HomeMy WebLinkAboutRes 18-05 WA Approving Amendments to the Academy Personnel Manual WESTLAKE ACADEMY
RESOLUTION NO. 18-05
A RESOLUTION OF THE WESTLAKE ACADEMY BOARD OF TRUSTEES
AMENDING PERSONNEL POLICIES AND ADOPTING THE 2018-2019 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 2018-2019 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 18-05
Page 1 of 4
SECTION 4: That this resolution shall become effective from and after its date of
passage.
PASSED AND APPROVED ON THIS 15TH DAY OF AUGUST 2018.
�'f.� / �'
,
ATTEST: Laura Wheat, President
*tuu/'�j
���
;7/p , X
Kelli Ed ds, Town Secretary Tom Bry V115ermteL&nt
APPROVED AS TO FORM:
�&Z46 r,f��e F.r
Janet S. Bubert or L. Stanton Lowry,
School Attorney
Resolution WA 18-05
Page 2 of 4
Exhibit "A"
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 conduct 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 that 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 or an applicant for certification 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.
Assault leave
Assault leave provides extended job income and benefits protection to an employee who is
injured as the result of a physical assault suffered during the performance of his or her job. An
incident involving an assault is a work-related injury, and should be immediately reported to the
Executive Director and the Human Resources Office. An injury is treated as an assault if the
person causing the injury could be prosecuted for assault or could not be prosecuted only
because that person's age or mental capacity renders the person non-responsible for purposes of
criminal liability.
An employee who is physically assaulted at work may take all the leave time medically
necessary (up to two years) to recover from the physical injuries he or she sustained. At the
request of an employee, the Academy will immediately assign the employee to assault leave.
Days of leave granted under the assault leave provision will not be deducted from accrued
personal leave and must be coordinated with workers' compensation benefits. Upon
investigation the Academy may change the assault leave status and charge leave used against the
Resolution WA 18-05
Page 3 of 4
employee's accrued paid leave. The employee's pay will be deducted if accrued paid leave is
not available.
Military leave
Paid leave for military service. Any employee who is a member of the Texas National Guard,
Texas State Guard, or reserve component of the United States Armed Forces, or a member of a
state or federally authorized Urban Search and Rescue Team will be granted a paid leave of
absence without loss of any accumulated leave for authorized training or duty orders. Paid
military leave will not exceed 15 days each federal fiscal year (September 1—August 31). In
addition, an employee is entitled to use available state and local personal or sick leave during a
time of active military service.
Reemployment after military leave. Employees who leave the Academy to enter into the
United States uniformed services or who are ordered to active state military duty (Texas National
Guard or Texas State Guard) may return to employment if they are honorably discharged.
Employees who wish to return to the Academy will be reemployed in the position they would
have held if employment had not been interrupted or reassigned to an equivalent or similar
position provided they can be qualified to perform the required duties. To be eligible for
reemployment, employees must provide notice of their obligation or intent to perform military
service, provide evidence of honorable discharge or release, and submit an application for
reemployment to the Superintendent or the Human Resources Office. In most cases, the length of
federal military service cannot exceed five years.
Continuation of health insurance. Employees who perform service in the uniformed services
may elect to continue their health plan coverage at their own cost for a period not to exceed 24
months. Employees should contact the Human Resources Office for details on eligibility,
requirements, and limitations.
Possession of firearms and weapons
Employees, visitors, and students, including those with a license to carry a handgun, are
prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school
premises (i.e., building or portion of a building) or any grounds or building where a school-
sponsored activity takes place. A person, including an employee, who holds a license to carry a
handgun may transport or store a handgun or other firearm or ammunition in a locked vehicle in
a parking lot, garage, or other district provided parking area, provided the handgun or firearm or
ammunition is properly stored, and not in plain view. To ensure the safety of all persons,
employees who observe or suspect a violation of the Academy's weapons policy should report it
to the school office immediately.
Resolution WA 18-05
Page 4 of 4