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HomeMy WebLinkAboutRes 16-11 WA Approving an Amendment to the Personnel Manual 2016-2017 WESTLAKE ACADEMY RESOLUTION NO. 16-11 A RESOLUTION OF THE WESTLAKE ACADEMY BOARD OF TRUSTEES AMENDING PERSONNEL POLICIES AND ADOPTING THE 2016-2017 WESTLAKE ACADEMY PERSONNEL MANUAL. WHEREAS, Westlake Academy recognizes that ongoing updates to the Academy's personnel manual are necessary to ensure best practices; and, WHEREAS, the leaders of Westlake Academy desire to promote professionalism, safety, security, and high standards of performance in the workplace; and, WHEREAS, Westlake Academy desires is to provide employees with a personnel manual that reflects the goals and vision of the Academy's leaders; and, WHEREAS, the Board of Trustees finds that the passage of this Resolution is in the best interest of the citizens of Westlake as well as the students, their parents, and faculty of Westlake Academy. NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF TRUSTEES OF WESTLAKE ACADEMY: SECTION 1: that, all matters stated in the Recitals hereinabove are found to be true and correct and are incorporated herein by reference as if copied in their entirety. SECTION 2: That the Westlake Academy Board of Trustees does hereby amends the current manual with the proposed personnel policy additions and changes, attached as Exhibit "A", and adopts the 2016-2017 Westlake Academy Personnel Manual with the aforementioned additions and/or amendments. SECTION 3: If any portion of this Resolution shall, for any reason, be declared invalid by any court of competent jurisdiction, such invalidity shall not affect the remaining provisions hereof and the Council hereby determines that it would have adopted this Resolution without the invalid provision. Resolution WA 16-11 Page I of 4 SECTION 4: That this resolution shall become effective from and after its date of passage. PASSED AND APPROVED ON THIS 10T" DAY OF AUGUST 2016. ATTEST: Laura heat, President KeO Edw ` s,Town Secretary Tom Brymer, p rintendent APPROVED AS TO J ze . Bubert ton Lowry, School Attorney Resolution WA 16-1 I Page 2 of 4 Exhibit "A" Westlake Academy Personnel Manual 2016-2017 Equal employment opportunity Westlake Academy does not discriminate against any employee or applicant for employment because of race,color,religion,gender national origin, age,disability,military status,genetic information, or on any other basis prohibited by law.Employment decisions will be made on the basis of each applicant's job qualifications,experience,and abilities. Additionally,Westlake Academy does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Employees with questions or concerns about discrimination on the basis of race,color,religion,sex, national origin, age,disability,genetic information, or military status should contact the Superintendent or the Human Resources Office. Job vacancy announcements Announcements of job vacancies by will be made by one or more of the following methods: in the Town of Westlake's newspaper of record,posted internally in common faculty areas,and/or on the Academy's website. Job vacancies may be advertised on additional third-party websites,at the discretion of the Superintendent or designee. Employment after retirement Individuals receiving retirement benefits from the Teacher Retirement System(TRS)may be employed under certain circumstances on a full-or part-time basis without affecting their benefits,according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (www.trs.texas.gov). Notwithstanding the above,TRS rules and state law will govern. Notification to Parents Regarding Qualifications In schools receiving Title I funds,the Every Student Succeeds Act(ESSA)requires schools to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child's teacher. ESSA also requires that parents be notified if their child has been assigned or taught for four or more consecutive weeks by a teacher who does not meet applicable state certification or licensure requirements. Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certified or uncertified teachers Resolution WA 16-11 Page 3 of 4 include individuals on an emergency permit(including individuals waiting to take a certification exam)or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request. Reporting Suspected Child Abuse All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services,or appropriate state agency(e.g., state agency operating, licensing, certifying, or registering a facility)within 48 hours of the event that led to the suspicion. If the suspected abuser is the child's parent or legal guardian,reports must be submitted to Child Protective Services. (no changes to the remainder of this policy) Reports to the Texas Education Agency The dismissal of a certified employee must be reported to the Division of Investigations at TEA whenever the termination is based on evidence that the employee was involved in any of the following: • A reported criminal history • Any form of sexual/physical abuse of a minor or any other illegal contact with a student or a minor • Soliciting or engaging in sexual conduct or a romantic relationship with a student or minor • The possession,transfer, sale, or distribution of a controlled substance • The illegal transfer,appropriation,or expenditure of school property or funds • An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensation • Committing a criminal offense or any part of a criminal offense on school property or at a school- sponsored event • Violating assessment instrument security procedures The superintendent is also required to notify TEA when a certified employee resigns and there is evidence the educator engaged in the conduct listed above. The reporting requirements above are in addition to the superintendent's ongoing duty to notify TEA when a certified employee has a reported criminal history. "Reported criminal history"means any formal criminal justice system charges and dispositions including arrests, detentions, indictments, criminal information,convictions,deferred adjudications,and probations in any state or federal jurisdiction that is obtained by a means other than the Fingerprint-based Applicant Clearinghouse of Texas(FACT). Resolution WA 16-11 Page 4 of 4