HomeMy WebLinkAboutRes 13-10 WA Amending the WA Personnel and adopting the 2013-2014 Personnel manual WESTLAKE ACADEMY
RESOLUTION NO. 13-10
A RESOLUTION OF THE WESTLAKE ACADEMY BOARD OF TRUSTEES
AMENDING CURRENT MANUAL AND ADOPTING 2013-2014 THE 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 l: 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 2013-2014 Westlake Academy Personnel Manual with the aforementioned
additions.
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.
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it " q"
Westlake Aca e y Personnel Manual
2013-2014 Proposed Updates
Leaves s
Westlake Academy offers employees paid and unpaid leaves of absence in times of personal need. This
handbook describes the basic types of leave available and restrictions on leaves of absence.
Employees who have personal needs that will require long leaves of absence (5 days or more) are
required to notify the Human Resources Office as well as their campus administrator or supervisor.
When the need for a long leave is foreseeable, employees must provide a 30-day advance notice.
Employees who take an unpaid leave of absence may continue their insurance benefits at their
own expense. Health care benefits for employees on authorized leave under the Family and
Medical Leave Act will be paid by the Academy, to the same extent as when the employee is
working. Otherwise, the Academy does not make benefit contributions for employees who are on
unpaid leave.
Sick and personal leave is earned on an annual basis. Regular full-time and part-time employees
(as opposed to temporary, substitute or seasonal) earn sick and personal leave, and is available
for the employee's use at the beginning of the school/contract year. If an employee leaves the
Academy before the end of the work year, the cost of any unearned leave days already taken
shall be deducted from the employee's final paycheck.
Sick and personal leave may be used in full-day or half-day increments. However, if an
employee is taking family and medical leave, leave shall be recorded in one-hour increments.
Earned comp time must be used before any available paid sick or local leave.
Employees must follow the Academy procedures to report or request any leave of absence and complete
the appropritate form or certification.
Medical Certification. Any employee who is absent more than 5 days because of a personal or
family illness must submit a medical certification from a qualified health care provider
confirming the specific dates of the illness, the reason for the illness, and—in the case of
personal illness—the employee's fitness to return to work.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits covered
employers from requesting or requiring genetic information of an individual or family member
of the individual, except as specifically allowed by this law. To comply with this law, we ask that
employees and health care providers do not provide any genetic information in any medical
certification. `Genetic information,' as defined by GINA, includes an individual's family medical
history, the results of an individual's or family member's genetic tests,the fact that an individual
or an individual's family member sought or received genetic services, and genetic information of
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a fetus carried by an individual or an individual's family member or an embryo lawfully held by
an individual or family member receiving assistive reproductive services.
Continuation of health Insurance. Employees on an approved leave of absence other than
family and medical leave may continue their insurance benefits at their own expense. Health
insurance benefits for employees on paid leave and leave designated under the Family and
Medical Leave Act will be paid by the Academy as they were prior to the leave. Otherwise, the
Academy does not pay any portion of insurance premiums for employees who are on unpaid
leave. Under TRS-Active Care rules, an employee is no longer eligible for insurance through the
Academy after six months of unpaid leave other than FML. If an employee's unpaid leave
extends for more than six months, the Academy will provide the employee with notice of
COBRA rights.
Family is heave (FMLA)
The following text is from the federal notice, Employee Rights and Responsibilities Under the
Family and Medical Leave Act. Specific information that the Academy has adopted to implement
the FMLA follows this general notice.
Basic Leave Entitlement. FMLA requires covered employers to provide up to 12 weeks of
unpaid,job-protected leave to eligible employees for the following reasons:
For incapacity due to pregnancy, prenatal medical care or child birth;
To care for the employee's child after birth, or placement for adoption or foster care;
To care for the employee's spouse, child, or parent, who has a serious health condition; or
For a serious health condition that makes the employee unable to perform the employee's
job.
Military Family Leave Entitlements. An eligible employee whose spouse, son, daughter, or
parent is on covered active duty or called to covered active duty status may use his or her 12-
week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may
include attending certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, and attending post-
deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26
weeks of leave to care for a covered servicemember during a single 12-month period.
A covered servicemember is (1) a current member of the Armed Forces, including a member of
the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy,
is otherwise in outpatient status, or is otherise on the temporary disability retired list, for a
serious injury or illness*; or(2) a veteran who was discharged or released under conditions other
than dishonorable at any time during the five-year period prior to the first date the eligible
employee takes FMLA leave to care for the covered veteran, and who is undergoing medical
treatment, recuperation, or therapy for a serious injury or illness*.
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*The FMLA definitions of"serious injury or illness" for current servicemembers and
veterans are distinct from the FMLA definition of"serious health condition".
Benefits and Protections. During FML, the employer must maintain the employee's health
coverage under any "group health plan" on the same terms as if the employee had continued to
work. Upon return from FML, most employees must be restored to their original or equivalent
positions with equivalent pay, benefits, and other employment terms.
Use of FML cannot result in the loss of any employment benefit that accrued prior to the start of
an employee's leave.
Eligibility Requirements. Employees are eligible if they have worked 1,250 hours or more over
the previous 12 months.
Definition of Serious Health Condition.A serious health condition is an illness, injury,
impairment, or physical or mental condition that involves either an overnight stay in a medical
care facility, or continuing treatment by a health care provider for a condition that either prevents
the employee from performing the functions of the employee's job, or prevents the qualified
family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of
incapacity of more than 3 consecutive calendar days combined with at least
two visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet
the definition of continuing treatment.
Substitution of Paid Leave for Unpaid Leave. Employees are required to use accrued paid
leave while taking FML. In order to use paid leave for FML, employees must comply with the
Academy's normal paid leave policies.
Employee Responsibilities. Employees must provide 30 days advance notice of the need to take
FMLwhen the need is foreseeable. When 30 days notice is not possible, the employee must
provide notice as soon as practicable and generally must comply with an employer's normal call-
in procedures.
Employees must provide sufficient information for the employer to determine if the leave may
qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient
information may include that the employee is unable to perform job functions, the family
member is unable to perform daily activities, the need for hospitalization or continuing treatment
by a health care provider, or circumstances supporting the need for military family leave.
Employees also must inform the employer if the requested leave is for a reason for which FML
was previously taken or certified. Employees are required to provide a certification and periodic
recertification supporting the need for leave.
Employer Responsibilities. Covered employers must inform employees requesting leave
whether they are eligible under the FMLA. If they are eligible, the notice must specify any
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additional information required as well as the employees' rights and responsibilities. If they are
not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated FML, and the amount of
leave counted against the employee's leave entitlement. If the employer detennines that the leave
is not FML, the employer must notify the employee.
Unlawful Acts by Employers. The FMLA makes it unlawful for any employer to: interfere
with, restrain, or deny the exercise of any right protected under the FMLA; discharge or
discriminate against any person for opposing any practice made unlawful by the FMLA or for
involvement in any proceeding under or relating to the FMLA.
Enforcement. An employee may file a complaint with the U.S. Department of Labor or may
bring a private lawsuit against an employer.
The FMLA does not affect any Federal or State law prohibiting discrimination or supersede any
state or local law or collective bargaining agreement which provides greater family or medical
leave rights.
FMLA section 109(29 U.S.C. §2619)requires FMLA covered employers to post the text of this notice.Regulations
29 C.F.R. §825.300(a)may require additional disclosures.
For additional information:
1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
www.wagehour.dol.gov
Texas Educators' C f Ethics (applicable to 1 employees)
Statement of Purpose
The Texas educator shall comply with standard practices and ethical conduct toward students,
professional colleagues, school officials, parents, and members of the community and shall
safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession,
shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and good
moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall
extend just and equitable treatment to all members of the profession. The Texas educator, in
accepting a position of public trust, shall measure success by the progress of each student toward
realization of his or her potential as an effective citizen. The Texas educator, in fulfilling
responsibilities in the community, shall cooperate with parents and others to improve the public
schools of the community. (19 TAC 247.1(b))
Professional Standards
1. Professional Ethical Conduct, Practices, and Performance
Standard 1.1 The educator shall not intentionally, knowingly, or recklessly
engage in deceptive practices regarding official policies of the Academy, educational
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institution, educator preparation program, the Texas Education Agency, or the State
Board for Educator Certification(SBEC) and its certification process.
Standard 1.2 The educator shall not knowingly misappropriate, divert, or use
monies, personnel, property, or equipment committed to his or her charge for
personal gain or advantage.
Standard 1.3 The educator shall not submit fraudulent requests for
reimbursement, expenses, or pay.
Standard 1.4 The educator shall not use institutional or professional privileges
for personal or partisan advantage.
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or
favors that impair professional judgment or to obtain special advantage. This
standard shall not restrict the acceptance of gifts or tokens offered and accepted
openly from students, parents of students, or other persons or organizations in
recognition or appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or coerce others to
do so.
Standard 1.7 The educator shall comply with state regulations, written local
school board policies, and other state and federal laws.
Standard 1.8 The educator shall apply for, accept,offer, or assign a position or
a responsibility on the basis of professional qualifications.
Standard 1.9 The educator shall not make threats of violence against school
Academy employees, school board members, students, or parents of students.
Standard 1.10 The educator shall be of good moral character and be worthy to
instruct or supervise the youth of this state.
Standard 1.11 The educator shall not intentionally or knowingly misrepresent his
or her employment history, criminal history, and/or disciplinary record when
applying for subsequent employment.
Standard 1.12 The educator shall refrain from the illegal use or distribution of
controlled substances and/or abuse of prescription drugs and toxic inhalants.
Standard 1.13 The educator shall not consume alcoholic beverages on school
property or during school activities when students are present.
2. Ethical Conduct toward Professional Colleagues
Standard 2.1 The educator shall not reveal confidential health or personnel
information concerning colleagues unless disclosure serves lawful professional
purposes or is required by law.
Standard 2.2 The educator shall not harm others by knowingly making false
statements about a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school board policies
and state and federal laws regarding the hiring, evaluation, and dismissal of
personnel.
Standard 2.4 The educator shall not interfere with a colleague's exercise of
political, professional, or citizenship rights and responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce a colleague
on the basis of race, color, religion, national origin, age, gender, disability, family
status, or sexual orientation.
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Standard 2.6 The educator shall not use coercive means or promise of special
treatment in order to influence professional decisions or colleagues.
Standard 2.7 The educator shall not retaliate against any individual who has
filed a complaint with the SBEC or provides information for a disciplinary
investigation or proceeding under this chapter.
3. Ethical Conduct toward Students
Standard 3.1 The educator shall not reveal confidential information concerning
students unless disclosure serves lawful professional purposes or is required by law.
Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat
a student or minor in a manner that adversely affects or endangers the learning,
physical health, mental health, or safety of the student or minor.
Standard 3.3 The educator shall not intentionally, knowingly, or recklessly
misrepresent facts regarding a student.
Standard 3.4 The educator shall not exclude a student from participation in a
program, deny benefits to a student, or grant an advantage to a student on the basis of
race, color, gender, disability, national origin, religion, family status, or sexual
orientation.
Standard 3.5 The educator shall not intentionally, knowingly, or recklessly
engage in physical mistreatment, neglect, or abuse of a student or minor.
Standard 3.6 The educator shall not solicit or engage in sexual conduct or a
romantic relationship with a student or minor.
Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized
drugs to any person under 21 years of age unless the educator is a parent or guardian
of that child or knowingly allow any person under 21 years of age unless the
educator is a parent or guardian of that child to consume alcohol or
illegal/unauthorized drugs in the presence of the educator.
Standard 3.8 The educator shall maintain appropriate professional educator-
student relationships and boundaries based on a reasonably prudent educator
standard.
Standard 3.9 The educator shall refrain from inappropriate communication with a
student or minor, including, but not limited to, electronic communication such as cell
phone, text messaging, email, instant messaging,blogging, or other social network
communication. Factors that may be considered in assessing whether the
communication is inappropriate include, but are not limited to:
(i) the nature, purpose, timing, and amount of the communication;
(ii) the subject matter of the communication;
(iii) whether the communication was made openly or the educator attempted to
conceal the communication;
(iv) whether the communication could be reasonably interpreted as soliciting
sexual contact or a romantic relationship;
(v) whether the communication was sexually explicit; and
(vi) whether the communication involved discussion(s) of the physical or sexual
attractiveness or the sexual history, activities, preferences, or fantasies of
either the educator or the student.
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Reporting Suspected use
All professional employees who are licensed or certified by the State 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. Non-licensed or non-
certified employees should also report respected abuse as soon as possible to the appropriate
agency and the Campus Director. If the suspected abuser is the child's parent or legal guardian,
reports must be submitted to Child Protective Services. Abuse is defined by SBEC and
includes the following acts or omissions:Mental or emotional injury to a student or minor
that results in an observable and material impairment in the student's or minor's
development, learning, or psychological functioning;
Causing or permitting a student or minor to be in a situation in which the student or minor
sustains a mental or emotional injury that results in an observable and material
impairment in the student's or minor's development, learning, or psychological
functioning;
Physical injury that results in substantial harm to a student or minor, or the genuine threat of
substantial harm from physical injury to the student or minor, including an injury that is
at variance with the history or explanation given and excluding an accident or reasonable
discipline; or
Sexual conduct harmful to a student's or minor's mental, emotional, or physical welfare.
Employees are also required to make a report if they have cause to believe that an adult was a
victim of abuse or neglect as a child and they determine in good faith that the disclosure of the
information is necessary to protect the health and safety of another child or disabled person.
Reports to Child Protective Services can be made toa local field office or to the Texas Abuse Hotline
(800-252-5400). State law specifies that an employee may not delegate to or rely on another person or
administrator to make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is
immune from liability unless the report is made in bad faith or with malicious intent. In addition, the
Academy is prohibited from retaliating against an employee who, in good faith, reports child abuse or
neglect or who participates in an investigation regarding an allegation of child abuse or neglect.
An employee's failure to make the required report may result in prosecution as a Class A misdemeanor.
In addition, a certified employee's failure to report may result in disciplinary procedures by SBEC for a
violation of the Code of Ethics and Standard Practices for Texas Educators.
Employees who suspect that a student has been or may be abused or neglected should also report their
concerns to the campus principal. This includes students with disabilities who are no longer minors.
Employees are not required to report their concern to the principal before making a report to the
appropriate agency. In addition, employees must cooperate with investigators of child abuse and neglect.
Reporting the concern to the principal does not relieve the employee of the requirement to report it to the
appropriate state agency. Interference with a child abuse investigation by denying an interviewer's request
to interview a student at school or requiring the presence of a parent or school administrator against the
desires of the duly authorized investigator is prohibited.
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Personal Use of Electronic c e is
Electronic media includes all forms of social media, such as text messaging, instant messaging,
electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web
sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g.,
Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of
telecommunication such as landlines, cell phones, and Web-based applications.
As role models for the Academy's students, employees are responsible for their public conduct
even when they are not acting as Academy employees. Employees will be held to the same
professional standards in their public use of electronic media as they are for any other public
conduct. If an employee's use of electronic media interferes with the employee's ability to
effectively perform his or her job duties, the employee is subject to disciplinary action, up to and
including termination of employment. If an employee wishes to use a social network site or
similar media for personal purposes, the employee is responsible for the content on the
employee's page, including content added by the employee, the employee's friends, or members
of the public who can access the employee's page, and for Web links on the employee's page.
The employee is also responsible for maintaining privacy settings appropriate to the content.
An employee who uses electronic media for personal purposes shall observe the following:
The employee may not set up or update the employee's personal social network page(s) using
the Academy's computers, network, or equipment.
The employee shall not use the Academy's logo or other copyrighted material of the
Academy without express, written consent.
The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Code of Ethics and Standard Practices for Texas
Educators, even when communicating regarding personal and private matters, regardless
of whether the employee is using private or public equipment, on or off campus. These
restrictions include:
i. Confidentiality of student records.
ii. Confidentiality of health or personnel information concerning colleagues, unless
disclosure serves lawful professional purposes or is required by law.
Confidentiality of Academy records, including educator evaluations and private e-
mail addresses.
iii. Copyright law
iv. Prohibition against harming others by knowingly making false statements about a
colleague or the school system.
See Use of Electronic Media with Students,below, for regulations on employee communication
with students through electronic media.
Use of Electronic Media with Students
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A certified or licensed employee, or any other employee designated in writing by the
superintendent or a campus principal, may communicate through electronic media with students
who are currently enrolled in the Academy. The employee must comply with the provisions
outlined below. All other employees are prohibited from communicating with students who are
enrolled in the Academy through electronic media.
An employee is not subject to these provisions for personal, non-school related communications
that occur due to an employee's social or family relationship with a student. For example, an
employee may have a relationship with a niece or nephew, a student who is the child of an adult
friend, a student who is a friend of the employee's child, or a member or participant in the same
civic, social, recreational, or religious organization.
The following defmitions apply for the use of electronic media with students:
Electronic media includes all forms of social media, such as text messaging, instant
messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms),
video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and
social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also
includes all forms of telecommunication such as landlines, cell phones, and Web-based
applications.
Communicate means to convey information and includes a one-way communication as well
as a dialogue between two or more people. A public communication by an employee that
is not targeted at students (e.g., a posting on the employee's personal social network page
or a blog) is not a communication: however, the employee may be subject to Academy
regulations on personal electronic communications. See Personal Use of Electronic
Media, above. Unsolicited contact from a student through electronic means is not a
communication.
Certified or licensed employee means a person employed in a position requiring SBEC
certification or a professional license, and whose job duties may require the employee to
communicate electronically with students. The term includes classroom teachers,
counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians,
licensed therapists, and athletic trainers.
An employee who uses electronic media to communicate with students shall observe the
following:
The employee may use any form of electronic media except text messaging. Only a teacher,
trainer, or other employee who has an extracurricular duty may use text messaging, and
then only to communicate with students who participate in the extracurricular activity
over which the employee has responsibility.
The employee shall limit communications to matters within the scope of the employee's
professional responsibilities (e.g., for classroom teachers, matters relating to class work,
homework, and tests; for an employee with an extracurricular duty, matters relating to the
extracurricular activity.
The employee is prohibited from knowingly communicating with students through a personal
social network page; the employee must create a separate social network page
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("professional page") for the purpose of communicating with students. The employee
must enable administration and parents to access the employee's professional page.
The employee shall not communicate directly with any student between the hours of 5 p.m.
and 7 a.m. An employee may, however, make public posts to a social network site, blog,
or similar application at any time.
The employee does not have a right to privacy with respect to cominunications with students
and parents.
The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Code of Ethics and Standard Practices for Texas
Educators, including:
i. Compliance with the Public Information Act and the Family Educational Rights
and Privacy Act (FERPA), including retention and confidentiality of student
records.
ii. Copyright law
Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a
student.
Upon request from administration, an employee will provide the phone number(s), social
network site(s), or other information regarding the method(s) of electronic media the
employee uses to communicate with any one or more currently-enrolled students.
Upon written request from a parent or student, the employee shall discontinue
communicating with the student through e-mail, text messaging, instant messaging, or
any other form of one-to-one communication.
An employee may request an exception from one or more of the limitations above by submitting
a written request to his or her immediate supervisor.
Tobacco use
Smoking and the use of tobacco products, electronic cigarettes and other smokeless products are
prohibited on all Town of Westlake/Westlake Academy-owned property and at school-related or school-
sanctioned activities, on or off campus. This includes all buildings, playground areas, parking facilities,
and facilities used for athletics and other activities.Notices stating that smoking is prohibited by law and
punishable by a fine are displayed in prominent places in all school buildings.
Criminal History Background Checks
Employees may be subject to a review of their criminal history record information at any time
during employment. National criminal history checks based on an individual's fingerprints,
photo, and other identification will be conducted on certain employees and entered into the
Texas Department of Public Safety(DPS) Clearinghouse. This database provides the district and
SBEC with access to an employee's current national criminal history and updates to the
employee's subsequent criminal history.
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Employee Arrests and Convictions
An employee must notify his or her principal or immediate supervisor within three calendar days
of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any
felony, and any of the other offenses listed below:
• Crimes involving school property or funds
• Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any
certificate or permit that would entitle any person to hold or obtain a position as an
educator
• Crimes that occur wholly or in part on school property or at a school-sponsored activity
• Crimes involving moral turpitude
Moral turpitude includes the following:
• Dishonesty
• Fraud
• Deceit
• Theft
• Misrepresentation
• Deliberate violence
• Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the
actor
• Crimes involving any felony possession or conspiracy to possess, or any misdemeanor or
felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any
controlled substance
• Felonies involving driving while intoxicated (DWI) or driving under the influence (DUI)
of drugs or alcohol
• Acts constituting abuse or neglect under the SBEC rules
If an educator is arrested or criminally charged, the superintendent is also required to report the
educators' criminal history to the Division of Investigations at TEA.
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SECTION 4: That this resolution shall become effective from and after its date of
passage.
PASSEL) AND APPROVED ON THIS 12TH DAY OF AUGUST 2013.
ATTEST: Laud--Wheat, President
Kellydwar own Secretary Tom Br y rl r, upermtendent
APPROVED S TO FO M:
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L. anton L(w , o Attorney
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