20-21-Sub-Handbook-7-9-20.Pdf

EDMOND PUBLIC SCHOOLS 1001 WEST DANFORTH ROAD EDMOND, OK 73003-4801

Mission Statement

“Empowering All Students To Succeed In A Changing Society”

Human Resources Department 340-2800

District Substitute Coordinator 340-2216 [email protected] 340-2826 [email protected]

Absence Management Job Line 1-800-942-3767

Absence Management Web Address www.aesoponline.com

Employment

This handbook does not create or intend to create a contract of employment, either expressed or implied. A substitute is an at-will employee or independent contractor of the District and the relationship with the District may be terminated by the substitute or the District at any time, with or without cause.

The District does not guarantee specific benefits or terms of employment.

Contents

I. Substitute Requirements A. Application Packet ...... 1 B. Criminal History Background Report ...... 1 C. Global Compliance Tutorials...... 1

II. General Information A. Returning Substitutes ...... 2 B. Contacting Human Resources ...... 2 C. Change of Name, Address or Telephone ...... 2 D. Removing Your Name from the Sub List ...... 2 E. Non-Certified Substitutes Amount of Days ...... 2 F. Certified Substitutes Amount of Days ...... 2 G. Substitute Pay ...... 2 H. School Closing Information ...... 3 I. Payroll Information ...... 3 J. Long Term Substitute ...... 3 K. Extra Duty ...... 3 L. Reassignment ...... 3

III. Substitute Teacher Hours ...... 4

IV. Directions to Edmond Public Schools ...... 5

V. Your Assignment A. Arrival and Instructional Times ...... 8 B. Before the School Day Starts ...... 8 C. The Start of Class Time ...... 8 D. Class Control ...... 8 E. Helpful Hints ...... 9 F. The End of the Day ...... 10

VI. Emergency Procedures A. Injury to Student ...... 11 B. In Case of Personal Injury ...... 11

Contents

VII. Responsibilities A. General School Policies ...... 12 B. School and/or Teacher Responsibilities ...... 12 C. Substitute Responsibilities ...... 12 D. Use of Technology ...... 13 Standards of Conduct ...... 14 Responsibilities and Expectations ...... 14 Prohibited Activities ...... 15 Consequences ...... 15

VIII. Professional Ethics A. Professional Ethics of the Substitute ...... 16 B. Interacting with Students ...... 16 C. Appropriate Dress ...... 16 D. Removal of a Substitute ...... 16

IX. Absence Management ...... 17

X. Definitions ...... 18

XI. Board of Education Policies A. Audio and Video Recording / Transmission—#5730...... 19 B. Discrimination / Civil Rights, Grievance—#5165...... 24 C. Employee Alcohol/ Drug Free Workplace & Drug Testing—#2279...... 28 D. Employee Dress Code—#2275...... 29 E. Employees Social Media Policy—#2250...... 30 F. Student Dress Code—#4510...... 32 G. Technology: Access to and Responsible Use of Technology Resources & Information Databases—#5720/R...... 33

Miscellaneous Employee Service Portal ...... 39 Global Compliance Training (GCN)...... 46 Frontline Substitute Quick Start Guide ...... 48 Substitute Teacher Pay Dates ...... 50 Substitute Teacher Notes Examples...... 51 Employee 403(b) Eligibility Notice ...... 54 Blank Page for Notes ...... 55 School Year Calendar 2020-2021 ...... 56 Professional Dress Guidelines ...... 57

III

I. Substitute Requirements

All substitutes must be at least 21 years old, or have 45 hours of college credit.

In order to substitute teach you must complete the following:

A. Application (Online Only) Applications can be accessed online at www.edmondschools.net Returning substitutes who did not work an average of four days per month the previous year, or had a break in service beyond 12 months will be considered NEW.

B. A Clear Criminal History Background Check Report  National Criminal History Record Check as required by the OK State Depart- ment of Education for the purposes of school employment. A copy can be requested if a NCHRC has been processed within the past twelve months for the purposes of school employment or teaching certification. Cost $57.25.  For faster clearance you may request to order a background report in addition to the NCHRC from ACCUFAX. Forms will be provided upon verification of application for the NCHRC and payment of the $18.00 fee.

C. Annual Global Compliance Tutorials (GCN Training)

D. New Sub Orientation OR Returning Sub Annual Review Video

**New Sub Orientation is required for all NEW substitutes OR those returning following a Break-In-Service of the duration of a school year or more.

New Sub Orientation is held at the EPS Administration Center, 1001 W. Danforth Road, in the Board of Education Building Conference Rooms at the south end of the building. A link to attend the two-hour, in-person training will be included in the New Substitute onboarding tasks shared online through TalentEd Records.

**Returning Sub Annual Review Video is required for all RETURNING subs who worked in the previous school year.

A link to the 25-minute video will be included in the Returning Substitute onboarding tasks shared online through TalentEd Records.

II. General Information

A. Returning Substitute Teacher Rule

Substitutes must work an average of one day per month the previous year in order to avoid a break in service. An employee who has had a break in service is required to have a criminal history record check report on file that is less than 12 months old. The type of report required is dependent on the last day worked. If the last day worked is 12 months or more the report required is: *National Criminal History Record Check through the Oklahoma State Dept. of Education for a fee of $57.25, Teacher Cert. Section, Room 212, 2500 North Lincoln Boulevard. *If the last day worked is less than 12 months the report required is: National Criminal Record report through Accufax for a fee of $18.00 through EPS.

B. Contacting Human Resources

The Human Resources Department is open from 8:00 a.m. until 4:30 p.m. Monday through Friday. Feel free to contact the Human Resources Department if assistance is needed.

C. Change of Name, Address or Telephone

For updates to address and telephone, you may login to your EPS Employee Portal and make the changes. For name changes, please bring your new social security card to the Human Resources Department.

D. Removing Your Name from the Substitute List

If you are no longer available to work for the Edmond Public School District, please call the Human Resources Department and request that your name be removed from the substitute list.

E. Non-Certified Substitutes

Non-certified substitutes without a degree are limited to 135 days of subbing for a classroom teacher, and have an unlimited number of days subbing for a TAI, TAII, or Media Center Assistant. Non-certified substitutes who have provided an original college transcript, with at least a bachelor’s degree posted, are limited to 145 days of subbing for classroom teachers, and have an unlimited number of days subbing for a TAI, TAII, or Media Center Assistant.

F. Certified Substitutes

Certified substitutes who have provided an original and current Oklahoma teaching certificate may substitute an unlimited number of days for classroom teachers.

G. Substitute Pay

$70.00 per day for Certified Substitutes in a Classroom Teacher assignment. $60.00 per day for Non-Certified Substitutes in a Classroom Teacher assignment. $60.00 per day for all Substitutes in a TAI, TAII, or Media Assistant assignment. If you are called for 1/2 day, you will be paid 1/2 of the daily rate.

H. School Closing Information

In the event of emergency school closing, it is your responsibility to use the contacts listed to determine if you are to report to work.  Local television stations  Local radio stations  EPS District web site  EPS District Facebook  Mobile Application for text alerts

I. Payroll Information

1. For payroll questions or concerns please call substitute payroll: (405) 340-2832. 2. Substitute teachers are paid every two weeks and the pay schedule can be found on page 49.

J. Long-term Substitute

Certified substitutes filling a long-term assignment will be eligible for a higher rate of pay if the following circumstances are both met:

1. The substitute teacher is certified in the same teaching field as the long-term assignment, and; 2. The substitute teacher works more than twenty (20) consecutive days in the same assignment.

The long-term pay rate is equivalent to the salary schedule’s applicable daily rate of a certified teacher with a bachelor’s degree and zero years of experience. Long-term substitute teacher pay begins after a substitute has worked twenty (20) consecutive days in the same assignment. The first twenty (20) days are paid at the regular certified substitute rate of $70 per day. Any teacher contract day (instructional or professional development) that is not worked constitutes a break-in-service and re- starts the count at zero for the purpose of determining eligibility for the long- term rate under the twenty–consecutive-day provision.

K. Extra Duty

If the teacher/TA that you have taken a job for has an extra duty, you are to work that duty. If you work lunch duty, morning/breakfast duty, or bus duty, the substitute teacher will be paid from an alternate pay schedule at the rate of $6.00. If you work 1 -7 hour (FLEX) at the High School, you will receive an additional $7.00. You need to report this extra duty to the on-site sub coordinator before you leave for the day. Pay for extra duties will be processed and paid monthly. Payment for a duty may occur on a different pay date than the regular sub pay date.

L. Reassignment

On the occasion when an essential position goes unfilled, an administrator may reas- sign a substitute reporting for work at their school site to accommodate a greater need for classroom coverage.

III. Substitute Teacher Hours

High Schools 7:50 AM—3:20 PM (1st thru 6th) 7:50 AM—4:20 PM (1st thru 7th) 8:50 AM—4:20 PM (2nd thru 7th)

Middle Schools 7:10 AM—2:40 PM

Elementary Early 8:15 AM—3:45 PM Late 8:45 AM—4:15 PM

Early Late Chisholm Angie Debo Clegern Centennial Clyde Howell Charles Haskell Ida Freeman Cross Timbers Northern Hills Frontier Russell Dougherty Heritage Sunset John Ross Washington Irving Orvis Risner West Field Will Rogers

IV. DIRECTIONS TO EDMOND PUBLIC SCHOOLS:

EDMOND PUBLIC SCHOOLS ADMINISTRATION CENTER 340-2800 1001 West Danforth, 73003(Edmond Public Schools Administration Center is on the northwest Corner of Danforth and Kelly, in a red brick, “L” shaped building behind the Tinker Credit Union.)

ANGIE DEBO ELEMENTARY SCHOOL 340-2270 16060 North May, 73013 From the intersection of May and NW 164th Street (15th St.), Angie Debo is located approximately 1/2 mile south on the east side of May.

BOULEVARD ACADEMY (Alternative School) 340-2865 215 North Boulevard, 73034 From the intersection of Boulevard and 2nd Street, go north on Boulevard to Camp- bell. Boulevard Academy is located on the northwest corner of Boulevard and Camp- bell. The parking lot is on the south side of the building.

CENTENNIAL ELEMENTARY SCHOOL 340-2275 4400 North Coltrane, 73034 From the intersection of Danforth and Coltrane, go north approximately 2 miles. Cen- tennial is located on the east side of Coltrane, just north of Coffee Creek Road.

CENTRAL MIDDLE SCHOOL 340-2890 500 East 9th Street, 73034 From the intersection of Boulevard and 2nd Street, go south to 9th Street, then turn left onto 9th Street. Central is located on the southeast corner at the intersection of 9th Street and Rankin.

CHARLES HASKELL ELEMENTARY SCHOOL 340-2945 1701 Northwest 150th Street, 73013 From the intersection of Western and NW 150th Street (33rd St.), Charles Haskell is located approximately 1/2 mile west on the north side of 150th Street. There are two schools on this property: Charles Haskell Elementary and Summit Middle School. Charles Haskell is behind Summit Middle School.

CHEYENNE MIDDLE SCHOOL 340-2940 1271 West Covell Road, 73003 From the intersection of Kelly and Covell, go west 1/4 mile on Covell. Cheyenne is located on the north side of Covell.

CHISHOLM ELEMENTARY SCHOOL 340-2950 2300 Southeast 33rd Street, 73013 From the intersection of Bryant and 33rd Street, Chisholm is located approximately 1/2 mile east on the south side of 33rd Street.

CIMARRON MIDDLE SCHOOL 340-2935 3701 South Bryant, 73013 From the intersection of Bryant and 33rd Street, Cimarron is located approximately 1/4 mile south on the west side of Bryant.

CLEGERN ELEMENTARY SCHOOL 340-2955 601 South Jackson Street, 73034 From the intersection of Boulevard and 2nd Street, go south on Boulevard to 6th Street, turn east on 6th to Jackson Street (1 block). Clegern is on the west side of S. Jackson St.

CLYDE HOWELL EARLY CHILDHOOD CENTER 340-2960 45 East 12th Street, 73034 From the intersection of Broadway and 15th Street, go north on Broadway to 12th Street. Clyde Howell is located approximately 1/4 mile east on the north side of 12th Street.

CROSS TIMBERS ELEMENTARY SCHOOL 340-2200 4800 North Kelly, 73003 From the intersection of Danforth and Kelly, go north 2-1/2 miles on Kelly. Cross Tim- bers is located approximately 1/2 mile north of Coffee Creek Road on the east side of Kelly.

EDMOND MEMORIAL HIGH SCHOOL 340-2850 1000 East 15th Street, 73013 From the intersection of Boulevard and 15th Street, Memorial High School is located approximately 1/2 mile east on the south side of 15th Street.

EDMOND NORTH HIGH SCHOOL 340-2875 215 North Danforth, 73003 From the intersection of Broadway and Danforth, North High School is located approximately 1/4 mile west on the north side of Danforth.

EDMOND SANTA FE HIGH SCHOOL 340-2230 1901 West 15th Street, 73013 From the intersection of Santa Fe and 15th Street, Santa Fe High School is located approximately 1/4 mile east on the north side of 15th Street.

FRONTIER ELEMENTARY SCHOOL 340-2211 4901 Explorer Drive, 73012 From the intersection of Danforth (NW 192nd) and Pennsylvania go North approximately 1-1/2 miles. Frontier is on the east side of Pennsylvania.

IDA FREEMAN ELEMENTARY SCHOOL 340-2965 501 West Hurd, 73003 From the intersection of 2nd Street (Edmond Rd.) and Kelly, go east to State Street, and turn north on State Street. Ida Freeman is located on the northeast corner of State and Hurd.

HEARTLAND MIDDLE SCHOOL 340-2211 4900 Explorer Drive, 73012 From the intersection of Danforth (NW 192nd) and Pennsylvania go North approximately 1-1/2 miles. Heartland is on the east side of Pennsylvania.

HERITAGE ELEMENTARY SCHOOL 340-2921 400 East Sorghum Mill Road, 73034 From the intersection of Coffee Creek Road and Bryant, go north on Bryant to Sor- ghum Mill Road. Go west on Sorghum Mill Road. Heritage Elementary is located approximately 3/4 mile on the south side.

JOHN ROSS ELEMENTARY SCHOOL 340-2970 1901 North Thomas, 73003 From the intersection of Broadway and Danforth, go west to Thomas Street (just past the railroad tracks) and turn north. John Ross is located approximately1/2 mile north of Danforth on the west side of Thomas.

NORTHERN HILLS ELEMENTARY SCHOOL 340-2975 901 East Wayne, 73034 From the intersection of 2nd Street and Bryant, go west to Bauman, turn north on Bauman for approximately 1/2 mile. Northern Hills is located at Bauman and Wayne.

ORVIS RISNER ELEMENTARY SCHOOL 340-2984 2801 South Rankin, 73013 From the intersection of 33rd and Boulevard, go north on Boulevard to 29th Street, turn east on 29th. Orvis Risner is located on the northwest corner of 29th and Rankin.

RUSSELL DOUGHERTY ELEMENTARY SCHOOL 340-2985 19 North Boulevard, 73034 From the intersection of Boulevard and 2nd Street, go north on Boulevard to Main Street. Russell Dougherty is located on the northwest corner of Boulevard and Main.

SEQUOYAH MIDDLE SCHOOL 340-2900 1125 East Danforth, 73034 From the intersection of Bryant and Danforth, go west on Danforth approximately 1/4 mile, just past Kickingbird Center. Sequoyah is located on the north side of Danforth.

SUMMIT MIDDLE SCHOOL 340-2920 1703 Northwest 150th Street, 73013 From the intersection of Western and NW 150th Street (33rd St.), Summit is located approximately 1/2 mile west on the north side of 150th Street. Summit Middle School is in front of Charles Haskell Elementary.

SUNSET ELEMENTARY SCHOOL 340-2990 400 West 8th, 73003 From the intersection of Edmond Road (2nd St.) and Fretz, go south on Fretz approximately 1/2 mile. Turn west on 8th Street. Sunset is located on the south side of 8th Street.

WASHINGTON IRVING ELEMENTARY SCHOOL 340-2210 18101 North Western, 73003 From the intersection of 178th Street (Edmond Road or 2nd St.) and Western, go north on Western approximately 1/8 mile. Washington Irving is located on the west side of Western.

WEST FIELD ELEMENTARY SCHOOL 340-2285 17601 North Pennsylvania, 73013 From the intersection of 178th Street (Edmond Road or 2nd St.) and Pennsylvania, go south on Pennsylvania approximately 1/8 mile. West Field is located on the west side of Pennsylvania.

WILL ROGERS ELEMENTARY SCHOOL 340-2995 1215 East 9th Street, 73034 From the intersection of 9th and Bryant, go approximately 1/4 mile west on 9th Street. Will Rogers is located on the north side of 9th Street.

VOCATIONAL AGRICULTURE BUILDING 340-2910 300 North Kelly, 73003 From the intersection of 2nd and Kelly, the Vo-Ag building is located approximately 1/2 mile north on the east side of Kelly.

V. Your Assignment

A. Arrival and Instructional Times

Arrival time is 30 minutes prior to the start of the instructional periods. De- parture time is 25 minutes after dismissal.

1. Upon arrival report to the main office and use the kiosk to sign in. 2. The site sub coordinator will provide a badge and any special instructions you may need for the day.

B. Before the School Day Starts

1. Familiarize yourself with the room. 2. Check daily program or schedule. 3. Read the plan book. 4. Print your name on the board. 5. Review the seating chart to familiarize yourself with the student names.

C. The Start of the Class

1. Be in the room or at the door when the students arrive. 2. Greet the students. 3. Introduce yourself and point out your name on the board. 4. Follow the established routine as shown in the lesson plans. 5. Check attendance carefully.

Your attitude will set the tone for the day. The initial impact of the substitute teacher is a key factor in successful classroom management. Self-confidence, initiative, resili- ence and resourcefulness, as well as patience, honesty, enthusiasm, and acceptance are some of the necessary requisites.

D. Class Control

A few simple suggestions will help you establish good class routines, provide for effi- cient learning situations, and establish mutual respect of teacher and student.

1. Expect good behavior. Children tend to respond to whatever we expect of them. A few minutes of explanation at the start of the school day outlining your expectations will solve problems that may arise. 2. Be fair and consistent. Class control depends greatly on the degree of fair and consistent treatment. Children must know the “ground rules” before they will accept them. 3. Recognize the importance of every child. Children are human beings with personal feelings and individual differences. If possible, make personal correction in private. At all times, avoid embarrassment, ridicule, and sarcasm. Positive comments or supplying “jobs” for some students will sometimes correct a trying situation. 4. Do not leave the group. If a situation does arise, notify the closest teacher so that the students in your room are not left unattended. Use the intercom in the room to request assistance. 5. Profanity or derogatory comments should never to be used. 6. If discipline problems arise which you are not able to manage, an administrator should be contacted immediately for assistance using the “call” button.

E. Helpful Hints

1. Be Prepared Your ability to carry out the lesson plans as outlined will affect the class control and the students’ education for the day. If you substitute for more than one day, you are under the same obligation as the regular teacher to plan for the next day. Periods when students are not in the room provide an excellent opportunity for planning, cor- recting completed work, or observing students in another setting.

2. Be Ready Be sure to read any and all notes the teacher has provided before the students arrive. There may be information about behavior and learning concerns that are important to know before the day begins. Have materials ready for the students, put instructions on the board if called for, and know the starting assignment. Be sure that you have the complete attention of every student in the class before starting.

If you have any questions regarding the lesson plans of the teacher, check with a grade level/subject area teacher or building administrator.

3. Motivation is the Key Students need and want motivation. Remember, however, that your primary purpose is to teach and not to entertain. Be brief, set the stage, arouse curiosity, and relate to the previous lesson. This can be accomplished by a picture, a key question, a story, or a shared experience. Be enthusiastic; it’s contagious.

4. Make Your Presentation Clear What the children gain from the lesson will depend on how well you present it. 1. Keep the language on the child’s level of understanding. 2. Present one point at a time. 3. Go from the known to the unknown, the easy to the difficult. 4. Stop often and review. 5. Do not hesitate to repeat. 6. Give the students the opportunity to ask questions.

5. Ask Good Questions Good teaching is a process of drawing out from within the students rather than stuffing them with knowledge.

A good question is one that: 1. Asks something you really want to know. 2. Is concise and expressed well. 3. May often require some intermediate answers. 4. Directs a student in self-motivation. 5. Gives the student an idea of what is to follow. 6. Causes students to formulate new or un- expected ideas. 7. Does not call for mere repetition of book materials.

6. Mechanics of Asking Questions 1. State the question, wait five seconds, then call on a student. 2. Discourage students from shouting out an answer. Encourage hand-raising. If students do not raise hands, give them a warning. (i.e., “I will be calling on Fred to answer #7, so be ready.”) 3. Respect the student’s answers. (i.e., “Good try, but not quite the answer I had in mind.”) 4. Use good probing techniques. (i.e., “Why do you think….?”) 5. Use a positive approach. 6. When needed, follow-up student responses by asking for:  Clarification—When you are not sure what the student is talking about. (i.e., “Help me understand what you are saying.”)  Elaboration—When you would like more details regarding an answer. (i.e., “You’re on the right track, tell me more…”)  Evidence—When a student needs to substantiate an answer. (i.e., “Can you show me where you got that answer?”)

7. Provide for Active Participation In a really good lesson, students are engaged in organized activities. Directions should be clear, supervision constant, and emphasis should be on the project.

8. Time for Summary All facts and concepts need to be brought together before the close of the lesson. Vary your ways of summations. It can be teacher-directed, student-directed, or activity-directed.

9. Give Clear Assignments Assignments should be clear concise, purposeful, and should take into account individual differences. If homework is assigned, write the assignment with its due date on the board. Remember to leave the teacher a note with what was completed and what was assigned for homework.

10. Stay on Schedule Do your best to maintain the schedule set by the teacher.

11. Your Idea Book/Sub Pack Start your own tip book of ideas for “filling time.” Always keep it with you and add to it as you learn new activities, stories, games, etc. In every room you may find an idea that you can use and adapt to another room. The internet has many sites for finding appropriate activities for various grade levels and subjects.

F. The End of the Day

 Routine dismissal procedures should be in the Substitute Folder. Students are not allowed to remain in the building after dismissal without parental permission.  Leave the room in an orderly fashion. Return teacher manuals to the appropriate location.  Leave any assignments collected for the teacher.  Leave a note for the teacher informing how much of the lesson plan was completed, work collected and of any challenges during the day.  Return temporary ID and any keys you were issued to the school office.

VI. Emergency Procedures

Substitute teachers are expected to comply with and assist in any emergency procedure. There is a “call” button in every classroom to call for assistance in an emergency.

Each classroom should have a map or specific information that indicates where the students and staff are to report for Fire Drill and weather emergencies. In addition, the substitute is responsible for taking attendance upon arrival at the designated area and to report any discrepancies immediately to an administrator. Class lists should be readily available in the classroom.

A. Injury to Student

In case of an accident or medical need for a student, notify school office staff via the “call” button to receive assistance. Never leave remaining students unattended. Sub- stitute teachers are to report all accidents to the building level principal. Classroom teachers are issued disposable gloves to be used in the event of the presence of bodily fluids (mucous, blood, vomit, etc.)

B. In Case of Personal Injury

 An employee who sustains an injury while on the job should report it to his/her supervisor immediately. In the case of a substitute, the supervisor is the principal or assistant principal at the site of the assignment.  If the injury requires medical treatment or is deemed to have the potential to require medical treatment, the employee must fill out an Occupational Injury or Ill- ness Report form. These forms are available in the administrative office at every site.  Filing one of these forms does not necessarily result in a worker’s compensation claim, nor does it require the employee to seek medical treatment if the nature of the injury does not require such action.  If the employee and the supervisor determine that medical treatment is required, the supervisor must contact Human Resources for authorization and instruction on how to access medical treatment. Randy Decker: Assoc. Superintendent - Human Resources (405) 340-2818, or Carla Cormack: Human Resources Clerk - (405) 340-2959. This step must be followed for all on-the-job injuries unless it involves a life- threatening emergency.  In the event that emergency treatment is necessary, documentation should be completed at the first practical opportunity.  Employees involved in on-the-job accidents will be subject to drug testing.

VII. Responsibilities

A. General School Policies

1. All Edmond Public School sites are smoke-free, drug-free and alcohol-free. Pol- icy #2279. See pages 21-26. 2. Discrimination / Civil Rights, Complaint Procedures. Policy #5165 3. Students are never to be left alone in the classroom. 4. Corporal punishment is not to be used in any circumstance. 5. Students are not to be released from the building during the school day without permission from the office. 6. Classes are to be dismissed promptly at the designated time. No students are to remain in the classroom or any other part of the building unless parents have been notified and transportation, if needed, has been arranged. A teacher must be present to supervise the student. 7. No medication (not even aspirin, cough drops, etc.) is to be stored or administered in the classroom. Regularly prescribed medication will be administered in the school office by appropriate school personnel. 8. Money collected from students for any reason is to be delivered to the office at the first available opportunity, but must be turned in the same day it was received. 9. Animals are not allowed in the building. 10.Substitute teachers are not allowed to bring their own children to the building.

B. School and/or Teacher Responsibilities

1. Provide an identification badge for the substitute teacher to wear at all times. 2. Provide directions to the teacher’s mailbox, classroom and the Staff Lounge/ Lunchroom. 3. Provide a notebook/folder which includes such things as:  Current seating chart or class roster  Daily schedule, including bell schedule when applicable. The daily schedule may vary due to assemblies, testing, etc.  Detailed lesson plans, including textbooks and necessary materials for the lessons.  Washroom, recess, and special teacher schedules and procedures.  Extra duty assignments (hall duty, door duty, study hall).  Previously assigned homework or forms collection.  Special instructions. Instructions may include allergies (food, bee stings), medication, special service providers, physician’s note, parent volunteers, etc.  Emergency procedures and lock down procedures.

C. Substitute Responsibilities

1. Arrive at the school at least thirty (30) minutes prior to the beginning of the first class and report to the main office of the school to which you have been assigned by job number. 2. Appropriate and professional attire is required. Business casual is ac- ceptable. Sweat pants, torn jeans, very short skirts, spaghetti strap tops, bare midriffs, message T-shirts, etc. are not considered to be professional or appropriate.

3. Responsibilities related to the teaching day include the following: A. Maintain direct supervision (line-of-sight) of students. B. Utilize appropriate, effective classroom management strategies including, but not limited to: a. Model good manners (i.e., please, thank you, respect, and encourage). b. Complete attendance procedures and provide documentation. c. Implement lesson plans prepared by the teacher utilizing District teaching methods and materials, including extra assignments such as study hall, bus and hall duty. d. Upon request, correct assignments given during the substitute teacher’s work day. Final grades are assigned at the discretion of the teacher of record. e. Distribute hand-outs as requested by the school office 4. Substitute teachers are to remain in the building all day with the exception of the 30 minute lunch period. Substitutes may purchase lunch from the cafeteria. 5. A substitute teacher is assigned to every class period for the day, with the exception of a 30 minute duty-free lunch period. Substitutes may be assigned to more than one classroom in a day.

Questions pertaining to substitute teacher responsibilities should be directed to the site substitute coordinator.

D. Use of Technology

1. Long Term Classroom and/or Office substitutes: Long term assignment is 21 consecutive working days, or longer  Must complete required Global Compliance Network technology tutorials  Will be provided a network login ID and e-mail account for length of term  Accounts will expire at the ‘end-of-term’ date documented  Will be given same access to SMS as the teacher/office staff  Will be given same access to Gradebook as the teacher (does not apply to office)  Other EPS Network access for office substitutes will be determined by site administrator (access to network files, etc). 2. Short Term Classroom and/or Office substitutes: Generic logins will be established at each site  At the discretion of site administrator, a login may be distributed to substitutes.  Sites are responsible for recording names of substitutes, the login ID and dates used, in a spreadsheet on the site server.  The network logins will have re- stricted use, limited internet access and no e-mail, no gradebook access and no access to attendance records. 3. Substitutes Monitoring Students on Computers: Substitutes have permission to monitor students on computers, including:  Technology based classes (ie: tech lit.)

Edmond Public Schools Information Technology Standards of Conduct

Use of the Edmond Public Schools wide area network, technology equipment and related services such as email and Internet access, are provided for instructional purposes and job-related responsibilities. The Standards of Conduct will highlight:

 Responsibilities and Expectations  Prohibited Activities  Consequences and Penalties for Violations

The Standards of Conduct is developed from the Policy and Regulations. Any attempt to violate the provisions of the Policy or Regulations may result in disciplinary action up to and including loss of network privileges, confiscation of computer equipment, suspension, criminal prosecution, and/or termination of employment.

Responsibilities and Expectations

 Sharing any User ID or password is strictly and absolutely prohibited.  All staff are expected to lock their workstation when away from it for even a moment.  Users are solely responsible for all activity and actions taken under their User ID.  Users should have no privacy expectation in the content of their files, information and communication on the District Network.  Users are responsible for the contents of their Home directory. Users may store only school or work related materials in their Home directory.  Users are expected to act responsibly and lawfully in their use of District technology resources.  Users should understand that access to the Network is a privilege, which can be revoked.  All students will be educated about appropriate online behavior, including interacting with other individuals on social networking websites and in chat rooms and cyber bullying awareness and response.  Teachers are expected to prepare lessons and lesson plans before having students use the Internet. Most importantly, it requires pre-researching the Internet sites that will be used as instructional resources.  Teachers are responsible for instruction regarding proper use before any student is allowed on the network. Student use of the Internet should be related to class learning objectives.  All staff—Teachers, Support, and Administrative—are responsible for monitoring student activity on the school network. The staff member assigned to that student or group of students is responsible for the monitoring and oversight of the network and Internet activity.  If a User inadvertently accesses inappropriate material, or has knowledge of others accessing inappropriate material, the User should immediately inform an administrator.

EPS Information Technology Standards of Conduct (cont’d.)

Prohibited Activities

Each violation will be evaluated independently, taking into consideration the circumstances, past history, and access level of the User.

Violations may include, but are not limited to:  Sharing User accounts or passwords  Allowing others to use your computer while it is logged in with your user ID in your absence  Viewing unauthorized materials, images, or websites  Attempting to gain unauthorized access or compromise Network services or data, in any way and by any means  Group defamation toward other people  Using social networking or messaging sites in a manner that distracts from or disrupts district operations or any part of the educational process  Cyber bullying  Inappropriate language  Participating in any unlawful activity  Attaching personal hardware to the network  Conducting personal business, solicitation, or advertising of any kind  Installing or downloading unauthorized software on any computer  Sending mass e-mails or spam  Excessive Internet use  Participating in gambling or lotteries  Using the System for political purposes  Any other actions that disrupt school/district operations

Consequences

Consequences will be determined based upon the type of violation, past history, and level of the User. Certain violations may lead to additional, more severe penalties and legal action, as applicable. If the District becomes aware that a user may have violated the law or Board Policy, an individual search of the use’s files, Internet usage, or other electronic/digital media will be conducted. The investigation and its scope will be reasonable, calculated to disclose the existence and nature of the alleged violation.

Penalties for Violations may include, but are not limited to:

 Loss of Internet access and/or Network access, for a determined amount of time according to the offense.  In addition to these penalties, student offenses will include notifying the student’s parent/guardian of the incident.  In addition to these penalties, EPS Staff may also receive: 1. Verbal warning 2. Letter of Counsel 3. Letter of Reprimand or administrative action

VIII. Professional Ethics

A. Professional Ethics of the Substitute

All information regarding students, parents, staff, or other school related matters is confidential. Negative comments, insulting remarks and/ or inappropriate language regarding students or staff members are not permitted.

B. Interacting with Students

Every parent knows that children benefit from gentle touches and hugs. Unfortunate- ly, innocent gestures can be misinterpreted as inappropriate touching, excessive force, or even abuse. Touching children at school increases the risk that the school employees will face these types of accusations.

School employees should use common sense to prevent false claims of abuse and inappropriate touching.

1. Avoid being alone with a student of either sex. 2. Avoid physical contact with students, which could be misunderstood as sexual in nature. 3. Physical force to enforce discipline is not allowed. 4. Avoid communicating with students outside of school hours. 5. Avoid off-the-cuff comments with suggestive or double entendre overtones. 6. Do not be drawn into discussions of sexually explicit topics, such as tasteless jokes or suggestive song lyrics, politics, or religion. 7. If a student confides in you regarding a personal topic of a sexual nature, invite another adult to join the conversation and report the conversation in writing to the school counselor or administrator immediately. 8. Do not transport students in your personal vehicle. 9. Avoid any romantic contact with current or former students, even if the students are over 18 years old.

C. Appropriate Dress

Appropriate and professional attire is required. Business casual is accepta- ble. Sweat pants, yoga pants, torn jeans, very short skirts, spaghetti strap tops, bare midriffs, message T-shirts, etc. are not considered to be professional or appropriate.

D. Removal of a Substitute

Any substitute may be removed from the list of substitutes by action of the Associate Superintendent of Human Resources and thus become ineligible for assignment as a result of: unsatisfactory evaluations, misconduct charges, exclusion reports, when there are repeated absences or refusals to accept assignments, or for other reasons.

IX. ABSENCE MANAGEMENT

A. What is Absence Management? A phone/internet system, with easy-to-follow instructions for filling substitute positions.

B. When will Absence Management call me?

Morning Call-Out (Absence Management places automated calls) 5:30 a.m. to 12:15 p.m. for jobs that day

Evening Call-Out (Absence Management places automated calls) 5:00 p.m. to 10:00 p.m. for next day and future jobs

It is your responsibility to update your calendar on Absence Management so that you do not receive calls for dates you are not available to work.

Please review your personal information regularly.

Most personal information is available for review only. All changes must be done through the Human Resources Department at the EPS Administrative Center.

X. Definitions

Break-in-Service for Substitute Teachers—Individuals employed by EPS during the preceding school year will be considered continuing employees after having completed the following Substitute Requirements: Online Application, Criminal History Background Report on file, Annual GCN Tutorials and Annual Training.

Employee Service Portal—An internet based site where you can view your monthly pay advice and have access to payroll forms such as advice of deposits. (Instructions page 28-34)

Global Compliance Network (GCN)—Online tutorials designed to train employees on subjects required by federal and state laws as well as Board of Education policies. (Instructions page 35)

Long-Term Substitute—A certified substitute who has worked in the same job assignment for more than 21 consecutive days and also has certification in the same teaching field as the assignment.

New Substitute—A substitute who has not worked for the District before, or has experienced a break in service.

Returning Substitute—A substitute who subbed during the previous school year, and has had no break in service.

XI. Board of Education Policies

All policies are available for viewing on our website www.edmondschools.net (About Us / School Board / Policies and Procedures)

Audio and Video Recording—Policy #5730 Discrimination/Civil Rights, Grievance Procedure—Policy #5165 Employee Alcohol/Drug Free Workplace and Drug Testing—Policy #2279 Employee Dress Code—Policy #2275 Social Media (Employee Use) —Policy #3360 Student Dress Code—Policy #4510 Technology: Access to and Responsible Use of Technology Resources & Infor- mation Databases—Policy #5720 Technology: Access to and Responsible Use of Technology Resources & Infor- mation Databases Regulations—Policy #5720R

Audio and Video Recording / Transmission—Policy #5730

Students and their parents or guardians should assume that any class, in which students are enrolled, may be recorded by the school district or other students for legitimate educational purposes. Pursuant to this policy, recordings permitted may only be used, by students, with written consent from a school administrator, for personal academic purposes and may not be published without additional written consent from a school administrator. For purposes of this policy, “recording and transmission” includes still photographs, video, audio, and other similar data captured or live in any medium.

Unauthorized use of listening, transmission and/or recording devices of any nature is disruptive to the educational environment and may invade the privacy of others. If a student is caught with an unauthorized listening, transmission and/or recording device, the device will be confiscated and will remain in the office until the end of the school day. If a student has obtained permission to utilize a device with recording and/ or listening capabilities during the school day, for another purpose, the listening, transmission and/or recording function of the device must be disabled during the school day when not needed for the designated purpose. If a parent, adult student or guardian feels such a device is necessary for their child, the parent, adult student or guardian shall contact the building administrator to discuss their concerns.

Recordings Made by the District. The district may use cameras or other devices for purposes of security, safety, or other recordings without a specific purpose or when such recordings are deemed necessary or appropriate by the administration. The district will not maintain the recordings unless the recording is pur- posefully copied and saved, and the recordings will only be available for review for a limited time based on the district’s then-current recording capacity. The district administrators estimate that this is approximately 30 days but may change at any time.

Classroom Recordings by Staff. Staff members may make audio and video recordings and transmissions of classroom instruction and school activities upon authorization of the superintendent or supervising administrator.

Prohibited Recordings by Students. Unless otherwise authorized by this policy or law, students and/or parents/guardians or any other persons are prohibited from making audio or video recordings or from the transmission of audio or video (live or recorded):

 in no event shall photographs or video recordings or transmissions be taken or made in restrooms, locker rooms, or other areas where there is a reasonable expectation of privacy:  Nor shall they be used in classrooms, offices, media centers and any other area in which academic work or confidential conversations are in progress, including student productions such as plays and concerts.;

Permitted Classroom/Non-classroom Student Recordings. Students and/or parents/guardians and or other persons may make audio or video recordings and live transmissions, otherwise prohibited by this policy, inside or outside the classroom only with the written permission of a school administrator, provided that such recordings otherwise comply with any applicable state and federal laws and district policy.

Generally in student assemblies, such as those held for pep rallies, athletic events and charity weeks; students may audio and video record appropriate activities when the recordings are similar to the manner in which a parent or other patrons, are permitted. In these cases of recordings, students may still be subject to the district’s appropriate use and student discipline policies if video and audio recordings reflect inappropriate content or editing.

DISCRIMINATION/CIVIL RIGHTS, COMPLAINT PROCEDURES Policy #5165

The District complies with the Civil Rights laws, including but not limited to, Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, in assuring the students and employees of the District and all other persons that the District does not dis- criminate on the basis of race, color, sex, national origin, disability, religion, or age in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. The Superintendent is designated by the Board to coordinate the District’s efforts to comply with this assurance. The Executive Director of Human Resources has been designated to handle inquires regarding the non-discrimination policies. The District shall promptly investigate discrimination complaints; take appropriate action against any student or employee who violates this policy; and take any other action reasonably calculated to end and prevent further discrimination against students, employees, or others. All employees shall cooperate with any investigation of alleged discrimination conducted under this procedure or by an appropriate state or federal agency.

Definitions: A. Complaint: A written complaint provided on a Complaint Form 5165F (available on the District’s website and in Human Resources), and attachment(s) thereto, if any, that is submitted to the Compliance Officer alleging that a policy, procedure, or practice of the District dis- criminates on the basis of race, color, national origin, sex, religion, age, or disability.

B. Compliance Officer: An employee designated by the Superintendent to coordinate compliance efforts with Title VI, Title IX, and Section 504 and to authorize or undertake an investigation of allegations of discrimination under this policy. The Executive Director of Human Resources is the designated Compliance Officer for Edmond Public Schools. In the event the Executive Director of Human Resources is the subject of the complaint, the Chief Financial Officer will serve as the alternate Compliance Officer.

C. Administrative Hearing Officer: An impartial individual not currently employed with the District selected at the sole discretion of the Superintendent and retained by the District solely for the purpose of reviewing and ruling on complaints under this policy through a hearing process.

D. Complainant: A student or an employee of the District or any other person who submits a Complaint alleging discrimination on the basis of race, color, national origin, sex, religion, age, or disability.

E. Respondent: The person alleged to be responsible for the violation alleged in the Com- plaint. 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.

F. Day: Day means a working date; the calculation of days in processing a complaint shall exclude Saturdays, Sundays and holidays. Informal Pre-filing Procedures: Prior to the filing of a Complaint, any student, employee or other person who believes he or she has been discriminated against on the basis of race, color, sex, national origin, disability, religion, or age is encouraged to visit with the Com- pliance Officer and to make a reasonable effort to informally resolve the problem or concern. Formal Complaint Procedures: Level One 1. Any student, employee or other person who believes he or she has been discriminated against on the basis of race, color, sex, national origin, disability, religion, or age, who de- sires to proceed with a Complaint, shall, within thirty (30) days of an alleged violation, submit a Complaint to the Compliance Officer at Edmond Public Schools Administration Building. The Complaint shall state the Complainant’s name, the nature of the alleged violation, the date of the alleged violation, the names of persons responsible, and the requested action.

2. Upon receipt of a Complaint, the Compliance Officer shall

A. Immediately authorize or undertake an investigation. The investigation shall be completed as soon as possible, which should not be later than thirty (30) days after receipt of the Complaint. An impartial party, which could be an individual employed by the District or a 3rd party retained by the District for the purpose of investigating the Complaint, must conduct the investigation. The Complainant and Respondent will be given an opportunity to present witnesses and other evidence during the investigation.

B. Notify the Respondent of the Complaint within ten (10) days, to which, Respondent shall submit to the Compliance Officer, within fifteen (15) days of said notification, an answer which shall confirm or deny the facts upon which the allegation is based, indicate acceptance or rejection of the Complainant’s requested action and/or outline alternatives.

C. Determine whether interim measures should be taken pending the outcome of the investigation. Such interim measures may include, but are not limited to, separating the complainant from the person who allegedly discriminated against the person, suspending the implementation of a policy, practice, or procedure and, in cases involving potential criminal conduct, determining whether law enforcement officials should be notified.

D. Issue a written report to the Superintendent or Designee upon completion of the investigation. If the Complaint involves the Superintendent, then the report shall be sent to the School Board. The report shall include a summary of the evidence, a determination of whether the allegations of discrimination are substantiated, and recommendations for cor- rective action, if any.

3. Upon receipt of the Compliance Officer’s investigation report, the Superintendent or De- signee shall

A. Within fifteen (15) days of receiving said report, issue a decision regarding whether discrimination has occurred. The decision must be provided in writing to the Complainant and Respondent. If the Superintendent or Designee determines that discrimination occurred, prompt and appropriate action shall be taken to address and remedy the violation as well as prevent any recurrence. Such action may include discipline up to and including expulsion or termination. 1. Level Two 1. If the Superintendent or Designee determines that no prohibited discrimination occurred, the Complainant may appeal the Superintendent’s or Designee’s decision to an impartial Ad- ministrative Hearing Officer.

A. The Complainant must file his/her notice of appeal with the Compliance Officer within ten (10) days of receiving the Superintendent’s or Designee’s decision. The notice of appeal shall be in writing and be a specific statement of the basis for the appeal. A copy of the original Complaint and Level One written decision shall be filed with the appeal.

B. Within ten (10) days of the notice of appeal, each party shall furnish the Compliance Of- ficer, Administrative Hearing Officer, and other party with copies of exhibits and a list of the names of any witnesses he or she will present at the hearing. Said copies and list shall be delivered to and disseminated by the Compliance Officer.

C. The Administrative Hearing Officer shall be free to admit any testimony, evidence, or exhibits deemed relevant or to exclude the same, in order to build as complete a record as necessary before rendering a decision.

D. Within thirty (30) days of receiving the notice of appeal, the Compliance Officer shall schedule a hearing with the Complainant and the Respondent before the Administrative Hearing Officer.

2. Within fifteen (15) days of conducting the hearing, the Administrative Hearing Officer shall render a written decision with findings of fact and conclusions and shall provide a copy of the same to the Compliance Officer, Complainant and Respondent.

Level Three 1. Within ten (10) days of receipt of the Administrative Hearing Officer’s written decision, if either the Complainant or the Respondent is not satisfied with the Level Two written decision of the Administrative Hearing Officer, either may file his/her notice of appeal with the Board Clerk and copy to the Compliance Officer. The notice of appeal shall be in writing and be a specific statement of the basis for the appeal. A copy of the original Complaint, and the Level One, and the Level Two written decisions shall be filed with the appeal.

A. Within ten (10) days of receiving an appeal request to the Board, the Compliance Officer shall notify the Board of the request and shall schedule a hearing to be conducted by the Board. Such hearing shall be conducted within forty-five (45) days of the date on which the Compliance Officer receives said appeal request.

2. Within ten (10) days of conducting the hearing, the Board shall render a written decision on the complaint; the decision of the Board shall be final.

Extension of Time: Any time limits established by this policy and these procedures may be extended by mutual consent of the parties involved. However, the total number of days from the date that a complaint is filed until the complaint is resolved shall not exceed one hundred eighty (180) days. Confidentiality of Records: All records, complaints, notes, documents, and statements made during or relating to allegations of discrimination shall be maintained on a confidential basis by the Compliance Officer, and no information concerning any complaint shall be documented in an employee’s personnel file. However, in the event official proceedings relating to such allegations are initiated by a party or the District, such records may become public in accordance with law. Information pertaining to complaints shall be maintained for three (3) years after resolution of the complaint. Non-retaliation Provision: No person filing a complaint nor anyone participating in the complaint process under this policy will be subjected to any form of reprisal, retaliation, in- timidation or harassment because he or she has utilized this complaint procedure in good faith or because he or she has in any way participated in any investigation or hearing involving or related to any complaint filed under this policy. The School District will discipline or take appropriate action against any student, employee, agent, or representative of the District who is determined to have engaged in such retaliatory behavior.

EMPLOYEE: ALCOHOL/DRUG FREE WORKPLACE AND DRUG TESTING (adopted 11/7/09) Board Policy #2279

Alcohol and Drug Free Workplace: Employee well-being and the maintenance of safe school and workplace environments are of paramount concern to the Board. Employees under the influence of alcohol, drugs, or controlled substances are a serious risk to themselves and others. The Board hereby commits itself to a continuing good faith effort to maintain a drug-free workplace. The Administration shall provide a copy of this policy to all present and future employees, and each employee of this District is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy.

While on District property or engaged in District activities, employees of the District shall not manufacture, use, possess, sell, distribute, or be under the influence of drugs, controlled dangerous substances, or alcohol (including low-alcohol beer). Any person who has reasonable cause to suspect that an employee on District property or engaged in District activities may be under the influence of or in possession of controlled dangerous substances or alcohol shall report the suspicion to the employee’s supervisor or the Superintendent. When it is evident that an employee has consumed alcoholic beverages or used illegal drugs off District property and/or before a District activity, the employee shall not be allowed on District property and/or shall not be allowed to participate in District activities. Any employee who violates this policy may be subject to disciplinary action which may include suspension, demotion, dismissal, non-reemployment, or termination.

Each employee shall notify the Superintendent, or the Superintendent’s designee, of any criminal drug statute conviction for a violation occurring in or on the premises of this District or while engaged in regular employment. Such notification must be made to the Superintendent, or the Superintendent’s designee, no later than five (5) days after conviction. Within thirty (30) days following receipt of the above notification, the District shall take appropriate disciplinary action which may include termination or require the employee to participate satisfactorily in a drug abuse assistance or rehabilitation program; provided that nothing herein will preclude the District from taking disciplinary action prior to any such notice when cause exists.

Each employee shall attend a drug-free awareness program at which employees shall be informed about the dangers of drug abuse in the workplace, available drug counseling, rehabilitation, employee assistance programs, and the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace. The Board recognizes that employees who have a drug abuse problem should be encouraged to seek professional assistance. An employee who requests assistance shall be referred to a treatment facility or agency in the community if such facility or agency is available.

Alcohol and Drug Testing: Drug and alcohol testing of employees may be conducted in accordance with applicable federal and/or state law as set forth in Administrative Regulations. As outlined within Policy #5175 (Drug Testing for Drivers), the District shall comply with the Omnibus Transportation Testing Act of 1991, which helps to prevent accidents and injuries resulting from misuse of alcohol and controlled substances by employees who serve in safety-sensitive positions.

The employee assistance counselor is available to district employees for personal, psychological, or emotional problems that may be impacting their job performance.

Contact Randy Decker at 340-2818 for a referral.

EMPLOYEE ALCOHOL AND/ OR DRUG TESTING REGULATIONS #2279R

Alcohol and Drug Testing: The District requires employees to undergo testing for drugs and/or alcohol in accordance with District policy and administrative regulations. The District complies with all applicable state and federal laws and regulations. Employee Questions: Any employee who has questions relating to the District’s drug and /or alcohol testing policy, or about these regulations, or about other educational materials regarding drug and/or alcohol testing should contact District’s Human Resource Director. Employees Affected: All employees are subject to testing for drugs and/or alcohol upon application for employment and upon reasonable suspicion that the employee has violated these regulations. Bus Drivers: Drug testing for bus drivers is conducted using different procedures than those set forth in these regulations. Bus drivers should consult Policy #5175 for procedures that apply to them. Compliance: All employees are prohibited from using, possessing, or being under the influence of illegal drugs. All employees are prohibited from using, possessing, or being under the influence of alcohol on school property or during a school-related activity.

A. Testing Situations: 1. Applicants: Upon a conditional offer of employment, a job applicant may be required to undergo drug and/or alcohol testing. A refusal to undergo testing or a confirmed positive test result will serve as a basis for refusal to hire, provided that such testing does not violate the provisions of the Americans with Disabilities Act of 1990, 42 U.S.C., Section 12101 et seq., and provided that such testing is required for all applicants who have received a conditional offer of employment for a particular employment classification. Applicants may be placed in an assignment as a substitute employee until the results of such testing are received by the District. All positive results will be confirmed by an alternative test method as provided by Oklahoma statute and regulations. 2. Reasonable Suspicion: The District may require an employee to undergo drug and/or alcohol testing upon a reasonable suspicion that the employee has violated these regulations. Reasona- ble suspicion exists when a specific contemporaneous event or observation points to recent alcohol and/or drug use. These observations or events must be documented. The documentation should include specific, observable facts and reasonable inferences that suggest the employee is using drugs or alcohol. 3. Post Accident: District employees may be tested for drugs and/or alcohol after an accident if the employee or another person has sustained a work-related injury or the District’s property has been damaged, including damage to equipment, in an amount reasonably estimated at the time of the accident to exceed Five Hundred Dollars ($500.00).

B. Consent: Employees will not be required to sign any consent or waiver prior to drug and/or alcohol testing. All employees recognize that by continuing their employment with the District they have consented to the District’s adoption of a drug and/or alcohol testing program.

EMPLOYEE ALCOHOL AND/ OR DRUG TESTING REGULATIONS #2279R

C. Refusal: Under this regulation, an employee will be deemed to have refused to be screened if he or she: 1. Fails to appear for a test within a reasonable time after being directed to do so; 2. Fails to remain at the testing site until the test is complete (except in the case of a pre- employment applicant who leaves the testing site prior to the commencement of the test); 3. Fails to provide a urine specimen (except in the case of a pre-employment applicant who leaves the testing site prior to the commencement of the test); 4. In the case of a directly observed or monitored collection, fails to permit observation or monitoring; 5. Fails to provide an adequate amount of urine, despite the lack of a medical explanation for the failure; 6. Fails or declines to take an additional test upon request; or 7. Fails to cooperate with any part of the testing process.

D. Procedure for Alcohol Testing and Confirmation: Alcohol testing is generally performed using breath or saliva samples. Employees may be required to allow a blood sample under certain limited circumstances. Tests shall be conducted to afford the employee reasonable privacy, but may depend upon the circumstances of the situation. If an initial test demonstrates an alcohol concentration level of .02 or higher, then a confirmation test will be required. Confirmation tests for alcohol must be conducted at least 15 minutes after the initial test. No disciplinary action will be taken against an employee unless the confirmation test also results in an alcohol concentration of .02 or higher. If the alcohol test was by breath or saliva samples, the confirmation test must be performed on a blood or urine sample of the employee.

E. Procedure for Drug Testing: The District will use the following procedures to test for the presence of controlled substances, to protect the employee and the integrity of the testing processes, to safeguard the validity of the test results, and to ensure that those results are attributed to the correct employee: 1. With the exception of pre-employment applicants, an employee will not be given advance notice of a test. 2. Collection for testing may take place off-site or on campus. 3. If an employee shows overt signs of impairment or intoxication, the District will offer transportation to preclude the employee from driving home or to the collection site. The District may utilize a taxi service or transportation provided by another District employee, a family member of the employee, or law enforcement. 4. The collection of samples shall be performed under reasonable and sanitary conditions. 5. Samples shall be collected and tested with due regard to the privacy of the individual being tested. No employer or representative, agent or designee of the District shall directly observe an applicant in the process of producing a urine sample. However, collection shall be in a manner reasonably calculated to prevent substitutions or interference with the collection or testing of reliable sample 6. A sample shall be collected in sufficient quantity for splitting into two separate specimens to provide for any subsequent independent analysis in the event of challenge of the test results of the main specimen. 7. The cutoff levels to be applied in initially determining whether an employee has submitted a positive test are set forth in District Form DH-F1. If the employee undergoes a second test, the District may test for lower levels as provided by state regulations.

EMPLOYEE ALCOHOL AND/ OR DRUG TESTING REGULATIONS #2279R

8. The laboratory results of employees subject to this policy will be reviewed by a review officer who has met the minimum criteria to qualify for that position in accordance with guidelines established by the State Board of Health. 9. Sample collection shall be documented, and the documentation procedures shall include: a. labeling of samples so as reasonably to preclude the probability of erroneous identification of test results, and b. an opportunity for the employee/applicant to provide notification of any information which the employee/applicant considers relevant to the test, including identification of currently or recently used prescription or nonprescription drugs, or other relevant information. 10. Sample collection storage and transportation to the testing facility shall be performed so as reasonably to preclude the probability of sample contamination or adulteration. 11. Sample testing procedures shall conform to scientifically accepted analytical methods and procedures, and shall include confirmation of any positive test result before the results of any test may be used as the basis for any action. 12. A written record of the chain of custody of the sample shall be maintained from the time of the collection of the sample until the sample is no longer required.

F. Results: If the laboratory makes a finding that the specimen is positive, adulterated, dilute, or refused, then the results will be reviewed by a qualified review officer. The review officer will give the employee an adequate opportunity to confidentially explain the positive result. The review officer will then use his or her expertise in determining whether the employee has presented a valid medical explanation for the positive result. If so, the positive result will not be verified, and no adverse action may be taken against the employee. If not, then the review officer will report the verified positive result to the District.

The review officer must make an effort to contact the employee so that he or she may confidentially explain a positive test result. However, the review officer may verify a result without speaking to an employee in certain instances, including but not limited to, when the employee has expressly declined to discuss the result, or has not responded to the medical review officer or review officer’s invitation to discussion.

G. Confirmation: If an employee believes his or her positive drug test result to be in error, then he or she may request a confirmation test which will be performed on the original specimen or a split- sample of the specimen. The confirmation test will utilize scientifically accepted methods of equal or greater accuracy than were required for the initial test. Employees should be aware that the cutoff levels necessary to confirm a positive result will be lower than those necessary to verify a positive result in the initial screening. The employee shall bear the expense of the confirmation test. However, in the event that the confirmation test results in a negative finding, the employee will be reimbursed by the District.

The District will not initiate disciplinary action against any employee who has requested a confirmation test until the confirmation results have been returned as positive, adulterated, or dilute, or the employee has refused to provide a sample.

EMPLOYEE ALCOHOL AND/ OR DRUG TESTING REGULATIONS #2279R

H. Record Retention: The District will maintain records as follows:

5 years alcohol test results with alcohol concentrations of .02 or higher records of verified positive test results records of refusals records of Substance Abuse Professionals records of follow up tests and schedules

3 years records obtained from previous employers

1 year records of alcohol tests with alcohol concentrations of .02 or lower

All drug and/or alcohol testing records will be stored separately from an employee’s ordinary personnel file.

I. Confidentiality: Records relating to drug and/or alcohol testing will not be released to a third party, unless there is a valid legal reason to do so. Those reasons include, but are not necessarily limited to 1) when an employee authorizes the release in writing, 2) upon certain legal proceedings involving the employer and the employee, or 3) upon court order.

The testing facility will not release information regarding the employee’s health, pregnancy status, or physical or mental condition to anyone except the employee. The testing facility will not release information regarding the presence of drugs for which the District does not test.

J. Consequences for Violation: Employees in violation of this policy may be subject to discipline, up to and including termination. All discipline will be determined on a case-by-case basis.

K. Post-Rehabilitation Testing: Any employee who is permitted to return to work after a positive test for drugs and/or alcohol, or participation in a treatment program for chemical dependency is subject to testing without notice for a period of two years, beginning with the day the employee returns to work.

L. Employee Assistance Program: The District will provide employees with a confidential Employee Assistance Program (“EAP”) which includes drug and alcohol dependency evaluation and referral for assistance in resolving or accessing treatment for addiction to, dependence on, or problems with alcohol or drugs. The cost of treatment, counseling, or rehabilitation resulting from the employee assistance program (“EAP”) referral will be the responsibility of the employee.

When documented job impairment has been observed and identified, a supervisor may recommend participation in the EAP. Any action taken by the supervisor, however, will be based on job performance. A supervisor’s decision to recommend participation in the EAP does not preclude the supervisor from administering discipline in accordance with District policy.

With regard to leave, absences due to EAP-related activities, such as referral appointments, will be treated on the same basis as other personal business or health matters.

EMPLOYEE ALCOHOL AND/ OR DRUG TESTING REGULATIONS #2279R

An employee who wishes to participate in the EAP shall notify the Superintendent or designee.

With regard to leave, absences due to EAP-related activities, such as referral appointments, will be treated on the same basis as other personal business or health matters.

M. Remedies: Any person aggrieved by a willful violation of this policy may institute a civil action as provided by law.

EMPLOYEE DRESS/APPEARANCE Policy #2275

All employees are expected to dress appropriately and to conduct themselves responsibly. The image they portray as Edmond Public Schools' employees through day-to-day contact with the public and with col- leagues has a direct bearing on how they judge the effectiveness of our school system. It is important that a positive image be portrayed. Cleanliness and personal grooming are important and expected.

SOCIAL MEDIA – Employee Use (adopted 4/3/17) Board Policy #2250 Edmond Public Schools recognizes the value and benefit of using electronic media to communicate digitally with students, families and fellow employees in an effort to engage stakeholders and enhance the learning experience. Wheth- er or not an employee chooses to participate in online social networking or any other form of online publishing or discussion is his or her own decision. Free speech protects educators who want to participate in social media, but the laws and courts have ruled that schools can discipline students and employees if their speech, including online postings, interferes with the learning environment or causes a disruption to the normal operations at school, violates district policy or the laws of the State of Oklahoma.

The district recognizes that the line between professional and personal relationships is blurred within a social media context. When employees choose to join or engage with students, families or fellow employees in a social media context that exists outside those approved by the district, they are advised to maintain their professionalism as district employees and take responsibility for addressing inappropriate behavior or activity on these networks, including requirements for mandatory reporting required by policy, state and federal laws. Consequences for misuse of social media are addressed in EPS school board policy #5720 (Access to and Responsible Use of Technology Resources and Information Databases) and the Collective Bargaining Agreement.

1. Definitions A. Social media refers to any user generated content sites generally available to the public or consum- ers that include, but are not limited to sites like Facebook, Flickr, YouTube, Twitter, Instagram, Snap- chat, Google apps, Skype, Wikis, social networks, podcasts, forums, blogs, and other content sharing sites.

B. District approved password-protected social media tools are those that fall within the district’s electronic technologies network or which the district has approved for educational use.

2. Employee Use of Social Media:

District’s employees are expected to serve as positive ambassadors for our schools and remember they are role models to students in this community. Because readers of social media may view the employee as a representative of the district, they are required to observe the following rules when referring to the district, its schools, students, programs, activities, employees, volunteers and communities on any social media:

A. An employee’s use of any social media and an employee’s postings, displays, or communications on any social media network must comply with all state and federal laws and any applicable district policies.

B. District employees should exercise discretion and maintain professionalism when communicating with students or groups of students via computer or wireless telecommunication devices. Em- ployees should limit communication with students to matters concerning a student’s education, or extra- curricular activities for which the staff member has responsibility.

C. District employees are discouraged from engaging in private electronic media exchanges with students. Only on rare occasions or in emergency situations should individual communication with students occur.

D. EPS employees are personally responsible for all comments/information they publish online. Respect and professionalism should be maintained in all communications - by word, image or other means. Employees shall not use obscene, profane or vulgar language on any social media network or engage in communications or conduct that is harassing, threatening, bullying, libelous, or defamatory or that discusses or encourages any illegal activity or the inappropriate use of alcohol, use of illegal drugs, sexual behavior, sexual harassment,

SOCIAL MEDIA – Employee Use (cont.) E. Externally communicating any confidential or privileged information related to Edmond Public Schools, its employees or students not intended for public dissemination is prohibited and may be grounds for disciplinary action. EPS employees may not disclose information on any social media network that is confidential or proprietary to the district, its students, or employees or that is protected by data privacy laws such as FERPA. Posting images on any social media network of co-workers without the co- worker's’ consent is prohibited. Information or images of students may NOT be posted on any social media network without written parental consent. (Refer to Policy 5720)

F. Employees may not act or purport to act as a spokesperson for the district or post comments as a representative of the district, except as authorized by the superintendent or the superintendent’s designee. EPS employees must make clear that any views expressed are the employee’s alone and do not necessarily reflect the views of the district. District-supported social media may not make reference to any political candidates or issues of a political nature.

G. At the beginning of each year, a list of site social media platforms, managed by school administration, will be sent to the Director of Public Information Officer. The list will include the social media platform and the names of persons with passwords and content responsibilities.

H. When using forms of electronic communication to share information with students, district employees are directed to inform parents in writing (handbook, syllabus, etc.) to the extent this form of communication will be used, establish guidelines for such use, and allow them the option to opt out.

I. The district logo may not be used on any social media network without permission from the Superinten- dent, or designee. Nonpublic images of the district premises and property, including floor plans, may not be posted or shared

J. Edmond Public Schools’ employees should be aware that persons classified as “friends” or persons who can access a personal social networking site may have the ability to download and share the employee’s information and photographs with others. Employees are strongly encouraged to set and maintain social networking privacy settings at the most restrictive level.

3. Employee Personal Use of Social Media

A. Edmond Schools is supportive of an employee’s personal rights to freedom of speech, expression and association, including the use of electronic devices and social networks.

B. Employees shall not engage in personal use of social media during contract hours unless online activity has been assigned to an employee and/or is related to an employee’s work assignment. Use of an employee’s personal social media account to discuss school business with parents and students is prohibited.

4. Consequences for Social Media Policy Violations:

Reports of a violation of this policy may result in an investigation of the user’s posts, files, internet usage, or other electronic/digital media. The investigation and its scope will be reasonable and calculated to disclose the existence and nature of the alleged violation. If warranted, consequences will be determined in accordance with the collective bargaining agreements and state and federal laws, considering the type of violation, past history, and level of the user. Disciplinary action may include a letter of counsel, reprimand, plan-of-improvement, or a recommendation for dismissal or non-reemployment.

DRESS CODE, STUDENT (Effective SY 2001-2002) - Policy #4510

The student dress code is based upon the premise of recognizing fashion without sacrificing decency, safety, and appropriateness. It is the intent to restrict extremes and indecency which will detract from the main purpose of the educational program. Dress and grooming which causes or is likely to cause disruption of the instructional program of the school is prohibited.

The following are general guidelines regarding proper dress. Inappropriate attire includes but is not limited to the following:

1. Headgear (examples: hats, caps, bandanas, sunglasses, stocking caps) is not to be worn in the building. Any headgear brought to school should be kept in the student’s locker or cubby during regular school hours. Exceptions may be made by the principal for spirit days or special activities.

2. Halter tops, off-the shoulder tops, bare midriffs, tube tops, spaghetti straps, [muscle shirts, mesh shirts or fishnet (unless a t-shirt is underneath)], backless or partial backless garments, or outer garments with the appearance of underwear are not permitted to be worn by students.

3. Frayed, shredded, ripped or torn garments are not to be worn by students. Normal wear and tear is accepted unless it is to the extent that causes or is likely to cause disruption of the instructional program.

4. Apparel that is too tight or too loose is not to be worn by students. Clothing which is too revealing or does not completely cover undergarments may not be worn, (examples: mini skirts, short shorts, low cut clothes or exposed cleavage.)

5. Apparel that reveals offensive writing, suggestive slogans or logos which pertain to beer, liquor, drugs, or tobacco is not to be worn. Items which carry connotations of immorality, vulgarity, obscenity, nudity or promotion of violence and/or gang/cult activity (examples: article of clothing, belts, jewelry, or school materials) are not allowed.

6. Apparel identifying a student as “security” or “police” is not to be worn.

7. Bike or animal chains/collars/spikes are not to be worn.

Additional guidelines include the following:

1. Shoes must be worn. Houseshoes are not permitted.

2. Clothing normally worn when participating in a school sponsored extra-curricular or sports activity may be worn to school when approved by the Administration.

3. Exceptions to these guidelines may be made by the principal for spirit days or special activities.

4. Additional modifications or exceptions to the dress code may be enacted as deemed necessary by the administration. Such modifications will be based upon safety or related factors.

5. Administrative guidelines are to be developed for enforcement of the dress code.

TECHNOLOGY: Access to and Responsible Use of Technology Resources & Information Databases Policy #5720

The Edmond Public Schools Access to and Responsible Use of Technology Resources & Information Data- bases Policy will govern all of the district’s computer systems and information databases accessed by all technology users. The term “Users,” refers to all technology users and is defined as all staff, students, and individuals provided access to the network. Users will comply with current requirements regarding responsible use of the system and network.

The Edmond Public Schools recognizes that as technologies evolve, the manner in which information may be accessed, communicated, and transferred may alter teaching and learning practices. It is the district’s intent to provide reasonable, equitable, and safe access to and storage of information for both employees and students. As in all of its work with and for students and families, the Family Educational Rights and Privacy Act (FERPA) guides many of the district’s decisions with regard to the wise and judicious use of technology.

A. Shared Responsibility The district’s policy of “Shared Responsibility” means that users are expected to act responsibly in their use of technology resources. Users will strictly adhere to this policy and to the rules and regulations relating to the use of the network or the district’s computer systems and will be held accountable for their actions in this regard.

B. Networked Information Systems Responsibility Access to the district’s computer systems and to the network is a privilege, which can be revoked in cases of misuse. The network is provided to users for educationally related communication, research, and/or job related activities. Unauthorized online access, including “hacking” and other unlawful activities, is prohibited. The users of the network will respect and comply at all times with local, state, federal and international laws governing or relating to their use of the network. The district will cooperate fully with local, state, federal, and international officials in any investigation concerning or relating to any illegal activities conducted through and otherwise involving the district’s computer systems.

C. Limitation of Liability The district uses internet filtering to control and regulate access to internet sites. This does not provide an abso- lute means for preventing access to inappropriate material and should never take the place of direct supervision in the classroom. If a user inadvertently accesses inappropriate material, or has knowledge of others accessing inappropriate material, the user should immediately inform an administrator.

D. System Security & Internet Safety Failure to secure a computer for even a short period of time can have significant consequences. Users are responsible for their user ID accounts and passwords and should take reasonable precautions to prevent others from gaining access to their accounts. Users are solely responsible for all actions taken under their user ID. All staff members are expected to lock their workstations when away from them for even a moment.

Sharing a user ID or password with any other person is prohibited. Under no circumstances may users provide their passwords to another person or permit another person to use their account once activated.

Users should never give out private or confidential information about themselves or others on the internet. Un- authorized disclosure, use, and dissemination of personal identification information regarding minors is strictly prohibited.

For the protection and security of Edmond Public Schools’ networked system, it is prohibited to directly attach any network device, such as a wireless access point, to the Edmond Public Schools’ network or to create a personal wireless network while on campus.

When using the internet for class activities, teachers will select material that is age appropriate and relevant to the course objectives. Teachers will review the material and internet sites they require or recommend students access in order to determine the appropriateness of the material. Teachers also should be mindful of the regulations and restrictions regarding the posting of student pictures and personal information on web pages and other internet accessible resources.

E. Respecting Resource Limits

The district network system should be used for educational and professional or career development activities.

Users are responsible for the contents of their home directory. Only school or work related materials may be stored in a user’s home directory or any other district approved storage systems. Given the finite level of the district networked storage space, users are expected to limit downloads of any size to work-related files.

F. Copyright and Plagiarism

United States copyright law will govern the use of material accessed through the network. Employees and students will make a standard practice of requesting permission from the holder of a work before copying material or incorporating substantial portions of a work in other materials. This does not apply to appropriately cited references in scholarly research. Employees who violate this provision do so at their own risk and will be held personally liable for their negligence.

G. Active Restriction Measures

To comply with the Child Internet Protection Act (CIPA) and other federal and state statutes, the school district will utilize filtering software or other technologies to protect users from accessing visual depictions that are obscene, pornographic, or harmful to minors.

H. Education of Users in Appropriate Online Behaviors

Each school’s instructional staff is responsible for instructing students in the appropriate use of technology before allowing them on the network. Users will be educated about safe and appropriate online behavior, including interactions with other individuals on email, messaging, and social networking websites in an effort to as- sure their safe and secure use of direct electronic communications on the district network. In addition, cyberbullying awareness and response will be addressed in student handbooks and classroom instruction.

In the classroom and other learning spaces, student use of the internet should be related to specific learning objectives. All staff, including teachers, support, and administration, are responsible for monitoring student activity on the school network. Within the learning environment, the staff member assigned to a student or group of students is responsible for monitoring their use of the network and internet

I. Use of Personal/District Technology

All EPS resources are intended for instructional and job related activities. Personal computing devices and software are permitted, as long as this policy, the Technology Standards of Conduct, and all site rules and procedures are followed. Personal computing devices and software will not be supported by the district nor will the district be held financially liable for loss or damage of said equipment or software. Personal data, images, other media, or software may be removed from district technology at the discretion of the district, as required to properly maintain district resources.

Teachers must ensure that all students are able to participate in classroom activities and assignments that require a mobile device.

The superintendent/designee is responsible for developing/maintaining procedures specific for the use, care, inventory and tracking of district provided wireless devices. This includes those district-owned devices that are distributed to students for their individual use as an educational tool.

1. Staff Use of Technology a. General use of district telecommunication devices:

1) The Board of Education recognizes that the use of telecommunications is important for communicating with parents, vendors and others in conducting school business. Timely and appropriate use (effective, effi- cient, ethical and lawful) is expected. b. Use of district IP telephone equipment:

1) Use of the district IP phone system for personal business is strongly discouraged and is to be limited to times that do not interfere with or detract from the employee’s work functions.

2) Long distance calls are sometimes required in conducting school business. The superintendent/designee is responsible for developing/maintaining procedures for authorizing and tracking long distance use, when appropriate. Employees are prohibited from making long distance calls for personal business at district expense. c. Wireless devices:

1) For the purpose of this policy, wireless devices are deemed to include all mobile phones, laptop/tablets, two- way radios, and other devices that use Wi-Fi or radio frequencies for communication. While wireless devices are at times assigned to employees for conducting school business, other staff members may also possess wireless communication devices while on school premises. The usage of these devices is governed by this policy. The above-stated “General Use” provisions also apply to employee use of wireless communication devices. Use of wireless devices for personal business during the workday is discouraged and is to be limited to times that do not interfere with or detract from employees’ work functions.

2) Employees who choose to bring personal wireless devices to school do so at their own risk. Edmond Public Schools is not responsible for the theft or loss of personal wireless devices.

2. Student Use of Technology a. Wireless Devices

1) The Edmond Public Schools’ policy on wireless devices is designed to ensure that their use does not interfere with, but enhances, the learning experience. Wireless devices are deemed to include all mobile phones, laptop/tablets, and other devices that use Wi-Fi or radio frequencies for communication.

2) Students who choose to bring personal wireless devices to school do so at their own risk. Edmond Public Schools is not responsible for the theft or loss of personal wireless devices.

3) Students may also use district owned wireless devices. They will be responsible for the safe, responsible, and appropriate use of the devices at all times.

4) Specifics as to student use and responsibility for district-owned devices, wireless and otherwise, will be de- lineated, explained, and agreed upon by students and their families prior to assignment of the devices through

uniform district-led and site implemented procedures.

5) Student use of cell phones or other personal electronic devices on campus during the school day is a privilege. Cell phones, their use and all functions within a cell phone (i.e., camera and all other applications) are prohibited from use in classrooms and media centers and any other area in which academic work is in progress, including student productions such as plays and concerts. Student assemblies, such as those held for pep rallies and charity weeks, may include appropriate opportunities for exceptions to the phone-free learning zone. All student cell phones should be stored, secured and out of sight in a locker, backpack, purse or pocket during class time.

At high schools, cell phones may be used by students before school, between classes, lunch and after school on campus. At middle and elementary schools, students may possess phones; however, they must be turned off during school hours.

6) Specific guidelines and expectations for student use of technology are illuminated in the regulations that ac- company this policy.

J. No Expectation of Privacy

No student or employee shall have any expectation of privacy in any computer usage, electronic mail being sent or received by the district’s computers or district-provided internet access. The district’s system operators may access any electronic mail or computer usage and may delete any inappropriate material found, sent or received using the district’s computers or district-provided internet access. In addition, discipline may be imposed for improper usage.

K. Consequences for Violations Consequences will be determined based upon the type of violation, past history, and level of the user. Certain violations for misuse of technology may lead to additional, more severe penalties and legal action, as applicable. If the district becomes aware that a user may have violated the law or board policy, an individual search of the user’s files, internet usage, or other electronic/digital media will be conducted. Seizure of the device may also be expected. The investigation and its scope will be reasonable, calculated to disclose the existence and nature of the alleged violation.

Penalties for violations may include, but are not limited to:

1. Loss of internet access and/or network access, for a determined amount of time according to the offense. 2. Staff misuse of technology may result in disciplinary measures to include dismissal. 3. Student offenses will include notifying the student’s parent/guardian of an incident and possible disciplinary action appropriate to the severity of the offense.

Access to and Responsible Use of Technology Resources & Information Databases Regulations #5720R

Overview Acknowledging that the development of instructional technology is an ongoing evolution, the following regulations are intended to be reviewed and edited as changes in technology require. Student safety and privacy are the guiding premise for the following expectations regarding the use and access of technology at Edmond Pub- lic Schools.

A. Policy 5720 and these regulations will govern all of the district’s computer systems and information databases accessed by all technology users.

B. The district will take reasonable steps to secure the network and computer systems against unauthorized access and/or abuse, while making the network available and accessible for all authorized users.

C. New employees of the district will be required to complete a new user ’s orientation before access to the network and internet is provided.

D. Users (as defined in the policy) will be required to annually sign appropriate documentation indicat- ing they have read and/or attended instruction regarding Policy 5720 regulations and Standards of Conduct pri- or to using the network. If a student is under 18, his/her parent/guardian will be required to also sign the documentation.

E. Any attempt to violate the provisions of the policy or these regulations may result in disciplinary action up to and including loss of network privileges, confiscation of computer equipment, suspension, criminal prosecution, and/or termination of employment.

F. The following expectations must be met; failure to do so, may result in disciplinary consequences as noted in policy:

1. With regard to students’ independent use of personal and school-owned devices outside of the classroom, guidelines for appropriate use -- time and place -- should be determined, communicated and commonly prac- ticed among all sites within a particular grade configuration, i.e. elementary, middle, and high school. Students will be expected to follow these expectations, which will be communicated at the sites with parents and students. 2. Unauthorized use of any wireless device during a test (i.e. text messaging, image photography, etc.) will be considered cheating. Appropriate and commensurate disciplinary consequences will be administered. 3. Wireless device photography is prohibited in restrooms and locker rooms at all times. 4. Students may never photograph or video other students or school staff without their permission.

5. Exception to policy provisions may be granted in advance by the site administrator for the following purposes: a.) Monitoring or providing support for students with specific health need. b.) Exceptions necessitated by instructional needs such as photography class, club activity support (i.e. website maintenance, social media graphics,) etc.

6. If a student fails to follow guidelines for in-school use of a personal device, the device may be confiscated by a teacher or administrator.

7. If a device is in the possession of an administrator, it will not be released to the student until parents have been contacted and appropriate communications and consequences have been made/discussed. 8. The site administrator may take further disciplinary actions, provided they are consistent with applicable board policies that relate to student discipline.

G. In addition, the use of the district’s network for, or in furtherance of, the following activities is prohibited:

1. Accessing, uploading, downloading, transmitting, displaying, or distributing obscene or sexually explicit material; or transmitting obscene, abusive, or secularly explicit language. 2. Accessing material that is profane or that advocates illegal acts, or that advocates violence or discrimination towards other people (hate literature). 3. Damaging computers, computer systems, network services, or data; vandalizing, damaging or disabling the property of another person or organization; disabling computers, systems or networks through the intentional misuse or excessive use of network resources or the spreading of computer viruses and/or malware through the use of infected files or other electronic/digital media. 4. Using inappropriate language while accessing the district’s network. Inappropriate language includes obscene, profane, lewd, vulgar, rude, inflammatory, threatening, or disrespectful language. 5. Participating in cyberbullying, defined as when one or more people use technology to intentionally harm, harass, intimidate, or reject another person. Such activities or knowledge of the activity shall be reported to school personnel. 6. Attempting to gain unauthorized access to the district system or to any other computer system within the district, or go beyond a user’s authorized access. Attempting to browse the system, hide files, or encrypt files, will be construed as an attempt to gain unauthorized access or compromise the system.

7. Using the system for political purposes or speech. District employees and students may use the system to communicate with their elected representatives or elected officials for curriculum related purposes, or for reasons which are important to the mission and functioning of Edmond Public Schools. Use is not permitted to campaign for or against any political candidate, or ballot proposition or for political lobbying. 8. Downloading, streaming and/or storage of audio, video, software, or other electronic/ digital media, such as movies, images and music files, for personal purposes. 9. Sending mass emails to large groups, such as an entire school or all contacts in the district’s email system, for purposes of personal gain, intentionally inappropriate editorializing, or other non-sanctioned personal communication is forbidden. Users should not post chain letters or engage in “spamming.” Spamming is sending an unnecessary email message to a group of people. (This does not prohibit official communication with patrons on behalf of the district, a school, a school organization, or a teacher.) 10. Using social networking or messaging sites in a manner that distracts from or disrupts the educational process. 11. Participating in online gambling or lotteries.

EDMOND PUBLIC SCHOOLS Employee Service Portal

Overview

In the Edmond Public Schools Employee Service Portal, you can access your: ● Benefits & Deductions ● Certificates (if you are a certified employee) ● Leaves ● Payroll (pay advices, W2’s, 1095c’s, etc.) ● Employer Forms

★ You c n request changes to your address and phone number(s).

Accessing The Employee Service Portal

You can get to the Employee Service Portal login screen one of three ways:

1. At work, open the App Launcher folder on your computer desktop and double-click on the Employee Service Portal icon.

2. At home or on a personal device, go to the Edmond website Menu > Staff > Resources http://EdmondSchools.net/Staff/ Resources.

Then, click on Employee Service Portal (link).

3. On a cell phone or tablet, scan the QR code.

Creating An Account

Once on the login screen, you can click on the link to login.

To create a new account, click on “Create an account”

Complete ALL information on the ‘Create New Account’ screen.

Notes:  Your password must be at least 8 characters and include one number and one special character.  If you do not have an Edmond Public Schools email account, you may use your personal email address.  Click on the Submit button when all items are filled in.

You are required to enter 3 personal questions which will be used if you forget your password. Below is an example (though question #3 is not yet entered). All three questions are required. *Be sure to create questions and answers you will remember.

After you have completed all the information, Click the Submit button. You will receive a pop-up window with a message like the one below.

Important Next Step: An email containing a link will be sent to the email address you provided when setting up your account. You will need to open the email and click on the link to confirm your account. Please Note: The link will expire in 48 hours.

After you click on the link to confirm and activate your account, you will receive a message like the one below. From here, click on the ‘Go to the Login page’ to log into the Employee Service Portal!

Viewing Information In The Employee Service Portal When you log into the Employee Service Portal, you will see your Home screen. Across the top of the screen, notice all the information tabs available to view. ○ Benefits & Deductions ○ Certificates (if you are a certified employee) ○ Leaves ○ Payroll (pay advices, W2’s, 1095c’s, etc.) ○ Employer Forms ○ Edmond Public Schools (links to the main EPS website)

The left side displays The right side My Current Information displays System and tabs. Messages.

You can toggle between your Business and your Personal

Note: If you receive a validation error when creating your account, email [email protected], noting the error received and the info entered in the top six fields. *Those fields must match data in our HR system.

Changing Account Information in Employee Service Portal

To change information concerning your Employee Service Portal login account, click on your name in the upper right corner of the screen and then click on Account

You will see three sections: Application Settings, User Account and Security Questions. ● Application Settings ○ Update Your Email Address ○ Personal Directory Settings (not used at this time) ○ Preferences (Calendar Start Month) You may change the start month to July if you want to view your information by the school year instead of calendar year. ● User Account – changes can be made to: ○ User Name ○ Update password ● Security Questions – Changes can be made to: ○ Question 1 and/or Answer 1 ○ Question 2 and/or Answer 2 ○ Question 3 and/or Answer 3

After making any changes, click the Save button for the area where you are making the changes. (There are three Save buttons, one for each of the sections.)

Requesting Address and/or Phone Number Changes

After logging into the Portal, on the 'Home' page you should see a link for Request Changes (under the tabs, in the middle of the page, left of “Welcome to the Employee Service Portal”).

Click on 'Request Changes' and you will see the Demographic Requests screen.

To the far right, click on New Request.

The screen will display your current address and phone number information. *Please Note: “Mobile Phone 2” is the EPS Contact Phone that is used to make district phone calls to staff, such as snow day phone calls.

● Enter any changes you need to make and then click the Submit button.

You will receive an email when your request is approved (unless you choose the no-email option).

Forgot Password

If you forget your password to the Employee Service Portal, you can click on the Forgot your password? link on the Employee Service Portal login screen. You can reset your password by either entering your user name or your email address.

Click the Submit button after entering your user name or your email address.

After you click the Submit button, you will be asked to answer one of your security questions.

After entering the answer to the security question, click the Submit button. You will receive a pop-up confirmation window, similar to the one below.

Important Next Step: An email containing a link will be sent to the email address you provided when you set up your account. Open the email from [email protected] and click on the link in order to reset your password. Please Note: The link will expire in 48 hours.

When you click on the link to reset your password, you should see the following screen:

Enter your new password twice and click the Submit button to reset your password. Remember, it must be at least 8 characters long, have at least one number and have at least one special character.

Questions? If you have questions or problems with the Employee Service Portal, please email [email protected]

Edmond Public Schools 2020-2021 Substitute Teacher Pay Dates

Pay Period Pay Day Pay #

07/26/2020 08/08/2020 08/14/2020 01 08/09/2020 08/22/2020 08/28/2020 02 08/23/2020 09/05/2020 09/11/2020 03 09/06/2020 09/19/2020 09/25/2020 04 09/20/2020 10/03/2020 10/09/2020 05 10/04/2017 10/17/2020 10/23/2020 06 10/18/2020 10/31/2020 11/16/2020 07 11/01/2020 11/14/2020 11/20/2020 08 11/15/2020 11/28/2020 12/04/2020 09 11/29/2020 12/12/2020 12/18/2020 10 12/13/2020 01/02/2021 01/08/2021 11 01/03/2021 01/16/2021 01/22/2021 12 01/17/2021 01/30/2021 02/05/2021 13 01/31/2021 02/13/2021 02/19/2021 14 02/14/2021 02/27/2021 03/05/2021 15 02/28/2021 03/20/2021 03/26/2021 16 03/21/2021 04/03/2021 04/09/2021 17 04/04/2021 04/17/2021 04/23/2021 19 04/18/2021 05/01/2021 05/07/2021 20

05/02/2021 05/15/2021 05/21/2021 21

05/16/2021 05/29/2021 06/04/2021 22

05/30/2021 06/12/2021 06/18/2021 23

Pay for extra duties will be processed monthly and paid on the next regular substitute teacher pay date. Therefore, payment for a duty may occur on a different pay date than the regular sub pay for that day worked.

Example ELEMENTARY SITE HERE Substitute Teacher Notes for TEACHERS NAME

Class: Second Grade Classroom Room Number: Room 198 Classroom Phone Number: 726- If you need to call another classroom in the building, just dial the last 4 digits of the phone number. If you want to call a number outside the building, dial “8” and then the number. Teachers Who Can Help: 1. 2. “Go To” Teacher in an Emergency: Front Office Secretary: Melissa Myers ext 3425 (Attendance, Registrar & Financial Secretary) Main School Telephone: 340-2955 Substitute Teacher Computer Login Information: Available as needed/upon request.

School Hours: 8:25am-3:15pm Attendance Procedure: You will find class rosters in the sub folder you received in the office. Please take attendance within the first 15 minutes (NO LATER THAN 9:00) of class. If you have questions, please call Melissa Myers at ext 3425 Classroom Rules/Procedures: (filled out by teacher) There is a binder labeled “Guest Teacher” on the counter. That should contain everything you should neek.

Schedule: (filled out by teacher)

My schedule is in the binder labeled “Guest Teacher.” Extra Duties to be Covered by Sub: I have no extra duties. Technology Information: I will leave directions. Where to Find My Sub Plans and Seating Charts: There is a binder labeled “Guest Teacher” on the counter.. Helpful Students who can Answer Rule/Procedure Questions:

Sub Notes to Teacher:

MIDDLE SCHOOL SITE HERE Substitute Teacher Notes for Teacher Name Here

Classes: Team: Classroom Room Number: Room Classroom Phone Number: 726- If you need to call another classroom in the building, just dial the last 4 digits of the phone number. If you want to call a number outside the building, dial “8” and then the number. Teachers Who Can Help: Teacher- Teacher- “Go To” Teacher in an Emergency: Teacher

Front Office Secretaries: Shannon Edwards Principal Secretary Extension 6001 Monica Callender Attendance Secretary Extension 6007 Shae Purvis Financial Secretary Extension 6009 Kobi Cordova Registrar Extension 6008 Main School Telephone: 340-2900 Substitute Teacher Computer Login Information: (filled in by office) Username: ______Password: ______School Hours: 7:50 am - 2:40 pm Attendance Procedure: You will find class rosters in the sub folder you received in the office. Please take attendance within the first 15 minutes of class and send it down to the office each hour with a student. If you have questions, please call Shannon Edwards at ext 6001. Classroom Rules/Procedures: (filled out by teacher) Your Name here Schedule: (filled out by teacher)

Extra Duties to be Covered by Sub: I have ____duty from ______. Usually another teacher will cover for me. If you have to cover for me, you will be paid. When you check out today make sure to let Shannon Edwards in the front office know that you covered my ____duty. You will will be paid extra for covering this. Technology Information: Where to Find My Sub Plans and Seating Charts:

Helpful Students who can Answer Rule/Procedure Questions (by hour): 1st Hour: 2nd Hour: 3rd Hour: 4th Hour: 5th Hour: 6th Hour: 7th Hour: Sub Notes to Teacher:

Example HIGH SCHOOL SITE HERE Substitute Teacher Notes for Your Name Here

Classes: Biology/Algebra Classroom Room Number: Room 713 Classroom Phone Number: 726-2345 If you need to call another classroom in the building, just dial the last 4 digits of the phone number. If you want to call a number outside the building, dial “8” and then the number. Teachers Who Can Help: Teacher- ext 6285, room 712 (next classroom on the left) Teacher- ext 6324, room 714 (next classroom on the right) “Go To” Teacher in an Emergency: Teacher- ext 1234, room 800 (next classroom on the right) Front Office Secretaries: (site office staff should fill this out) Trish Romack (Welcome Center Secretary) ext 7316 Stacie Rasmussen(Attendance Secretary) ext 7320

Main School Telephone: Substitute Teacher Computer Login Information: Username: ______Password: ______School Hours: 7:40 am - 3:30 pm

Attendance Procedure: You will find class rosters in the sub folder you received in the office. Please take attendance within the first 15 minutes of class and send it down to the office each hour with a student. If you have questions, please call Stacie at ext 7320.

Classroom Rules/Procedures: (filled out by teacher) The students have assigned seats in my room. They are not allowed to have gum, food or drinks in the classroom. They may NOT use their phones. Only one student may go to the restroom at a time if they hand you a restroom pass and it is not within the first 10 or last 10 minutes of class. Your Name here Schedule: (filled out by teacher) 1st hour 7:40 - 8:35 (Biology) 2nd hour 8:40 - 9:35 (Algebra) Tutorial 9:35 - 9:55 3rd hour 10:00 - 10:55 (Algebra) 4th hour 11:00 - 11:55 (Biology) Lunch 12:00 - 12:30 (Lunch Duty) 5th hour 12:35 - 1:30 (PAP Biology) 6th hour 1:35 - 2:30 (PAP Biology) 7th hour 2:35 - 3:30 (This is my Plan Hour.)

Extra Duties to be Covered by Sub: I have ____duty from ______. Usually another teacher will

SUBJECT: 403(B) Retirement Savings Plan Eligibility Notice

Edmond Public Schools maintains a 403(b) retirement savings plan for the benefit of its employees. All employees are eligible and participation in this plan is volun- tary.

A 403(b) Plan allows eligible employees the opportunity to save for retirement. Amounts contributed to the Plan are, in general, contributed on a tax-deferred basis. This means that the contribution is not subject to Oklahoma and federal income tax until distributed by the plan. This tax deferral also applies to any earnings on the contributions. Because the Plan is intended as a means of savings for retirement, distributions are limited to certain events.

Provisions of the plan and a list of financial investment companies that are approved to participate in the District’s 403(b) plan may be found on the EPS employee portal. If you have any questions regarding the District’s 403(b) plan please contact the Benefits Coordinator at 405-340-2974 or the Chief Financial Officer at 405-340- 2808.

RANDY DECKER Associate Superintendent Human Resources 1001 West Danforth, Edmond, Oklahoma 73003-4801 Telephone 405-340-2818 FAX 405-340-2835 Email: [email protected]

NOTES

Edmond Public Schools 1001 West Danforth Road Edmond, OK 73003 Phone 405-340-2800 Fax 405-340-2835 www.edmondschools.net

2020-2021