Tipton County Schools

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Teacher Handbook

 

 

 

 

Tipton County Schools

Dr. William E. Bibb

Director of Schools

 

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Teacher Handbook

“Learning is a life-long process.”

www.tipton-county.com

Revised May 2016

Tipton County Schools

Employee Handbook

 

Dear Employee,

 

The Employee Handbook has been prepared by our staff and provided for your information and future reference concerning employee responsibilities and expected performance during the school year. Please review the handbook to ensure you have a complete understanding of the laws, regulations and policies relating to your employment in the Tipton County School System. You may also access the Tipton County Board of Education’s Policies and Procedures Manual via the System website (www.tipton-county.com).

 

Any questions or requests for further interpretation of this handbook may be directed to the school principal and/or the Director of Schools’ Office. Please note that this handbook is subject to revision, and addenda may be issued during the year. Suggestions for improvement of the handbook are welcomed and should be addressed to:

 

Dr. William E. Bibb, Director of Schools

1580 Highway 51 South

Covington, TN 38019

 

 

Sincerely,

 

William E. Bibb

 

 


 

Table of Contents

Welcome/Contacts/Areas of Responsibility

Page

Welcome, Future Policy Change Statement

5

Vision, Mission, Goals, Beliefs

6

School Board Members

7

Central Office Personnel

8

School Contacts

11

Areas of Responsibility

13

Section 1: General Terms of Employment

Equal Opportunity Employment

15

Harassment/Discrimination

15

Job Responsibilities

16

Criminal Background Check and Testing

16

Self-Reporting While Employed

16

Salary and Payroll Information

17

Confidentiality

17

Nepotism

17

Section 2: Benefits and Leave

Insurance

19

Employee Assistance Program

19

Death Benefit

19

Tennessee Consolidated Retirement

19

Change in Withholding Information

20

Leave Policies

20

Section 3:  Employee Conduct

Staff Rights and Responsibilities

28

Teacher Code of Ethics

29

Absenteeism/Tardiness/Substitutes

31

Tobacco-Free Schools

31

Drug-Free/Alcohol-Free Schools

32

Access to Electronic Media

32

Health/Safety/Security

33

Employment-Related Complaints/Grievances

33

Harassment/Discrimination Grievances

33

Outside Employment or Activities

34

Section 4:  General Information for Teachers

Evaluation and Teacher Performance

35

Transfer and Assignment

35

Tenure

36

Membership in Professional Organization

36

Grading Procedures

36

Record Keeping

36

Certification/Licensing

37

Principal-Teacher Conferences

37

Education Council

37

Discipline

37

Reporting Child Abuse

37

Length of School Year and Day

38

Field Trip Information

38

Volunteers

38

Inclement Weather

39

Teacher Job Description

40

Receipt of Handbook form

41

 

 

 

Welcome

Welcome to Tipton County Schools. Because this handbook is a general source of information, it is not intended to be, and should not be interpreted as a contract. It is not an all-encompassing document and may not cover every possible situation or unusual circumstance. If a conflict exists between information in this handbook and Board policy or administrative procedures, the policies and procedures govern. It is the employee’s responsibility to refer to the actual policies and/or administrative procedures for further information. Any employee is free to review official policies and procedures and is expected to be familiar with those related to his/her job responsibilities. Employees and students who fail to comply with Board policies may be subject to disciplinary action. School level rules and procedures, which are also available from the principal, may also apply in some instances.

 

Future Policy Changes

Although every effort will be made to update the handbook on a timely basis, the Tipton County Board of Education reserves the right, and has the sole discretion, to change any policies, procedures, benefits, and terms of employment without notice, consultation, or publication, except as may be required by contractual agreements and law. The System reserves the right, and has the sole discretion, to modify or change any portion of this handbook at any time.

 

 

Mission

The mission of the Tipton County School System, the leading catalyst for educational excellence, is to guide and inspire students to become model citizens who pursue postsecondary education and thrive in the global job market by engaging each student in challenging experiences led by quality educators in a safe and nurturing environment.

Vision

The vision of the Tipton County School System in collaboration with our families and communities is to meet the needs of all students resulting in good citizenship, academic achievement, economic growth and prosperity.

Goals

Each student:

Will excel in academics while exceeding all educational standards;

Will be prepared for postsecondary education;

Will be empowered to pursue his or her chosen career; and

Will become a model citizen who makes a positive contribution to the community.

 

Beliefs

We believe that:

Education has a positive impact on our community;

Education is a shared responsibility among home, school, and community;

Environment influences the learning needs of individuals;

Safety is the foundation for any learning environment;

Integrity, respect, and trust are essential for the foundations of life;

Each person is unique and has the ability to learn;

Success is defined individually based on self-worth;

Motivation and communication promote success;

All people are equally important;

The arts enrich the development of the individual as a whole person; and

Maintaining a healthy lifestyle is necessary for a productive society.

 

School Board Members

 

DISTRICT 1                  Ms. Marjorie Taylor

                                    1548 Ray Lane

                                    Covington, TN 38019

 

DISTRICT 2                  Mr. Steve Clark

                                    1090 Burnett Lane

                                    Covington, TN 38019

           

DISTRICT 3                  Mr. Marty Burlison

                                    209 Evans Rd.

                                    Burlison, TN  38015

 

DISTRICT 4                  Mr. Grant Shipley, Jr.

                                    293 Leggett Drive

                                    Atoka, TN  38004

 

DISTRICT 5                  Mr. Farrel Vincent

                                    93 S Gretna Green Dr.

                                    Munford, TN  38058

 

DISTRICT 6                  Mr. Richard Joyner

                                    2501 Glen Springs Road

                                    Drummonds, TN  38023

 

DISTRICT 7                  Mr. Alvis Ferrell

                                    1465 McCain

                                    Brighton, TN  38011

 

DISTRICT 8                  Mr. Marty Haywood

                                    2816 Drummonds Road

                                    Munford, TN  38058

 

DISTRICT 9                  Mrs. Kay Scott

                                    982 Lucy Kelly Rd

                                    Brighton, TN  38011


 

 

Central Office Personnel

Directors

William E. Bibb

Director of Schools

bbibb@tipton-county.com

John Combs

Director of Instruction

jcombs@tipton-county.com

Charlotte Fisher

Director of Operations

cfisher@tipton-county.com

Bookkeeping

Peggy Murdock

Finance

pbarber@tipton-county.com

Connie Francis

Assistant Bookkeeper

cfrancis@tipton-county.com

Leighann Combs

General Payroll

lcombs@tipton-county.com

Linda Morgan

Federal Payroll

lmorgan@tipton-county.com

Yolanda Pugh

Assistant Bookkeeper

ypugh@tipton-county.com

Christie Marbry

Accounts Payable/Purchasing Bookkeeper

cmarbry@tipton-county.com

Coordinated School Health

Sherri Yarbro

Coordinator

syarbro@tipton-county.com

Lisa Simpson

Assistant

lsimpson@tipton-county.com

Food Service

Henry Glass

Supervisor

hglass@tipton-county.com

Evette Curtis

Bookkeeper

ecurtis@tipton-county.com

Instruction

Rebekah Byrd

K-5 Supervisor

rbyrd@tipton-

county.com

Leisa Bennett

6-8 Supervisor

lbennett@tipton-county.com

Peggy Murdock

9-12 Supervisor

pbarber@tipton-county.com

Marion Samuel

Federal Projects Director, Accountability

msamuel@tipton-county.com

Harvey Witherington

Career Technical Education Director

hwitherington@tipton-county.com

Monica Wilkins

System Wide Instructional Facilitator

mwilkins@tipton-county.com

Angie Davis

Instructional Facilitator

adavis@tipton-county.com

Renea McClerkin

System Testing Coordinator

rmcclerkin@tipton-county.com

Insurance

Ruth Gordon

Benefits Coordinator

rgordon@tipton-county.com

Maintenance

Barnet Hall

Supervisor

bhall@tipton-county.com

Glen Turner

Energy/Facilities Manager

gturner@tipton-county.com

Jamie Stafford

FEMA Grant Assistant

jstafford@tipton-county.com

Operations

Kay Baize

Operations Administrative Assistant

kbaize@tipton-county.com

Blanche Strong

Operations Administrative Assistant

bstrong@tipton-county.com

Personnel

Mary Haywood

Supervisor

mhaywood@tipton-county.com

Melinda Pinner

Assistant Personnel Coordinator

mpinner@tipton-county.com

Pupil Services

Daryl Walker

Director of Pupil Services

dwalker@tipton-county.com

TBD

Safety Coordinator

 

LeaAnn McCammon

System Attendance Coordinator

leaann@tipton-county.com

School Age Child Care

Stephanie Turnbow

SACC Coordinator

sturnbow@tipton-county.com


 

 

Special Education

Ann Burlison

Preschool, Prekindergarten, and

K-5 Special Education Supervisor

aburlison@tipton-county.com

Sharon Belew

6-12 Special Education Supervisor

sbelew@tipton-county.com

Melinda Godwin

Assistant Supervisor

mgodwin@tipton-county.com

Julie Larue

Administrative Assistant

jlarue@tipton-county.com

Michelle Cothran

Administrative Assistant

mpeeler@tipton-county.com

Technology & Media

Marty Becton

Technology Coordinator

mbecton@tipton-county.com

Marla Phillips

Assistant Technology Coordinator

mphillips@tipton-county.com

Edward Brown

Technology Support

ebrown@tipton-county.com

Mellissa Chipman

Technology Specialist, Special Populations

elockhart@tipton-county.com

Keith Ingram

Technology Support

kingram@tipton-county.com

Ann Smith

Media Supervisor

asmith@tipton-county.com

Jerry Harris

Media Assistant

jharris@tipton-county.com

Nita Blanchard

Media Assistant

nblanchard@tipton-county.com

Transportation

Jeff Morris

Supervisor

rmorris@tipton-county.com

Dee Mullens

Administrative Assistant

dmullens@tipton-county.com

School Contacts

              Location

Contact

Alternative Learning Center

Steve Zurhellen

475-3502

szurhellen@tipton-county.com

 

Atoka Elementary

Lisa Rose

 

840-9525

lrose@tipton-county.com

 

Austin Peay Elementary

               Jill  McIntyre

 

840-9325

jmcintyre@tipton-county.com

 

Brighton Elementary School

Brooke Shipley

 

840-9500

brshipley@tipton-county.com

 

Brighton High School

Christi Huffman

 

840-9400

chuffman@tipton-county.com

 

Brighton Middle School

Sabrina Sneed Matthews

 

840-9450

ssneed@tipton-county.com

 

Covington High School

Mark McClain

 

475-5850

mmclain@tipton-county.com

 

Covington Integrated Arts Academy

Autrell Williams

 

476-1444

auwilliams@tipton-county.com

 

Crestview Elementary School

Ann Adams

 

475-5925

aadamas@tipton-county.com

 


 

Crestview Middle School

Steve Maclin

 

475-5900

smacline@tipton-county.com

 

Drummonds Elementary School

 

Patricia Mills

 

 

840-9750

pmills@tipton-county.com

 

Munford Elementary

 School

Varissa Smith-Richardson

840-9700

vrichardson@tipton-county.com

 

Munford High School

 Courtney Fee

840-9600

cfee@tipton-county.com

 

 

Munford Middle School

 Vicki Shipley

840-9650

vshipley@tipton-county.com

 

 

Satellite Central Office

 

475-5808

 

                                                                                                                                                                                    


 

Areas of Responsibility

Area

School Contact

Central Office Contact

Accountability

Principal

Marion Samuel

Alternative School

Principal

Daryl Walker

Athletics

Athletic Director

Charlotte Fisher

Chic Nute

AV Materials & Equipment

Librarian

Ann Smith

Bus Routes/Mechanical Matters

Principal

Jeff Morris

Career Technical Education

Principal

Harvey Witherington

Complaints/Commendations

Cafeteria Manager

Henry Glass

Coordinated School Health

Principal

Sherri Yarbro

Credit Union

Principal

Yolanda Pugh

 Evaluations: Teacher

Principal

Leisa Bennett

Federal Projects

Principal

Marion Samuel

Furniture

Principal

Charlotte Fisher

General Bookkeeping Information

Principal

Peggy Murdock

General Discipline

(school level & bus discipline)

Teacher/Principal

Daryl Walker

Health, Vision, Dental Insurance

Principal

Ruth Gordon

Home-School Instruction

Principal

Daryl Walker

Homebound Students

Principal

Ann Burlison,

Sharon Belew

IEP Team Meetings

Teacher/Principal

Ann Burlison,

Sharon Belew

Individual School Records

Principal

Christi Marbry


 

Instruction

Teacher

John Combs

K-5 Rebekah Byrd

6-8 Leisa Bennett

9-12 Peggy Murdock

Licensure/Certification

Principal

Becky Shankle

Maintenance Supplies

Principal

Barnet Hall

Maintenance Employment

 

Barnet Hall

Parent/Family Involvement

Sherry Layne

Marion Samuel

Payroll Information

Principal

Leighann Combs

Personnel Information

Principal

John Combs, Charlotte Fisher, Mary Haywood, Melinda Pinner

Policy/Procedures

Principal

John Combs,

 Becky Shankle

Preventative Maintenance

Principal

Barnett Hall

Procurement of Food Supply

 

Henry Glass, Evette Curtis

Requests for Leaves of Absence

Principal

Mary Haywood

School Lunch Planning

Cafeteria Manager

Henry Glass

School Zones

Principal

Dee Mullins

Transportation Information

Principal

Jeff Morris

Dee Mullens

Special Education Registration

Principal

Ann Burlison

 Sharon Belew

Special Education Transportation

Principal

Jeff Morris

Student attendance

Principal

Daryl Walker,

Lea Ann McCammon

Substitute Teachers

Principal

Leisa Bennett

Teacher Evaluation

Principal

Leisa Bennett

Textbooks

Principal

Ann Smith

Verification of Employment

 

Yolanda Pugh

 

 

 

                                                            Section 1

General Terms of Employment

 

Equal Opportunity Employment 5.104

The Tipton County Board of Education is an Equal Opportunity Employer. The System does not discriminate on the basis of age, color, disability, race, national origin, religion, sex, or genetic information, as required by law.

 

Reasonable accommodation for individuals with disabilities will be made as required by law.

If considerations of sex, age or disability have a bona fide relationship to the unique requirements of a particular job or if there are federal or state legal requirements that apply, then sex, age or disability may be taken into account as a bona fide occupational qualification, provided such consideration is consistent with governing law.

 

Harassment/Discrimination 5.500

The Tipton County Board of Education intends that employees have a safe and orderly work environment in which to perform their jobs. Therefore, the Board does not condone and will not tolerate harassment of or discrimination against employees, students, or visitors to the school or District, or any act prohibited by Board policy that disrupts the work place or the educational process and/or keeps employees from doing their jobs.

 

Employee discrimination/harassment will not be tolerated.  Discrimination/harassment is defined as conduct, advances, gestures or words either written or spoken of a sexual, racial, ethnic or religious nature which:

  1. Unreasonably interfere with the individual’s work or performance; or
  2. Create an intimidating, hostile or offensive work environment; or
  3. Imply that submission to such conduct is made an explicit or implicit term of employment; or
  4. Imply that submission to or rejection of such conduct will be used as a basis for an employment decision affecting the harassed employee.

 

 Alleged victims of sexual, racial, ethnic and religious discrimination/harassment shall report these incidents immediately.  This report should be made to the immediate supervisor except when the immediate supervisor is the offending party.  If the immediate supervisor is the offending party, the report may be made to the Federal Rights Coordinator or the Director of Operations or the Director of Instruction.  Allegations or discrimination/harassment shall be fully investigated as set forth in policy #5.501.

The privacy and anonymity of all parties and witnesses to complaints will be respected.  However, because an individual’s need for confidentiality must be balanced with obligations to cooperate with police investigations or legal proceedings, to provide due process to the accused, to conduct a thorough investigation or to take necessary action to resolve a complaint, the identity of parties and witnesses may be disclosed in appropriate circumstances to individuals with a need to know.

A substantiated charge against an employee shall result in disciplinary action up to and including termination.  A substantiated charge against a student may result in corrective or disciplinary action up to and including suspension.

There will be no retaliation against any person who reports discrimination/harassment or participates in an investigation.  However, any employee who refuses to cooperate or gives false information during the course of any investigation may be subject to disciplinary action.  The willful filing of a false report will itself be considered harassment and will be treated as such.  An employee disciplined for violation of this policy may appeal the decision by contacting the Federal Rights Coordinator or the Director of Operations or the Director of Instruction.

 

Job Responsibilities

Every employee is assigned an immediate supervisor. All employees receive a copy of their job description and responsibilities for review. Immediate supervisors may assign other duties as needed.

 

Employees should ask their supervisor if they have questions regarding their assigned duties and/or responsibilities.

 

All employees are expected to use sound judgment in the performance of their duties and take reasonable and commonly accepted measures to protect the health, safety, and well-being of others, as well as System property. In addition, employees shall cooperate fully with all investigations conducted by the District as authorized by policy or law.

 

Criminal Background Check and Testing 5.106

Applicants, employees, and student teachers must undergo records checks and testing as required by law. In a continuing effort to further ensure the safety and welfare of students and staff, the district shall require criminal history records checks and fingerprinting of applicants for teaching positions and any other employee who has proximity to children. Knowingly falsifying information shall be sufficient grounds for termination of employment.

 

Self-Reporting While Employed 5.106

Employees are required to report arrests and/or criminal convictions that occur after initial employment to the Superintendent or Designee. Employees are also required to notify the Superintendent or Designee immediately if the Department of Children's Services (DCS) has named them as an indicated perpetrator of child abuse. Any incident of "flagging" or suspension by the State Board of Education of a Teacher / Administrator License must be immediately reported by the teacher/administrator to the Superintendent or Designee.

 

Salary and Payroll Information 5.110

The director of schools shall establish the salary rating of each person employed and shall recommend such salary rating to the Board for its approval. Salaries of all employees, including substitute and supplemental pay, shall be paid by the Board. No payment to any employee for service performed on behalf of the school system shall be made from any source other than the Board.

 

Confidentiality

In certain circumstances employees will receive confidential information regarding students’ or employees’ medical, educational or court records. Employees are required to keep student and personnel information in the strictest confidence and are legally prohibited from passing confidential information along to any unauthorized individual.

 

Nepotism 1.108

Whenever a person is considered by the director of schools for initial employment or promotion in the system and that person is related to a member of the Board, the director of schools, an administrator in the system, a county commissioner, or any appointed or elected county office, the relationship shall be publicly made known to the Board prior to the employment or promotion of such a person.

 

If a member of the Board has a relative who is an employee in the system, prior to voting on any matter of business that may have an effect upon the employment of the relative, the member shall declare such relationship. In making such a declaration, the member shall certify that his/her vote on the pending matter will be in the best interest of the school system.

For purposes of this policy, the terms “related to” and “relative” include the following relationships: spouse, parent, parent-in-law, child, son-in-law, daughter-in-law, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, or any person who resides in the same household.

 

The provisions of this policy shall not be construed to prohibit two (2) or more relatives from working for the System. If two (2) or more employees who are relatives are within the same direct line of supervision, or become within the same direct line of supervision by marriage or promotion, then the director of schools shall attempt to resolve this issue by transfer of one (1) of the employees. If the director finds that transfer is not feasible or is not in the best interest of students, then an alternate evaluation plan shall be devised for one (1) of the employees.


 

                                                            Section 2

Benefits and Leave                   

 

Insurance 3.600

The state of Tennessee Group Insurance program includes, health, dental and vision plans.  Coverage is provided to full-time enrolled employees between October 1 and September 20 each school year. Payroll deductions are scheduled over the twenty pay periods between the end of August and June 15th.

Eligible employees are required to complete and submit the State of Tennessee Group Insurance program form within 31 days of their date of hire, choosing to accept or decline coverage.  Eligible employees must meet with the Agency Benefits Coordinator prior to accepting or declining coverage. 

After the initial new hire period, changes to insurance enrollment can only be made during the Annual Enrollment/Change period.  Exceptions are made for approved Qualifying Events and Family Status changes at the time of the event or status change. See Benefits Coordinator for qualifying events and/or status change definitions. 

Employee Assistance Program

www.Here4TN.com.

Included in the Partners for Health Tennessee Health Insurance program is the Employee Assistance program.  EAP is a no cost, confidential program that provides insured employees with help in managing life’s challenges.  Call or log on to get information that can help make positive changes at home and at work. Contact Benefits Coordinator at 901-476-7148 for additional information.

 

Death Benefit

A $10,000 death benefit is provided to all Tipton County employees who are employed in active service in a full-time capacity.

Tennessee Consolidated Retirement       

http://treasury.tn.gov/tcrs/

The Tennessee Consolidated Retirement System (TCRS) is a defined benefit pension plan that covers state employees, higher education employees, K-12 public school teachers, and employees of political subdivisions who have elected to participate in the plan.  For more information go to the TCRS website.

 

 

Change in Withholding Information

If an employee wishes to make any changes to income tax withholding at any time during the year, please complete the appropriate form(s) and return to the Payroll Clerk.  A W-4 form must be completed for a change in Federal Income Tax withholding. Employees should consider completing a new tax withholding form whenever personal or financial situation changes.

 

Leave Policies  5.302

www.tipton-county.com

In order to provide the highest level of service, employees are expected to be at work and on time every day. However, when circumstances dictate, the Board provides various types of leave under which absences may be authorized. Employees who must be absent should inform their immediate supervisor as soon as possible. Listed below is general information regarding several types of leave available to employees. All long term leaves shall be requested in writing at least thirty (30) days in advance on forms adopted by the Board of Education. 

 

Authorization of leave and time taken off from one’s job shall be in accordance with a specific leave policy.  Absence from work that is not based on appropriate leave for which the employee is qualified may lead to disciplinary consequences, up to and including termination of employment.  Guidance documents and all necessary forms are available on the Tipton County Schools website.

 

General Leave of Absence Information

Al leaves, except military and legislative leave, shall be from date certain to a date certain; however, any leave may be extended to a later specified date upon written request from the employee. The procedures for extending the leave and conditions under which a leave may be extended are the same as those used when originally requesting and granting the leave.  Military leave and leave to hold legislative office shall be granted for whatever period may be required.

 

Upon return of a teacher within the twelve (12) months, the interim teacher shall relinquish the position, and the teacher shall return thereto.  If the leave exceeds twelve (12) months, the teacher shall be placed in the same or comparable position.

Any teacher on leave shall, at least thirty (30) days prior to the date of return, notify the superintendent in writing if s/he does not intend to return to the position from which s/he is on leave.  Failure to render such notice may be considered breach of contract.

Any teacher on leave shall retain any accumulated tenure, salary or fringe benefits and such leave shall not be construed to work a forfeiture of any accumulated tenure, salary, or benefit credits.

Positions vacated for less than twelve (12) months by teachers on leave shall be filled with an interim teacher for such time as the teacher is on leave.

Sick Leave Definition

When a teacher is unable to be at work, s/he should notify their principal or supervisor as soon as it has been determined that the teacher will be absent.  If a third party is asked to relay the message that an employee is to be absent, the employee is held responsible for ascertaining that proper notification has been made.  If an employee is absent from work without approval from the Director of Schools for reason not provided in policy, payroll deductions will be made for each day of such absence on the basis or 1/200 of the annual salary for each day of absence.  The preceding statement applies to absence from in-service training as well as any absence from the instructional day.  The Director of Schools may require a certificate from a medical provider for any sick leave.

 

Sick leave shall be defined as:

Illness from natural causes or accident, quarantine, or illness or death of a member of the immediate family of a teacher, including the teacher's wife or husband, parents, grandparents, children, grandchildren, brothers, sisters, mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, and sister-in-law. Upon documentation from a medical provider verifying pregnancy, any employee may use all or a portion of her sick leave for maternity leave purposes during the period of disability only, as determined by medical provider.

 

Types of Leave

Military Leave 5.306

Military leave is granted under the provisions and conditions specified in law. Military leave is used to address a qualifying exigency (need) defined by federal regulation arising out of the active duty or call to active duty of a covered family member (spouse, son, daughter, or parent) who services in a reserve component or as an active or retired member of the Regular Armed Forces or Reserve in support of a contingency operation; and to care for a covered family member (spouse, son, daughter, parent or next of kin) who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces that has rendered or may render the family member medically unfit to perform duties of his/her office, grade, rank, or rating.

Qualifying exigencies include:

  1. Issues arising from a covered military member’s short notice deployment (i.e., less days of notice) for a period of seven days from the date of notification;
  2. Military events and related activities, such as official ceremonies, programs, or events;
  3. sponsored by the military or family support or assistance programs and informational briefings sponsored or promoted by the military, military service organizations, or the American Red Cross that are related to active duty or call to active duty status of a covered military member;
  4. Making or updating financial and legal arrangements to address a covered military member’s absence;
  5. Attending counseling provided by someone other than a health care provider for oneself, the covered military member, or the child of the covered military member, the need for which arises from the active duty or call to active duty status of the covered military member;
  6. Taking up to five days of leave to spend time with a covered military member who is on short-term temporary, rest and recuperation leave during deployment;
  7. Attending to certain post-deployment activities, including attending arrival ceremonies, reintegration briefings and events, and other ceremonies or programs sponsored by the military for a period of 90 days following the termination of the covered military member’s active duty status, and addressing issues arising from the death of a covered military member;
  8. Any other event that the employee and employer agree is a qualifying exigency.

 

Military Caregiver Leave 5.305

An eligible employee who is a spouse, child, parent, or next of kin of a covered service member with a serious injury or illness shall be granted up to a total of 26 workweeks of unpaid leave during a “single 12-month period” to care for the service member.  A covered service member is 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 otherwise on the temporary disability retired list, for a serious injury or illness.  A serious injury or illness is one that was incurred by a service member in the line of duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank, or rating.  The “single 12-month period” for leave to care for a covered service member with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12 month period established by the employer for other types of FMLA leave.  An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reason during the “single 12-month period.”


 

 

Jury Duty Leave 5.301

Any employee who serves on a jury in local, state, or federal court will be granted paid leave (minus any jury pay) for the period of her/his jury service.  The employee shall present written evidence that s/he has been summoned to serve on a jury.

 

Court Appearances 5.301

If an employee appears in state court because of a personal interest, whether as a plaintiff, defendant or witness or voluntarily appears in behalf of family or friends, or when a teacher is required to appear in court either as a defendant or plaintiff in a civil case, personal leave or leave without pay shall be granted in accordance with the established board policies on leaves.

 

Academic Leave 5.308

All employees shall be entitled to a leave of absence without pay not exceeding one (1) year to further education on a full-time basis, provided such academic work entails a minimum of at least eight (8) hours per semester or twelve (12) quarter hours per quarter. No regular employee or teacher shall be eligible for more than one (1) such leave every seven (7) years of consecutive service with the school system.

 

Personal/Professional Leave 5.303

Personal and professional leave shall be granted in accordance with laws of the State of Tennessee and rules and regulations of the State Board of Education. Requests shall be submitted to the principal at least five (5) days prior to requested personal/professional leave of absence.

 

Certified employees shall earn personal and professional leave at the rate of one day for each half-year employed for a total of two (2) days per year. Any personal and professional leave remaining unused at the end of a year shall be credited to sick leave.

 

Personal leave is intended to be used for personal reasons. The approval of the director of schools, his designee, or the Board shall be required under the following conditions:

  1. Except in emergency, each employee shall give the principal at least one day’s notice in writing of intent to take leave; or
  2. If more than ten percent (10%) of the teachers in any given school request its use on the same day; or
  3. If requested during any prior established student examination period; or
  4. If requested on the day immediately preceding or following a holiday or vacation period.

 

Professional leave is a short, temporary absence for the purpose of attending workshops and other meetings relating to school business or serving on boards and commissions which meet during daytime hours when appointed by a mayor, city council, county executive or county commission.

 

Maternity Leave 5.305

Any employee shall be granted, upon request, up to twelve (12) weeks unpaid leave for the birth or adoption of a child, the care of a child, spouse, or parent who has a serious health condition or for qualifying exigencies arising out of the fact that the employee’s spouse, child, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. (Any employee requesting leave due to pregnancy, childbirth, or adoption shall be granted up to four (4) months leave.)

 

Any employee on maternity leave shall be permitted to use accumulated sick leave during the period of actual physical disability only. Otherwise, the maternity leave shall be unpaid leave.

 

A teacher may use up to thirty (30) days of accumulated sick leave for the adoption of a child. If both adoptive parents are teachers, only one parent may request leave. Written verification from the adoption agency or other entity handling the adoption shall be required before the leave is granted.

 

Family Medical Leave Act 5.305

Full-time employees who have completed one (1) year of continuous employment and all part-time employees who worked at least 1,250 hours during the twelve (12)-month period immediately preceding the requested leave are entitled to family and medical leave.  Employees who qualify may take up to twelve (12) workweeks of leave per year.

  1. For the birth and care of employee’s newborn child or for placement of a child with the employee for adoption or foster care; or
  2. To care for the employee’s spouse, child or parent who has a serious health condition, as defined by federal law; or
  3. For an employee’s own serious health condition, as defined by federal law, that makes the employee unable to perform her/his job; or
  4. When family and medical leave is taken to care for a service member’s recovery from a serious illness or injury sustained in the line of duty, an eligible employee may take up to twenty-six (26) workweeks of leave during a single twelve-month period.

 

For foreseeable leave, the employee shall provide the director of schools with at least thirty (30) days written notice before the beginning of the anticipated leave. An unforeseeable leave shall be provided as soon as possible, generally the next business day.

The employee shall be restored to the same position of employment or an equivalent position with no loss of benefits, pay or other terms of employment.

The employee shall be kept under any group health plan for the duration of the leave.

The Board may recover the premium paid under the following conditions:

  1. The employee fails to return from leave after the period of leave has expired; or
  2. The employee fails to return to work for a reason other than the continuation, recurrence, or onset of a serious health condition or other circumstances beyond the control of the employee.

 

Paid leave used under this policy will be subtracted from the twelve (12) workweeks to which the employee is entitled.  Employees should contact their immediate supervisor as soon as they know they will need to use Family and Medical Leave.

The director may require that a request for leave be supported by certification issued by a health care provider with the following information:

  1. the date on which the serious health condition commenced;
  2. the probable duration of the condition;
  3. the appropriate medical facts within the knowledge of the health care provider regarding the condition; and
  4. a statement that the eligible employee is needed to care for the son, daughter, spouse or parent and an estimate of the amount of time that such employee is needed.

 

If there is any reason to doubt the validity of the certification provided, the director may require, at the expense of the school system, an opinion of a second health care provider.

Once it has been established that the leave requested qualifies for FMLA, the Director of Schools/designee shall notify the employee within five (5) business days (absent extenuating circumstances) that any leave taken pursuant to state leave statutes (paid vacation leave, personal leave, sick leave or worker's compensation) shall run concurrently with FMLA leave.


 

 

The following is a summary of the major provisions of the Family and Medical Leave Act (FMLA) provided by the United States Department of Labor.

FMLA 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, son or daughter, 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 - Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 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 service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Benefits and Protections - During FMLA leave, 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 FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.

Use of FMLA leave 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 for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.

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.

Use of Leave - An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave - Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee Responsibilities - Employees must provide 30 days advance notice of the need to take FMLA leave when 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 FMLA leave was previously taken or certified. Employees also may be 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 FMLA.

If they are, the notice must specify any 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 as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee.

Unlawful Acts by Employers - FMLA makes it unlawful for any employer to:

  • Interfere with, restrain, or deny the exercise of any right provided under FMLA;
  • Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

Enforcement - An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.

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.

                                                     


 

            Section 3

Employee Conduct

 

Staff Rights and Responsibilities 5.600

Each employee has a responsibility to:

  1. Adhere to all state and federal laws and to all state and federal regulations and guidelines.
  2. Make themselves familiar with and abide by, the laws of the state as these affect their work, the policies of the Board and the procedures designed to implement them.
  3. To adhere to the Teacher Code of Ethics.
  4. Exercise good judgment in selecting issues for discussion and balance the relative maturity of his/her students and the students' right to know.
  5. Be courteous and helpful in interacting and responding to parents, visitors and members of the public.
  6. Keep all records and prepare and submit promptly all reports that may be required by state law, state board regulations, board policy and administrative procedures.
  7. Wear appropriate dress for work according to board guidelines and local school rules.

See next page for contents of the Tennessee Education Association Code of Ethics document.

 


 

 

CODE OF ETHICS OF THE TENNESSEE EDUCATION ASSOCIATION

Adopted by the TEA Representative Assembly, April 1978


PREAMBLE

The educator, believing in the worth and dignity of each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.
The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one’s colleagues, of students, of parents and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct.
The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge conduct.

PRINCIPLE I COMMITMENT TO THE STUDENT

The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

 

In fulfillment of the obligation to the student, the educator –

1. Shall not unreasonably restrain the student from independent action in the pursuit of learning.

2. Shall not unreasonably deny the student access to varying points of view.

3. Shall not deliberately suppress or distort subject matter relevant to the student’s progress

4. Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.

5. Shall not intentionally expose the student to embarrassment or disparagement.

6. Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, family, social or cultural background, or sexual orientation unfairly:
a. Exclude any student from participation in any program;
b. Deny benefits to any student;
c. Grant any advantage to any student.

7. Shall not use professional relationships with students for private advantage.

8. Shall not disclose information about students obtained in the course of professional service, unless disclosure serves a compelling professional purpose or is required by law.

PRINCIPLE II COMMITMENT TO THE PROFESSION

The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgment, to achieve conditions which attract persons worthy of the trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.

In fulfillment of the obligation to the profession, the educator –

1. Shall not in an application for a professional position deliberately make a false statement or fail to lose a material fact related to competency and qualifications.

2. Shall not misrepresent his/her professional qualifications.

3. Shall not assist entry into the profession of a person known to be unqualified in respect
to character, education, or other relevant attribute.

4. Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.

5. Shall not assist a non-educator in the unauthorized practice of teaching.

6. Shall not disclose information about colleagues obtained in the course of professional service unless the disclosure serves a compelling professional purpose or is required by law.

7. Shall not knowingly make false or malicious statements about a colleague.

8. Shall not accept any gratuity, gift, or favor that might impair or appear to influence professional decisions or actions.

 


Top of FormBottom of Form

 

Absenteeism/Tardiness/Substitutes

There is no substitute for a great teacher. Regular teacher attendance is important for the success of our students. Teachers know their content better than anyone else. Teachers understand their curriculum and effective strategies. Great teachers form strong relationships with their students and show the students that they care about them as people. It is vital that teacher attendance be a priority.

 

The use of substitute teachers puts added strain on the efforts of school reform by not only increasing the costs of instruction, but by changing the delivery of instruction from fully credentialed and permanent teachers to part time and substitute teachers. Employees are expected to notify their immediate supervisor when they must be tardy or absent. Staff in positions requiring substitutes must contact their immediate supervisor or their designated person no later than prior to the beginning of the school day to request a substitute for the day. Leave affidavits must be completed for each absence.

 

Tobacco Free Schools 1.803

All uses of tobacco and tobacco products, including smokeless tobacco, electronic cigarettes and associated paraphernalia are prohibited in all of the school district's buildings and in all vehicles that are owned, leased or operated by the district. Smoking shall be prohibited in any public seating areas including, but not limited to, bleachers used for sporting events or public restrooms. District employees and students enrolled in the district's schools will not be permitted to use tobacco or tobacco products, including smokeless tobacco, electronic cigarettes and associated paraphernalia while they are participants in any class or activity in which they represent the school district.

 

Drug-Free/Alcohol-Free Schools 1.804

No employee shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace alcohol or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance, as defined in federal law. “Workplace” shall include any school building or any school premise; any school-owned or any other school-approved vehicle used to transport students to and from school or school activities; and off-school property during any school-sponsored or school-approved activity, event or function.

As a condition of employment, each employee shall notify his/her supervisor of his/her conviction on any criminal drug statute for violation occurring in the workplace as defined above no later than five (5) days after conviction.

Any employee who violates the terms of this policy shall be suspended and shall be subject to dismissal and referral for prosecution.


 

 

Access to Electronic Media 1.805, 4.406

The Board supports reasonable access to various information formats for students, employees, and the community and believe it is incumbent upon users to utilize this privilege in an appropriate and responsible manner. Each employee will sign the Tipton County Acceptable Use Policy.

Tipton County Schools Employee Acceptable Use Policy

The primary purpose of Tipton County School District’s electronic communications network is to support and enhance learning and teaching that prepares students for success. Providing access to technology is an investment in the future of both our students and staff. The Tipton County Board of Education expects that employees will educate minors about appropriate online behavior, including interacting with other individuals on social networking websites and in chat room and cyber bullying awareness and response. While employees will be able to move independently through resources, access from school to Internet resources should be structured in ways which point employees to those sources suited to educational objectives. Schools will use existing avenues of communication to raise awareness and inform parents about Internet safety. The district will provide adequate direction for Internet usage and instruction on how to teach students appropriate methods to avoid dangerous, inappropriate, or unlawful ;online behavior. The district shall take measures designed to protect students from child pornography and obscenity as well as other materials that are harmful to minors pursuant to 47. U.S.C. 6801, 677, 9134; 47 U.S.C. 254 (h) and (1) and the Children’s Internet Protection Act (CIPA).

 

Employees may not install any hardware, software, peripherals, or external devices of any kind without adequate supervision and prior approval from both building level administration and the technology department.

 

Employees can be held legally and financially responsible for any problems that occur due to inappropriate use of the computer hardware, software, and the networks in our schools.

 

Terms and Conditions:

 

  • I understand that computers, network, and Internet access, are for educational purposes only to qualified students, teachers, administrators and staff.

 

  • I will never share my password with anyone else.

 

  • I will never attempt to tamper with, or otherwise disrupt other people’s data or computer equipment, or try to gain unauthorized access to accounts or files on any computer, network, or on the Internet.

 

  • I understand that disciplinary action will be taken against any user found using the Internet/network to cyber bully or threaten another individual or group.

 

  • I understand that disciplinary action will be taken against any user found sending or acquiring objectionable material over the Internet, or creating, copying or otherwise manipulating objectionable material on school equipment or on school premises.

 

  • Any use of school technology for commercial or for profit purpose, personal or private gain, is strictly prohibited.

 

  • Employees are financially responsible for the repair of any intentional damage done to any computer programs, hardware, and networks.

 

  • Tipton County Schools specifically forbids the unauthorized reproduction/installation of software.

 

  • I understand that I cannot use any device to access school or non-school networks while on school property without prior authorization.

 

Health/Safety/Security 3.201, 5.400

It is the intent of the Board to provide a safe and healthful working environment for all employees.  All employees, prior to entering service, shall present a certificate showing they have passed a post-offer pre-employment physical and proof that they have no communicable or contagious disease which might endanger the health of school children.  Employees shall inform the director of schools whenever they contract a contagious or communicable disease.

 

Employees should report any security hazard or conditions that they believe to be unsafe to their immediate supervisor. In addition, employees are required to notify their supervisors immediately after sustaining a work-related injury or accident.  An Injury/Accident Report must be completed, signed by the immediate supervisor and submitted in triplicate within 24 hours of the occurrence using forms available at the Central Office.

 

Employment-Related Complaints/Grievances 5.500

The Board believes that differences of opinions arising in the course of employment should be resolved as quickly as possible and at the lowest supervisory level. However, in instances where an individual employee feels for personal reasons that he/she cannot discuss a problem with his/her immediate superior, s/he may take the problem directly to the Director of Schools.

 

After review of the problem, the director of schools shall take action as s/he deems appropriate and within a prompt, reasonable time shall notify all parties concerned of his finding.

 

Harassment/Discrimination Grievances 5.501

Employees should notify any district complaint manager if they believe the Board, its employees or agents have violated their rights guaranteed by the State or federal Constitution, State or federal statute or board policy including:

  1. Title II of the Americans with Disabilities Act
  2. Title IX of the Education Amendments of 1972
  3. Section 504 of the Rehabilitation Act of 1973
  4. Claims of sexual harassment under Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972

 

The complaint manager will endeavor to respond and resolve complaints.

  1. Filing a Complaint — an employee who wishes to avail himself or herself of this grievance procedure may do so by filing a complaint with any district complaint manager. The employee may request a complaint manager of the same sex. The complaint manager may assist the employee in filing a grievance.
  2. Investigation — the complaint manager will investigate the complaint or appoint a qualified person to undertake the investigation on his or her behalf. The complaint and identity of the complainant will not be disclosed except (1) as required by law or this policy; or (2) as necessary to fully investigate the complaint; or (3) as authorized by the complainant. The complaint manager shall file a written report within ten (10) days of the filing of the grievance, which outlines the investigation of the complaint with the director of schools. If a complaint of sexual harassment contains allegations involving the director of schools, the written report shall be filed with the Board.

 

Outside Employment or Activities 5.607

A given professional position may require additional hours during evenings or other times when offices may be closed. Outside employment is regarded as employment for compensation which is not within the duties and responsibilities of the employee’s regular position with the school system.

 

An employee will not perform any duties related to an outside job during his/her regular working hours or during the additional time that the responsibilities of the position require, nor will an employee use any district facilities, equipment or materials in performing outside work.

When the periods of work are such that certain evenings, days or vacation periods are duty-free, the employee may use such off-duty time for the purposes of remuneration, provided all the following conditions are met:

  1. The work in no way interferes with the degree of effectiveness of his/her work in the school system;
  2. The work in no way reflects detrimentally upon the school system or its prestige;
  3. Such outside obligations do not prevent the individual from assuming duties required by the regular position; and
  4. The individual does not receive remuneration for work which is customarily within his/her regular position.

 

Section 4

General Information for Teachers

 

Evaluation and Teacher Performance 5.109

The Board of Education shall use guidelines developed by the State Board of Education for implementation of an approved evaluation system.  The principal shall ensure that each teacher is evaluated at least the required minimum number of times and is responsible for conducting the evaluations.  S/he may designate a certificated employee who is trained in the local evaluation procedures to assist in the evaluation.

Transfer and Assignment 5.115

  • ASSIGNMENT -The director of schools shall assign personnel to the various schools or departments by May 15 for licensed personnel and by May 15 for non-licensed personnel preceding the school year for which such persons are employed while allowing each principal or immediate supervisor to assign more specific responsibilities within each school.

Assignment of employees will be made by the director of schools based on the recommendation of the appropriate division director and/or building principal. The assignment will be determined by the applicant's training, experience and ability to perform the duties of the position and in the best interest of the schools.

Extra assignments for which supplements are provided and upon which initial employment was based may not be relinquished in part by the employee without the approval of the person making the assignment. Other assignments for which supplemental salary is provided shall be made on an annual contract basis. Teachers who desire a change in a grade and/or subject assignment or who desire to transfer within the system may file a written statement with the central office by May 15 of any academic year. The statement shall include all pertinent information about the teacher's desire (grades, school, etc.). The transfer request form must be obtained from the principal or central office.

  • TRANSFER (to move from one school or administrative unit to another)-The director of schools shall transfer employees as necessary for efficient operation of the schools. Transfers shall be non-discriminatory. The director of schools is responsible for developing and disseminating procedures for transfer.

 

  • REASSIGNMENT- (to move to another assignment within the same school or administrative unit) Reassignments shall be non-discriminatory. Employees shall be reassigned as necessary for efficient operation of the schools. The director of schools is responsible for developing and disseminating procedures for reassignments. Reassignments shall be made by the employee's immediate supervisor with approval by the director of schools or his designee.

Tenure 5.117

Tenure will be granted in accordance with state regulations.

 

Membership in Professional Organizations

Leave time in excess of the two days professional leave may be granted without pay for the purpose of participation in meetings, conferences, or other business or professional organizations.  Prior approval of this leave time is required.

 

Grading Procedures 4.600

Information is available from the school principal concerning the Tipton County School System grading procedure. The following guidelines must be followed concerning individual teacher grading procedures:

  • A specific plan for student grading and evaluation must be developed by the

teacher;

  • This specific plan must be approved by the local school administrator; and
  • A written copy of each teacher’s student grading and evaluation plan must be kept on file in the school office.

 

Record Keeping

  • Teacher’s Record Book

Each teacher is required to keep a class record book reflecting an accurate record of the classroom work and daily attendance of each pupil. The class record book is to be left with the principal on the last day of school. In some cases, other means of record keeping will be required. The principal is responsible for informing the teacher concerning these procedures.

 

  • Textbook records

Each teacher is responsible for requisitioning needed textbooks. The teacher shall record the student’s name, date of issuance, condition of book, and book number on the proper forms. The teacher is responsible for periodic inspections of the books. At the end of the school year, the teacher is required to determine the condition of the book and assess fines when necessary.

 

  • Lesson plans

Daily lesson plans shall be kept in duplicate, one copy to be kept in the teacher’s plan book and one copy submitted to the principal no later than 8:00 a.m. on Monday of the week they are to be used.

 

Certification/Licensing 5.102

www.state.tn.us/education/licensing/index.shtml

A copy of Tennessee Regulations for Certification of Teachers is available in each principal’s office. Applications for teacher certificates, renewals, experience verifications, and additional endorsements may be obtained from the Tennessee Department of Education Office of Teacher Licensing.

 

Principal-Teacher Conferences

Each teacher should have at least one conference each term with his/her principal. These conferences should provide the opportunity for a discussion of any problems and serve as a basis for understanding between the teacher and the principal. Teachers are urged to request the conference if it has been overlooked by the principal during any term.

 

Education Council 5.900

The Education Council is a group composed of one elected member from each school and nine members appointed by the Tipton County Education Association. This group meets with the Director of Schools or his designee on a regular basis in an advisory capacity.

 

Discipline 6.408, 6.313, 6.300

Good discipline is more than the maintenance of school and classroom order. It has as its ultimate objective the development of socially approved self-control with due respect for democratically constituted authority. Policies and practices of discipline should be such as will help achieve this broad objective while at the same time achieving the immediate objective of maintaining the desired degree of order in the school.

 

The responsibility of the school staff for student behavior shall extend to all school activities, including ball games, field trips, etc. The principal is responsible for establishing and maintaining effective discipline within the school. Each teacher is responsible for the promotion of an environment conducive to learning. Every teacher is a disciplinarian during every hour of the school day and in every part of the school plant.

 

Reporting Child Abuse 6.409

Child Abuse Hotline 1-877-237-0004

All personnel shall be alert for any evidence of child abuse or neglect. Child abuse is defined as any wound, injury, disability, or physical or mental condition which is of such nature as to reasonably indicate that it has been caused by brutality, abuse, or neglect or which on the basis of available information reasonably appears to have been caused by such. Staff members having knowledge or suspicion of any child who is suffering from abuse or neglect shall report such harm immediately.

 

Length of School Year and Day 5.110, 5.602

Tipton County Schools operate on a 200-day calendar comprised of a minimum of 180 teaching days, ten (10) in-service/administrative days, and ten (10) paid vacation days.  The structure of this calendar is required by the Tennessee State School Law.

 

Teachers shall be on duty at least seven and one-half hours per day, and such additional time as the administrative organization requires.

 

Field Trip Information 4.302

Field Trips may be taken by students only when they relate to the instructional program. Applications for field trips shall be made in writing on forms provided by the central office.

Rules concerning the use of school buses for field trips are as follows:

  1. Approval form submission deadline for first semester field trips is September 15 and second semester February 1.
  2. Field trips will be limited to the hours between 8:00 a.m. and 2:00 p.m. in a school day.
  3. Arrangements for buses and drivers must be made with the transportation supervisor.

Approval for a series of trips, such as athletic trips, may be obtained on one approval request.

Approval of the parent or guardian of each student who goes on a field trip must be on file in the school prior to the trip.

 

REIMBURSEMENT RATES FOR SCHOOL BUSES AND BUS DRIVERS

The Tipton County Board of Education permits the use of school buses for field trips. Because of the frequent use of school buses and the expense involved, it has become necessary that the Board of Education adopt the following reimbursement rates for school buses and drivers:

  • Vehicle charges. Charges for the use of buses will be at the rate of 35 cents per mile which will be calculated on the mileage from the school to the designated place and return to school. The trip sponsor should obtain the necessary forms from the school office before leaving on the field trip.
  • Driver charges. Charges for drivers will be calculated according to the current field trip reimbursement form.

 

Volunteers 4.501

The Board endorses a volunteer program in the schools and authorizes principals to develop a volunteer program for each school. All volunteers must be approved by the principal and shall serve under the supervision and direction of the professional personnel of the school to which they are assigned. Volunteers shall assist professional personnel in the performance of their teaching and administrative responsibilities. They may not teach but may reinforce skills taught by the professional staff. The principal shall identify appropriate tasks for volunteers and shall be responsible for planning and conducting orientation programs and regular in-service training sessions.

 

 

Inclement Weather 1.8011

In case of inclement weather, school closings will be announced at www.tipton-county.com and broadcast on 93.5 FM and 1250 AM. Television Channel 29 will have information on closings as well as Channels 3, 5, 13 and 24.  In addition, every employee will receive a phone call via the message system.


 

Teacher Job Description

QUALIFICATIONS

·          Valid teacher’s license with appropriate endorsement

·          Strong written, verbal, presentation and interpersonal skills

·          Meets health and physical requirements

 

 

CAPACITY AND ABILITY REQUIREMENTS Specific capacities and abilities may be required of an individual in order to learn or perform adequately a task or job duty.

 

1. Intelligence:  The ability to understand instructions and underlying principles. Ability to reason and make judgments

2. Verbal:  Ability to understand meanings of words and the ideas associated with them.

3.Numerical:  Ability to perform arithmetic operations quickly and accurately

4. Manual Dexterity:  The ability to move the hands easily and manipulate small objects with the fingers.

5. Form Perception:  To make visual comparisons and discriminations and see slight differences in shapes and shadings of figures.

Color Discrimination:  Ability to perceive or recognize similarities or differences in colors or in shapes or other values of the same color

 

ESSENTIAL FUNCTIONS

 

  1. 1.        Instruct students in subject matter, using various teaching methods, such as lecture and demonstration, and uses audiovisual aids and other materials to supplement presentation
  2. 2.        Prepares teaching outline for course of study, and assigns lessons and corrects homework papers;
  3. 3.        Administers tests to evaluate progress, records results, and issues reports to inform parents of student’s progress;
  4. 4.        Keeps accurate attendance records;
  5. 5.        Maintains discipline in classroom and in school yard;
  6. 6.        Participates in faculty and professional meetings, educational conferences, and teacher training workshops;
  7. 7.        Encourages students to maintain standards of classroom behavior;
  8. 8.        Prepares for class and shows evidence of preparation upon request of immediate supervisor;
  9. 9.        Is available to students and parents for education-related purposes outside the instructional day when requested to do so
  10. 10.     Assists in upholding and enforcing school rules, board policies and administrative regulations;
  11. 11.     Meets and instructs assigned classes in the locations and at the times designated;
  12. 12.     Develops and maintains a classroom conducive to learning;
  13. 13.     Represents the school and the community in a positive manner; and
  14. 14.     Performs other work-related duties as assigned.

TEMPERAMENT (Personal traits)

 

  1. 1.        Adaptability to performing a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure
  2. 2.        Adaptability to accepting responsibility for the direction, control, or planning of an activity
  3. 3.        Adaptability to dealing with students
  4. 4.        Adaptability to making generalizations, evaluations or decisions based on sensory or judgmental criteria

 

 

 

WORK CONDITIONS

 

Normal working environment

 

 

PHYSICAL DEMANDS

 

This job may require lifting of objects that exceed 25 lbs., with frequent lifting and/or carrying of objects weighing up to 10 lbs.  Other physical demands that may be required are  as follows; 

  1. 1.        Pushing and/or pulling
  2. 2.        Climbing
  3. 3.        Stooping and/or kneeling
  4. 4.        Reaching
  5. 5.        Talking
  6. 6.        Hearing
  7. 7.        Seeing

 

GENERAL REQUIREMENTS

 

 The above statements are intended to describe the general nature and level of work being performed by people assigned to this position.  They are not intended to be a complete list of responsibilities, duties, and skills required of personnel so assigned.

 

 

I acknowledge receipt of the Tipton County Teacher Handbook.

 

Teacher Name (print) ____________________________

          Teacher Signature__________________________­­­­­­_____

          Date__________________________________________