2008-2009

 

 

 

EMPLOYEE HANDBOOK

 

 

 

 

WINNSBORO INDEPENDENT SCHOOL DISTRICT

 

 

 

 

 

Introduction

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year.  Not all district policies and procedures are included.  Those that are have been summarized.  Suggestions for this handbook are welcome and may be sent to Phillis Stone.

This handbook is neither a contract nor a substitute for the official district policy manual.  It is not the intent to alter the at-will status of employees in any way.  Rather, it is a guide to and a brief explanation of district policies.  District policies and procedures can change at any time.  For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district personnel.  Policy manuals are located at each campus in the principal’s office and are available for employee review during normal working hours.

 

Http://www.tasb.org/policy/pol/private/250907/ WISD Board Policy

 

 

 

 

 

 

 

 

 

 

 

      I.  STANDARDS OF CONDUCT

 

The following standards of conduct shall apply to all employees of the District:

 

  1. No employee shall accept or solicit any gift, favor, or service that might reasonably tend to influence the employee in the discharge of official duties or that the employee knows or should know is being offered with the intent to influence official conduct.
  2. No employee shall accept employment or engage in any business or professional activity that the employee might reasonably expect would require or induce the disclosure of confidential information acquired by reason of the official position.
  3. No employee shall accept other employment or compensation that could reasonably be expected to impair the employee’s independence of judgment in the performance of official duties.
  4. No employee shall make personal investments that could reasonably be expected to create a substantial conflict between the employee’s private interest and the public interest.
  5. No employee shall intentionally or knowingly solicit, agree to or accept any benefit for having exercised official powers of performed official duties in favor of another.
  6. District employees shall dress in a clean, neat, professional manner, appropriate to their assignments in the District.  Shorts, wind suits and gym clothing are inappropriate classroom attire and should only be worn in the gym or athletic areas.  Jeans should only be worn on designated days and in designated areas.  Coordinated crop pants suit or ensemble is acceptable.  All teachers must adhere to the Campus/ District policy and be in compliance with the student code of conduct in regard to the dress code.
  7. Many teachers and staff members carry personal cell phones.  Your cell phone should be turned off during the instructional day.  Do not use your cell phone during instructional time unless it is an emergency.  We would appreciate your professionalism concerning its use.  
  8. There will be no visible tattoos and no body piercing for any employee.  
  9. District employees may not use tobacco products while on school property.  Employees who use or are under the influence of alcohol or illegal drugs, as defined by the Texas Controlled Substances Act, during working hours may be dismissed in accordance with Board policy.
  10. Warnings may be given to employees who engage in misconduct. Discipline should be administered according to Board policy.
  11. The members of the teaching profession, including the Superintendent, principals, supervisors, classroom teachers, counselors, and other professional employees required to hold a valid certificate or teaching permit, shall accept responsibilities in development and promotion of high standards of ethics, conduct, and professional performance and practices of persons engaged in the practice of such profession in this state.
  12. Discipline should be administered according to Board policy.

 

 

II.                 REGULATIONS AND POLICIES

                                        DRUGS ON SCHOOL PROPERTY

 

A school district employee shall report to a school administrator any person whom the employee reasonably suspects of using, selling, delivering, possessing, or being under the influence of the following on school property:  marijuana or a controlled substance, a dangerous drug, an abusive glue or aerosol paint or volatile chemical or alcoholic beverage.

 

DRUG-FREE SCHOOLS REQUIREMENT

 

The District prohibits the unlawful distribution, possession, or use of illicit drugs and alcohol on school premises or as part of any of the District’s activities.

 

Employees who violate this prohibition shall be subject to disciplinary sanctions.  Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, termination from employment with the District, and referral to appropriate law enforcement officials for prosecution.

 

Compliance with these requirements and prohibitions is mandatory and is a condition of employment.

 

(This notice complies with notice requirements imposed by the federal Drug-free schools and Communities Act Amendments of 1989 {0 U.S.C. 3224a and 34 CFR 87.201})

 

HAZARDOUS CHEMICALS

 

It is illegal to keep any hazardous chemicals including pesticides in the classrooms.  Any fines imposed on the district due to violations by an individual will be passed on to that individual.

 

MANDATORY THREE-YEAR AHERA REINSPECTION REPORT AND MANAGEMENT PLAN REVISIONS

 

This notice is furnished as required by 40 Code of Federal regulations 763 Subpart E, Section 763.93(g).

 

ERI Consulting Engineers, Inc. of Tyler, Texas, completed the three-year reinspection and periodic surveillance of identified asbestos-containing materials in the facilities of the Winnsboro Independent School District. This reinspection was done in accordance with Section 763.85 of the Asbestos Hazard Emergency Response Act (AHERA), 40 CFR, and Section 763.  There were no significant changes in the condition of the identified, non-friable and/or friable asbestos-containing materials from the initial inspection.

 

The management plan has also been updated in accordance with the Asbestos Hazard Emergency Response Act.

 

Copies of the reinspection report and management plan update are available for inspection at the superintendent’s office during business hours.

 

Pesticides

Pesticides are periodically used at Winnsboro Independent School District.  All applications are made by a certified applicator licensed with the Texas State Structural Pest Control Board.  A copy of MSDS sheets is available of pesticides used upon request.

 

DISCRIMINATION RULE

 

The Winnsboro Independent School District offers vocational programs in family consumer science, and vocational agriculture.

 

It is the policy of Winnsboro ISD not to discriminate on the basis of race, color, national origin, sex, or handicap in its vocational programs, services or activities as required by Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Education Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.

 

It is the policy of Winnsboro ISD not to discriminate on the basis of race, color, national origin, sex, handicap, or age in its employment practices as required by Title IV of the Civil Rights Act of 1964, as amended; Title IX of the Education Amendments of 1972; the Age Discrimination Act of 1975, as amended; and Section 403 of the Rehabilitation Act of 1973, as amended.

 

For information about your rights or grievance procedures, contact Mrs. Phillis Stone, the Title IX Coordinator and the Section 504 Coordinator, at 207 E. Pine

Street, or call 342-3737.

 

REPORTING SUSPECTED CHILD ABUSE OR NEGLECT

 

The Commissioner of Education has created a new rule at 19 TAC 61.1051 that requires employees to be provided with specific information about where to report their concerns, including the current toll-free telephone number of the Texas Department of Protective and Regulatory Services. (1-800-252-5400) Policy information related to these concerns may be found at FNG (LEGAL), GRA (LEGAL), and GRA (LOCAL).  As part of update 73, look for a policy and exhibit at FNG (LOCAL) and FNG (EXHIBIT) to address fully the rule.

 

Violations should be reported to Mrs. Phillis Stone, Title IX Coordinator. 

 

SEXUAL HARRASSMENT

 

PROFESSIONAL CONDUCT POLICY AND PROHIBITION AGAINST HARRASSMENT

 

The Winnsboro Independent School District is proud of its professional and congenial work environment, and will take all necessary steps to ensure that the work environment remains pleasant for all who work here.  All employees must treat each other with courtesy, consideration and professionalism.  This District will not tolerate harassment of any employee by any other employee or supervisor for any reason.  In addition, harassment for any discriminatory reason, such as race, sex, national origin, disability, age, or religion, is prohibited by state and federal laws, which may subject the District and/or the individual harasser to liability for any such unlawful conduct.  With this policy, the District prohibits not only unlawful harassment, but also other unprofessional and discourteous actions.  Accordingly, derogatory, racial, ethnic, religious, age, sexual or other inappropriate remarks, slurs, or jokes will not be tolerated.

 

Conduct prohibited by this policy includes but is not limited to unwelcome sexual advances, request for sexual favors, or any other visual, verbal or physical conduct of a sexual nature when:

 

1.      Submission to the conduct is made either implicitly or explicitly a condition of the individual’s employment;

2.      Submission to or rejection of the conduct is used as the basis for an employment decision affection the harassed employee; or

3.      The harassment has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment, which is intimidating, hostile, or offensive to the employee.

 

Each employee must exercise his or her own judgment to avoid engaging in conduct that may be perceived by others as harassment.  Forms of prohibited conduct include, but are not limited to:

 

1.      Verbal:  repeated sexual innuendos, racial or sexual epithets, derogatory slurs, off-color jokes, propositions, threats, or suggestive or insulting sounds;

2.      Visual/Non-verbal:  derogatory posters, cartoons, or drawings; suggestive objects or pictures; graphic commentaries; leering; or obscene gestures;

3.      Physical:  unwanted physical contact including touching, interference with an individual’s normal work movement, or assault; and

4.      Other:  making or threatening reprisals as a result of negative response to harassment.

 

We are committed to preventing such conduct, to investigating complaints of inappropriate conduct and remedying violations of this policy.  Any employee who believes that he/she is or may be subjected to objectionable conduct must report it immediately to his or her supervisor, or to other appropriate administrative officials.  Employees should not allow an inappropriate situation to continue by not reporting it, regardless of who is creating that situation.  No employee in this District is exempt from reporting misconduct in violation of this policy.

 

Complaints may be made confidentially, and employee requests for confidentiality will be honored, consistent with applicable legal requirements.  In response to every complaint, the District will investigate promptly and thoroughly.  Should an investigation disclose a violation of this policy, we will undertake appropriate corrective action designed to rectify the conduct and prevent any recurrence.  Under no circumstances will Winnsboro ISD tolerate any retaliation against an individual for making a complaint in good faith under this policy.

 

Any employee who engages in prohibited conduct is subject to discipline up to and including termination.

 

Violations should be reported to Mrs. Phillis Stone, Title IX Coordinator.

 

 

 

Employee Acknowledgement:

 

I have carefully reviewed the Winnsboro ISD policy against sexual harassment and I understand its contents.  I agree to abide by this policy and understand that my conduct will be governed by this policy.

 

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                                 

Employee Signature                                                                        Date

 

(Please return to campus principal or supervisor)

 

 

 

 

 

SCHOOL SPONSORED TRIPS

 

Any trip under the sponsorship of the Winnsboro Schools must be directed, coordinated, regulated and administered by a WISD school official.  The responsible school official must remember that:

1.      Students that travel with the group shall return with the group unless:

A.     The school official meets with the student’s parent(s) during the trip and releases the student to the parent, or

B.     The student has verified, prior written permission to return with another mutually agreeable adult (if the school official does not agree to allow the student to be released, then the student shall return with the group).

C.     The sponsor may require identification.

2.      Students shall have a parent sign a medical release form, and the school official shall have the form in possession while on the school trip.

3.      The school official shall have permission from the appropriate principal before going on the trip.

4.      The 15-passenger van may NO longer be used to transport students in connection with school activities.  Students may be transported in passenger cars or passenger vans designed for fewer than 15 passengers.  Current law adds a prohibition on students standing in a passenger van while the van is in motion.  It authorizes a fee to be charged for students who live within two miles of school and are not eligible for funding under the transportation allotment.

5.      Requests for school vehicles shall be given to the appropriate principal at least 10 working days in advance of the trip.

6.      The building principal prior to the request for vehicles must approve all travel.

 

CORPORAL PUNISHMENT

 

When the severity of a student’s disciplinary infraction warrants the use of corporal punishment, the student’s parent shall be called to the school immediately.  If the parent wishes to administer corporal punishment, he or she may do so and return the student to class.  If the parent does not wish to administer corporal punishment, the student shall be suspended from school for up to three days.  (This applies to Winnsboro Elementary campus only)

 

COMPLAINTS

 

Board policy contains provisions for the resolution of employee complaints.  The Board intends, that whenever feasible, complaints be resolved at the lowest possible administrative level (DGBA LOCAL).  Other review processes govern some processes.  Local grievances concerning the evaluation process will be presented in accordance with the District’s grievance policy (DGBA)

 

 

PERSONNEL INFORMATION

 

Each District employee, other than peace officers, and Board member and each former employee and Board member shall choose whether to allow public access to District-held information relating to the person’s home address, telephone number, or social security number, or any other information that reveals whether the person has family members.  Employees and Board member shall state their choice to the District’s main personnel officer in a signed writing not later than the 14th day after employment begins, election or appointment to the Board occurs, or service with the District ends.  If an employee or Board member fails to state his or her choice within 14 days, the information is available to the public.  However, an employee or Board member may make a written request at any time to the personnel officer to open or close the information relating to the person’s home address, telephone number, social security number, or any other information that reveals whether the person has family members.  Gov’t Code 552.24

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

WINNSBORO ISD EMPLOYEE AGREEMENT FOR ACCEPTABLE USE OF THE ELECTRONIC COMMUNICATIONS SYSTEM

You are being given access to the District’s electronic communications system(s).  Through this system(s), you will be able to communicate with other schools, colleges, organizations, and people around the world through the Internet and other electronic information systems/networks.  You will have access to hundreds of databases, libraries, and computer services all over the world.

With this educational opportunity comes responsibility, it is important that you read the Winnsboro ISD’s policy, administrative regulations, and agreement form and ask questions if you need help in understanding them.  Inappropriate system use will result in the loss of the privilege to use this educational and administrative tool.

Please note that the Internet is a network of many types of communication and information networks.  It is possible that you may run across some material you might find objectionable.  While the district has a technology protection measure in place, it is not possible to absolutely prevent such access.  It will be your responsibility to follow the rules for appropriate use.

RULES FOR APPROPRIATE USE:

  1. The account is to be used mainly for educational purposes, but some limited personal use is permitted.
  2. You will be held responsible at all times for the proper use of your account, and the District may suspend or revoke you access if you violate the rules.
  3. Remember that people who receive e-mail from you with a school address might think your message represents the school’s point of view.

INAPPROPRIATE USES:

  1. Using the system(s) for any illegal purpose
  2. Using someone’s account without written permission from the Campus Administrator.
  3. Downloading or installing any software without permission from the District Technology Director.
  4. Posting personal information about yourself or others.  Post messages or accessing materials that are abusive, obscene, sexually oriented, threatening, harassing, damaging to another’s reputation, or illegal
  5. Wasting school resources through improper use of the computer(s)
  6. Using the system for advertising or selling any item, product or service (whether personal or for a business)
  7. Any attempts to gain unauthorized access to restricted information or resources.
  8. Purposefully misrepresenting yourself or others.
  9. Disabling or attempting to disable any Internet filtering device.
  10. Encrypting communications to avoid security review.
  11. Intentionally introducing a virus to the computer system.

CONSEQUENCES FOR INAPPROPRIATE USE

  1. Suspension of access to the system(s);
  2. Revocation of the computer system account, or
  3. Other disciplinary or legal action, in accordance with the District policies and applicable fees.

This Employee Agreement must be reviewed each academic year.

I understand that my computer use is not private and that the District will monitor my activity on the computer systems(s).  I have read the District’s electronic communications system policy and administrative regulations and in consideration for having access to the public networks, I hereby release the District, its operators, and any institutions with which they are affiliated from any and all claims and damages of any nature arising from my use of it, or inability to use, the system(s), including, without limitation, the type of damages identified in the District’s policy and administrative regulations.

 

I realize that I am responsible for the monitoring of network use by students under my supervision.  I will immediately report any violations of the Network Access Policy to the campus principal.

 

Employee Name (printed):                                            

 

Signature:                                                         

 

Campus:                                                                                   Date:                                       

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

III.             GENERAL INFORMATION

 

                        EMPLOYEE HOURS

 

All professional employees will report to their assignment at 7:30 or 7:40 am as specified by their building principal and will be dismissed at 3:20 or 3:30 pm respectively.  On early dismissal days, all professional employees will remain on duty until they are released by the building principal.

 

All campuses shall maintain a sign-out sheet for personnel that leave campus during school hours.  Before a staff member signs out, they must have specific permission from their campus principal.  If you leave campus during your conference period or during the academic day, you will fill out an “absence from duty” form.  When 4 hours are accumulated in 1 term, a half-day personal day will be charged to the teacher.  See secretary for a form.  Conference periods are not free time.  They are for the specific purpose of improving student learning.

 

Early release days for the 2008-2009 school year are: November 26, 2008, December 19, 2008, February 27, 2008, March 5, 2008, and May 28, 2008.

 

DUTY FREE LUNCH

 

By local policy, every Winnsboro ISD teacher is provided a 30-minute duty-free lunch.  Paraprofessional staff members and professional staff members not involved in classroom teaching do not fall under these guidelines, and are at the discretion of their immediate supervisor.

 

PARKING

 

Employees do not park your vehicles in handicapped parking areas unless you have a handicapped exemption (license plates or tag).  Do not park on the grass.

 

TEACHER CONTRACTS

 

Contracts for teaching personnel shall be considered at the regular March Board meeting.  Employees should be aware that the deadline for acceptance of the contract shall be stated in the contract and shall be void unless it is signed and returned before that date.

 

All full-time professional, certified employees who have not been employed in public education for at least five of the eight years prior to initial employment in the District shall serve a three or four year probationary period.

 

During the probationary period, employees are not subject to the provisions of the Term Contract Nonrenewal Act, and contracts shall be nonrenewed in accordance with the District’s policy relating to nonrenewal during a probationary period. (See DFAA [Legal]-P DFAA [Local]-A and DFAB [Legal}-P)

 

Notice of intent to terminate a probationary teacher’s contract must be given not later than the 45th day before the last day of instruction required in the contract.

 

A teacher employed under a term contract may leave the district at the end of the school year without penalty by filing a written resignation with the school board not later than the 45th day before the first day of the following school year.  The teacher may also resign at any time mutually agreeable and with the consent of the school board.

 

All professional employees under contract having 20 years or more of service as a teacher or who are eligible for full retirement with the Teacher Retirement System of Texas and submit in writing their resignations prior to April 1 shall be paid $500.  Incentive shall be paid to the first ten eligible professional employees per calendar year.  (See DFE [Local])

 

At-will employees having at least 20 years or more of service or who are eligible for full retirement with the Teacher Retirement System of Texas and who submit in writing their resignations prior to April 1 shall be paid $250.  Incentive shall be paid to the first 5 eligible at-will employees per calendar school year. (See DCD [LOCAL])

 

TERMINATION OF EMPLOYMENT

 

An employee shall fulfill the following requirements when leaving the district:

 

Fill out a termination report

 

 

Teachers who have signed a contract for the coming year, but do not plan to fulfill it must present a letter of resignation to the Superintendent.  Letters of resignation must be received at least 45 days from the beginning date of next school year.

 

The district must provide a notice of intent to terminate a probationary teacher’s contract no later than the 45th day before the last day of instruction required in the contract year.

 

TECHNOLOGY EQUIPMENT

 

Prior approval must be obtained from the campus principal before any technology equipment (computers, projectors, etc) can be moved or removed from the building.

 

The campus principals and/or the technology coordinator will maintain a log out sheet for the purpose of inventory.

 

 

 

 

 

 

IV.              ABSENCE FROM DUTY

 

                    SICK LEAVE/ PERSONAL LEAVE

 

Under Senate Bill I, all sick leave accumulated to date will remain as sick leave.  Beginning with the school year 1999-2000, all professional employees will earn five days of state personal leave each year that will also be cumulative as sick days or personal days.  Please complete Form 8-3.12 Absence From Duty Request/Report when using sick days or personal days.  Turn in to Jane Townsend with time sheet.

 

See DEC (LOCAL)-X

 

 

SPECIAL MEETINGS

 

There shall be no deductions in pay or leave time from employee’s salary when the District invites employees to attend special school meetings and workshops.  If the employee initiates the request to attend special school meetings and workshops, the District shall enter into an agreement with the employee bearing a portion of the cost and payment for a substitute.  The principal may approve brief absences for one or two periods.  The employee shall receive regular salary provided a substitute is not needed and other teachers are able and willing to cover the absence.

 

(See DEC {Legal} and DEC {Local} as follows)

 

COMP TIME

 

Compensatory time earned by nonexempt employees may not accumulate beyond a maximum of 60 hours.

 

Compensatory time shall be used within the duty year in which it is earned.  Use of compensatory time is determined by the employee’s supervisor to protect the district’s schedules and activities.  (DEA [Local]-A)

 

MAINTENANCE AND CUSTODIAL PERSONNEL

 

Maintenance and custodial employees refer to (DED [Local]-X)

 

 

 

 

 

 

 

 

 

V.                 COMPENSATION/ BENEFITS/ TRAVEL

 

Employees of the District shall be reimbursed for travel expenses incurred while performing duties related to their jobs, when such travel is at the request of the employee’s immediate supervisor and is approved by the Superintendent.  Prior approval for all travel must be obtained before any travel expenses are incurred.  The travel request for a trip in excess of $100.00 total cost will need to be approved by the Superintendent in advance of any requisition being submitted. 

 

Please be sure he has initialed the travel request form and attach a copy of the form to each requisition associated with the trip.  After a trip has been taken, a travel voucher must be submitted for total costs.  On day trips, a voucher is needed for reimbursement of mileage or meals.  Be sure to complete the meal statement at the bottom.  The person who received or is receiving the travel funds or reimbursement must sign the voucher. 

 

To receive reimbursement for day trips, an employee shall present receipts for the actual amounts spent.  For overnight travel the hotel and/or parking receipt is needed for documentation, but no meal receipts are necessary.  Employees shall be reimbursed in accordance with the schedule established by the Board.  Reimbursement will be according to board policy.  See (DEE [Local]-X)

 

No advance payment will be made except for overnight travel.  Full documentation must be given for all other travel.

 

PAY DATES

 

The Winnsboro Independent School District pays all employees monthly.  Checks will be distributed on the 20th of each month.  Check the 2008/ 2009 school calendar for exceptions.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

INSURANCE

 

CAFETERIA PLAN

A cafeteria plan to lower IRS reductions is available through the school.  If you are interested in such a plan, contact Mrs. Jane Townsend at the central office for information.

 

DIRECT DEPOSIT

Employees who wish to have their pay electronically deposited into their bank account should see Mrs. Townsend to complete the necessary paperwork.

 

ENROLLMENT INFORMATION

Employees should contact Mrs. Townsend to enroll in any insurance plan.  She will provide information on filing claims and the cost of any insurance.

 

INSURANCE SUPPLEMENT

 

For the 2008 - 2009 school year, the Winnsboro School District and the State of Texas will pay $250.00 per month on employee’s health insurance.  Those employees who do not participate in health insurance will receive $128.30 per month and may choose from the supplemental package.

 

Insurance information may change after September 1.

 

LOCAL SUPPLEMENT

 

The following supplements are approved for certified professional personnel:

 

2 yrs college/

Associates Degree                    -                       $775

Bachelor’s degree                     -                       $1550

Master’s degree                       -                       $2050

 

 

 

 

 

 

 

 

 

 

 

 

 

 

INFORMATION REGARDING 403(b) TAX-SHELTERED ANNUITY PLANS

 

Social security and/or teacher retirement benefits were not designed to provide a retiree’s full retirement income.  Therefore, employees are encouraged to set up tax-sheltered annuities as a supplement to their retirement income.  A 403(b) Plan is a voluntary retirement plan that allows employees of public schools to set aside a portion of their pay on a pre-tax basis.  In addition, earnings in a 403(b) plan are free from taxation until a participant withdraws the money.

 

There are restrictions on your ability to access the funds invested in the tax-sheltered annuity and earnings generated before you turn 59 ½.  Where withdrawals prior to age 59½ are allowed, they may be subject to tax penalties, except for special circumstances.  Many plans do, however, include provisions where you can borrow against your monies.  Also, there is a limit to the amount of money you may contribute each year to your 403(b) account.  These limits, however, may be liberal compared to those of other retirement programs.

 

The District may enter into a salary reduction agreement with an employee only if the qualified investment product is an eligible qualified investment. Art 6228a-5, Sec. 5, V.A.T.S.

 

“Eligible qualified investment” means a qualified investment product offered by a company that:

  1. Is certified to TRS under V.A.T.S. Article 6228-5, Section 5; or
  2. Is eligible to certify to TRS under V.A.T.S. Article 6228-5, Section 8.

 

See CRG (Legal)

 

This is to inform you that Winnsboro Independent School District is a tax-exempt employer, eligible under Section 501 (c)(3) of the Internal Revenue Code to maintain a 403(b) Plan on behalf of eligible employees.  District employees are eligible to participate if they perform services directly or indirectly for the District.  Administrative employees, non-academic staff (e. g., a custodial employee) and faculty are eligible to participate in the Plan. 

 

It is the current policy of Winnsboro Independent School District not to contribute employer funds of any kind to the 403 (b) Plan.

 

Please contact Jane Townsend or Mary Ann Lanier at central office (903) 342-3737 should you desire more information regarding 403(b) plans.

 

 

 

 

 

 

 

Winnsboro ISD

Cash Controls and Procedures

Dual control (the verification of cash by two individuals) will be the standard procedure for Winnsboro ISD’s cash controls. No cash or checks will be left unattended or in an unsafe area. All monies must be deposited daily or held in a secure, locked safe until a deposit can be made.

Sports Gate Receipts

Gate Keepers will receive start-up cash and a gate receipt form for each event from the Athletic Director or the school secretary. Cash is to be verified at that time.

 

At the end of the event, the gatekeeper should count cash immediately and one other school employee and gate receipt form completed and signed by both individuals. In the event that the cash cannot be verified at that time, all funds including start-up should be placed in a locked bag and dropped into the night deposit of the depository bank until next day or locked in the office safe.  No cash will be taken home by an individual employee or left in an unattended, unsafe area. The locked bag will be retrieved, opened and counted by the Athletic Director and one other employee at the same time with both employees signing the gate receipt form.

Student and Campus Activity Funds

All sponsors of activity accounts will use a numbered, duplicate receipt book.  A receipt will be issued for all transactions involving cash. The original numbered receipt will be given to the student immediately upon receiving cash and the duplicate receipt will be turned in with the deposit to the campus secretary. Numbered, duplicate receipts will be verified for each sub-activity account and any voided account.  The campus secretary will verify receipts for each sub-activity account and any voided or missing receipt accounted for.

 

No cash or checks will be held overnight in an unattended, unsafe area. If the sponsor is unable to complete the deposit transaction that same day, the cash and/or checks will be taken to the secretary and locked in the campus safe overnight. All deposits will be totaled by the sponsor, verified by the campus secretary and initialed by both before depositing.

 

No less than quarterly, each sponsor will receive an accounting of the balance in each sub-activity account.

                                                    Food Service Cash Fund

Each day the start up money will be verified before opening the cash drawers. At the end of the day all monies will be counted and balanced to the day’s receipts report from System Designs. Any outages will be researched and corrected. Reports and monies will be verified by the campus food service manager before depositing. All deposits will be signed/initialed by two employees. The day’s receipts report and duplicate deposit slip will be sent to the Food Service director for reconciliation with daily, weekly and monthly reports. The Business Manager will verify at the end of each month that deposited receipts match reported revenue. 

                                                Petty Cash Drawers

Each campus will have petty cash in order to expedite unexpected and/or small monetary transactions. The campus secretary and campus administrators will be responsible for the safekeeping of petty cash and the record keeping required to monitor its use. Weekly, the secretary will submit a properly coded requisition for all expenditures with receipts attached. A check will then be issued to replace the petty cash funds. The campus secretary will reconcile petty cash each time funds are replaced. A reconciliation report of petty cash along with requisition copies and check stubs will be verified by the campus administrator and submitted to the Business Manager at the end of each month.

 

 

 

 

PHYSICAL SCIENCE LAB SAFETY RULES

 

INTRODUCTION/ OVERVIEW

 

On the job accident prevention is the responsibility of the entire district ‘s employees.  It is the further responsibility of each employee to correct or report any unsafe condition or practice, which he or she may observe. 

 

SAFETY RULES

 

The following are some important general physical science personnel safety rules that each employee is required to follow:

  1. Know the location of the fire extinguisher and first aid kit and how to use each in case of an emergency.
  2. In the event that clothing should catch fire DO NOT RUN.  Drop to the floor and roll.  Observes should help extinguish the flames with a blanket or wet towel.
  3. Always wear proper protective equipment when working with chemicals.
  4. Contact lenses should NOT be worn when using any type of chemicals.
  5. Flammable liquids should not be stored near an open flame.
  6. When diluting acids always pour the acid into the water.  Never pour water into acid.
  7. Jewelry, neckties, and loose clothing should not be worn when working in the laboratory.  Long hair should also be worn back.
  8. All water, gas, and electrical outlets should be turned off when not in use.
  9. Safe laboratory practices should be followed during all experiments.
  10. All protective equipment should be checked and maintained on a regular basis.
  11. A physical inspection of each chemical should be done to ensure against defective containers and improper labeling.
  12. Storage and disposal of excess chemical and empty containers must be in accordance with the label.
  13. A list of hazardous chemicals found in the laboratory and classroom must be compiled and maintained.
  14. Maintain the most current Material Safety Data Sheet for each hazardous chemical.  These sheets should be readily available to students and employees
  15. Report the purchase of all chemicals to the proper authorities so that an MSDS can be obtained.
  16. Chemical containers should not be used to store anything other than the original contents.

 

 

 

 

 

 

 

 

PROFESSIONAL AND ADMINISTRATIVE STAFF SAFETY RULES

 

INTRODUCTION/ OVERVIEW

 

On the job accident prevention is the responsibility of all the district’s employees.  It is the further responsibility of each employee to correct or report any unsafe condition or practice, which he or she may observe.

 

SAFETY RULES

 

The following are some important general professional and administrative staff safety rules that each employee is required to follow”

 

1.      Furniture, desks, chairs, file cabinets, etc., should be kept in safe condition and positioned so drawers do not open into walkways or halls.

2.      Desk and file cabinet drawers should not be left open.

3.      File cabinet drawers should be opened one at a time, and lower drawers should hold the heaviest load.

4.      Furniture should not be used as stools or ladders.

5.      Walkways, aisles, halls, and stairways should be kept clear of obstructions.

6.      Do not attempt to move heavy objects; get help from maintenance or custodial personnel.

7.      Office machines should be double insulated or grounded with ground wires or three-prong plugs.

8.      Do not attempt to make any electrical repairs on equipment or electrical cords.

9.      Electrical extension cords should be three-wire, ground type.  Ensure they are not placed where they may cause a tripping hazard.

10.  Store supplies in an orderly fashion.  Heavier items should be stored waist high.  Light items can be stored in approved Flammable Liquid Storage Cabinets

11.  Room doors that open into hallways should be opened slowly.

12.  Duplicating machines that use ammonia, methanol, or other toxic liquids should be ventilated.

13.  Personnel operating office equipment should be trained before operating equipment.

14.  Employees should be trained in how to use portable fire extinguishers and should be familiar with building evacuation procedures. (See fire controls and emergency preparedness and evacuation plan.)

 

 

 

 

 

 

 

 

Employee Acknowledgement:

 

I have carefully reviewed the Winnsboro ISD Employee Handbook. I understand its contents, and I agree to abide by the policies and procedures contained in this handbook.

 

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                                 

Employee Signature                                                                        Date

 

(Please return to campus principal or supervisor)