent of Schools recommends employment of the applicant, the applicant must submit, if requested, himself/herself to be fingerprinted, provide a social security number, a date of birth and provide any other information necessary to facilitate the felony record search;
e. The applicant, if placed on duty prior to receipt of the felony search results, will be classified as a temporary employee until the School District is notified that the search is clear of any felony record.

If the felony record search reveals a prior felony offense conviction or if the applicant provides a false response to one or more of the questions on the authorization and release, the applicant will be denied employment and if placed on duty prior to receipt of the search results, will be deemed to have resigned from employment with the School District, effective upon acceptance by the Board of Education. The Board of Education may accept any employee's resignation at any time within thirty (30) days after the date the School District is notified of either the unsatisfactory search results or learns of the applicant's false response, whichever is later. Under these circumstances, the employee waives any due process procedures which might otherwise be available under federal and state law, school district policies and procedures, or any applicable collective bargaining agreement.
The School District will also request a national felony record search of any current School District employee if the Board of Education recommends a search of that employee's felony record.
AUTHORIZATION AND RELEASE
This Authorization and Release is executed under penalty of perjury on the ______ day of _____________, 199_, by ____________________, an applicant for employment ("Applicant") with the Caney Valley School District.
Applicant understands that the School District's receipt of a clear national felony record search of his/her name and fingerprints is a condition of employment with the School District. Because Applicant desires employment with the School District, Applicant authorizes the School District to request and obtain the results of a national felony record search of Applicant's name and fingerprints. Applicant hereby releases Applicant's felony record search results to the School District. Applicant also releases the School District of any and all liability relating to its request for, receipt and use of the search results.
Applicant acknowledges that Applicant has been furnished and understands all of the requirements of the School District's Felony Record Search Policy and agrees to be bound by all of its terms and conditions.
Applicant also agrees to truthfully answer the following questions:
HAVE YOU EVER: YES NO
A. Entered a plea of guilty or nolo

contendere to a state or federal
felony charge? ___ ___
B. Been convicted of a state or

federal felony offense? ___ ___
C. Been charged with a state or federal

felony offense which was reduced
to a misdemeanor offense to which
you entered a plea of guilty or
nolo contendere? ___ ___

D. Entered a plea of guilty or nolo

contendere to, or been convicted
of, a state or federal misdemeanor
charge involving illegal chemical
substances or illegal sexual
activity? ___ ___

Applicant understands that if Applicant is hired by the School District prior to receipt of the results of the felony record search, Applicant will be classified as a temporary employee until notified otherwise by the Superintendent of Schools. Furthermore, Applicant understands that if the felony record search reveals a prior felony offense conviction or if Applicant provides a false response to one or more of the above questions, then Applicant will be denied employment. If Applicant is employed prior to receipt of the search results then (1) Applicant is deemed to have resigned Applicant's temporary employment with the School District, effective upon acceptance by the Board of Education; (2) the Board of Education may accept Applicant's resignation at any time within thirty (30) days after the date the School District was notified of either the unsatisfactory search results or the false response, whichever is later; and (3) Applicant waives Applicant's right to any and all due process procedures to which Applicant might otherwise be entitled under federal and state law and School District policies and procedures.
________________________________
"Applicant"
VERIFICATION
STATE OF OKLAHOMA )
) ss
COUNTY OF TULSA )
____________________, Applicant, of lawful age and being first duly sworn upon oath, deposes and states: that Applicant is familiar with the statements set forth above; that Applicant has read the foregoing Authorization and Release; and Applicant states that all the matters therein set forth are true and correct.
___________________________________
"Applicant"
SUBSCRIBED AND SWORN to before me this _____ day of _______, 19__.
___________________________________
Notary Public
My Commission expires:
_____________________
(SEAL)
AUTHORIZATION AND RELEASE
(FOR NATIONAL FELONY CHECKS ONLY)
This Authorization and Release is executed under penalty of perjury on the ______ day of _____________, 199_, by ____________________, an employee ("Employee") with the Caney Valley School District.
Employee understands that the School District's receipt of a clear national felony record search of his/her name and fingerprints has been requested by the Superintendent and/or Board of Education. Employee hereby releases his/her felony record search results to the Caney Valley School District. Employee hereby releases the School District of any and all liability relating to its request for, receipt and use of the search results.
Employee acknowledges that he/she has been furnished and understands all of the requirements of the School District's Felony Record Search Policy and agrees to be bound by all of its terms and conditions.
Employee also agrees to truthfully answer the following questions:
HAVE YOU EVER: YES NO
A. Entered a plea of guilty or nolo

contendere to a state or federal
felony charge? ___ ___
B. Been convicted of a state or

federal felony offense? ___ ___
C. Been charged with a state or federal

felony offense which was reduced
to a misdemeanor offense to which
you entered a plea of guilty or
nolo contendere? ___ ___

D. Entered a plea of guilty or nolo

contendere to, or been convicted
of, a state or federal misdemeanor
charge involving illegal chemical

substances or illegal sexual
activity? ___ ___
Employee understands that if the felony record search reveals a prior felony offense conviction or if Employee provides a false response to one or more of the above questions, then Employee's employment by the School District will be reviewed to determine whether there is a basis for non-reemployment or dismissal. In any event, the Board of Education may accept Employee's resignation at any time within thirty (30) days after the date the Caney Valley School District was notified of either the unsatisfactory search results or the false response, whichever is later.
________________________________
"Employee"
VERIFICATION
STATE OF OKLAHOMA )
) ss
COUNTY OF WASHINGTON )
____________________, Employee, of lawful age and being first duly sworn upon oath, deposes and states: that Employee is familiar with the statements set forth above; that Employee has read the foregoing Authorization and Release; and Employee states that all the matters therein set forth are true and correct.
___________________________________
"Employee"
SUBSCRIBED AND SWORN to before me this _____ day of _______, 19__.
___________________________________
Notary Public
My Commission expires:
_____________________
(SEAL)

ARTICLE XXIII

Hazard Communication Procedures Statement
1. General

A. The Caney Valley Public School District (herein referred to as "The District") issues these procedures in compliance with the stated policy of the Caney Valley Public School Board of Education, and in compliance with the Oklahoma Hazard Communication Standard of 1986.
B. The District will insure that all of the Procedures contained herein are made known to its employees.

2. Record Keeping

A. The District will maintain a central file, in the Superintendent's Office, of all applicable safety records, including but not limited to:

1) The School Board Policy
2) This procedures statement
3) A Material Safety Data Sheet (MSDS) on every substance in the district which contains a hazardous chemical, and for which a MSDS is required.

a) The District will obtain MSDSs on any new substances from its suppliers as a requirement of purchase, and these will be received by the District before the substance will be accepted.
b) The District will obtain MSDSs on material already in stock by whatever means possible, or else the District will remove the material from its supplies within sixty (60) days of discovering the materials' existing danger.
c) A note to this effect will be added to all purchase orders.

4) A Chemical Information List (CIL) of all of the chemicals for which the District has an MSDS.
5) An up-to-date Oklahoma Department of Labor Form 200 on employees (and a similar form on students), showing all recordable injuries.
6) A copy of all Employee Exposure Reports, maintained within each employee file, and which,

a) Will be maintained on file for 40 years.
b) And a copy of which shall be given to every employee upon termination of employment, and which will include the statement: "Important Document - Keep for Your Files".

B. The District will make all such information (listed in 2.A above) as is appropriate and/or required available to any of its employees upon request.

1) Any employee will be allowed to see a copy of the requested safety information, for which that employee has a right of access, within one (1) calendar day.
2) Any employee who makes a (written) request for a copy of such information will be given that copy within fifteen (15) calendar days.
3) Employee's "right-to-access" is limited to records on substances to which that employee may reasonably be expected to be exposed during the normal operation of his/her duties, or in a foreseeable emergency.

C. The District will report any safety and health information which is required to the appropriate governing agencies; including, but not limited to:

1) Department of Labor Form 200-s upon receipt annually.
2) Department of Labor Fatality Report within 72 hours of a work related Fatality of one of the District's employees.
3) A copy of such reports will be maintained in the District's safety files for a period of at least five (5) years.

D. The district will additionally maintain a copy of all appropriate required safety information within the immediate area of such product which contains a hazardous chemical.

1) This information will include, but not be limited to:

a) MSDSs on all appropriate substances, within each area.
b) CIL of those MSDSs.

2) This information will be up-to-date, readable, and clearly visible within each area.
3) These areas will be determined by the District's Superintendent, or a designated representative of the Superintendent's.

3. Placarding and Material Handling

A. The District will contact the local Fire Department and make available to them all information which they may require to determine their need in order to respond to any emergency in the District's facilities.

1) The local Fire Department will be made aware of all hazardous substances in our facilities which shall involve at least:

a) They be shown all MSDSs on file.
b) They be shown the location of all substances for which the district has MSDSs.
c) They be told the maximum quantities which the district may have at any one time of these substances.

2) The District will either:

a) Placard the building as requested by the Fire Department using NFPA 704 label.
b) And/or obtain and maintain any waivers/variance received from the fire department.

B. The District will maintain all labels on containers of hazardous substances which the District receives, intact and readable.
C. The District will obtain or create labels for all containers into which hazardous chemicals are transferred.
D. The District will store all of the hazardous materials within its facilities in accordance with storage information found on the MSDSs or label, or other reasonable recommendation.
E. The District will obtain and maintain all necessary personal protective equipment as required.

4. Employee Training

A. Each employee of the District will be trained on the following items annually.

1) Their rights and responsibilities under the law, including but not limited to:
a) Their rights of access to safety records which may affect them.
b) Their right to refuse to work with or around substances for which they are denied access.
c) Their responsibility to comply with all health and safety regulations for which they have been trained.
d) Their responsibility to report any and all reportable exposures to hazardous chemicals.

2) The items contained in this procedures statement and the Board Policy, which shall be covered in all employee's annual training.
3) Specifics of the hazards to which each employee may be exposed; including, but not limited to:

a) The nature of the health-hazard of physical exposure.
b) Protective measures (including the use of personal protective equipment).
c) Appropriate work practices.
d) Emergency procedures.

4) This information will be consistent with the information found on the MSDSs.

B. Each new employee in the district will be trained on the information contained in part 4.A above within 30 days of the beginning of employment.
C. Every employee of the district who may be exposed to any new hazards shall be trained in the specifics of that new hazard (as per part 4.A.3 above) within 30 days of that hazard's appearance in the district.
D. All contractors who operate within the District shall supply the District with information on all hazards which they will be bringing into the District prior to their doing so; also, the District will give information on any hazards which a contractor may be exposed to within the District prior to such exposure.

5. Disciplinary Actions Due to These Regulations

A. If any employee, after they have been properly trained, refuses to abide by these regulations in such a way as shall lead to the injury/illness of themselves, or someone else, that employee may be suspended from duties

or subject to some other form of disciplinary action, including termination.

B. If any employee, after they have been properly trained, refuses to abide by these regulations, and no injury/illness results thereby, they shall be susceptible to the following disciplinary actions:

1) First occurrence - verbal warning by their immediate supervisor, with a written record of the warning signed by both and turned into the Superintendent's office.
2) Second occurrence - written warning to be a permanent part of the employee's records.
3) Third occurrence - the employee will be immediately suspended from duties for a period of not less than two (2) days and not more than five (5) days, with a written record maintained in the employee's file.
4) Fourth occurrence - the employee will be immediately suspended from duties until the next Board Meeting, at which time that employee will be susceptible to termination of employment.

ARTICLE XXIV

Procurement Policy
Child Nutrition Programs
The Caney Valley Board of Education has established and made accessible to all of its employees with authority to purchase for the Child Nutrition Programs the following Procurement Plan for the purchase of goods and services for the Child Nutrition Programs under its supervision.
I. Effective Date: August 1994
II. Purpose and Goal:

The purpose of this Procurement Plan is to establish procedures for procurement of food, equipment, other supplies, and services that will ensure that such materials and other services are obtained in an effective manner and in compliance with all applicable Federal and State laws. It is the goal of Caney Valley School Food Service to purchase only good quality merchandise and services which will assist in meeting the goal of serving high quality meals at a reasonable cost.
III. Authorized Purchasing Agents for the Child Nutrition Programs:

The Lunch Fund Custodian, and/or other persons as the situation warrants, will purchase all foods, services, and supplies necessary for the efficient operation of the Caney Valley Child Nutrition Programs. Equipment will be purchased under the guidelines of the Caney Valley Board of Education.
IV. Procurement Method:

Procurement Method will be by the small purchase method where the aggregate does not exceed $10,000 in a purchase period. Monthly price quotations will be accepted from vendors for all items purchased. Food items will be purchased twice monthly, with the exception of pizza, beef patties, and french fries. These items will have to be purchased weekly due to lack of freezer space. Milk, bread, individual chips, and pastries will be a yearly price quote, with items being purchased weekly for freshness. Price quotes for disposable will be accepted three times per year and purchased three times per year.
V. Code of Conduct:

No employee, officer or agent of Caney Valley Public Schools nor any member of his/her immediate family, his/her partner, nor an organization which employs, or is about to employ, any of the above shall participate in selection, or in the award by administration of a contract supported by Program funds if a conflict of interest, real or apparent, would be involved. The Caney Valley School's officers, employees, or agents shall neither solicit or accept gratuities, favors, or anything of monetary value from contractors, potential contractors, or parties to subagreements.
Violations by any officers, employees or their agents, or contractors, or the contractors' agents are subject to penalties as established by Title 74 O.S. ss 3401 et. seq. also known as Anti-Kickback Act of 1974.
Article XXV
Update for Individuals with Disabilities Education Act (the "IDEA")
SECTION 504 PROCEDURES
The Caney Valley School District recognizes its responsibility to children who are or may be "disabled" under Section 504 of the Rehabilitation Act of 1973 ("Section 504") or the Individuals with Disabilities Education Act (the "IDEA"). The Caney Valley School District also recognizes that Section 504 potentially encompasses a larger segment of the student population than the IDEA due to 504's broad definition of the term "disability." To ensure that all School District employees know what to do when they suspect that a student's difficulties in the regular education environment are the result of a disability, the Caney Valley School District adopts the following definitions and procedures.
Under Section 504, an "individual with a disability" is a person who (a) has a physical or mental impairment, which substantially limits one or more major life activities, (b) has a record or history of such an impairment or © is treated by others as having such an impairment. A "physical or mental impairment" means (a) any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological; musculoskeletal; special sense organs; respiratory, including speech organs; cardiovascular; reproductive, digestive, genitourinary; hemic and lymphatic; skin; and endocrine; or (b) any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities. The types of "major life activitites" referred to (a) are caring for one's self,performing manual tasks, walking, seeing , hearing, speaking, breathing, working and learning. A "qualified individual with a disability" is an individual with a disability who is (a) of an age during which nondisabled persons are provided educational services or (b) of an age during which Oklahoma law or the IDEA requires educational services for disabled persons.
The Caney Valley School District must provide every "qualified individual with a disability" a free appropriate public education. A "free" education means the provision of educational and related services without cost to disabled students or their parents except those fees that are charged to all students. An "appropriate" education means the provision of regular or special education and related services that are designed to meet the individual educational needs of disabled students.
If a School District employee suspects that a student may be a "qualified individual with a disability", he or she will advise the designated building representative. The building representative will convene a meeting that includes persons knowledgeable about the child, the meaning of evaluation data and placement options. The team need not include the child's parent or guardian. The team will try to determine, based on all available data, whether the child is or is not disabled. In making this decision, the team will draw upon information from a variety of sources, including aptitude and achievement tests, teacher recommendations, the child's physical condition, social or cultural background and adaptive behavior. All information will be documented. The team may determine that it has insufficient information upon which to base a decision. In that case, the team will complete a referral for evaluation and a parent permission form to send to the parent.
If the team determines that a medical evaluation is necessary to determine the existence of a physical or mental impairment (or the appropriate placement or program for a disabled student), the team will include that evaluation on its referral. If the team refers the student for a medical evaluation, the School District must pay for the evaluation. On the referral, the team will be specific about the scope of the evaluation to avoid physician referrals for additional medical evaluations that may cause disputes over payment responsibility. If the team determines that a medical evaluation is unnecessary and the parent or guardian disagrees or if the parent is dissatisfied with the results of a medical evaluation obtained by the School District, he or she can obtain an independent evaluation and request an administrative due process hearing to seek reimbursement from the School District.
If the team determines that a child is or may be disabled, it will also discuss modifications that can be made in the regular education environment to address the child's disability. These modifications can include but are not limited to schedule and assignment modifications, adaptive furniture and equipment and special seating arrangements. If modifications are appropriate for the child, the team will complete an "accommodation plan," listing the modifications to be provided, the person(s) responsible for implementing each component of the plan and the starting and ending dates for each component. The plan will be sent to the parent with a copy of the attached form letter and list of parental rights. If the team has identified a need for further evaluation, it will also include the completed referral and parent permission form. Following completion of the evaluation, the team will follow the procedures ordinarily used by the School District to review the evaluation results.
The team will implement the accommodation plan immediately, even if it also referred the child for evaluation. Modifications made in the regular classroom environment do not constitute a special education placement, so the child's parent or guardian need not approve the plan. However, the parent does have the right to notice of the child's identification as a disabled or potentially nondisabled person and to request an administrative due process hearing to contest the child's identification. The parent also has the right to review the accommodation plan and to request an administrative due process hearing to contest the plan if the parent believes that it does not provide a free appropriate public education. The team will review the accommodation periodically and will advise the parent or guardian in writing of any changes in the plan.
The Caney Valley School District must educate disabled students and provide them nonacademic and extracurricular services and activities with nondisabled students to the maximum extent appropriate to the needs of the disabled student. The term "extracurricular services and activities" includes meals, recess, counseling, physical recreational athletics, transportation, health services, recreational activities and school-sponsored special interest groups or clubs. The team may determine that a disabled student cannot receive a free appropriate public education just through modifications in the regular education environment. However, the team can remove a disabled student from the regular education environment only after notice to the parent and only if it can demonstrate that the child cannot be educated satisfactorily in the regular education environment using supplementary aids and services. For example, the team may determine that regular classroom placement is inappropriate to the needs of a disabled student because he is a danger to himself or others or because he is unduly disruptive in the regular classroom environment and because the danger or disruption cannot be adequately minimized by using supplementary aids and services. In all cases, the team will thoroughly document the reason(s) for the removal of a disabled student from the regular education environment. The child's parent or guardian has the right to notice of the child's proposed placement in special education (and to other significant changes in his or her placement) and to request an administrative due process hearing to contest the proposed placement (or significant change in placement).
If the team proposes special education placement for a disabled student, it will follow the procedures used by the School District for students identified as disabled under the IDEA, including its IEP team, annual review and evaluation procedures.
Caney Valley School District Letterhead
Dear Parent,
After noticing difficulties with your child's classroom performance, a team of teachers and administrators met to discuss accommodations that could be made in the classroom to help your child overcome these difficulties. The team determined that your child is/may be disabled and designed an accommodation plan for your child to be implemented in the regular classroom. The team believes that the plan is appropriate to meet your child's individual needs. I have enclosed a copy of the plan for your review.
Under Section 504 of the Rehabilitation Act of 1973, the Caney Valley School District is required to provide a free appropriate public education to disabled persons of school age. Section 504 an "individual with a disability" as any person who (a) has a physical or mental impairment, which substantially limits one or more major life activities, (b) has a history of such an impairment or © is treated by others as having such an impairment. The types of "major life activities" referred to in (a) are caring for one's self, performing manual tasks, walking, seeing, hearing, speaking, breathing, working and learning. An "appropriate" education means the provision of regular or special education and related services that are designed to meet the individual needs of disabled students.
Please understand that the Caney Valley School District has not placed your child in special education. All of the accommodations listed on the plan will be performed in the regular educational environment. The team will review the accommodation plan periodically and make any necessary changes, based upon your child's individual needs. We will advise you in writing of any changes in your child's accommodation plan.
[OPTIONAL] The school team feels that it would be helpful to obtain further information about your child to determine whether he/she needs special education and related services to receive an appropriate education. I have also enclosed with this letter a Referral for Evaluation completed by the team and a Parent Permission Form for you to sign and return to me, if you approve the team's request for evaluation.
Finally, I have enclosed a list of your parental rights. Please review them carefully.
Enclosures
SECTION 504 ELIGIBILITY DETERMINATION
Name___________________________ DOB _________ Grade _______________
School _________________________ Date of Meeting __________________

1. Why is the team considering this student for 504 eligibility?

______________________________________________________________________________________________________________________________________

2. Does this student have or appear to have a physical or mental impairment which substantially limits one or more of the major life activities listed below?

A "physical impairment" means any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological; musculoskeletal; special sense organs; respirator, including speech organs; cardiovascular; reproductive, digestive, genito-urinary; hemic and lymphatic; skin; and endocrine.
A "mental impairment" means any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness and specific learning disabilities.
Yes ____ No ____ If the answer is yes, identify the impairment and check the activity that it limit:
Impairment ________________________________________________________

Walking __ Performing manual tasks __ Talking __
Hearing __ Seeing __ Learning __
Working __ Caring for self __ Speaking __

3. Identify the documentation and rationale supporting the team's determination in 2.

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
If the answer to 2. is yes, the student is a qualified with a disability under Section 504. The student is entitled to a free appropriate public education, including special education and related services.

(a) If the School District will serve the child in a special education setting during any portion of the school day, the team will prepare an Individualized Education for the child.
(b) If the School District will serve the child only in a regular education setting, the team will prepare an "Accommodation Plan" identifying the modifications to be made for the child in the regular classroom and the persons responsible for implementing each component of the plan.

(I) Review date _________________ (at least annually)

(ii) Review meeting coordinator _____________________

If the answer to 2. is no, the student is not a qualified individual with a disability under Section 504.
Participants (Name and Position):
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
The participants should include persons knowledgeable about the child, the meaning of the evaluation data the team used to make its determination and placement options.
cc: Student's Cumulative File
Parent
Special Services

Article XXVI
UPDATE POLICY 6/15/95 ON SEXUAL HARASSMENT
The policy of this school district forbids discrimination against any employee or applicant for employment on the basis of sex. The Board of Education will not tolerate sexual harassment by any of its employees. This policy applies to non-employee volunteers whose work is subject to the control of school personnel.
1. GENERAL PROHIBITIONS

A. Unwelcome Conduct of a Sexual Nature

1. Conduct of a sexual nature may include verbal
or physical sexual advances, including subtle pressure for sexual activity; touching, pinching, patting, or brushing against; comments regarding physical or personality characteristics of a sexual nature; and sexually-oriented "kidding" "teasing," double meanings, and jokes.
2. Verbal or physical conduct of a sexual nature
may constitute sexual harassment when the allegedly harassed employee has indicated, by his or her conduct, that it is unwelcome.
3. An employee who has initially welcomed such conduct by active participation must give specific notice to the alleged harasser that such conduct is no longer welcome in order for any such subsequent conduct to be deemed unwelcome.

B. Sexual Harassment

For the purpose of this policy, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment if:

1. submission to the conduct is made either an explicit or emplicit condition of employment;
2. submission to or rejection of the conduct is used as a basis for an employment decision affecting the harassed employee; or
3. the conduct substantially interferes with an employee's work performance, or creates an intimidating, hostile, or offensive work environment.

2. SPECIFIC PROHIBITIONS

A. Administrators and Supervisors

1. It is sexual harassment for an administrator or supervisor to use his or her authority to solicit sexual favors or attention from subordinates when the subordinate's failure to submit will result in adverse treatment, or when the subordinate's acquiescence will result in preferential treatment.
2. Administrators and supervisors who either engage in sexual harassment or tolerate such conduct by other employees shall be subject to sanctions, as described below.

B. Non-administrative and Non-supervisory Employees

1. It is sexual harassment for a non- administrative and non-supervisory employee to subject another such employee to any unwelcome conduct of a sexual nature. Employees who engage in such conduct shall be subject to sanctions as described below.

3. REPORT, INVESTIGATION, AND SANCTIONS

A. It is the express policy of the Caney Valley Board of Education to encourage victims of sexual harassment to come forward with such claims. This may be done through the Employee and Student Grievance policy.

1. Employees who feel that administrators or supervisors are conditioning promotions, increases in wages, continuation of employment, or other terms or conditions of employment upon sexual favors, are encouraged to report these conditions to the appropriate administrator. If the employee's direct administrator or supervisor is the alleged offending person, the report will be made to the next higher level of administration or supervision.
2. Employees are also urged to report any unwelcome conduct of a sexual nature by supervisors or fellow employees if such conduct interferes with the individual's work performance or creates a hostile or offensive working environment.
3. Confidentiality will be maintained and no reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment.

B. In determining whether alleged conduct constitutes sexual harassment, the totality of the circumstances, the nature of the conduct, and the context in which the alleged conduct occurred will be investigated. The superintendent has the responsibility of investigating and resolving complaints of sexual harassment.
C. Any employee found to have engaged in sexual harassment shall be subject to sanctions, including, but not limited to warning, suspension, or termination subject to applicable procedural and due process requirements.

REFERENCE: Title VII of the Civil Rights Act of 1964
42 U.S.C. Sec. 2000e-2
29 C.F.R. Sec. 1604.1, et seq.

SEXUAL HARASSMENT OF STUDENTS
The policy of this school district forbids discrimination against, or harassment of any student on the basis of sex. The Board of Education will not tolerate sexual harassment by any of its employees or students. This policy applies to all students and employees including non-employee volunteers whose work is subject to the control of school personnel. Policy DA applies to sexual harassment of employees.
1. Sexual Harassment

A. For the purpose of this policy, sexual harassment includes verbal or physical sexual advances, including subtle pressure for sexual activity; touching, pinching, patting, or brushing against; comments regarding physical or personality characteristics of a sexual nature; and sexually- oriented "kidding" "teasing," double meanings, and jokes.
B. Demeaning comments about a girl's ability to excel in a class historically considered a "boy's" subject, privately talking to a student about sexual matters, hugging or touching a student inappropriately may constitute sexual harassment.
C. Writing graffiti which names a student or otherwise identifies a student is potentially slanderous and constitutes sexual harassment. Graffiti of any kind will not be tolerated on school property. The superintendent is directed to cause any graffiti or unauthorized writings to be removed immediately.

2. Specific Prohibitions

A. Administrators and Supervisors

1. It is sexual harassment for an administrator, supervisor, support employee, or teacher to use his or her authority to solicit sexual favors or attention froom students.
2. Administrators, supervisors, support personnel, or teachers who either engage in sexual harassment of students or tolerate such conduct by other employees shall be subject to sanctions, as described below.
3. The school district is not concerned with the "off-duty" conduct of school personnel unless the conduct has or will have a negative impact on the educational process of the school. Any romantic or sexual affiliation between school personnel and students, including students who have reached the age of majority (18) during school hours will have a negative impact on the educational process and shall constitute a violation of school policy. Such violations may result in suspension of the student and suspension or termination for the employee. Any sexual affiliation betweeen teachers and students under the age of 18 may constitute a crime under state or federal law.

3. Report, Investigation, and Sanctions

A. It is the express policy of the board of education to encourage student victims of sexual harassment to come forward with such claims. This may be done through the Caney Valley District Employee and Student Grievance Procedure policy.

1. Students who feel that administrators, supervisors, support personnel, teachers, or other students are subjecting them to sexual harassment are encouraged to report these conditions to the appropriate administrator or teacher. If the student's immediate administrator or teacher is the alleged offending person, the report will be made to the next higher level of administration or supervsion or to any responsible adult person.
2. Confidentiality will be maintained and no reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment.

B. In determining whether alleged conduct constitutes sexual harassment, the totality of the circumstances, the nature of the conduct, and the context in which the alleged conduct occurred will be investigated. The superintendent has the responsibility of investigating and resolving complaints of sexual harassment.
C. Any employee found to have engaged in sexual harassment of students shall be subject to sanctions, including, but not limited to warning, suspension, or termination subject to applicable procedural and due process requirements.
D. Any student found to have engaged in sexual harassment of other students shall be subject to sanctions, including, but not limited to warning, suspension or other appropriate punishment subject to applicable procedural and due process
requirements.

REFERENCE: Title VII of the Civil Rights Act of 1964
42 U.S.C. Sec. 2000e-2
29 C.F.R. Sec. 1604.1, et seq.
Caney Valley Public Schools
Employee Assistance Program
The Caney Valley Public Schools has the responsibility of providing a safe, healthy and efficient work environment for all safety sensitive employees. In an effort to enhance the personal well being of the Caney Valley Public Schools employees and their immediate family members and to contain the rising health care premiums of its work force, the Board of Education of Caney Valley Public Schools has chosen to make an Employee Assistance Program (EAP) available to all safety sensitive employees and their family members.
POLICY
The Board of Education of the Caney Valley Public Schools will provide an Employee Assistance Program for all safety sensitive employees and their family members.

A. The EAP will be available for use on a voluntary basis as well as for mandatory referrals.
B. The EAP will provide assessment and referral services.
C. The EAP will offer thorough and complete confidentiality.
D. The Superintendent of Caney Valley Public School shall be responsible for oversight and maintenance of the EAP and will provide, with the support of Behavioral Service Centers of Oklahoma, Inc., high level direction and promotion of the EAP.
E. The EAP will provide training and education for all safety sensitive employees on how to utilize the program and will provide additional training and education for supervisors who will be allowed to make mandatory referrals.

PROCEDURE
The EAP "Supportline" 800# will be coordinated by an external agency, Behavioral Service Centers of Oklahoma, Inc. This program will include a toll-free 800 number, available 24 hours a day to be answered by a master's level mental health professional who will provide telephone counseling, and if requested by the caller, referral to appropriate services for further assistance. The 800# and the policy will be provided to each individual safety sensitive employee and be available on school district bulletin boards.
VOLUNTARY REFERRAL
The EAP will be available to all safety sensitive employees and immediate family members to utilize at their own discretion as needed. Unlimited access is available. This process will involve the employee or family member merely dialing the 800 number and discussing the problem with a mental health professional. If requested by the caller and/or if appropriate, a referral will be made to appropriate resources to deal with the problem.
MANDATORY REFERRAL
Mandatory referrals may be made to the EAP by the supervisors of Caney Valley Public Schools. A mandatory referral shall be the result of a documented problem or problems related to poor job performance on the part of the employee. If a mandatory referral is made by a supervisor, the referral form shall be completed by the supervisor, signed by the employee and the form forwarded to the Superintendent of Caney Valley Public Schools (See Exhibit "A"). The Superintendent of Caney Valley Public Schools will contact the EAP counselor to alert them to the required contact. The employee will have 48 hours from after signing the referral form to contact an EAP counselor by calling the 800 number and setting up a face-to-face meeting with appropriate referral sources. The EAP counselor will confirm contact from the employee by notifying the Superintendent of Caney Valley Public Schools. Failure to contact the EAP counselor within 48 hours without just cause may be grounds for disciplinary action, including termination.
In the case of a mandatory referral for drug testing, the supervisor will accompany the employee to be tested to the testing site.
CONFIDENTIALITY
The Employee Assistance Program Administrator (Behavioral Service Centers of Oklahoma, Inc.) shall maintain only those records necessary to comply with the program. After a supervisor refers an employee to the EAP, the EAP will maintain all records necessary to carry out its duties. All medical and/or rehabilitation records concerning the employee's problem, including the employee's identity, diagnosis, prognosis, or treatment are confidential and may be disclosed only when authorized through written consent of the employee.
LEAVE ALLOWANCE
A. VOLUNTARY REFERRAL

Employees will be allowed to utilize their accrued sick leave or accrued vacation leave to voluntarily access the EAP, should such appointment(s) be necessary during their normal working hours. Caney Valley Public Schools would encourage employees to pursue assessment and counseling during off duty hours whenever possible.
B. MANDATORY REFERRAL

Employees' vacation and sick leave will be used for referral and assessment sessions which are mandated by the employee's supervisor, or the Superintendent of Caney Valley Public Schools. Further, counseling activities beyond referral and assessment will be the responsibility of the employee.
TRAINING AND EDUCATION
The EAP will provide an initial training and education program for employees to familiarize them with the program and its process. Behavioral Service Centers of Oklahoma, Inc. will provide two additional hours of training and education for supervisors to provide background on drugs and information for appropriate mandatory referrals through documented job performance incidents. As a result of this training, a supervisor may determine whether an employee may be drug tested for reasonable cause.
INFORMATIONAL MATERIAL
Through the Employee Assistance Program of Behavioral Service Centers of Oklahoma, Inc. informational materials in the form of posters, payroll stuffers and pamphlets will be make available to employees on a regular basis.

Article XXVII
CANEY VALLEY PUBLIC SCHOOLS
DRUG AND ALCOHOL TESTING POLICY
Referenced throughout this document are drug and alcohol testing protocols which apply specifically to the activities of Behavioral Service Centers of Oklahoma, Inc. on behalf of the contracting organizations who participate in BSCO's Drug and Alcohol Testing Pools. A copy of this protocol is available to augment the contents of this Drug and Alcohol Testing Policy.
CANEY VALLEY PUBLIC SCHOOLS
DRUG AND ALCOHOL TESTING POLICY
Caney Valley Public Schools recognizes that the use and abuse of drugs and alcohol in today's society is a very serious problem which has also found its way into the work place. Caney Valley Public Schools also recognizes the significant threat that a drug-impaired employee working in the transportation industry can pose to the safety of the worker, co-workers and the general public. In order to address the safety threat presented by the problem of drug and alcohol abuse in the transportation industry, the Department of Transportation, and the Federal Highway Administration have established extensive regulations requiring drug and alcohol testing under certain circumstances. In light of the above, Caney Valley Public Schools has adopted this Anti-Drug Plan to specify the circumstances under which drug and alcohol testing may be required, the procedures for conducting such testing and the methods and procedures for complying with the requirements of the regulations.
Additionally, Caney Valley Public Schools drug and alcohol testing program is incorporated in an overall Anti-Drug Plan that is designed to create a drug-free transportation industry and provide help to those employees who may suffer from problems with substance abuse. The Plan has been developed in compliance with existing federal regulations in a manner which ensures accurate and reliable test results, and thereby contains procedures designed to recognize and respect the dignity and privacy of all of our employees. More importantly, we recognize that our employees are our most valuable resource and we want to assist any employee who feels that he or she may have a problem with substance abuse.
A separate policy defines the employee assistance program of Caney Valley Public Schools, which is also a part of the mandated requirements. Caney Valley Public Schools has adopted the anti-drug program, effective January 1, 1996.
I. POLICY

The use, possession, sale or distribution of illegal drugs or drug paraphernalia, or the improper or abusive use of legal drugs, alcohol or other intoxicating substances while on school district property or other work locations and /or during work hours is strictly prohibited.

A. The above provision is applicable to all Caney Valley Public Schools employees who perform covered work.
B. The school district will utilize all reasonable measures to maintain a drug free workplace for its employees, customers, and the general public.
C. Cooperation and compliance with the Caney Valley Public Schools' Drug and Alcohol Testing Policy (as with all other school district policies and procedures) is a condition of continued employment for all employees involved in safety sensitive positions.
D. The Caney Valley Public Schools' Drug and Alcohol Testing Policy is in compliance with the Federal Drug Free Workplace Act of 1988; Federal Highway Administration (FHA) Part 382. All collection and testing procedures will specifically follow the regulations set forth 49CFR Part 40 for drugs and alcohol.
E. For the purpose of assuring compliance with the above, both employees and applicants for safety sensitive positions will be subject to drug screening.

II. SAFETY SENSITIVE.

The Board of Education of Caney Valley Public Schools has established the following factors in designating specific positions as safety sensitive.
A. Drivers of commercial vehicles:

1. with a gross vehicle weight rating of 26,001 pounds or more or combination vehicles (weighing at least 26,001 pounds) or
2. designated to transport 16 or more passengers including the driver, or
3. transporting hazardous materials in amounts requiring placarding.

III. Responsibilities.

A. The Board of Education Caney Valley Public Schools responsible for the implementation and conformance of Caney Valley Public Schools drug and alcohol testing policy to 49CFR Parts 40, 382 (this includes any contractor personnel, including subcontractors and anyone employed by a subcontractor are subject to drug and alcohol testing if they perform a covered function); and for recordkeeping and confidentiality of the drug testing process. (This includes maintaining required records with respect to subcontractor.) In addition they are responsible for observing employee behavior and performance in relation to reasonable cause testing.
B. Failure to comply with this policy may lead to disciplinary action up to and including termination from employment.
C. Unless an employee's physician has advised the employee that the controlled substance they are taking does not adversely affect their ability to safely operate a commercial motor vehicle, an employee should not drive under the influence of a prescribed controlled substance. An employee must report the use of all prescribed controlled substances and provide Caney Valley Public Schools with a written release from their physician which states it is safe to perform the safety sensitive function.

IV. Drug and Alcohol Testing.

A. Drug screening will be conducted for the following chemicals: Marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamines. A drug immunoassay screen will have the following thresholds for positive verification:

Marijuana Metabolite 50NG/ML
Cocaine Metabolite 300NG/ML
Opiates 300NG/ML
Phencyclidine 25NG/ML
Amphetamines/Methamphetamine 1000NG/ML

B. When the initial screen is positive (has exceeded the established screening threshold) a second confirmation test gas chromatography/mass spectrometry (GC/MS) will be completed. The thresholds for positive confirmation for GC/MS are as follows.

Marijuanna Metabolite 15NG/ML
Cocaine Metabolite 150NG/ML
Opiates 300NG/ML
Phencyclidine 25NG/ML
Amphetamine/Methamphetamine 500NG/ML

C. Alcohol testing will be conducted by utilizing an evidential breath testing device (EBT) which meets the requirements established by the conforming products list published in the Federal Register. A reading of .04 or greater on the EBT will result in the necessity of a second test.
D. A second EBT reading of .02 to .0399 will result in a second EBT test within the time frame noted in IV C above. If the second test falls within the same range the individual will be removed from the safety sensitive position until the start of the next regularly scheduled duty period, but not less than 24 hours following the administration of the test.

V. Collection sites.

A. Collection sites for drug screening specimen collection will be established by the BSCO contractor. (Specific information related to the Chain of Custody form, (Protocol #1) laboratory analysis procedures, (Protocol #8) specimen collection procedures (Protocol #4) and blind sampling (Protocol#7) are all contained in Behavioral Service Centers of Oklahoma, Inc.'s Drug and Alcohol Testing Protocol Manual.) Drug testing of the specimen will be provided through an established and accredited laboratory that has completed certification to conduct drug testing by the U.S. Department of Health and Human Services (DHHS) and Substance Abuse and Mental Health Services Administration (SAMHSA). In this instance, the laboratory of record is Roche Biomedical Laboratories, P.O. Box 12652, 3308 Chapel Hill/Nelson Highway, Research Triangle Park, NC 27709 (Ph # 919-549- 8263). All random tests for Caney Valley Public Schools will be collected at Caney Valley Public schools. The local specimen collection site for Caney Valley Public Schools, for only the pre-employment, reasonable suspicion, or post-accident collections, is Plaza Medical Laboratories, 3614 S.E. Kentucky, Bartlesville, Ok 74006, (918) 333-1595; however, other sites are available as access is necessary.
B. Alcohol testing will be conducted by a certified Breath Alcohol Technician (BAT).
C. Strict chain-of-custody practices will be adhered to regarding urine specimen collection, transportation to the laboratory, during laboratory analysis, MRO review and reporting to the school district.
D. An applicant or employee will be required to sign the necessary drug/alcohol screening consent forms established by the company or authorized by the collection site agency. Refusal to sign required drug/alcohol screening consent forms will be considered refusal to submit to a drug/alcohol screening test as a condition of employment and will be considered the equivalent of receiving a confirmed "positive" result for employment.
E. All urine specimens collected will be split-samples.
F. An applicant or employee shall be informed of the drug/alcohol screening specimen collection location and time. The applicant or employee shall be responsible for reporting to the collection site, at the scheduled time, with a photo ID, and comply with the directions of the specimen collector.

1. An employee in a designated safety sensitive position who is requested to submit to a drug specimen collection shall be given time off with pay for that purpose.
2. Failure by an applicant or employee to report to the collection site at the scheduled time will be considered refusal to submit to a drug/alcohol screen as a condition of employment or continued employment, and will be considered the equivalent of receiving a confirmed "positive" result. The applicant or employee shall not be utilized in safety sensitive capacity until cleared by the MRO or SAP.

G. Negative drug testing report results will be reported, to BSCO, within 24 hours of specimen receipt at the laboratory. Positive drug testing results will be reported, to BSCO, with in 48 hours of receipt at the Laboratory (unless there is difficulty reaching the person being tested, by the MRO). All tests will be reported by BSCO to the Superintendent of Caney Valley Public Schools. In no instance will the test go unreported longer than 5 days from the time the specimen is received from the laboratory by BSCO.
H. Reports of breath alcohol tests will be reported immediately to the safety sensitive employee (SSE) and the employer.

VI. Confidentiality.

Confidentiality will be applied to every aspect of the anti- drug program.

A. After the MRO contacts the employee to discuss a positive confirmatory test result and a final decision is reached regarding the positive result, Superintendent of Caney Valley Public Schools shall serve as the sole point of contact with the Caney Valley Public Schools Employee Assistance and Drug/Alcohol Testing Program.
B. All drug and alcohol testing information will receive the highest level of respect in relation to confidentiality. Information regarding an individual's testing results or rehabilitation may be released only upon the written consent of the individual, except that such information must be released regardless of consent to the Administrator or the representative of a state agency upon request as part of an accident investigation. Statistical data related to testing and rehabilitation that is not name-specific and training records must be made available to the Administrator or the representative of a state agency upon request.
C. All records relating to drug and alcohol testing will be kept in a separate, locked file from other employee records.

VII. Notification of Testing.

A. Notification of the school district's drug and alcohol testing requirement shall be included in announcements or advertisements seeking applicants for all designated safety sensitive positions.(see Exhibit D)
B. An applicant or employee required to submit to a drug/alcohol screen will be advised of the following:

1. methods of drug/alcohol screening which will be used;
2. substances which may be identified;
3. consequences of a refusal to submit to a drug screening test or of a confirmed positive result, and;
4. reasonable efforts to maintain the confidentiality of results and any medical information which may be provided.

VIII. Training.

Employees who supervise employees or who have responsibility to administer the school district's drug and alcohol screening policies and procedures shall receive two additional hours of training, by the BSCO Coordinator, on behavior, physical symptoms and performance indicators of probable drug and alcohol use.
A. All subordinate-level employees will receive appropriate instruction regarding the Caney Valley Public Schools Drug and Alcohol Testing Policy and Employee Assistance Program (See Exhibit"C"). This shall amount to two hours of training on mandated requirements; the effects of alcohol and drugs; the process of testing; and the ramifications of a positive test.
IX. Testing Conditions.

The following conditions establish who may be screened and under what circumstances the drug and alcohol screening may occur:

A. Pre-Employment, Pre-Transfer: An individual offered employment and/or re-assigned to a safety sensitive position shall be required to take and pass a drug and alcohol screening test as a condition of employment or continued employment. (See Exhibit "D") (An exemption to this policy would be if the applicant/employee is participating in an appropriate DOT drug and alcohol testing program of another organization; has been involved in such a testing program within the previous 30 days; has been tested in the past 6 months or participating in the drug/alcohol testing program for the last 12 months. Written verification of drug and alcohol testing participation should be obtained for school district files.) Exhibit E addresses information which must be provided. (Protocol #9)

1. An applicant who receives a confirmed positive drug screen result or the equivalent shall have the offer of employment withdrawn and shall be subject to disqualification from application for company employment for a period of 2 years from the effective date of the disqualifying action.

B. Reasonable Suspicion: An employee in a safety sensitive position may be required to submit to a drug screening test by the Superintendent of Caney Valley Public Schools, based upon reasonable cause of drug use by the employee as reported by the employee's supervisor. All supervisory employees are required to notify Superintendent of Caney Valley Public Schools when reasonable suspicion is presumed. (Refer to Protocol #3)

1. Reasonable suspicion involves a judgment made regarding the employee's behavior, appearance, speech or body odor, or evidence found or reported and may be based on, among other circumstances, one of the following:

a. Direct observation of specific contemporaneous, articulable behaviors exhibited by the employee which may impair the employee's ability to perform his/her job or which may pose a threat to safety or health.
b. Physical on-the-job observation of drug and/or alcohol use by the employee.
c. Documented deterioration in the employee's job performance that is likely to be attributed to drug or alcohol use by the employee.
d. An on-the-job incident or occurrence where there is evidence to indicate the incident or occurrence was in whole or in part the result of the employee's actions or inactions and/or the employee exhibited behavior indicating illegal drug or alcohol use.

2. Supervisors have the right to ask a current employee in a designated safety sensitive position to submit to a drug/alcohol screening test under the circumstances of reasonable cause as a condition of employment in accordance with items VII and VIII of this policy. Refusal may be grounds for termination. In no instance of refusal for testing shall an individual be allowed to perform a safety sensitive function.
3. Any employee requested to provide a drug specimen under the auspices of reasonable suspicion will be transported to the collection site. All time away from work will be eligible for regular pay.
4. Under no circumstances will a SSE be allowed to perform a safety sensitive function if they have consumed alcohol within four hours of reporting for duty.
5. If an alcohol test is not administered within 2 hours of this determination, a record should be prepared stating the reasons for not administering the test. Attempts to test should cease at 8 hours and the individual should be removed from the safety sensitive function until they test less than .02 or 24 hours has passed. A written record should be made of the observation.

C. Random testing (Refer to Protocol #2)

1. At least 50% of the average number of safety sensitive positions will be tested on a random basis annually under the drug testing requirements.
2. Under the alcohol testing requirements at least 25% of the number of safety sensitive positions shall be tested on an annual basis.
3. Random selection will be made through a computerized program provided by the BSCO contractor, Behavioral Service Centers of Oklahoma, Inc.

a. By the 15th of each month Caney Valley Public Schools will make available to Behavioral Service Centers of Oklahoma, Inc. the names and SSN's of all employees to be covered in the random program for the next month.
b. The list of persons to be tested for the next month will be created through Behavioral Service Centers of Oklahoma, Inc.'s computerized random number program.
c. The name of the person identified to be tested will be relayed to the contact person of the employer by the afternoon prior to the test date. The Employee will be notified on the morning of the test to report to the collection site not more than 30 minutes plus travel time, prior to the scheduled test time in the case of a drug collection. In the case of an alcohol test, the individual shall be tested within minutes prior , during or 15 minutes after performing a safety sensitive function.

D. Post Accident:

1. The following parameters will require drug testing for each employee performing a safety sensitive function and whose performance either contributes to the accident, or cannot be completely discounted as a contributing factor to the accident as soon as possible and not later than 32 hours after an accident. Following are the times when drug testing must occur;

a. If the accident involved the loss of a human life.
b. If the driver received a citation under State or local law for a moving violation arising from the accident.

2. No driver required to take a post accident test shall use alcohol for 8 hours following an accident or until a breath alcohol test occurs.
3. The SSE who is subject to post accident testing, shall remain readily available for testing. Necessary medical attention may be secured. Failure to remain available can be interpreted as a positive test result.
4. Results of a breath test for the use of alcohol or a urine test for the use of controlled substances, conducted by Federal, State or local officials having independent authority for the test, shall be considered to meet the requirements of this section, provided such tests conform to applicable Federal, State or local requirements, and that the results are obtained by the employer.
5. Following an accident all reasonable steps to obtain a urine sample for an employee should be implemented after treating the injury first.

a. In the case of a conscious but hospitalized employee, the coordinator of Drug/Alcohol Testing at Caney Valley Public Schools should notify the hospital or medical facility of the need for a sample and, if necessary, refer to the DOT drug testing requirements (Title 49 CFR Part 40)
b. If an employee is injured or unconscious and unable to consent to the drug test, the medical facility should collect the sample, and retain it until the employee is able to consent. If the employee gives his consent, the sample should be sent to the laboratory for testing. If the employee refuses to be tested, the sample should be discarded and the incident will be treated as a refusal to test. The treating physician should determine if the employee is able to understand a request to provide a sample.
c. If an employee is conscious, able to understand a request for a sample, and able to urinate normally (in the opinion of a medical professional) and refuses to be tested, that employee's refusal to submit to a drug test will be considered equivalent to receiving a confirmed "positive" test result. That employees shall not be utilized in a safety sensitive capacity until cleared by the MRO/SAP and passes a drug test.

6. A breath alcohol test should also be administered in these same circumstances. An EBT test can occur up to 8 hours after the accident/incident and should be obtained as early as possible preferably within 2 hours of the accident.
7. Failure to obtain a breath alcohol test within 2 hours and a drug test within 32 hours will result in the employer preparing and maintaining on file a record stating the reasons for not promptly administering a test. Records will be submitted upon request to the Department of Transportation.

E. Any employee testing positive under the category of random selections, reasonable cause, post-accident will be immediately removed from performing safety sensitive work.
F. An employee in a designated safety sensitive position who is removed from the work site pending the results of drug screening test because the employee is deemed by their immediate supervisor and Superintendent of Caney Valley Public Schools to pose a threat to safety or health shall be granted leave with pay.

X. Medical Review Officer (MRO) (Reference Protocol #6)

A. The Medical Review Officer is an agent of Behavioral Service Centers of Oklahoma, Inc. The qualifications and functions of the MRO are contained in Behavioral Service Centers of Oklahoma, Inc.'s Protocol on MRO Responsibilities and Qualifications, which is available upon request from BSCO.
B. All drug test results, whether positive or negative, will be reviewed by the MRO of Behavioral Service Centers of Oklahoma, Inc., in accordance with 49 CFR Part 40.33. In this instance, the MRO will be Dr. Cuiffo, MD of Roche Biomedical Laboratories. The MRO can be reached at 73-01 Grand Ave., Maspeth, NY 11378. The phone number is (718) 457-5900.
C. In the event of a presumptive positive the MRO will contact the person who's specimen it was to determine what medications and or reason the test was returned positive. The MRO, based on his review of the information will make the final determination of confirmed positive or negative. It is only after the MRO review that Caney Valley Public Schools will notified of the outcome of the test.

XI. Consequences of a Positive Test:

A. An employee who receives a confirmed positive drug screen or alcohol result or the equivalent shall be terminated.
B. An employee who receives a confirmed positive drug or alcohol test shall be referred to a Substance Abuse Professional for appropriate assessment, education and treatment.
C. Caney Valley Public Schools will in no way be responsible for charges arising from any referral services. Employee shall be responsible for any amount not paid for by insurance. Employees should consult their insurance policy for extent of nervous, mental and substance abuse coverage.

XII. Tampering.

Any applicant for a school district position who intentionally tampers with a sample provided for drug screening, violates the chain-of-custody or identification procedures or falsifies test results shall have the conditional offer of employment withdrawn. Such actions will be grounds for disqualification for all positions in school district service. Any current employee who intentionally tampers with a sample provided for drug screening, violates chain-of-custody or identification procedures or falsifies a test result shall be subject to dismissal.
XIII. Drug Testing Appeals.

A. If an employee or applicant challenges the validity or accuracy of the confirmed positive result, they may appeal in writing to the MRO within 72 hours of the employee/applicant having been notified of the positive result. All positive urine samples will be kept at the laboratory for a period of one year , and at the employees request may be kept longer. The MRO and Drug Screening Coordinator should be notified of the appeal request so that arrangements for a second analysis process can be initiated on the split sample.
B. The employee will be responsible for any associated retest costs.
C. Requirements for retention of samples and retesting are specifically spelled out in Behavioral Service Centers of Oklahoma, Inc.'s Protocol for Drug Testing
D. The MRO will have discretion to authorize a retest by the original or a different laboratory on the split specimen, if it is determined that the technical standards established for test methods or chain- of-custody procedures were violated in deriving a confirmed positive result or has other appropriate cause to warrant a retest.

XIV. Record Keeping.

A. Record relating to drug/alcohol testing will be maintained as confidential, available only on a strict "need to know" basis. Records will not be kept in an employee's personnel file. Information regarding an individual's drug and alcohol testing results or rehabilitation may be released only upon written consent of the individual EXCEPT.

1. such information must be released regardless of consent to a government agency as part of an accident investigation:
2. such information may be disclosed regardless of consent in a lawsuit, grievance or other proceeding initiated by or on behalf of the individual and arising from a verified positive drug/alcohol test.

B. Records will maintained according to mandated requirements. Behavioral Service Centers of Oklahoma, Inc.'s Protocol #10 identifies the most current requirements.

XV. Policy Changes.

Any changes made by Caney Valley Public Schools to this policy will be conformance with stated regulations.

EXHIBITS
CANEY VALLEY PUBLIC SCHOOLS
(EXHIBIT A)
MANDATORY REFERRAL
AND
RELEASE OF INFORMATION
As an employee of Caney Valley Public Schools, I understand that I have been referred to the Caney Valley Public Schools' Employee Assistance Program (EAP). I understand that I must:
{} Contact the EAP counselor (SAP) within 48 hours of time designated below.
{} Provide a drug specimen within 24 hours.
{} Submit to a breath alcohol test.
A signed copy of this waiver will be presented to the drug/alcohol consortium as notification that I am a referral from Caney Valley Public Schools. This form will serve as notice that information may be released to the Superintendent of Caney Valley Public Schools. Only information regarding my notification of the EAP counselor or SAP, confirmation of a face-to-face assessment, confirmation of admittance, including date and estimated length of stay, to an appropriate treatment program, confirmation of attendance at all scheduled treatment appointments, successful completion of the treatment program or drug and/or alcohol test results may be released to Superintendent.
I understand that if I do not follow the directions checked above and provide confirmation of attendance and completion, that I may be subject to disciplinary action up to and including discharge of employment with Caney Valley Public Schools.
Likewise I understand that if I am required to submit to a drug and/or alcohol test and fail to do so that I may be subject to disciplinary action up to and including discharge of employment with Caney Valley Public Schools.

Name of Employee:____________________
Social Security Number:______________

__________________________________ ____
Signature of Applicant or Employee Date
____________________ ____
Reffering Supervisor Date
______________ ____
Superintendent Date
Time
(EXHIBIT B)
SAFETY SENSITIVE POSITIONS
CANEY VALLEY PUBLIC SCHOOLS
SAFETY SENSITIVE-The Board of Education of Caney Valley Public Schools has established the following factors in designating specific positions as safety sensitive. The number of safety sensitive positions may increase further as criteria are established by the Board of Education of Caney Valley Public Schools.

1. Drivers of commercial vehicles:

a. with a gross vehicle weight rating of 26,001 pounds or more or combination vehicles (weighing at least 26,001 pounds) or
b. designated to transport 16 or more passengers including the driver, or
c. transporting hazardous materials in amounts requiring placarding.

Additional safety sensitive positions may be identified as further criteria are established or new mandates are implemented. Any employee who occupies added safety sensitive positions would be notified in writing of the change.
CANEY VALLEY PUBLIC SCHOOLS
(EXHIBIT C)
(EMPLOYEE)
AFFIRMATION OF
DRUG AND ALCOHOL TESTING POLICY
As an employee in a safety sensitive position, I affirm that I have received, read and understand the Caney Valley Public Schools Drug and Alcohol Testing Policy, I am aware that I may be required to undergo a drug and /or alcohol screen based upon reasonable suspicion; that I will be informed prior to the drug/alcohol screen; and, that I may be referred to an education and treatment program depending on the results of the drug/alcohol screen. I agree to abide by all provisions of the anti-drug policy as a condition of my continued employment with the school district.
____________________________
EMPLOYEE NAME (PLEASE PRINT)
____________________________ ____
EMPLOYEE SIGNATURE DATE
____________________________ ____

CANEY VALLEY PUBLIC SCHOOLS DATE
REPRESENTATIVE

Article XXVIV

CANEY VALLEY PUBLIC SCHOOLS
(EXHIBIT D)
(APPLICANT)
AFFIRMATION OF
DRUG AND ALCOHOL TESTING POLICY
STATEMENT OF POLICY
Caney Valley Public Schools is committed to ensure a safe and drug and alcohol free workplace for all school district employees and the general public. As a public employer, the school district has a compelling interest in establishing reasonable condition of employment. Prohibiting employee drug/alcohol use is one such condition.
Caney Valley Public Schools is concerned with the well-being of its employees and the need to maintain employee productivity. The intent of the Caney Valley Public Schools' Drug and Alcohol Testing Program is to offer a helping hand to those who need it, while sending a clear message that any illegal drug or alcohol use is contradictory with public services and WILL NOT BE TOLERATED!
It is the policy of Caney Valley Public Schools that all applicants, for safety sensitive positions, who receive a conditional offer of employment submit to a drug and alcohol test to document they are drug and alcohol free. Refusal to comply with this requirement will be considered the equivalent of receiving a confirmed "positive" result for employment and disqualification purposes. Any applicant who receives a confirmed "positive" drug screen result will have the offer of employment withdrawn and will be subject to disqualification from other application for school district employment for a period of two years from the effective date of the disqualification action.
AFFIRMATION OF POLICY
As an applicant for a position, I affirm that I have read and understand the Caney Valley Public Schools' Free Workplace Statement of Policy noted above, and I am aware that any offer of employment is conditional upon my taking a drug and alcohol test and the results thereof. If hired into a position for Caney Valley Public Schools, I agree to abide by all provisions of the anti-drug policy as a condition of my continued employment with the school district.
_____________________________
APPLICANT NAME (PLEASE PRINT)
____________________________ ____
APPLICANT SIGNATURE DATE
____________________________ ____

CANEY VALLEY PUBLIC SCHOOLS DATE
REPRESENTATIVE

(EXHIBIT E)
CANEY VALLEY PUBLIC SCHOOLS
RELEASE OF INFORMATION
I hereby authorize ________________to release information related to my participation in the alcohol____and/or drug testing___program of said organization to ________________________.
_______________________________
Signature of Applicant
*******************************************************************
It has been brought to our attention that __________________has participated in the alcohol testing ____and/or drug testing ____ program. Under the auspices of 49 CFR 382, et.al., subpart C 382.301 (b) and © we are requesting the following information in order to establish our need to require this applicant to take an alcohol and/or drug test prior to employment.
Name and address (es) of the program (s)
DRUG TESTING PROGRAM ALCOHOL TESTING PROGRAM
___________________ ______________________
___________________ ______________________
___________________ ______________________
The driver did/did not participate in the alcohol testing program.
The driver did/did not participate in the drug testing program.
The alcohol program conforms to the testing requirements of 49CFR Part 40.
____ Yes ____ No.
The drug testing program conforms to the testing requirements of 49CFR Part 40.
____ Yes ____ No.
The driver is qualified under these rules and has not refused to be tested for alcohol or controlled substances.
____ Yes ____ No.
Date the driver was last tested for controlled substances:_________
Date the driver was last tested for alcohol:_____________
Please attach a copy of the results of any test taken within the previous six months and any violations of the prohibitions related to alcohol and controlled substance usage. (Total number of results attached ____. Total number of violations attached _____.)
_______________________________
Signature of Responsible Party
CANEY VALLLEY PUBLIC SCHOOLS
Reasonable Suspicion Report Form

(EXHIBIT F)
Employee's Name:__________________________
Department:__________ Social Security Number___________________
Date Behavior Observed:________________(Month/Day/Year)

Time Observed: From____am/pm to____am/pm
Location where employee was observed:_______________
Behavior Observed: (Check all items which apply)
Speech: Normal__Incoherent__Confused__Slurred__Whispering__
Silent__Loud__Rapid__Cursing__
Balance: Normal__Staggering__Swaying__Falling__
Eyes: Normal__Reddened(bloodshot)__Pupils Dilated__
Pupils Constricted__
Walking and Turning: Normal_____ Stumbling_____
Arms raised for Balance____Reaching for Support____
Lack of Coordination______
Awareness: Normal__Confused__Sleepy__Paranoid__
Comments of employee(please quote remarks, admissions, etc.) which are pertinent; such as swearing, cursing.
______________________________________________________________________________________________________________________________________
Other observed actions or behavior(i.e., ordors, vomiting, coughing, gagging, crying, etc.):__________________________________
___________________________________________________________________
___________________________________________________________________
___________________ ____________________
Supervisor Date
This report must be prepared every time an employee is suspected of drug or alcohol use by actions, appearance, or conduct while on duty. This form must be completed with 24 hours or before test results are released.
DEFINITIONS
FOR
CANEY VALLEY PUBLIC SCHOOLS
DRUG AND ALCOHOL TESTING POLICY
DEFINITIONS
CANEY VALLEY PUBLIC SCHOOLS
DRUG AND ALCOHOL TESTING POLICY
ACCIDENT-An incident reportable under 49CFR Part 382, and 391.
AIR BLANK-A reading by an EBT of ambient air containing no alcohol. (In EBT's using gas chromatography technology, a reading of the device's internal standard.)
ALCOHOL-The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.
ALCOHOL CONCENTRATION-Means the alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test under this part.
ALCOHOL USE-The consumtion of any beverage, mixture, or preparation, including any medication, containing alcohol.
APPLICANT-An individual offered employment in, or being promoted or transferred to a safety sensitive position.
AUTHORIZED SUBSTANCES-Include only (1) lawful over-the-counter drugs (excluding alcohol) in amounts as specifically directed by the manufacturer.
BREATH ALCOHOL TECHNICIAN (BAT)-An individual who instructs and assists individuals in the alcohol testing process and operates at EBT.
COLLECTION SITE AGENCY-A facility designated by BSCO as the collection site for drug screening samples (urine) and breath alcohol testing. For purposes of this policy, the collection site is not the testing laboratory.
CANEY VALLEY PUBLIC SCHOOLS PROPERTY-All areas in which Caney Valley Public Schools operates including actual premises, parking lots, owned or leased equipment, lockers, desks, work areas and buildings, storage facilities, etc.
DRUG-Any chemical substance that, when consumed, tends to produce a physical, mental or emotional change.
DRUG SCREENING-Procedure to eliminate negative urine specimens from further considerations.
DRUG TESTING-An analytical procedure which identifies the presence of a specific drug or metabolite and which uses a different chemical principle from that of the initial test to insure reliaability and accuracy. At this time gas chromatagraphy/mass spectrometry (GC/MS) is the accepted standard confirmation method for cocaine, marijuana, opiates, amphetamines and phencyclidine.
EVIDENTIAL BREATH TESTING DEVICE (EBT)-An EBT approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath and placed on NHTSA's "Conforming Products List of Evidential Breath Measurement Devices" (CPL).
EMPLOYEE ASSISTANCE PROGRAM (EAP)-A program to help employees, and often their families, recognize and overcome personal problems that are interfering with the employee's work performance. This is an extension of the performance appraisal process and is designed to reach performance problems that cannot be remedied by training, education, or other employee-controlled factors. Among the many personal problems an Employee Assistance Program may deal with are alcohol and drug abouse.
EMPLOYEE ASSISTANCE PROGRAM CONTRACTOR-Behavioral Service Centers of Oklahoma, Inc.-Oklahoma City, Oklahoma.
ILLEGAL DRUGS-Urine samples from applicants and employees will be screened in all cases to identify the following classes of substances:
THRESHOLD FOR
POSITIVE VERIFICATION
IMMUNOASSAY SCREEN
Marijuana/Metabolite 50 NG/ML
Cocaine Metabolite 300 MG/ML
Opiates 300 NG/ML
Phencyclidine (PCP) 25 NG/ML
Amphetamines/Methamphetamine 1000 NG/ML
When the initial screen is positive (has exceeded the extablished screening threshold) a second confirmation test gas chromatography/mass spectrometry (GC/MS will be completed. The thresholds for positive confirmation for GC/MS are as follows:
Marijuana/Metabolite 15 NG/ML
Cocaine Metabolite 150 NG/ML
Opiates 300 NG/ML
Phencyclidine 25 NG/ML
Amphetamine/Methamphetamine 500 NG/ML
IMPAIRED-Under the influence of an illegal or legal drug whereby the employee's senses (i.e. sight, hearing, balance, reaction, reflex) or judgement are affected.
LEGAL/PRESCRIBED (MEDICATION) DRUGS-Drugs an individual may be taking under the direction of a licensed physician to address a specific physical, emotional or mental condition.
MEDICAL REVIEW OFFICER (MRO)-A licensed physician wo reviews and interprets positive results of confirmatory tests and evaluates those results together with medical history or any other relevant biomedical information to confirm positive results. This person has knowledge of substance abuse and appropriate medical or forensic training.
(CONFIRMED) NEGATIVE RESULT-No detection of an illegal substance in the pure form of its metabolites at or above the threshold level by a drug screening test.
(CONFIRMED) POSITIVE RESULT-The detection of an illicit substance in the pure form of its metabolites at or above the specified threshold by two consecutive drug screening tests which employ different test methods and which was not determined by the appropriate medical, scientific, professional testing or forensic authority to have been caused by alternate medical explanations or scientifically insufficient data. All positive results are intensively reviewed by a Medical Review Officer(MRO).
REASONABLE SUSPICION-Involves a judgement made regarding the employee's behavior, appearance, speech or body odor, or evidence found or reported and may be based on, among other circumstances, one of the following:

1. Direct observation of specific, contemporaneous, articular behavior exhibited by the employee which may impair the employee's ability to perform his/her job or which may pose a threat to safety or health.
2. Physical on-the-job observation of drug and/or alcohol use by the employee.
3. Decumented deterioration in the employee's job performance that is likely to be attributed to drug or alcohol use by the employee.
4. An on-the-job incident or occurrence where there is evidence to indicate the incident or occurrence was in whole or in part the result of the employee's actions or inactions and/or the employee exhibited behavior indicating illegal drug or alcohol use.

SAFETY SENSITIVE-The Board of Education Caney Valley Public Schools has established the following factors in designating specific positions as safety sensitive. The number of safety sensitive positions may be increased as further criteria are established by the Board of Education of Caney Valley Public Schools.

1. Drivers of commercial vehicles:

a. with a gross vehicle weight rating of 26,001 pounds or more or combination vehicles (weighing at least 26,001 pounds) or
b. designated to transport 16 or more passengers including the driver, or
c. transporting hazardous materials in amounts requiring placarding.

SUBSTANCE ABUSE PROFESSIONAL (SAP)-A licensed physician (Medical Doctor or Doctor of Osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification commission) with knowledge of a clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders.
TESTING LABORATORY-A laboratory certified by the Department of Health and Human Services (DHHS) and the National Institute of Drug Abuse (NIDA) to perform drug testing of urine specimens obtained at the collection site.

Article XXVIII
UPDATE POLICY FEBRUARY 1, 1996--Page 262
Section P. Policy on Drug and Alcohol Free Environment

1. It is the policy of the Caney Valley Board of Education that the use of illicit drugs and the unlawful possession and use of alcohol is wrong and harmful and that all students of this district be make aware of the Board's intention to maintain a drug and alcohol free environment. See Policy (Article VI-Certified Personnel Regulations No.20.)

In order to maintain a healthy educational and working environment in the School District's schools, and to comply with the requirements of the Drug-Free Workplace Act of 1988, and the Drug-Free Schools and Communities Act Amendments of 1989, for purposes of receiving federal assistance, the Board of Education adopts the following policies and regulations:

A. Use, possession, dispensing, distribution, manufacture, or being under the influence of a controlled illicit substance and over-the- counter medications being used for an abusive purpose and mood altering substance, including anabolic steroids, alcoholic beverage, or non-intoxicating beverage (as defined by Oklahoma Law), low-point beer, in any of the School District's facilities, on School District property (including vehicles) or at a School district sponsored function by a School district student is prohibited. Violation of this prohibition shall result in disciplinary action, which may include long-term suspension and/or the completion of an appropriate rehabilitation program. In addition to suspension and/or other disciplinary action, students violating this prohibition are subject to referral for prosecution under applicable laws.
B. Various state and federal laws impose severe penalties for the use, possession, or sale of illicit drugs. The Federal Controlled Substances Act, 21 United States Code Annotated (U.S.C.A.), and the Comprehensive Drug Abuse and Control Act of 1970, 21 U.S.C.A., Section 848, provide federal sanctions and the Uniform Controlled Dangerous Substances Act, Oklahoma Statutes, Title 63, Section 2-101, and others, plus various criminal statutes, provide state sanctions.
C. Information about drug and alcohol counseling and rehabilitation and re-entry programs is available to students and parents through the school counselor's office.

2. Reporting Students under the Influence of or Possessing Non-Intoxicating Beverages, Low-point Beer, Alcoholic Beverages or Controlled Dangerous Substances

Definition - "Non-Intoxicating Beverage":

A non-intoxicating beverage is one that has no more than ½ of 1% alcohol by volume and no more than 3.2% alcohol by weight.
It shall be the policy of the Caney Valley Board of Education that any Teacher who has reasonable cause to suspect that a student may be under the influence of or said student has in his/her possession:

A. Non-Intoxicating Beverages;
B. Low-point Beer
C. Alcoholic Beverages; or a
D. Controlled Dangerous Substances;

as the above are now defined by state law, shall immediately notify the Principal or his/her designee of such suspicions. The Principal shall immediately investigate and if substantiated, notify the Superintendent of Schools and a parent or legal guardian of said student of the matter.
REFERENCE: O.S. Title 70, Section 24-138.
Any suspension and/or search of said student shall be subject to any applicable school policy, state law, or student handbook regulation.
Every administrator, teacher or counselor employed by the Caney Valley School district who has reasonable cause to suspect that a student is under the influence of or has in his/her possession non- intoxicating beverages, low-point beer, alcoholic beverages, or a controlled dangerous substance and who reports such information to the appropriate school official, court personnel community substance prevention and treatment personnel or any law enforcement agency shall be immune from all civil liability.
REFERENCE: O.S. Title 70, Sections 24-132.

Article XXIX
UPDATE POLICY FEEBRUARY 1, 1996--Page 161-Number 20-A
A. Use, possession, dispensing, distribution, manufacture, or being under the influence of a controlled substance, alcoholic beverage, non- intoxicating beverage (as defined by Oklahoma Law), or low-point beer in any of the School District's facilities, on School District property (including vehicles) or at a School District sponsored function or event by a School District employee is prohibited. Violation of this prohibition shall result in disciplinary action, which may include dismissal or non-renewal of employment. Violations which constitute criminal acts will be referred for prosecution.
UPDATE POLICY JULY 1,1996 -- Page 228

Article XXX---Section F. School Attendance.

1. Absences

One of the most important factors of success in school is regular attendance. Irregular attendance is one of the chief causes of failure and subsequent withdrawl from school. School policy allows a maximum of 12 absences per semester before a failing grade is recorded. It is the desire of the administration to encourage regular attendance and responsible behavior without placing unreasonable demands on parents. For this reason, we believe that the student must assume primary responsibility for following the attendance regulations.
2. Attendance

A child must be present a minimum of one hundred fifty-one (151) days to be considered for promotion to the next grade.

Article XXXI--UPDATE POLICY Sept. 2, 1996 -- Page 96

8) All payroll deductions must have written authorization signed by the employee. The school insurance representative provides a list of insurance/annuity companies for your use. No additional insurance companies will be added to the list unless five (5) or more employees make the request.

Article XXXII--UPDATE POLICY Sept. 2, 1996 -- Page 96

On page 96 of the Policy Manual #5 -- the life insurance company name has changed from Royal Mcabees Life Insurance Company to Trans-General Life Insurance Company.
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
GUN-FREE SCHOOLS
STUDENT SUSPENSION POLICY
It is the policy of the Caney Valley Public School District that any student who is determined to have brought a weapon to a school under the jurisdiction of the School District shall be suspended out of school for a period of not less than one year.
Any out-of school suspension imposed under this policy may be modified for any student on case-by-case basis by the chief administrative officer of the School District.
For the purposes of this policy, the following definitions shall control:

1. The term "weapon" means a firearm as such term is defined in Section 921 of Title 18 of the United States Code.
2. The term "chief administrative officer" means the superintendent of schools or the board of education of the District.
3. The term "determined to have brought a weapon to a school under the jurisdiction of the School District" means any student being in possession or control of a weapon on property owned, leased or rented by the School District, including, but not limited to, school buildings parking lots and motor vehicles and any student who is in possession or control of a weapon at any School District sponsored function regardless of whether such function is conducted on School District property.

Enforcement of this policy shall be consistent with state and federal laws dealing with discipline of students with disabilities.
It is the policy of this School District to refer to the appropriate criminal justice or juvenile delinquency system any student who violates this policy.
Any out-of-school suspension initiated pursuant to this policy shall be subject to the procedural safeguards set forth in the School District's policy for the out-of-school suspension of students.
The School may provide education services through an alternative school setting, home-based instruction, or other appropriate setting. For an out-of-school suspension the principal or other appropriate school personnel shall prepare an Individualized Plan for Out-of-School Suspension which shall provide education to and monitoring of the student in accordance with Okla. Stat. tit. 70. Sec. 24-101. The plan shall be complied with by the student's parents or legal guardian.
To the extent that this policy is inconsistent with any other policy of this School District, then this policy shall control.
This policy is adopted this 9th day of September. 1996, and is effective immediately with its adoption.

Article XXXIII
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
POLICY ESTABLISHING SAFE SCHOOL COMMITTEES
Due to the growing concern of safety and the ever constant threat of violence in the public schools, the Oklahoma Legislature has enacted certain statutory mandates to assist in combating this rising problem. This policy will implement the legislative mandate for the establishment and operation of safe school committees in this School District as follows:

1. No later than October 1, 1996, and each school year thereafter, the principal at each school site within this District where students are regularly present during the school day shall establish a Safe School committee for the principal's school site to be composed of at least six members, with an equal number of teachers parents and students. All members of each Safe School Committee shall serve until the following June 30 unless earlier removed from the Committee by the principal for any reason. The principal who appoints the Safe School Committee members shall advise the superintendent of schools, in writing, of the names, addresses and phone numbers of the committee members. In case of a resignation, death or removal of any committee member, the principal shall immediately appoint a successor committee member so as to maintain the composition of the committee as set forth above. Committee members are eligible to serve consecutive terms.
2. Each Safe School Committee shall study and make recommendations, in writing, to the school principal regarding: unsafe conditions, possible strategies for students to avoid harm at school, student victimization, crime prevention, school violence, and other issues which prohibit the maintenance of a safe school.
3. Each Safe School Committee shall meet at least once each semester. Each Safe School Committee shall appoint its committee chairperson who shall maintain written minutes of each meeting. The committee chairperson will be responsible for notifying all committee members of meetings, preparing agendas for each meeting, and posting such agendas in the principal's office for a reasonable period prior to the date and time of each meeting. All agendas, minutes and other documents related to each Safe School Committee shall be retained by the principal of each respective school site.
4. Prior to the last day of school of each school year, each Safe School Committee shall make a written report to the school principal. The school principal shall transmit a copy of the report to the superintendent of schools. The superintendent of schools shall maintain the reports in the records of the School District and shall transmit a copy of each Safe School Committee report to each School District Board Member.

ARTICLE XXXIV
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
WORKER'S COMPENSATION POLICY
The School District provides benefits established under the Oklahoma Workers' Compensation Act ("Act") to all School District employees who are injured in on-the-job accidents.
All regular employees who are injured in on-the-job accidents shall receive statutory benefits including medical expenses, temporary compensation and benefits for permanent disability or death as required by the Act.
Accrued and unused personal leave and sick leave benefits shall be paid as allowed by law to the injured employee in addition to workers' compensation benefits for temporary disability if the injured employee should elect. Attached to this procedure is an appropriate election form which every injured employee will be given as soon as possible after an on-the job injury. No supplemental payment shall be made until such time as the employee returns the election form to the School District. If the election for supplemental pay is made sick leave shall be used and exhausted before personal leave unless different instructions are directed by the employee, in writing, to the District.

Workers' Compensation/Sick Leave Election Form
The following form shall be used to implement the Workers' Compensation Policy
I suffered an on-the-job injury on __________, 19__, while working for the School District. As a result of the injury, I am entitled to receive temporary disability compensation according to the Workers' Compensation laws of Oklahoma. I understand that I am entitled to receive such compensation until I am released by a physician to return to work. I have accumulated certain sick leave/personal leave benefits, because of my employment, which are available to me when I am unable to work because of illness or injury.
PLACE AN "X" IN THE APPROPRIATE ELECTION BLANK
1. ___ I would prefer to have:
Sick Leave Compensation/Personal Leave Supplementation - Number of days _______
I understand that by choosing to be paid my accumulated sick leave/personal leave in addition to the temporary disability provided by law I will be paid my sick leave/personal leave on a prorated basis to the extent that I will receive my full wages until I return to work or the number or sick leave/personal leave days I have are exhausted.
I understand that after the number of specified sick leave/personal leave days are exhausted, I will receive temporary disability compensation until I am released by a doctor to return to work.
I understand that my accrued sick leave/personal leave benefits will be decreased on a prorated basis by those days I use as a result of making this election.
OR
2. ___ I would prefer to have:
Workers' Compensation: Workers' Compensation Temporary Benefits
Under the Workers' Compensation Act, temporary benefits begin the fourth day off work due to an on-the-job injury. The first three days are considered a waiting period during which time temporary benefits are not paid, but I request that I be paid my accrued but unused sick leave/personal leave to cover these three days. I understand that by making this election, I will not be paid any sick leave/personal leave benefits beyond the first three days of the waiting period.
OR

3. ___ I would prefer to not use any of my sick leave/personal leave benefits while I am off work due to my on-the-job injury

Name_________________________________ Social Security #____________

Last First Middle
Address____________________________________________________________
Number & Street City State Zip Code
Job Title_______________________School or Department_______________
Dated this ____day of _______________, 19___.

_______________________________
Employee
Witness: _______________________________
School District Representative

Article XXXV
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
STUDENT RESIDENCY POLICY
The Caney Valley School District is established for the purpose of serving the educational interests of resident students.
I. Definitions

1. Residency. As used in this policy, the terms "residence," "residency" and "legal residence" shall mean the student's present place of abode, provided that it is a place where important family activities (such as sleeping, eating, working, relaxing, and playing) take place during a significant part of each day. Mere presence alone is not sufficient to establish residency. Documentary evidence that may be submitted to establish residency is identified in paragraphs III.1. and III.3. below.
2. Relative with in the Fourth Degree. As used in this policy, the phrase "a relative within the fourth degree" means a blood relative in a direct line of ascension (parent, grandparent, etc.) who is within four generations of the child, or a blood relative in collateral line of ascension (uncle, aunt, cousin, etc.), who is within four generations of the child, counting both the number of generations up from the child to a common ancestor and the number of generations down from the common ancestor to the relative. The following blood relations are with the fourth degree: parent, grandparent great grandparent, great great grandparent, uncle, aunt, great uncle, great aunt, niece, nephew, grand niece, grand nephew, brother, sister, and first cousin. Relatives as a result of affinity (marriage) are not considered to be a relative within the fourth degree.
3. Person having legal custody. As used in this policy, the phrase "person having legal custody" means a person who is legally responsible for the care of the child pursuant to the order of a court or governmental agency responsible for making custody determinations and/or placements.
4. Permanent care and custody. As used in this policy, the phrase "permanent care and custody' means a person who has assumed the care and custody of the child on a continuous and ongoing basis with the intent not to relinquish such care and custody until the child reaches the age of majority.

II. Policy Statement

1. State law provides that a child's residence for school purposes is the school district in which the (1) parent, (2) guardian, (3) person having legal custody, or (4) person who is a relative within the fourth degree of the child and who has assumed the permanent care and custody of the child holds legal residence.
2. State law also grants school districts the discretion to permit a child to establish residency by residing with an adult who is a legal resident of the school district and does not fit into any of the four categories listed in paragraph II.1. above if such adult has assumed permanent care and custody of the child.
3. The Board of Education of the Caney Valley School District has determined that it is in the best interests of the School District not to allow a child to establish residency in the School District by residing with an adult who is a legal resident of the School District and has assumed permanent care and custody of the child but does not fit into any of the four categories listed in paragraph II.1. above.

III. Procedure for Resolving Residency Disputes

1. The School District recognizes that there may be occasions when there is a dispute regarding residency. Upon enrollment in the school system the School District will verify that the student is a resident of the School District or is otherwise entitled to attend school in the School District for any reason authorized by law. As a part of this verification process the School District will obtain an address from each student or the student's parent, guardian, or person having the care and custody of the child. In providing an address to the School District that is within the School District's boundaries the student and student's parent, guardian, or person having the care and custody of the child represent that this address is the student's residence. The School District may also require, in order to verify residency, certified copies of court orders, guardianship documents, written agreements and affidavits relating to the care, custody and control of the student and any other information deemed relevant by the School District.
2. If at any time an administrator of the School District has a reasonable belief that the reported residence may not be the residence of the child for purposes of school attendance, the administrator shall notify the student's parent, guardian, or person having the care and custody of the child that there is a question regarding the legal residency of the student. The student's parent, guardian, or person having the care and custody of the child shall be given an opportunity to submit information regarding the student's residency to the School District's Residency Officer. All notices required by this policy shall be in writing. Additionally , reasonable alternative arrangements for documenting communications will be made for those persons who are visually impaired or otherwise unable to communicate in writing.
3. Information or documentation to prove student residency in the School District shall include but not be limited to proof of provisions of utilities, payments of ad valorem taxes, local agreements or contracts for purchasing/leasing housing, driver's licenses, income tax returns, notes, mortgages, contracts and any other source of proof which is not in conflict with statutory provisions relating to the residence of students.
4. Any question or dispute as to the residence of a student shall be determined by the Residency Officer and the School District's Board of Education pursuant to the following procedures:

A. The student's parent, guardian, or person having the care and custody of the child must notify the Residency Officer in writing of the review request within three(3) school days from the date of written denial of admittance or from the date of written notification that the student is considered not to be a resident of the School District. Upon receipt of a request for review, the Residency Officer shall allow the parent, guardian or person having care and custody to provide additional pertinent information in accordance with the School District's criteria and the statutory provisions regarding residency. This information must be submitted with the request for review.
B. The residency officer must render a decision and notify the student's parent, guardian, or person having the care and custody of the child of the decision and reasoning therefor in writing within three (3) school days of the receipt of the request for review.
C. In the event the student's parent, guardian, or person having the care and custody of the child disagrees with the Residency Officer's decision, such person shall notify the Residency Officer in writing within three (3) school days of his or her receipt of the Residency Officer's decision. The Residency Officer will submit his/her findings and all documents reviewed to the Board of Education. The Board of Education of the District will review the decision and the documents submitted on behalf of the School District and the student and will render a decision at the next board meeting. The decision of the Board of Education shall be the final administrative decision.
D. In an effort to place students in school as quickly as possible, timelines shall be followed unless due to emergency circumstances both parties agree to an extension of timelines.

IV. Miscellaneous Policy Provisions

1. Hearings involving more than one student where students are related or residing in the same household may, at the discretion of the Residency Officer and the Board of Education, be consolidated.
2. In the event the residency dispute involves an 18-year old student all notices will be delivered to the student because at 18 the student ceases to be a minor.
3. If already enrolled and attending school in the School District, a student or students involved in a dispute related to the student's residency may remain in school until available appeals are exhausted when the student or the student's parent, guardian, or person having the care and custody of the child has filed an appeal in the manner and within the time permitted by this policy.
4. The Residency Officer shall be in charge of maintaining the files related to a residency dispute, ensuring that the principals or others directly involved in such a dispute forward their records of the dispute following their involvement, and otherwise keeping all communications involving the dispute intact.
5. The Residency Officer of the School District is _____________________.
6. The Board of Education understands that there may be some instances where residency may be established on a date other than the date the student was enrolled in the School District. For any period during which a student is enrolled in the School District, but is not a resident of the School District, the School District may charge tuition if it is established that the student's parent, guardian, or person having the care and custody of the child knew or should have known that the child or children who are the subject of the residency dispute were not residents of the School District. The tuition shall be based on a per capita cost of educating a student in the School District during the preceding year. This issue may be raised along with other issues related to the residency dispute and shall be heard in the same manner.
7. The School District shall provide for educational services for homeless children to the extent required by Public Law 100-77, Title VII, Subsection B.
8. The School District reserves the right to require reverification of student residency at the beginning of each school term.
9. A copy of this policy shall be given to the student' parent, guardian, or person having the care and custody of the child as soon as possible following the inception of any residency dispute.

AFFIDAVIT OF RELATIVE WHO HAS
ASSUMED PERMANENT CARE AND CUSTODY OF STUDENT
STATE OF OKLAHOMA )
) ss.
COUNTY OF Washington )
I,_____________________________, being of lawful age and after being duly sworn upon oath, sate as follows:

1. I presently reside at __________________________________

__________________________________________________________________,
which is within the geographical boundaries of Independent School District 18 of Washington County, Oklahoma, also known as Caney Valley Public School District.

2. I am a relative within the fourth degree of ___________, a minor. I understand that "a relative within the fourth degree" means a blood relative in a direct line of ascension (parent, grandparent, etc.) who is within four generations of the child, or a blood relative in a collateral line of ascension (uncle, aunt, cousin, etc.), who is within four generations of the child, counting both the number of generations up from the child to a common ancestor and the number of generations down from the common ancestor to the relative. The following blood relations are within the fourth degree: parent, grandparent, great-grandparent, great-great-grandparent, uncle, aunt, great-uncle, great-aunt, niece, nephew, grandniece, grandnephew, brother, sister, and first cousin. Relatives as a result of affinity (marriage) are not considered to be a relative within the fourth degree.
3. I have assumed permanent care and custody of the above-named minor, and I desire to enroll him/her at the Caney Valley School District. I understand that "permanent care and custody" means that I have assumed responsibility for the care and custody of the above-named minor on a continuous and ongoing basis, and I do not intend to relinquish such care and custody until the above-named minor reaches the age of majority.
4. The reason(s) that I have assumed the permanent care and custody of the above-named minor are as follows: [state in detail]

______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________

5. I understand that the statements made in this affidavit are made under oath and that knowingly filing a false affidavit of residency is a misdemeanor punishable by imprisonment in the county jail for not more than one (1) year or a fine of not more than $500 or both.
6. I understand that I will be the only person with whom the School district will have contact with regard to the above-named minor in connection with academic, disciplinary, health, emergency, medication, testing, permission slips and all other matter in which the student is involved with this School District.

_____________________________
[signature]
Subscribed and sworn to before me, a Notary Public, this ____ day of _____________, 199__.
_____________________________
Notary Public
My Commission Expires:
___________________________
(SEAL)

Article XXXVI
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
POLICY ON STUDENT BEHAVIOR
The Board of Education of the Caney Valley School District adopts the following policy and procedures dealing with student behavior:
General Expectations
The Board of Education recognizes that students do not surrender any rights of citizenship while in attendance at Caney Valley Schools. The school is a community with rules and regulations. Those who enjoy the rights and privileges it provides must also accept the responsibilities that inclusion demands, including respect for and obedience to school rules.
Discipline Code
The following behaviors at school, while on school vehicles or going to or from or attending school events will result in disciplinary action, which may include in-school placement options or out-of-school suspension:

1. Arson
2. Cheating
3. Conduct that threatens or jeopardizes the safety of others
4. Cutting class or sleeping, eating or refusing to work in class
5. Disruption of the educational process or operation of the school
6. Extortion
7. Failure to attend assigned detention, alternative school or other disciplinary assignment without approval
8. Failure to comply with state immunization records
9. False reports or false calls
10. Fighting
11. Forgery
12. Gambling
13. Hazing (initiations) in connection with any school activity
14. Immorality
15. Inappropriate behavior or gestures
16. Inappropriate public behavior
17. Indecent exposure
18. Obscene language
19. Physical or verbal abuse
20. Plagiarism
21. Possession of a caustic substance
22. Possession of obscene materials
23. Possession, threat or use of a dangerous weapon and related instrumentalities (i.e., bullets, shells, gun powder, pellets, etc.)
24. Possession, use, distribution, sale, conspiracy to sell or possess or being in the chain of sale or distribution, or being under the influence of alcoholic beverages, low-point beer (as defined by Oklahoma law, i.e., 3.2 beer) and/or controlled substances
25. Profanity
26. Sexual or other harassment of individuals including, but not limited to, students, school employees, volunteers
27. Theft
28. Threatening behavior (whether involving written, verbal or physical actions)
29. Truancy
30. Unacceptable attire (shirts or pants with profane, vulgar or repulsive words or pictures, shirts or pants dealing with beer, alcohol or tobacco, tank tops, halter tops, half shirts, shorts that do not meet guidelines in student handbook, see-through garments or split skirts which do not touch the top of the knee)
31. Use or possession of tobacco in any form
32. Using racial, ethnic or sexual epithets
33. Vandalism
34. Violation of the Board of Education policies, rules or regulations or violation of school rules and regulations
35. Vulgarity
36. Willful damage to school property
37. Willful disobedience of a directive of any school official
38. Conduct occurring outside of the normal school day or off school property that has a direct and immediate negative effect on the discipline or educational process or effectiveness of the school

SAMPLE DISCIPLINARY OPTIONS
Detention
Detention is a correctional measure used when it is deemed appropriate. Students are to report to the appropriate teacher/principal at the specified time with class work to be studied. Detention may be assigned on a week-day or on a Saturday, as deemed appropriate.
Alternative In-School Placement
Alternative in-school placement is an optional correctional measure that may be used by the school when deemed appropriate. It involves assignment to a school site, designated by the school, for a prescribed course of education as determined by school representatives.
Corporal Punishment
Corporal punishment is administered to Students according to the following policy:

1. Corporal punishment is a form of discipline when the infraction by the student is considered serious or is a repeated infraction of school rules.
2. Corporal punishment will be administered by a certified staff member in an office or designated area and in the presence of another certified person. Punishment must be applied to the buttocks only. The witness should be informed of the infraction in the presence of the student.
3. A written report shall be made for each student receiving corporal punishment. The report will describe the offense and the disciplinary action taken. The report is to be signed by the staff member involved and the witness.

Article XXXVII

STUDENT SUSPENSION
The judicial extension of Fourteenth Amendment protection to students in the public school emphasizes the need for school administrators to protect the procedural due process rights of students in discipline cases. The policy of the School District must be consistent with the due process rights of students and must provide proper machinery for fair and consistent treatment of students. The term "out-of-school suspension" refers to removal out of school for a period not to exceed one calendar year for offenses involving firearms and the remainder of a current semester and the succeeding semester for all other offenses. ALTERNATIVE IN-SCHOOL PLACEMENT, DETENTION, AND SIMILAR DISCIPLINARY OPTIONS OR CORRECTIONAL MEASURES ARE NOT CONSIDERED BY LAW TO BE OUT-OF-SCHOOL SUSPENSION AND DO NOT REQUIRE OR INVOLVE THE DUE PROCESS PROCEDURES SET FORTH HEREIN.
Reference to "parent" in this section of the policy refers to a student's parent or legal guardian.
Reference to "principal" means the school principal or the school staff member to whom the principal has delegated the responsibility for student discipline.
Principal's Obligation
Before a principal recommends out-of-school suspension, the principal shall consider alternative in-school placements including, but not limited to: placement in an alternative school setting, reassignment to another classroom, placement in in-school detention, or other available disciplinary or correctional options. These shall not be considered as out-of-school suspension but shall be considered as disciplinary or correctional actions that may be used, as warranted, as an alternative to out-of-school suspension. STUDENTS IDENTIFIED AS DISABLED UNDER THE INDIVIDUALS WITH DISABILITIES EDUCATION ACT OR SECTION 504 OF THE REHABILITATION ACT OF 1973 AND WHO ARE SUSPENDED OUT-OF-SCHOOL OR RECEIVE DISCIPLINARY REMOVAL FROM THE CLASSROOM BEYOND TEN (10) SCHOOL DAYS, REQUIRE ADDITIONAL PROCEDURAL CONSIDERATIONS.
Pre-Out-of-School Suspension Conferences:

1. When a student violates board policy or a school rule or regulation or has been adjudicated as a delinquent for an offense that is not a violent offense (as set out in Okla. Stat. tit. 70. Sec. 24-101 (Supp. 1996), the principal will conduct an informal conference with the student.
2. At the conference with the student the principal will read the policy, rule or regulation which the student is charged with having violated and will discuss the conduct of the student which is a violation of the policy, rule or regulation.
3. The student will be asked whether he/she understands the policy, rule or regulation and be given a full opportunity to explain and discuss his/her conduct.
4. If it is concluded that an out-of-school suspension is appropriate, the student will be advised that he/she is being suspended and the length of the out-of-school suspension.
5. The principal will immediately notify the parent by phone and in writing that the student is being suspended out of school and that alternative in-school placement or other available option have been considered and rejected. The written notice should state what alternative in-school placement or other available options have been considered and why they were rejected. Elementary and middle school students will not be dismissed before the end of the school day without advance notice to the parent.

Immediate Out-of-School Suspension Without a Pre-Out-of School Suspension Conference:

1. A student may be suspended out-of-school without the above pre-out-of-school suspension conference with the student only in situations where the conduct of the student reasonably indicates to the principal that the continued presence of the student in the building will constitute an immediate danger to the health or safety of the students, or school employees, or to school property, or a continued substantial disruption of the educational process.
2. In such cases, an out-of-school suspension conference with the student and the parent or guardian will be scheduled as soon as possible after the student has been removed from the building.

Conferences With Parents:

1. The principal will seek to hold a conference with the parent or guardian as soon as possible after the out-of-school suspension has been imposed. The parent should be advised of his/her right to a conference with the principal at the time he/she is notified that an out-of-school suspension has been imposed. The conference will be held during the regular school hours, Monday through Friday, with consideration given to the hours of working parents whenever possible.
2. At the conference, the principal will read the policy, rule or regulation which the student is charged with having violated and will briefly outline the conduct or behavior on the part of the student. The principal will also explain the basis for an out-of-school suspension rather than the use of alternative options. The parent should be asked by the principal if he/she understands the rule and the charges against the student.
3. At the conclusion of the conference the principal will state whether he/she will terminate or modify the out-of-school suspension. In all cases the parent will be advised of his/her right to have the out-of-school suspension reviewed by the Superintendent of Schools, the Board of Education [or the Out-of-school Suspension Committee] as provided by this policy. If the parent is in agreement with the principal's decision, he/she will be requested to sign waiver of review by the Superintendent of Schools and the Board.

Out-of-School Suspension Requirements:

1. An out-of-school suspension shall be long-term or short-term. A long-term out-of-school suspension shall be an out-of-school suspension in excess of ten (10) school days. A short-term out-of-school suspension shall be a period of ten (10) or fewer school days.
2. In no event should an out-of-school suspension extend beyond the current school semester and succeeding semester, except in the case of possession of a firearm in which case an out-of-school suspension for up to one calendar year is appropriate. Out-of-school suspensions involving firearms are governed by the School District's Gun-Free School Policy. Out-of-school suspensions should have a definite commencement and ending date; indefinite out-of-school suspensions are not permitted. It is recommended that out-of-school suspensions beyond ten (10) days be imposed only in serious situations.
3. Out-of-school suspensions should be consistent; that is, one student should not be suspended out of school for a few days and another student suspended out of school for an extended period for the same or similar offense. However, the principal may take previous conduct and previous disciplinary actions and out-of-school suspensions of the student into consideration.
4. Out-of-school suspensions until the student performs some remedial act are not permitted; however, the student may be advised that an out-of-school suspension of definite length will be terminated at an earlier date if he/she perform some remedial act.
5. Out-of-school suspensions shall include an Individualized Plan for Out-of-School Suspension which shall describe either a home-based school work assignment setting or other appropriate work assignment setting. The plan shall be prepared by the principal with the assistance of other school employees as warranted by the circumstances of the out-of-school suspension. The plan shall be available to the parents of the student suspended out of school and shall be complied with by the parent.

Records and Reports:
The principal will keep written records of each out-of-school suspension conference containing the date of the conference, the names of the persons present, the time duration of the conference, and the basis for rejection of alternative disciplinary options.
LONG-TERM OUT-OF-SCHOOL SUSPENSIONS
OUT-OF-SCHOOL SUSPENSIONS
IN EXCESS OF TEN (10) SCHOOL DAYS
Right of Appeal:
A parent or the student may appeal the out-of-school suspension decision of the principal to the Superintendent of Schools and the Board of Education.
Method of Appeal to the Superintendent of Schools or His/Her Designee:

1. An appeal can be presented by letter to the Superintendent of Schools.
2. If no appeal is received within five (5) calendar days after the principal's decision is received by the parent or student, the principal's out-of-school suspension decision will be final.
3. The Superintendent of Schools or his/her designee should hold a conference with the parent or guardian as soon as possible after receipt of the appeal. The conference will be held during the regular school hours, Monday through Friday, with consideration given to the hours of working parents whenever possible.
4. At the conference, the Superintendent of Schools or his/her designee will read the policy, rule or regulation which the student is charged with having violated and will briefly outline the conduct on the part of the student. The parent should be asked by the Superintendent of Schools or his/her designee if he/she understands the rule and the charges against the students.
5. At the conclusion of the conference the Superintendent of Schools or his/her designee will state whether he/she will terminate or modify the out-of-school suspension. In all cases the parent will be advised of his/her right to have the out-of-school suspension reviewed by the Board of Education. If the parent is in agreement with the decision of the Superintendent of Schools or his/her designee, he/she will be requested to sign a waiver of review by the Board.

Method of Appeal to the Board of Education:

1. An appeal can be requested by letter to the Superintendent of Schools or to the Clerk of the Board of Education.
2. If no appeal is received within five (5) day after the decision of the Superintendent of Schools or his/her designee is received by the parent or student, the decision of the Superintendent or his/her designee will be final.

Hearing the Appeal:

1. The Board will hear the appeal as soon as possible. The Board's decision is final and nonappealable.
2. The parent and student will be notified in writing of the date, time and place of the hearing.
3. The parent and student will have the right to an "open" or "closed" hearing, at their option.
4. Reasonable efforts will be made to accommodate the work schedule of parents.

Procedure for Student Out-of-School Suspension Appeal Hearing Before the Board of Education:

1. The Board President should:

a. Announce that the next agenda item is an out-of-school suspension review hearing for the student stating her/his name.
b. Ask whether the parents/child wish the hearing to be open to the public or in executive session. The offer of an open hearing and their response is to be made a part of the minutes of the meeting. If parents/child request a closed hearing, a motion to go into executive session per their request should be made and voted on.

2. The Board President should advise the parents/child:

a. That they are entitled to legal counsel, if they desire it.
b. That the administration will present its witnesses first and that after each witness the parents or their legal counsel will be given an opportunity to cross-examine.
c. That the parents/child will be given an opportunity to call any witnesses and present any evidence they may wish, subject to cross-examination by legal counsel for the administration.
d. That the Board will consider the evidence and documents and reach a decision which will be recorded by vote in open session.
e. That the parents/child may ask any questions about the procedure.

3. Following presentation of 1 and 2 above, all administration witnesses and documents should be presented subject to cross-examination.
4. Parent/child may call any witnesses and present any documents subject to cross-examination.

5, After each witness is presented School Board members may ask the witness any questions.
6. Parents'/child's closing statement.
7. Administration's closing statement.
8. Deliberate in private. (If the hearing is not in executive session, the may deliberate in executive session only with permission of the parents or student.)
9. Return to open session and vote. [After adopting a motion making certain findings of fact the Board must make a motion to: (1) affirm the out-of-school suspension); (2) modify the out-of-school suspension (increase or decrease severity of the out-of-school suspension); or (3) revoke the out-of-school suspension.]

Attendance at School Pending Appeal Hearing:
Pending the appeal hearing of an out-of-school suspension to the Board, the student will have the right to attend school under such "in-house" restrictions as the principal deems proper, except that in the discretion of the principal, the student may be prohibited from attending school pending any appeal hearing if in the judgment of the principal:
a. the conduct for which the student was suspended out of school reasonably indicates that continued attendance by the student pending any appeal hearing would be dangerous to other students, staff members or school property; or
b. the conduct for which the student was suspended out of school reasonably indicates that the continued presence of the student at the school pending any appeal hearing would substantially interfere with the educational process at the school.

SHORT-TERM OUT-OF-SCHOOL SUSPENSIONS
OUT-OF-SCHOOL SUSPENSIONS
OF TEN (10) OR FEWER SCHOOL DAYS
The Board of Education recognizes that student out-of-school suspensions of ten (10) or fewer school days (referred to as "short-term out-of-school suspensions") involve less stigma and require less formal due process procedures than are required for out-of-school suspensions of greater than ten (10) school days (referred to as "long-term out-of-school suspensions"). Appellate rights in such instances are satisfied in an effective and expedient manner by giving the student the right to appeal the out-of-school suspension decision to a committee composed of administrators and/or teachers.
Right of Appeal:
A student who has been suspended out of school for a period of ten (10) or fewer school days is entitled to all pre-appeal rights presently accorded by School District policy to students who have been suspended out of school for periods of greater than ten (10) schools days. A student who has been given a short-term out-of-school suspension and that student's parent have a right to appeal an out-of-school suspension decision to a committee composed of administrators and/or teachers. A student with a short-term out-of-school suspension and his/her parent shall be informed by the principal of this right and the method of submitting an appeal.
Method of Appeal to a Committee:

1. An appeal to a committee can be requested by letter to the [school principal or Superintendent of Schools], which must be received within five (5) days after the principal's out-of-school suspension decision is received by the student, or his/her parent. The out-of-school suspension decision will become final and nonappealable if a request is not timely submitted.
2. Upon receipt of the request, the [school principal or Superintendent of Schools] shall confirm that the student's out-of-school suspension falls within the category of out-of-school suspensions to which an appeal to the committee is authorized. If the [school principal or Superintendent] determines that the period of out-of-school suspension is greater than ten (10) school days, or if for any reason, the short-term out-of-school suspension is extended beyond ten (10) school days prior to the committee hearing, the procedures applicable to long-term out-of-school suspensions must be followed and the student must be given the opportunity to appeal any adverse decision to the Board of Education.

Hearing the Appeal:

1. The [school principal or Superintendent of Schools] shall appoint a review committee consisting of not less than three School District employees who shall be certified administrators and/or teachers, and shall designate a chairperson for the committee. No administrator or teacher is eligible to serve on the committee who was a witness to the student's conduct, nor is any teacher eligible to serve who has the student in his/her class for the current school term.
2. The [school principal or Superintendent of Schools] shall schedule the committee hearing as soon as possible during regular school hours, Monday through Friday. Reasonable consideration will be given to accommodate the work schedules of the parent or guardian whenever possible The student and his/her parent or guardian will be notified in writing of the date, time and place of the hearing. The principal who issued the out-of-school suspension decision shall attend the committee hearing. Either party choosing to have legal counsel at the committee hearing shall give the other party twenty-four (24) hours advance notice of that decision. The failure to give such notice will preclude the party's right to have counsel attend the hearing.
3. The committee will conduct a full investigation of the student's out-of-school suspension in an informal manner. The principal will briefly outline the student's conduct, read the policy, rule or regulation which the student's conduct violated, and present any evidence and witnesses that support the principal's decision to suspend the student. The student and his/her parent or guardian will be asked by the committee if they understand the rule and charges against the student. The student and his/her parent or guardian will then briefly explain the student's conduct, and present any evidence and witnesses that support the student's position.
4. At the conclusion of the presentation of the evidence, the committee shall retire to render a decision by a majority vote as to the guilt or innocence of the student. The committee shall also determine the reasonableness of the term of the out-of-school suspension. The committee's decision shall be confirmed in writing and a copy will be mailed to the parent or guardian of the student, the principal and the Superintendent of Schools.
5. The decision of the committee shall be final and nonappealable.

STUDENT PRIVILEGES WHILE UNDER
OUT-OF-SCHOOL SUSPENSION OR UNDER
OTHER DISCIPLINARY OR CORRECTIONAL MEASURES
Participation in the extracurricular activities of the school is a privilege and not a right. Accordingly, when a student's behavior results in a determination by the principal of an out-of-school suspension, the student immediately, notwithstanding the filing of an appeal, forfeits the privilege of participating in all extracurricular activities of the school. In addition, when a principal determines to impose alternative in-school disciplinary or other correctional measures against a student, then the student will not be permitted to participate in any extracurricular activities offered by the school during the term of the discipline unless, in the sole judgment of the principal, such participation is appropriate given the nature of the offense committed by the student.
"Extracurricular activities" includes, but is not limited to, all school sponsored teams, clubs, organizations, ceremonies, student government, band and all other school sponsored activities and organization.
POLICY ADOPTED ON SEPT. 9, 1996
CANEY VALLEY SCHOOL DISTRICT
POLICY FOR THE OUT-OF-SCHOOL SUSPENSION OR
DISCIPLINARY REMOVAL OF DISABLED STUDENTS
1. Introduction:

This policy applies to the out-of-school suspension or other disciplinary removal of a disabled student from the classroom. "Disciplinary removal" refers to reassignment of a student to a school site, designated by the school, for a prescribed course of education.
2. Short-Term Out-of-School Suspension or Disciplinary Removal:

The School District may suspend out of school or implement a disciplinary removal of a disabled student for a period of ten consecutive school days or less for any conduct that would warrant out-of-school suspension or disciplinary removal for a non-disabled student. The School District will follow its policy and procedures for the out-of-school suspension of non-disabled students in conjunction with the short-term out-of-school suspension of disabled students.
3. Long-Term Out-of-School Suspension or Disciplinary Removal:

Before implementing the out-of-school suspension or disciplinary removal of a disabled student for more than ten consecutive school days, the School District will notify the student's parent or guardian in writing of the proposed out-of-school suspension or disciplinary removal and convene a meeting of the student's individualized education plan ("I.E,P.") or accommodation plan ("A.P.") team. The I.E.P. or A.P. team will determine whether additional evaluation of the student is necessary and whether the misbehavior for which out-of-school suspension or disciplinary removal is proposed is related to the student's disability.
4. Emergency Out-of-School Suspension or Disciplinary Removal:

If the student poses an immediate threat to his or her own safety or to the safety of others, the School District may immediately suspend the student out of school or implement a disciplinary removal for up to ten school days. During the out-of-school suspension or disciplinary removal period, the student's I.E.P. or A.P. team will meet to determine whether the misbehavior is related to student's disability and whether further evaluation is necessary.
5. Relationship Between Misbehavior and Disability:

a. Misbehavior Related to Disability:

If the I.E.P. or A.P. team determines that the student's misbehavior is related to his or her disability, the team will consider whether the student's current educational placement is appropriate and what, if any, modifications to the I.E.P. or A.P. should be made. These modifications may include a more restrictive placement. If the I.E.P. or A.P. team determines that the student's placement should be modified, the School District will give the student's parent or guardian written notice of the proposed modification and allow at least ten calendar days for response. The School District will also advise the parent that the student is entitled to all due process procedures available under the Individuals With Disabilities Education Act ("IDEA")(for students identified as eligible for services under the IDEA) or Section 504 of the Rehabilitation Act of 1973 ("Section 504") (for students identified as eligible for services under Section 504) and applicable state policies and procedures. The School District will maintain the student's current placement during the ten- day period, unless the student's parent or guardian agrees to the modification before the period expires or an emergency out-of-school suspension is necessary under Section 4 or 6 of this policy. If the I.E.P. or A.P. team determines that the student's disability is related to his or her misbehavior, the School District will not impose an out-of-school suspension or disciplinary removal as discipline for the misbehavior.
b. Misbehavior Not Related to Disability:

If the I.E.P. or A.P. team determines that the misbehavior is not related to the student's disability, the child may be suspended out of school or a disciplinary removal may be implemented as discipline for the misbehavior. If the School District proposes an out-of-school suspension or disciplinary removal that will cause the student's days suspended out of school or removed from the classroom to total more than ten during the current school year, the School District will give the student's parent or guardian written notice of the proposed out-of-school suspension or removal from the classroom and allow at least ten calendar days for response before implementing the out-of-school suspension or removal from the classroom, except for an emergency out-of- school suspension or removal. The School District will also advise the student's parent or guardian that the student is entitled to all due process procedures available under the IDEA or Section 504 and applicable state policies and procedures, as will as the due process right available to a disabled student for whom out-of-school suspension has been recommended. The School District will not implement the out-of-school suspension or classroom removal during the ten- day period, unless the student's parent or guardian agrees to the out-of-school suspension or classroom removal before the period expires or an emergency out-of-school suspension or disciplinary removal is necessary under Section 4 or 6 of this policy.
6. Stay Put:

If either the student or the School District initiates due process proceedings under the IDEA or Section 504, the student will remain in his or her current educational placement until those proceedings have been completed, unless the School District and the parent or guardian agree otherwise or Section 9 of this policy applies. However, if the student poses an immediate threat to his or her own safety or the safety of others, the School District may bring a civil action to enjoin the student from attending school for the duration of the due process proceedings or to seek other appropriate relief.
7. Continuing Educational Services:

The School District will provide appropriate educational and/or related services during out-of-school suspensions to any student who is identified as disabled under the IDEA, whether or not the student's misbehavior is related to his or her disability. The School District will also provide appropriate educational and/or related services during out-of-school suspensions to any student who is identified as disabled under Section 504, if the student's misbehavior is related to his or her disability. The student's I.E.P. or A.P. team will determine an appropriate educational program for the student during a long-term out-of-school suspension. Otherwise, educational services during the out-to-school suspension term shall be governed by the School District's policy and procedures for the out-of-school suspension of non-disabled students.
8. Multiple Out-of-School Suspensions or Disciplinary Removals:

The School District may suspend a disabled student out of school or implement a disciplinary removal from the classroom for multiple periods of ten consecutive school days or less. When the student has been suspended out of school or a disciplinary removal has been implemented for a total of 11 days during the current school year, the School District will implement the procedures described in Sections 2 and 4 of this policy for any subsequent out-of-school suspension or disciplinary removal.
9. Out-of-School Suspension for Violation of Gun-Free Schools Act:

If a disabled student violates the Gun-Free Schools Act by bringing a firearm to property under the jurisdiction of the School District, the School District will follow the above procedures, with the following exceptions:
If the student's I.E.P. or A.P. team determines that the misbehavior is not related to the disability, the student may be suspended out of school (or a disciplinary removal may be implemented). The I.E.P. or A.P. team may determine that the student will receive continued educational services during the out-of-school suspension in an alternative education setting (i.e., alternative school or in a homebound setting) and may implement that placement immediately.
If the student's I.E.P. or A.P. team determines that the misbehavior is related to the disability, the student may not be suspended out of school. However, the I.E.P. or A.P. team can determine that the student's placement should be changed to an alternative education setting (i.e., alternative school or in a homebound setting) for up to 45 calendar days and may implement that placement immediately. During the time in which the child is in the alternative education setting, the I.E.P. or A.P. team should convene to review and change, if appropriate, the child's placement or, if necessary, bring a civil action to enjoin the student from returning to school at the end of the 45-day period.
If the student's parent or guardian requests a due process hearing challenging any aspect of the team's decision, the student's alternative education placement will be his or her stay put placement during the pendency of the due process proceedings.
10. Suspension from Transportation:

The School District may suspend a disabled student from transportation as a disciplinary measure. During the period of the suspension from transportation, the District will reimburse the student's parent or guardian or his or her designee for the reasonable cost of transporting the student to and from school.
POLICY ADOPTED ON SEPT. 9, 1996
GUIDELINES FOR IMPLEMENTING
POLICY FOR THE OUT-OF-SCHOOL SUSPENSION
OR DISCIPLINARY REMOVAL OF DISABLED STUDENTS
These guidelines should be read in conjunction with the Policy for the Out-of-School Suspension or Disciplinary Removal of Disabled Students.
Long-term Out-of-School Suspension or Disciplinary Removal:
An out-of-school suspension for more than ten consecutive school days constitutes a change in the placement of a disabled student. A disciplinary removal from the classroom may also constitute a change of placement for a disabled student. Before implementing an out-of-school suspension or disciplinary removal of more than ten consecutive school days, the School District must take the following steps:

1. Notify the student's parent or guardian in writing of the proposed change in placement; and
2. Convene an I.E.P. or A.P. team meeting to determine:

a. whether the School District needs to conduct any additional evaluation of the student;
b. whether the student's misbehavior is related to his or her disability; and
c. if necessary, the type and frequency of educational and/or related services to be provided to the student during the out-of-school suspension.

The School District should schedule the I.E.P. or A.P. team meeting as quickly as possible after an out-of-school suspension or disciplinary removal is proposed.
If the team determines that additional evaluation of the student is necessary, the School District should obtain parental permission to perform the evaluation and arrange to conduct them as quickly as possible. The School District may not implement the proposed out-of-school suspension or disciplinary removal pending completion of the evaluation.
Emergency Out-of-School Suspension or Disciplinary Removal:
If the School District implements an emergency out-of-school suspension or disciplinary removal, it will immediately notify the student's parent or guardian in writing of the out-of-school suspension or disciplinary removal and, during the term of the out-of-school suspension or disciplinary removal, convene an I.E.P. or A.P. team meeting to determine the need for additional evaluation and the relationship between the student's disability and his or her misbehavior. If the parent or guardian fails or refuses to attend the meeting, after having been properly notified, the other team members should proceed with the meeting. If the parent or guardian does not attend, the School District should thoroughly document its attempts to arrange the meeting and the parent's response, if any.
Relationship Between Misbehavior and Disability:
Misbehavior Related to Disability:
To decide whether a student's misbehavior is related to his or her disability, the I.E.P. or A.P. team should consider whether the behavior has a direct and substantial relationship to the disability or, in other words, whether the disability impairs the student's behavioral controls. If the team finds a "direct and substantial relationship", it should find that the student's Disability is related to his or her misconduct. On the other hand, if the team finds that the misconduct bears only an attenuated relationship to the student's disability, it should find that the disability is not related to the misconduct. The team should thoroughly consider the relationship between disability and misbehavior for every child. The team should not summarily conclude that a direct and substantial relationship between disability and misbehavior can exist only for students categorized as "seriously emotionally disturbed". The team should document its decision.
Unless the parent or guardian initiates due process proceeding under the IDEA or Section 504 to challenge the modified placement, the School District will implement the modified placement immediately after the ten-day waiting period expires. However, if the student poses an immediate threat to his or her own safety or the safety of others during the ten-day period, the School District may impose an emergency out-of-school suspension or disciplinary removal or bring a civil action to enjoin the student from attending school during that period.
Once due process proceedings have been initiated, the student must remain in his or her current educational placement until those proceedings have been completed, unless the School District and the parent or guardian agree otherwise. If the pre-modification placement is found to be the student's "stay put" placement and if the student poses an immediate threat to his or her own safety or the safety of others, the School District may bring a civil action to enjoin the student from attending school during the duration of the due process proceedings.
Misbehavior Not Related to Disability:
Unless the parent or guardian initiates due process proceedings under the IDEA or Section 504 to challenge the determination that the student's disability is not related to the misbehavior, the School District will implement the proposed out-of-school suspension or disciplinary removal immediately after the ten-day waiting period expires. However, if the student poses an immediate threat to his or her own safety or the safety of others during the ten-day period, the School District may impose an emergency out-of-school suspension or disciplinary removal or bring a civil action to enjoin the student from attending school during that period.
Once due process proceedings have been initiated, the student must remain in his or her current placement until the proceedings have been completed, unless the School District and the parent agree otherwise. If the Student poses an immediate threat, the School District may bring a civil action to enjoin his or her school attendance during the duration of the due process proceedings.
Continuing Educational Services:
Under the IDEA, the School District cannot completely terminate educational and/or related services during long-term out-of-school suspensions to students who are categorized as disabled under the IDEA, whether or not the student's disability is related to the misconduct. The student's I.E.P. team will determine the type and frequency of the interim services to be provided. Under Section 504, the School District need only provide educational services during long-term out-of-school suspensions to students who are disabled under Section 504 if the student's disability is related to his or her misconduct. The student's A.P. team will determine the type and frequency of interim services to be provided. If the Section 504 student's disability and misconduct are not related, then educational services must be provided during a long-term out-of-school suspension only if educational services are provided to non-disabled students during long-term out-of-school suspensions. State law requires the continuation of educational services to students, both disabled and non-disabled, during both short-term and long-term out-of-school suspensions.
Suspension from Transportation:
This section applies to students the School District transports under I.E.P.'s and A.P.'s and those it transports under its regular transportation policy.
Evaluating Regular Students Suspended Out-of-School:
Although the School District is not required to refer and evaluate regular students just because they were suspended out-of-school for disciplinary reasons, it should do so if there is reason to believe the student might be disabled.