arlington isd employee handbook 2018

ARLINGTON ISD

EMPLOYEE HANDBOOK

2018 – 2019

For more information contact:

Human Resources Customer Service

Phone - 682-867-7290

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 2 
 
Table of Contents 
Employee Handbook Receipt .............................................................................................. 7 
Employee Technology User Agreement ............................................................................. 8 
(District Network and Internet Resources) ..................................................................... 8 
Introduction and Notices .................................................................................................... 9 
District Information ........................................................................................................... 10 
Beliefs, Vision, Mission, Goal, & Cultural Tenants ........................................................ 10 
Beliefs ........................................................................................................................ 10 
Vision ......................................................................................................................... 10 
Mission ...................................................................................................................... 10 
Goal ........................................................................................................................... 10 
Cultural Tenets .......................................................................................................... 10 
Board and Administration Information ........................................................................ 11 
Board of Trustees .......................................................................................................... 11 
Administration .............................................................................................................. 12 
School Calendar ............................................................................................................ 13 
Employment ...................................................................................................................... 14 
Equal Opportunity Employer ........................................................................................ 14 
Human Resources Records ........................................................................................... 14 
Job Posting and Selection ............................................................................................. 16 
Employment after Retirement ...................................................................................... 17 
Contract and Noncontract Employment ....................................................................... 17 
Certification and Licenses ............................................................................................. 18 
Recertification of Employment Authorization .............................................................. 18 
Searches and Alcohol and Drug Testing........................................................................ 18 
Health Safety Training ................................................................................................... 19 
Reassignments .............................................................................................................. 20 
Transfers ....................................................................................................................... 20 
Workload and Work Schedules ..................................................................................... 20 
Breaks for Expression of Breast Milk ............................................................................ 21 
Notification to Parents Regarding Qualifications ......................................................... 22 
Outside Employment and Tutoring............................................................................... 22 
Performance Evaluations .............................................................................................. 23 
T-TESS Calendar ............................................................................................................ 24 
Employee Involvement / Committees .......................................................................... 25 
Professional Learning and Exchange Time.................................................................... 25 
Requirements for Teachers....................................................................................... 25 
Frequently Asked Questions: Exchange Time ........................................................... 28 
Exchange Time Guidance for Non-Instructional Staff .............................................. 28 
SBEC Professional Learning Requirements ............................................................... 29 

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 3 
 
Statutory Required Training .......................................................................................... 30 
Inappropriate Supervisor/Subordinate Relationships .................................................. 30 
Nepotism ....................................................................................................................... 30 
Duty-free Lunch ............................................................................................................ 31 
Faculty/Staff Meetings/Special Campus Events ........................................................... 32 
Conference Period ........................................................................................................ 32 
Summer Programs ........................................................................................................ 33 
Compensation and Benefits .............................................................................................. 33 
Salaries, Wages, and Stipends ...................................................................................... 33 
Paychecks and Automatic Deposit ................................................................................ 34 
Payroll Deductions ........................................................................................................ 34 
Overtime/Compensatory Time ..................................................................................... 35 
Travel Expense Reimbursement ................................................................................... 35 
Work-Related Travel ..................................................................................................... 35 
Health, Dental, and Life Insurance ................................................................................ 36 
Supplemental Insurance Benefits ................................................................................. 36 
Cafeteria Plan ................................................................................................................ 37 
Workers’ Compensation Insurance .............................................................................. 37 
Unemployment Compensation Insurance .................................................................... 37 
Teacher Retirement ...................................................................................................... 38 
Vacations and Holidays ................................................................................................. 38 
Employee Pay Classifications ........................................................................................ 39 
Summary of Exempt Employee ..................................................................................... 39 
Rights of Exempt Employees......................................................................................... 40 
Rights of Non-Exempt (Hourly) Employees .................................................................. 41 
Payroll Process Exempt Employees .............................................................................. 41 
Employees Seeking Disability Accommodations .......................................................... 42 
Leaves and Absences ........................................................................................................ 43 
Basic Leave Information ................................................................................................ 43 
Attendance and Absences ............................................................................................ 44 
Medical Certification ................................................................................................. 44 
Medical Examinations ............................................................................................... 45 
Continuation of Health Insurance ............................................................................. 46 
Personal Leave .............................................................................................................. 46 
State Sick Leave ............................................................................................................. 47 
Sick Leave Bank ............................................................................................................. 47 
Family Medical Leave .................................................................................................... 47 
Local Family and Medical Leave Provisions .................................................................. 50 
Temporary Disability Leave ........................................................................................... 51 
Workers Compensation Benefits / On the Job Injuries ................................................ 52 
Assault Leave................................................................................................................. 52 

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 4 
 
Jury Duty ....................................................................................................................... 53 
Compliance with a Subpoena ....................................................................................... 53 
Truancy Court Appearances .......................................................................................... 53 
Religious Observance .................................................................................................... 54 
Military Leave ................................................................................................................ 54 
Administrative Leave .................................................................................................... 55 
Employee Communications .............................................................................................. 56 
District Communications ............................................................................................... 56 
Employee Recognition and Appreciation ..................................................................... 56 
Complaints and Grievances .............................................................................................. 57 
Employee Conduct and Welfare ....................................................................................... 58 
Standards of Conduct.................................................................................................... 58 
Texas Educators’ Code of Ethics ................................................................................... 59 
Discrimination, Harassment, and Retaliation ............................................................... 62 
Other Harassment ......................................................................................................... 63 
Harassment of Students................................................................................................ 63 
Inappropriate Social Relationships with Students ........................................................ 64 
Reporting Suspected Child Abuse ................................................................................. 64 
Sexual Abuse and Maltreatment of Children ............................................................... 66 
Reporting Crime ............................................................................................................ 66 
Technology Resources & System Access ...................................................................... 66 
Personal Use of Electronic Media ................................................................................. 68 
Electronic Communications between Employees and Students .................................. 69 
Criminal History Background Checks ............................................................................ 71 
Employee Arrests and Convictions ............................................................................... 71 
Alcohol and Drug-Abuse / Prevention .......................................................................... 72 
Tobacco Products and E-Cigarette Use ......................................................................... 73 
Fraud and Financial Impropriety ................................................................................... 73 
Conflict of Interest ........................................................................................................ 74 
Gifts and Favors ............................................................................................................ 74 
Copyrighted Materials .................................................................................................. 75 
Freedom of Association/Political Activities .................................................................. 75 
Charitable Contributions ............................................................................................... 76 
Safety ............................................................................................................................ 76 
Possession of Firearms and Weapons .......................................................................... 77 
Visitors in the Workplace .............................................................................................. 77 
Asbestos Management Plan ......................................................................................... 78 
Pest Control Treatment ................................................................................................ 78 
Maintenance and Repairs ............................................................................................. 78 
Appropriate Language .................................................................................................. 79 
Dress and Grooming Standards .................................................................................... 79 

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 5 
 
General Procedures .......................................................................................................... 80 
Inclement Weather Closing and Delays ........................................................................ 80 
Emergency Procedures ................................................................................................. 80 
Purchasing Procedures ................................................................................................. 80 
District Credit Cards and Procurement Cards ............................................................... 81 
Purchases with School Funds ........................................................................................ 81 
Handling Money ............................................................................................................ 81 
Contracts (With Vendors, etc.) ..................................................................................... 82 
Building Use .................................................................................................................. 82 
Records Management ................................................................................................... 82 
Termination of Employment ............................................................................................. 83 
Resignation from Employment ..................................................................................... 83 
Contract Employees .................................................................................................. 83 
Noncontract Employees ............................................................................................ 84 
Termination of Employment ......................................................................................... 84 
Dismissal or Nonrenewal of Contract Employees..................................................... 84 
Dismissal of Noncontract Employees ....................................................................... 84 
Exit Interviews and Procedures .................................................................................... 85 
Reports to Texas Education Agency .............................................................................. 85 
Reports Concerning Court-ordered Withholding ......................................................... 86 
Student Issues ................................................................................................................... 87 
Equal Educational Opportunity ..................................................................................... 87 
Student Records and Confidentiality ............................................................................ 87 
Parent and Student Complaints .................................................................................... 88 
Administering Medication to Students ......................................................................... 88 
Dietary Supplements..................................................................................................... 89 
Psychotropic Drugs ....................................................................................................... 89 
Student Conduct and Discipline .................................................................................... 89 
Student Supervision and Control .................................................................................. 90 
Student Attendance / Accounting ................................................................................ 90 
Bullying .......................................................................................................................... 91 
Hazing ............................................................................................................................ 91 
Dating Violence ............................................................................................................. 92 
Student Searches .......................................................................................................... 92 
Working with Students and Parents ................................................................................. 94 
Curriculum/Instruction ................................................................................................. 94 
Lesson Plans .................................................................................................................. 94 
Grade Books/Grading Records ...................................................................................... 95 
Grading Guidelines ........................................................................................................ 95 
Make-up Work .............................................................................................................. 95 
Homework..................................................................................................................... 95 

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 6 
 
Field Trips ...................................................................................................................... 96 
Student Travel ............................................................................................................... 96 
Showing Videos/Movies in Class ................................................................................... 97 
Tutorials ........................................................................................................................ 97 
Textbooks/Instructional Technology ............................................................................ 97 
Web Application Use..................................................................................................... 97 
Online Learning Resources – Universal Access ............................................................. 98 
Fundraising .................................................................................................................... 98 
Extracurricular/UIL Sponsorships.................................................................................. 99 
Counseling Program ...................................................................................................... 99 
Special Education/Section 504 Program ....................................................................... 99 
Special Education Cameras ......................................................................................... 100 
Parent Organizations .................................................................................................. 100 
Parent Relations .......................................................................................................... 100 
Technology Procedures................................................................................................... 102 
Device Responsibility and Accountability Guidelines ................................................. 102 
Responsibility and Accountability by Role .................................................................. 102 
All District Employees ............................................................................................. 102 
Staff Members Leaving District ............................................................................... 103 
Teachers Transferring to Non-Instructional Positions ............................................ 103 
Shared/Unassigned Devices .................................................................................... 104 
Request for Scheduled Personal Leave ................................................................... 106 
Overtime Authorization Form ................................................................................. 107 
Human Resources Contact Information ................................................................. 108 
Index ................................................................................................................................ 109 
 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 7

Employee Handbook Receipt

Acknowledgement Tear-Sheet (May be acknowledged electronically)

This Signature Page will be available for employees to complete and acknowledge electronically.

If it is necessary to complete a paper version, the acknowledgement form is to be completed by

the employee and given to the Principal/Supervisor who is responsible for keeping it on file. The

Principal/Supervisor should give the employee a copy of the Signature Page for the employee’s

records also. Questions concerning information presented in the handbook should be submitted

to the Principal/Supervisor.

I acknowledge that I have received the Arlington ISD Employee Handbook and I know how to

access the Arlington Independent School District Employee Handbook located on the AISD

website. I also understand how to access all of the Board policies via the Board Policy Online link

or the Board of Trustees page at http://www.aisd.net/district/board/ and that I am responsible

for reading, understanding, and complying with the procedures, guidelines, and requirements

contained in this Handbook.

I verify that I can print a copy of this handbook if I desire a hard copy or I may request a hard copy

from my supervisor. I understand it is my responsibility to familiarize myself with the contents of

this handbook. I agree to read the handbook and abide by the standards, policies, and

procedures defined or referenced in this document. The information in this handbook is subject

to change. I understand that changes in district policies may supersede, modify, or eliminate the

information summarized in this handbook. As the district provides updated policy or procedure

information, I accept responsibility for reading and abiding by the changes. I understand that this

handbook intends no modifications to contractual relationships or alterations of at-will

employment relationships.

Please indicate your choice by checking the appropriate box below:

❒ I choose to receive the employee handbook in electronic format and accept responsibility for

accessing it according to the instructions provided.

❒ I choose to receive a hard copy of the employee handbook to be provided by my supervisor.

I understand that I have an obligation to inform my supervisor or department head of any

changes in personal information such as phone number, address, etc. I will also make

corresponding changes through the online Employee Service Center System or Human Resources.

I also accept responsibility for contacting my supervisor or the Human Resources Department if I

have questions or concerns or need further explanation.

Employee’s Legal Name: ________________________________________________

Please Print

Employee’s Signature: __________________________________________________

Campus Assignment: ___________________________________________________

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 8

Employee Technology User Agreement

(District Network and Internet Resources)

(May be acknowledged electronically)

I ___________________________________ understand that as an employee or agent of

the Arlington Independent School District, any confidential information (written, verbal,

electronic, or other form) obtained during the performance of my duties must remain

confidential. By my signature below, I acknowledge that I understand that this

information is strictly confidential. I agree to protect the confidentiality of this

information.

Access to confidential data will only be allowed while serving in this official capacity.

Access will be terminated at the end of my respective employment or project

responsibilities.

This access may include student data, finances and financial projections, business and

technical information, drawings and/or illustrations and other information for Arlington

ISD students and staff.

I understand that I may receive requests for access to or copies of the information to

which I will have access. I will not provide this information to others during my tenure

with the district or at any time thereafter without an appropriate release authorized

through the district’s legal department.

I acknowledge and understand that any unauthorized release or carelessness in the

handling of this confidential information is considered a breach of the duty to maintain

confidentiality. If I fail to protect this information, I will be subject to legal action up to,

and including termination.

By my signature below, I agree that any use of the network and Internet under my user

ID or account will be consistent with the Network and Internet Use Policy [CQ (LOCAL)]

policy. I understand that district employees have the authority to, and will monitor

network usage, including electronic messages sent and received to ensure compliance

with the policy. Furthermore, I understand that I am responsible for any transactions

that occur under my user ID or account and that any violation of the district’s policy will

be considered misconduct and a violation of the employee standards of conduct.

_______________________________ __________________

Employee’s Legal Name, Printed Date

_______________________________ ________ __________________

Employee’s Signature Emp. ID # Campus

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 9

Introduction and Notices

The purpose of this Employee Handbook is to inform you of important information

about your employment in the district and about working with students of the Arlington

ISD. This handbook does not replace the school district’s board-adopted policy manual,

which contains all the official policies that govern the operation of the district and your

employment in the district. However, the information, rules, and standards set out in

this handbook are also expectations for conduct and performance. This handbook is not

a contract, and the District can make changes to it at any time.

Nothing in this handbook supersedes or contradicts any district policy or changes any

aspect of the employment relationship between you and the District or any terms and

conditions of that relationship. All District employees serve on an at-will basis unless

they have received, signed, and returned a contract authorized by the Board of Trustees

or an employment agreement authorized by the Board of Trustees or the

superintendent.

The District’s Board Policies and Strategic Plan and goals can be found on

the District’s website.

We have tried to make this handbook easy to read and understand. When we say “you”

or “your,” we mean the employee; when we say “we” or “our,” we mean the school

district.

AISD would like to thank the leaders of ATPE, TSTA and UEA for their cooperation and assistance in

reviewing and sharing in the ongoing review and preparation of this handbook.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 10

District Information

Beliefs, Vision, Mission, Goal, & Cultural Tenants

Beliefs

• Our success depends upon...

o A commitment by all to a clear and focused vision.

o Effective teaching and leadership.

o A positive culture that promotes continuous improvement by all.

o An engaged community.

• Our students can excel.

Vision

The AISD will be a premier school district and a leader in education.

Mission

The mission of the Arlington Independent School District is to empower and engage all

students to be contributing, responsible citizens striving for their maximum potential

through relevant, innovative and rigorous learning experiences.

Goal

100% of AISD students will graduate exceptionally prepared for college, career and

citizenship.

Cultural Tenets

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 11

Board and Administration Information

Texas law grants the board of trustees the power to govern and oversee the

management of the district’s schools. The board is the policy-making body within the

district and has overall responsibility for the curriculum, school taxes, annual budget,

employment of the superintendent and other professional staff, and facilities. The

board has complete and final control over school matters within limits established by

state and federal laws and regulations.

The board of trustees is elected by the citizens of the district to represent the

community’s commitment to a strong educational program for the district’s children.

Trustees serve three-year terms. Elections are staggered so that not all positions are

voted on the same year. Trustees serve without compensation, must be registered

voters, and must reside in the district.

Board of Trustees

• Dr. Aaron Reich, President

• Mr. John Hibbs, Vice President

• Ms. Kecia Mays, Secretary

• Ms. Polly Walton, Board Member

• Ms. Melody Fowler, Board Member

• Mr. Justin Chapa, Board Member

• Mr. Bowie Hogg, Board Member

Regular board meetings are held throughout the year according to a schedule adopted

by the board. Most meetings are held in the Board Room in the J.W. Counts

Administration Building at 1203 W. Pioneer Parkway in Arlington. The board has the

option to change the meeting schedule, call a meeting at any time throughout the year

as needed, or change the location of a meeting. All special meetings are announced in

compliance with public notice requirements. Texas law permits the board to go into a

closed session under limited circumstances to deliberate confidential topics from which

the public and others are excluded. Closed session may occur for such things as

discussing prospective gifts or donations, real-property acquisition, certain personnel

matters (including employee complaints), security matters, student discipline, or

consulting with attorneys regarding pending litigation.

All meetings are open to the public and employees are encouraged to attend if they

have an interest in the topics for a particular meeting. Agendas will be posted no less

than 72 hours before a meeting at the central administrative office and on the district’s

website: www.aisd.net. Comprehensive information may be obtained at the following

website: https://www.aisd.net/district/board/.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 12

Administration

Superintendent

Dr. Marcelo Cavazos

Chief Financial Officer

Cindy Powell

Chief Academic Officer

Dr. Steven Wurtz

Assistant Superintendent of Administration

Michael Hill

Assistant Superintendent of Technology

Chad Branum

Assistant Superintendent of Human Resources

Scott Kahl

Senior Area Superintendent

A. Tracie Brown

Area Superintendent

Dr. Christi Buell

Area Superintendent

Beth Hollinger

Area Superintendent

Dr. Theodore Jarchow

Executive Director of Communications & Marketing

TBD

The Arlington ISD encourages employees to seek resolution of employment issues at the

lowest possible level. See the section on Complaints and Grievances for information on

how, where, and when to present a formal complaint.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 13

School Calendar

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 14

Employment

Equal Opportunity Employer

Policies DAA, DIA

The Arlington ISD is an Equal Opportunity Employer and does not discriminate in

employment based on sex, race, color, religion, national origin, age, disability, status as

a veteran, sexual preference, genetics, or any other legally protected status.

The District’s Title IX coordinator is Michael Hill, 682-867-7340, 1203 W. Pioneer

Parkway, Arlington, TX. Our ADA Coordinator is Scott Kahl, 682-867-7433, 1203 W.

Pioneer Parkway, Arlington, TX. Employees with disabilities may contact the ADA

coordinator to initiate interactive reasonable accommodation plans when necessary or

appropriate.

Human Resources Records

We will maintain records about you at both the campus/department and central

administrative offices. You have the responsibility to make sure that all required

records, including your official service record, certificates, licenses, professional

development records, and the like are submitted to the appropriate offices when

requested. If you have a name or address change during the school year, you must

make corresponding changes through the online TEAMS Employee Service Center

System within five business days. We will use the address and phone number on file to

contact you with official communications, so it is critical that you keep such information

current.

Under the Texas Public Information Act, and because you are a public employee, most

of the records we have and keep related to your employment, including your salary, are

available to anyone upon written request. Please indicate in the online Employee

Service Center within TEAMS, whether you wish your home address, emergency contact

information, telephone numbers, and information about your family members to be

held as private by the district. Official written evaluations for teachers and certified

administrators and other documents that evaluate certified teachers or administrators

are confidential and will not be released. If we receive a request for copies of your

personnel records, we will consult with the school district’s attorneys to determine

which records must be released and will take the necessary steps under the Public

Information Act to withhold records that are confidential.

Professional employees who obtain additional certification(s) while employed with the

District must update those certification(s) within their Employee Service Center. If you

agree to obtain additional certification at our request, you must submit transcripts and

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 15

certification testing registration forms and test results related to that additional

certification to the central office via email to [email protected].

The following personnel records are maintained either electronically or physically by the

central administrative offices and/or department supervisors.

All Employees:

• Application

• References

• Signed employee notices, including Drug-free Workplace

• Completed I-9 Form

• Completed W-4 Form

• Teacher Retirement System enrollment form

• Evaluations, directives, reprimands, and any written responses by

employees

• Employee medical leave requests and approval forms

• Service record and any required attachments

Professional Employees:

• Credentials (valid Texas certificate or permit)

• Copies of official college transcripts

• Employee-signed contract of employment or employment agreement,

if applicable

• Evaluations not maintained on Eduphoria, directives, reprimands, and

any written responses by employees

Educational Aides:

• Certification

• Official transcripts of any college work

Bus Drivers:

• Proof that applicant is at least 21 years of age

• Proof of valid driver’s license

• Pre-employment drug-screening test

• Post-offer employment physical

• Driver’s license check and proof of safe driving record

• Valid driver training certificate

• Previous employers’ alcohol-and drug-screening test information

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 16

Job Posting and Selection

Policy DC

Board policy DC (Legal) requires posting of certified positions. In addition, the District

will post job openings for non-certified positions for a minimum of 5 work days prior to

offering the position. The interview and consideration process may begin immediately

following posting, but all qualified candidates should be considered who express

interest through the 5 work day posting period. Candidates will be selected based on

the knowledge, skills, and abilities required for the position. Only those candidates with

the strongest qualifications may be selected for an interview.

When a campus or department is undergoing a reorganization supported by Human

Resources, there may be movement opportunity only available to current employees of

that campus or department. In these cases, Human Resources will instruct the principal

or manager how to communicate those opportunities to internal staff.

There may also be times when only internal district employees are eligible to apply for

an open position. These cases will be identified on the respective posting.

Temporary to Full-Time Positions: There may be cases where a department or campus

employs an individual in a temporary capacity and later determines the need and

budget for a full-time position. While temporary and/or substitute positions do not

need to be posted, conversions to regular full-time positions do require posting.

Although the temporary employee may apply to the posted position, internal qualified

applicants who apply during the posting period should also be considered.

All current district employees are eligible to apply for other jobs in the district, but we

will not consider any applicant for any position who does not meet the minimum

requirements posted for the position. If a current employee is selected for an interview,

then the employee will be notified and an interview time scheduled.

For non-certified positions, job postings may include a ‘degree equivalency’ standard. In

those particular postings, candidates who have not completed the required degree may

satisfy the minimum job requirements with a minimum of four years full time work

experience directly relevant to the position. This candidate’s work experience may not

be double counted for the experience requirements of the position and as a degree

equivalency. Example: A non-certified position that requires a Bachelor’s degree and

three years of experience. If the candidate has not completed his/her bachelor’s

degree, he/she must have four years of directly related full time experience to satisfy

the bachelor’s degree requirement and an additional 3 years of experience to satisfy the

experience requirement. No credit is provided for partially completed degrees. This

equivalency standard only applies when included in the posting for a non-certified

position.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 17

Employment after Retirement

Policy DC

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may

be employed under certain circumstances on a full- or part-time basis without affecting

their benefits, according to TRS rules and state law. Detailed information about

employment after retirement is available in the TRS publication Employment after

Retirement. Employees can contact TRS for additional information by calling 800-223-

8778 or 512-542-6400. Information is also available on the TRS Website

(www.trs.texas.gov).

Contract and Noncontract Employment

Policy DC series

State law requires the district to employ all full-time professional employees in positions

requiring a certificate from the State Board for Educator Certification (SBEC) and nurses

under probationary, term, or continuing contracts. Employees in all other positions are

employed at-will or by a contract that is not subject to the procedures for nonrenewal

or termination under Chapter 21 of the Texas Education Code. The paragraphs that

follow provide a general description of the employment arrangements used by the

district.

Probationary Contracts. Full-time professional employees entitled by statute to a

contract who are new to the district and employed in positions requiring SBEC

certification must receive a probationary contract during their first year of employment.

Former employees who are hired after a two-year lapse in district employment or

employees who move to a position requiring a new class of certification may also be

employed by probationary contract. Probationary contracts are one-year contracts.

The probationary period may be three school years (i.e., three one-year contracts) with

an optional fourth school year if the board determines it is doubtful whether a contract

should be given.

Term Contracts. Full-time professionals employed in positions requiring certification

and nurses may be employed by term contracts after they have successfully completed

the probationary period. The terms and conditions of employment are detailed in the

contract and employment policies. All employees will receive a copy of their contract.

Employment policies can be accessed online or copies will be provided upon request.

Noncertified Professional and Administrative Employees. Employees in professional

and administrative positions that do not require SBEC certification (such as non-

instructional administrators) are not employed by contract. Employment is not for any

specified term and may be terminated at any time by either the employee or the

district.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 18

Paraprofessional and Auxiliary Employees. All paraprofessional and auxiliary

employees, regardless of certification, are employed at will and not by contract.

Employment is not for any specified term and may be terminated at any time by either

the employee or the district.

Certification and Licenses

Policies DBA, DF

Professional employees whose positions require SBEC certification or professional

license are responsible for taking actions to ensure their credentials do not lapse.

Employees must submit documentation that they have passed the required certification

exam and/or obtained or renewed their credentials.

A certified employee’s contract may be voided without due process and employment

terminated if the individual does not hold a valid certificate or fails to fulfill the

requirements necessary to renew or extend a temporary certificate, emergency

certificate, probationary certificate, or permit. A contract may also be voided if SBEC

suspends or revokes certification because of an individual’s failure to comply with

criminal history background checks.

Recertification of Employment Authorization

Policy DC

At the time of hire all employees must complete the Employment Eligibility Verification

Form (Form I-9) and present documents to verify identity and employment

authorization.

Employees whose immigration status, employment authorization, or employment

authorization documents have expired must present new documents that show current

employment authorization. Employees should file the necessary application or petition

sufficiently in advance to ensure that they maintain continuous employment

authorization or valid employment authorization documents. Contact Human Resources

if you have any questions regarding reverification of employment authorization.

Searches and Alcohol and Drug Testing

Policy CQ, DHE

The district reserves the right to search in the workplace, including accessing an

employee’s desk, file cabinets, computers, or work area, to obtain information needed

for usual business purposes. Therefore, employees are hereby notified that they have

no legitimate expectation of privacy in those places. In addition, the district reserves the

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 19

right to conduct searches when there is reasonable cause to believe a search will

uncover evidence of work-related misconduct. Such an investigatory search may include

drug and alcohol testing if the suspected violation relates to drug or alcohol use. The

district may search the employee, the employee’s personal items, and work areas,

including district-owned technology resources, lockers, and private vehicles parked on

district premises or work sites or used in district business.

Employees Required to Have a Commercial Driver’s License. Any employee whose

duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing.

This includes all drivers who operate a motor vehicle designed to transport 16 or more

people counting the driver, drivers of large vehicles, or drivers of vehicles used in the

transportation of hazardous materials. Teachers, coaches, or other employees who

primarily perform duties other than driving are subject to testing requirements if their

duties include driving a commercial motor vehicle.

Drug testing will be conducted before an individual assumes driving responsibilities.

Alcohol and drug tests will be conducted when reasonable suspicion exists, at random,

when an employee returns to duty after engaging in prohibited conduct, and as a

follow-up measure. Testing may be conducted following accidents. Return-to-duty and

follow-up testing will be conducted if an employee who has violated the prohibited

alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to

duty.

All employees required to have a CDL or who otherwise are subject to alcohol and drug

testing will receive a copy of the district’s policy, the testing requirements, and detailed

information on alcohol and drug abuse and the availability of assistance programs.

We are required to make a report to Texas Department of Public Safety if you test

positive for alcohol or drugs, refuse to provide a specimen for testing, or provide an

adulterated, diluted, or substitute specimen for testing. If you have questions about the

details of the drug testing program for employees, talk to your supervisor and also see

policy DHE (LEGAL) and (LOCAL).

Health Safety Training

Policies DBA, DMA

Certain employees who are involved in physical activities for students must maintain

and submit to the district proof of current certification or training in first aid,

cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator

(AED), concussion, and extracurricular athletic activity safety. Certification or

documentation of training must be issued by the American Red Cross, the American

Heart Association, University Interscholastic League, or another organization that

provides equivalent training and certification.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 20

Reassignments

Policy DK

All employees are subject to assignment and reassignment. At the campus level, the

principal will ultimately determine your assignment. The superintendent can make

assignments and reassignments between campuses and positions. Teachers may be

assigned to any teaching assignment for which they are qualified. Involuntary

assignments requiring additional qualifications will be appropriately supported by the

district with adequate time and resources.

You will receive a copy of the job description for your assignment at the beginning of

your employment or when your job description changes. Your principal or supervisor

can assign additional duties if needed in order to make sure that the campus or

department is running effectively and efficiently. Ordinarily, you will not receive any

additional compensation for those duties, except as may be necessary to provide

compensatory time for non-exempt employees.

Transfers

Policy DK

If you are qualified for a position, you can request a transfer to another campus or

department for the following school year by applying for the requested position.

Teachers and teaching assistant positions may only request transfer during the annual

staffing process window that occurs each spring unless the position sought is a

promotion. Employees new to the district or new to their position are typically not

eligible to be considered for a transfer during the first 90 days. This restriction does not

apply to campus employees requesting a transfer for the following school year. Under

state law, the principal of the receiving campus has the authority to approve or reject all

staff assigned to his or her campus. If the principal or hiring manager has interest in your

transfer application, you will be contacted directly regarding the interview process. The

superintendent or designee has final placement authority for a teacher transferred

because of enrollment shifts or program changes.

The superintendent or designee has the authority under state law and district policy to

transfer or reassign any employee in the district.

Workload and Work Schedules

Policies DEAB, DK, DL

Professional Employees. Professional employees and academic administrators are

exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis,

according to the work schedules set by the district. A school calendar is adopted each

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 21

year designating the work schedule for teachers and all school holidays. Notice of work

schedules, including start and end dates and scheduled holidays will be distributed each

school year.

Eligible classroom teachers will have planning periods for instructional preparation

including conferences. The schedule of planning periods is set at the campus level but

must provide at least 450 minutes within each two-week period in blocks not less than

45 minutes within the instructional day. Eligible teachers and librarians are entitled to a

duty-free lunch period of at least 30 minutes. The district may require teachers to

supervise students during lunch one day a week when no other personnel are available.

Paraprofessional and Auxiliary Employees. Support employees are employed at will

and receive notification of the required duty days, holidays, and hours of work for their

position on an annual basis. Paraprofessional and auxiliary employees must be

compensated for overtime and are not authorized to work in excess of their assigned

schedule without prior approval from their supervisor.

The workday is not the same as the instructional day. Principals may set hours of work

for employees that require you to be on duty before daily instruction begins and after

daily instruction ends. Exempt employees may be required to work beyond the school

workday hours. The minimum school workday for campus employees is shown on the

chart below.

Level

School Hours

Teacher/Counselor

Educational Aide

Office SNE

Start

Dismiss

Start

End

Start

End

Start

End

Pre-K (a.m.)

8:10

11:16

8:10

3:50

8:10

3:40

7:50

4:20

Pre-K (p.m.)

12:29

3:35

8:10

3:50

8:10

3:40

7:50

4:20

Elementary

8:20

3:35

8:10

3:50

8:10

3:40

7:50

4:20

Junior High

8:55

4:10

8:45

4:25

8:45

4:15

8:25

4:55

High School

7:35

2:50

7:25

3:05

7:25

2:55

7:30

4:00

Alt Campuses

Hours Vary By Program

If you wish to leave campus during the school day for any reason other than taking a

duty-free lunch, you must receive permission from the principal or your direct

supervisor and sign out indicating the time and purpose for leaving campus and sign in

when you return.

Breaks for Expression of Breast Milk

Policies DEAB, DG

The district supports the practice of expressing breast milk and makes reasonable

accommodations for the needs of employees who express breast milk. A place, other

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 22

than a multiple user bathroom, that is shielded from view and free from intrusion from

other employees and the public where the employee can express breast milk will be

provided.

A reasonable amount of break time will be provided when the employee has a need to

express milk. For nonexempt employees, these breaks are unpaid and are not counted

as hours worked. Employees should meet with their supervisor to discuss their needs

and arrange break times.

Notification to Parents Regarding Qualifications

Policies DK, DBA

In schools receiving Title I funds, the district is required by the Every Student Succeeds

Act (ESSA) to notify parents at the beginning of each school year that they may request

information regarding the professional qualifications of their child’s teacher. ESSA also

requires that parents be notified if their child has been assigned or taught for four or

more consecutive weeks by a teacher who does not meet applicable state certification

or licensure requirements.

Texas law requires that parents be notified if their child is assigned for more than 30

consecutive instructional days to a teacher who does not hold an appropriate teaching

certificate. This notice is not required if parental notice under ESSA is sent.

Inappropriately certified or uncertified teachers include individuals on an emergency

permit (including individuals waiting to take a certification exam) and individuals who do

not hold any certificate or permit. Information relating to teacher certification will be

made available to the public upon request. Employees who have questions about their

certification status can call HR Customer Service.

Outside Employment and Tutoring

Policy DBD

You are free to have employment outside the district so long as those duties do not

interfere with your performance of duties for the district and are not inconsistent with

your position in the district. Employees are required to disclose in writing to their

immediate supervisor any outside employment that may create a potential conflict of

interest with their assigned duties and responsibilities or the best interest of the district.

Supervisors will consider outside employment on a case-by-case basis and determine

whether it should be prohibited because of a conflict of interest. However, if you are

using family medical leave, temporary disability leave, or any other type of medical

leave under our policies, you may not work at any other employment during that leave.

Teachers may not privately tutor their own students for pay during the school year.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 23

Performance Evaluations

Policy DN series

All employees will be evaluated or appraised in writing by their supervisors. Reports,

correspondence, and memoranda also can be used to document performance

information. You will have an opportunity for a conference with your supervisor to

discuss your evaluation and expectations for performance. An important part of your

supervisor’s job is overseeing and assessing employee performance throughout the

school year, and your supervisor may provide written documentation to you relating to

your performance as he or she determines appropriate.

Teachers are appraised using the Texas Teacher Evaluation and Support System (T-TESS)

and will receive orientation to the system early each school year. Teachers appraised

with T-TESS are required to complete T-TESS Teacher Orientation prior to being

appraised by their supervisor. T-TESS orientation will not count toward the 12-hour

exchange (non-contract) day requirement. The calendar for T-TESS appraisals is found

on the following page. Alternative Certification teachers may have additional

requirements based upon their program’s agreement with the district. You may contact

Human Resources or the Legal Department for more information regarding Alternative

Certification appraisals.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 24

T-TESS Calendar

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 25

Employee Involvement / Committees

Policies BQA, BQB

Our district and campus site-based committees provide a valuable service to the district

and the campus. As part of the district’s planning and decision-making process,

employees are elected to serve on Site-Based Decision-Making Committees (SBDM) and

a District-Level Instructional Decision-Making Committee (DIDC). Plans and detailed

information about the shared decision-making process are available in each campus

office or from the Transformational Learning Department.

Professional Learning and Exchange Time

Policy DMA

To support the achievement of high academic standards by all students, Arlington

ISD is committed to research-based professional learning experiences that advance

the knowledge, skills, dispositions, and practices of teachers, administrators and

instructional personnel. The Professional Learning Department promotes a system of

professional learning aimed at bringing together the goals of the state, district, and

schools, as well as individual educators. Throughout the school year and including

the summer months, professional development opportunities are available to

strengthen effective teaching and learning so that students’ performance is positively

impacted. A Professional Learning decision tree has been designed as a resource to

support with determining how to proceed with Eduphoria Credit Requests.

Requirements for Teachers

During the 2018-2019 school year, Arlington ISD will continue the implementation of an

Exchange Time Professional Learning Program (ETPLP) to allow teachers to pursue

professional learning opportunities aligned to a district, campus, or T-TESS educational

goal in exchange for two (2) paid days off in November, specifically November 19 and

20, 2018. Details regarding exchange time requirements for teachers during the 2018-

2019 school year follow:

• In exchange for the two (2) instructional days waived in November, teachers

must complete professional learning courses/sessions equaling 12 total credit

hours during non-contractual time. Non-contractual time includes weekends,

holidays, and after school or summer hours outside of the teacher’s designated

contracted instructional day.

• The twelve (12) hours of exchange time are satisfied by successfully completing

off-contract professional learning courses/sessions that are

o pre-approved by the teacher’s supervisor (campus appraiser),

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 26

o aligned to a district, campus, and/or T-TESS educational goal. Goals are

recorded in Eduphoria Strive as part of the T-TESS appraisal cycle.

o related to the teacher’s current assignment and not classified as a

condition for employment.

Note: The New-to-AISD Professional Learning Sessions, including the First Year Teacher

Academy, scheduled for August 6 – August 9, 2018, are eligible for exchange time.

• Teachers can accumulate exchange time credit (hours) by engaging in

professional learning opportunities conducted face-to-face or online. A variety

of professional learning opportunities are provided by the district and are

published in Eduphoria Strive. Eduphoria Strive is continually being updated, so

teachers are encouraged to visit the system regularly.

• Out-of-district professional learning sessions/courses pre-approved by the

teacher’s supervisor (campus appraiser) and meeting TEA rules and guidelines

may be considered for credit. Out-of-district sessions attended without prior

approval may be submitted in Eduphoria Strive, but without any guarantee of

exchange time credit being awarded. For out-of-district professional learning

sessions to be eligible for exchange time credit,

o documentation of pre-approval from the supervisor utilizing the Approval

to Attend Professional Learning Outside AISD form

o proof of attendance in the form of an official certificate of completion

with the following information on the certificate as outlined by TEA:

▪ The Provider’s Name & CPE Continuing Professional Education

Number

▪ The Educator’s Name

▪ The date and content of the activity

▪ The number of clock hours that count toward satisfying CPE

requirements must be submitted through Eduphoria

Strive. Directions for submitting out-of-district credit requests are

published in the Eduphoria User’s Guide released in the fall.

• All professional learning must be recorded in Eduphoria Strive for exchange time

credit to be awarded.

o Record of attendance at district or campus face-to-face professional

learning sessions/courses is achieved by

▪ enrolling in a session/course through Eduphoria Strive,

▪ participating in the enrolled session/course, and

▪ signing the sign-in sheet as evidence of your participation.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 27

o Evidence of completion of in-district and out-of-district online

professional learning sessions/courses is achieved by completing the

steps outlined in the Eduphoria User’s Guide released in the fall.

• Eduphoria Strive serves as the official record of the exchange time requirement

being met.

• The annual window for accruing exchange time begins the first Monday in June

following the last day of school (June 11, 2018), thru the last day in April (April

30, 2019). During the 2018-2019 school year, exchange time must be earned by

Tuesday, April 30, 2019. Courses completed between May 1 and June 9, 2019

are not eligible for exchange time.

Exchange time credit may be accumulated between

June 11, 2018 and April 30, 2019

Incomplete. Employees who do not meet the 12-hour exchange time requirement

are docked at their daily rate of pay. Deductions are applied to June paychecks, and

processed in full-day increments, not hourly.

Process. Documentation of professional learning goals and completion of

professional learning requirements associated with exchange time will be managed

in Eduphoria Strive. The Individual Professional Learning Plan (IPLP) form used in

previous years has been discontinued. It is no longer the process teachers will follow

to document the award of exchange time credit; instead, teacher transcripts in

Eduphoria Strive will serve as the official record of exchange time credits awarded.

Eligibility Criteria. Professional learning sessions/courses meeting the following

criteria are eligible to be considered for exchange time:

• Professional learning approved by the supervisor in advance of participation in

the session

• Data-driven professional learning aligned with a district, campus and/or T-

TESS goal

• Professional learning related to the current teaching assignment

• Professional learning received outside of school hours (e.g. before or after

school, Saturdays, holidays, and summer vacation), garnered in increments of

no less than one (1) hour

• Professional learning received outside of the school district and outside of the

school day, whether or not the district has paid for the registration (i.e.,

Region 11 ESC, other districts’ trainings, content-related professional

development sessions at conferences, etc.)

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 28

• Department, campus, or staff professional learning provided outside of the

school day (Note: Meetings, such as department, lead teacher, lesson

planning, or other types of meetings DO NOT qualify for exchange time.)

• Professional learning related to any of the four (4) domains of the Texas

Teacher Evaluation and Support System (T-TESS)

• Professional learning for which no pay supplement is paid to the employee

• Professional learning that is NOT part of a college, university course, or

certification program

Please keep in mind that the types of professional learning sessions/courses

approved may vary from campus to campus depending on district, campus or T-TESS

aligned goals. Principals reserve the right to direct professional development toward

campus/district initiatives.

Frequently Asked Questions: Exchange Time

Exchange Time Guidance for Non-Instructional Staff

The district provides two (2) paid exchange days (12 hours) for eligible professional

staff to attend professional learning during non-contract (off-duty) time by

participating in workshops, conferences, seminars, summer, evening, and weekend

learning opportunities, when pre-approved, completed during non-contractual

hours, and aligned to a district, department, campus or T-PESS goal. Both the

immediate supervisor and the non-instructional staff member are responsible for

maintaining records of exchange time requirements being met.

Exempt Employees

• Campus Administrators (principals, deans, and assistant principals) and

District Professionals (specialists, coordinators, directors, executive directors,

and executive staff) shall complete a minimum of twelve (12) non-contract

clock hours of eligible professional learning during the professional learning

calendar year or shall use two (2) personal days.

Non-exempt Employees

• With the exception of classroom teaching assistants, campus and District

paraprofessionals shall complete a minimum of twelve (12) non-contract

clock hours of eligible professional learning during the professional learning

calendar, complete a combination of approved compensation time equivalent

to two (2) days, or use two (2) personal days. District and campus non-

exempt employees include, but are not limited to, secretaries, receptionists,

and clerks.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 29

Part-time Staff

• All part-time campus staff working twenty (20) hours or more with students in an

instructional setting must complete the full professional learning

requirement. Employees on special contracts should consult the Payroll

Department to verify contract terms.

SBEC Professional Learning Requirements

Educators are responsible for maintaining a record of Continuing Professional

Education (CPE) credits and submit evidence of completion of CPE credits only

when specifically requested by TEA for audit purposes.

The CPE requirements for each class of certificate are as follows:

• classroom teachers must complete 150 clock hours every five years

• dyslexia CPE training is required for educators who teach students with

dyslexia and must include new research and practices in educating

students with dyslexia

• counselors, learning resource specialists/librarians, educational

diagnosticians, superintendents, principals, and assistant principals must

complete 200 clock hours every five years

An educator must complete a total of 150 or 200 clock hours of continuing

professional education every five (5) years. A classroom teacher who also holds

a principal certificate would need a total of 200 clock hours to renew both the

teacher and principal certificates.

To allow maximum flexibility for educators to identify appropriate CPE activities

to meet individual needs, CPE clock hours can be accrued through the following:

• workshops, conferences, in-service or staff development delivered

by an approved registered provider;

• undergraduate and graduate coursework through an accredited

institution of higher education, with one semester credit being

equivalent to 15 CPE clock hours;

• interactive distance learning, video conferencing, or online activities;

• independent study, not to exceed 20% of the required clock hours;

• development of curriculum or CPE training materials;

• presenting CPE activities, not to exceed 10% of the required clock

hours;

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 30

• serving as a mentor, not to exceed 30% of the required clock hours;

and

• serving as an assessor for the principal assessment, not to exceed

10% of the required clock hours.

Only those CPE activities from approved registered providers will be recognized

for Standard Certificate renewal purposes. Educators must complete the

required total number of CPE hours each five-year renewal period. It is

recommended that at least five (5) CPE hours each year be devoted to the

content area for each certificate being renewed.

Statutory Required Training

Compliance training for employees is made available through a learning management

system platform called Safe Schools. Employees have individual access to the system

with a syllabus of courses reflective of requirements for their position. The campus

principal or department manager will provide guidance for accessing and completing

training modules. For additional information, employees may contact the Human

Resources Department.

Inappropriate Supervisor/Subordinate Relationships

Policy DIA Local

In order to protect the dynamics of the workplace and to foster a positive work

environment for all employees, Arlington ISD prohibits dating, pursuit of a personal

relationship, or entering into a relationship between a supervisor and a subordinate.

The burden to prohibit initiation of a personal relationship with subordinates rests upon

the supervisor and as such constitutes prohibited conduct. (DIA Local)

An example of an unacceptable supervisory relationship would be when a supervisor is

in the position to evaluate his or her own family member or member of the same

household.

The District reserves the right to apply this policy to situations where there is a conflict

or the potential for conflict because of the relationship between employees, even if no

direct reporting relationship or authority is involved.

Nepotism

Policies DBE, DCD, BBFB, B BBD, FB, DIA

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 31

The District will consider a member of an employee’s immediate family for employment

if the applicant possesses all of the qualifications for employment for the position. An

immediate family member may not be hired, however, if the employment would (a)

violate state law and the district’s nepotism policy; (b) create either a direct or indirect

supervisor/subordinate personal relationship; (c) create an actual conflict of interest or

the appearance of a conflict of interest, or; (d) cause family members to work within the

same department or at the same campus. These criteria will also be considered when

assigning, transferring or promoting an employee. For purposes of letters (b)-(d),

“immediate family” includes the employee’s spouse, partner, brother, sister, mother,

father, grandfather, grandmother, uncle, aunt, niece, nephew, stepmother, stepfather,

children, stepchildren, father-in-law, mother-in-law, sister-in-law, brother-in-law,

daughter-in-law, son-in-law, and any other member of the employee’s household.

Employees who marry or become members of the same household may continue

employment as long as there is not i) direct or indirect supervisor/subordinate

relationship between the employees or ii) an actual conflict of interest or the

appearance of a conflict of interest or iii) cause family members to work within the same

department or at the same campus. Should current employees marry or become

members of the same household (and a direct or indirect supervisor/subordinate

relationship violation has not occurred) the District will attempt to find a suitable

position within the district to which one of the affected employees may transfer. This is

also contingent upon no actual or perceived conflict of interest as determined by the

district. If accommodations of a transfer are not feasible, the affected employees will

be permitted to determine which of them will resign.

Any exceptions to these guidelines must be approved by the department director and

HR. Written justification for the exception must be submitted to HR prior to any

employment decisions. Supervisor/subordinate relationship exceptions will not be

considered. Staff hired prior to the 2015-2016 school year have already been exempted

from these guidelines as they apply to family members working on the same campus or

in the same department for their current assignment.

The District reserves the right to apply this policy to situations where there is a conflict

or the potential for conflict because of the relationship between employees, even if no

direct reporting relationship or authority is involved.

Duty-free Lunch

Policy DL

All full-time teachers, librarians, and nurses will receive at least a 30-minute lunch

period free from all duties and responsibilities connected with the instruction and

supervision of students. Teachers, librarians, and nurses may leave campus, provided

they sign out and return within the allotted 30 minutes. If we are experiencing a

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 32

personnel shortage, economic conditions that limit our ability to hire lunchroom

monitors or support staff for this purpose, or in unforeseen circumstances because of

illness, epidemic, or natural or man-made disasters, we may have to assign teachers,

librarians, and nurses to supervise students during their lunch no more than one day per

week. We will make efforts, though, to provide lunch room supervision using parent

volunteers, support staff, or administrators so that teachers, librarians, and nurses can

be provided a duty-free lunch each school day.

Faculty/Staff Meetings/Special Campus Events

Your principal will routinely schedule meetings for all teachers and other professional

staff and sometimes for all staff as part of your contractual obligations. Such meetings

include Open House, Meet the Teacher night, Faculty/Staff general meetings, ARDs, 504

meetings, and similar professional meetings. These meetings will usually be in late

afternoon or evening after students have been released for the day. Important

information about district and campus operations and programs at the campus are

communicated in these meetings, which also provide an opportunity for employees to

communicate ideas and issues to the administration. Many of these meetings include

parents and are critical opportunities for us to solicit their support as partners in the

education process. You must attend these meetings unless you have contacted the

principal in advance and received permission to be absent. Reasonable efforts will be

made to minimize these meetings while still meeting the educational objectives of the

campus.

Conference Period

Policy DL

All full-time teachers will receive planning periods totaling at least 450 minutes within

each two-week period in blocks not less than 45 minutes. The purpose of the

conference period is for teachers to plan and prepare instruction, to grade student

work, to hold meetings with parents. You are required to use your conference period

for the stated purpose. Without prior approval from your direct supervisor you will not

be permitted to leave campus during your conference period to run errands, keep

doctor or other appointments, or for any other purpose. For safety and/or security

reasons, the campus principal may require a teacher to oversee another teacher’s

classroom during a conference period to provide for an unexpected absence or other

administrative reason.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 33

Summer Programs

Summer school teachers must be under contract with AISD for the following school year

to be eligible to teach summer programs. Summer positions will be posted through

Human Resources and interested internal applicants may apply. Administrator and

teaching positions for summer programs will be compensated as incremental duties

through a stipend. Hourly positions such as teacher assistants will be paid on an hourly

basis. Current district employees selected to work summer programs and who are

compensated on an hourly basis must complete their current assignment before

beginning work on summer programs.

Compensation and Benefits

Salaries, Wages, and Stipends

Policies DEA, DEAA, DEAB

The board of trustees annually adopts or approves salary and pay systems for all classes

of employees in conjunction with the annual budget adoption process. We do not pay

anyone on a daily basis. Non-exempt employees are paid based on the hours worked

within a pay period or on a monthly salary basis; contractual or exempt employees are

paid on a monthly salary basis. Contract employees who perform extracurricular or

supplemental duties may be paid a stipend in addition to their salary according to the

district’s extra-duty pay schedule. The superintendent or designee will make decisions

about where to assign individual employees within the ranges and positions set in the

systems.

The Human Resources department will notify you at the beginning of the school year if

your pay rate or status has changed from the prior school year. This notice is not a

contract; it is provided for your information only. If we discover during the school year

that either you or we made an error in that information, we will adjust your remaining

salary or pay to correct the error. This correction during the payment term may

increase or decrease your regular pay check.

Employees with 10- or 11-month contracts or assignments will have a portion of their

monthly salary set aside each month to provide a regular paycheck during the one or

two months in the summer when they are not actively providing service to the school

district. This is known as annualizing compensation. All other employees are paid for

hours actually worked during a pay period and will not have pay set aside for this

purpose.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 34

A separate compensation manual including salary ranges and processes is available to

employees through the AISD Human Resources website. It is each employee’s

responsibility to review the accuracy of their pay regularly through the online employee

service center in TEAMS. Any issues or concerns should be brought to the attention of

payroll and/or human resources immediately. If an error is identified, it will be

corrected dating back to the beginning of the current fiscal year if applicable.

Paychecks and Automatic Deposit

Policy CFEA, CRG

We pay professional and salaried employees monthly. Hourly employees are paid every

two weeks. As a benefit to employees, we provide direct deposit or pay card options for

your paycheck. Contact the Payroll Department for more information about the

automatic payroll deposit service.

Payroll Deductions

Policy CFEA

The district is required to make the following automatic payroll deductions:

• Teacher Retirement System of Texas (TRS)

• Federal income tax required for all full-time employees

• Medicare tax (applicable only to employees hired after March 31, 1986)

• Court ordered child support and spousal maintenance, if applicable

• Court ordered delinquent federal education loan payments, if applicable

Other payroll deductions employees may elect include but not limited to:

• Deductions you are required to pay to maintain health insurance coverage for

yourself and any dependents, if you have chosen to participate in the district’s

health plan;

• Deductions you have elected to pay for optional insurance coverage, (i.e. dental,

life, vision, disability insurance);

• Deductions you have elected to pay for optional personal investments;

• Deductions you have elected to pay for higher education savings plans or

prepaid tuition programs, and;

• Charitable contributions to include AISD Education Foundation, United Way, etc.

Salary deductions are automatically made for unauthorized or unpaid leave.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 35

Overtime/Compensatory Time

Policy DEAB

If you are an employee who is covered by the minimum wage and overtime

requirements of the Fair Labor Standards Act, you must keep accurate records of all

time worked for the district. This means that you must record on the documents or

through the system that we provide the actual time that you begin work each day, the

time you take for lunch, and the time you stop working each day. We generally expect

that non-exempt employees will not work more than 40 hours in a work week.

Employee work week schedules may vary by job assignment and function. Non-exempt

schedules are included in individual employee electronic time cards.

All overtime must be approved in advance by your supervisor. Working overtime

without prior authorization is insubordination and may result in the termination

of your employment.

If you are salaried non-exempt, you will receive compensatory time off at the rate of 1 ½

hours of time off for every hour worked in a work week above 40 hours. You can

accumulate a maximum of 60 compensatory time hours before we will require you to

take compensatory time off. If you accumulate over 120 comp time hours, the district

will pay you for the hours. All accrued comp time hours will be paid at termination.

Travel Expense Reimbursement

Policy DEE

Before any travel expenses are incurred by an employee, the employee’s supervisor and

Chief Financial Officer must give approval. For approved travel, employees will be

reimbursed for mileage and other travel expenditures according to the current rate

schedule established by the district. Employees must submit receipts, to the extent

possible, to be reimbursed for expenses other than mileage.

Work-Related Travel

Policy DEE

Any travel on the district’s behalf must be approved by the principal or departmental

administrator and the business office in advance. Reservations and costs for air travel

and overnight accommodations will usually be made with district credit cards through

the business office. We have an approved per diem rate for meals when traveling on

school business. You will not be reimbursed for any amounts in excess of the approved

per diem amount. No employee may receive both a per diem allotment and

reimbursement for actual meal expenses. No employee may receive a per diem

allotment for meals purchased with a district credit card. We will reimburse you for

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 36

your out-of-pocket expenses for rental cars, parking, and other approved expenses at a

rate not to exceed that permitted under the state travel allowance guide, provided you

submit receipts and complete the district’s required travel expense form. We will not

reimburse you for alcohol, taxes that the District is exempt from paying, personal

charges on hotel/motel rooms such as in-room movies, or any other non-allowable

charges as defined in the official AISD Travel Procedures document

When feasible, work-related travel will be in a district-owned vehicle, and we will

reimburse you at the rate authorized under the state travel allowance guide for gasoline

purchased with your own credit card or money. If you use your own car for approved

work-related travel, we will pay you for mileage at the current approved rate, but will

not reimburse you for gasoline, which is included in the mileage rate.

Health, Dental, and Life Insurance

Policy CRD

Group health insurance coverage is provided through TRS-ActiveCare, the statewide

public school employee health insurance program. The district’s contribution to

employee insurance premiums is determined annually by the board of trustees.

Employees eligible for health insurance coverage include the following:

• Employees who are active, contributing TRS members

• Employees who are not contributing TRS members and who are employed for 10

or more regularly scheduled hours per week

TRS retirees who are enrolled in TRS-Care (retiree health insurance program) are not

eligible to participate in TRS-ActiveCare.

The insurance plan year is from September 1 through August 31. Current employees can

make changes in their insurance coverage during open enrollment each year or when

they experience a qualifying event (e.g., marriage, divorce, birth).

We will hold optional meetings with staff at the beginning of each school year to

provide information about the insurance programs that are available to you. Detailed

descriptions of insurance coverage, employee cost, and eligibility requirements and

available at http://www.myaisdbenefits.net/.

Supplemental Insurance Benefits

Policy CRD

At their own expense, employees may enroll in supplemental insurance programs

offered through Arlington ISD. Premiums for these programs can be paid by payroll

deduction. Employees should contact HR Benefits for more information.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 37

Cafeteria Plan

Policies CFEA, DEA

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under

IRS regulations, must either accept or reject this benefit. This plan enables eligible

employees to pay certain insurance premiums on a pretax basis (i.e. disability,

accidental death and dismemberment, cancer and dread disease, dental, and additional

term life insurance). A third-party administrator handles employee claims made on

these accounts.

We will hold information sessions at the beginning of the school year to explain this

program and give you the opportunity to make decisions and complete any paperwork

needed to participate. New employees must accept or reject this benefit during their

first month of employment. All employees must accept or reject this benefit on an

annual basis and during the annual open enrollment period.

Workers’ Compensation Insurance

Policy CRE

The district, in accordance with state law, provides workers’ compensation benefits to

employees who suffer a work-related illness or are injured on the job.

Benefits help pay for medical treatment and make up for part of the income lost while

recovering. Specific benefits are prescribed by law depending on the circumstances of

each case.

All work-related accidents or injuries should be reported immediately to Risk

Management Department. Employees who are unable to work because of a work-

related injury will be notified of their rights and responsibilities under the Texas Labor

Code.

Unemployment Compensation Insurance

Policy CRF

Employees who have been laid off or terminated through no fault of their own may be

eligible for unemployment compensation benefits. Employees are not eligible to collect

unemployment benefits during regularly scheduled breaks in the school year or the

summer months if they have employment contracts or reasonable assurance of

returning to service.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 38

Teacher Retirement

We recognize that contract employees may wish to retire at the end of the first

semester in order to maximize their service year’s credit with TRS. Unfortunately, mid-

contract retirements (those submitted after the state deadline for contract

resignations) can create an adverse effect on students due to the time required to

recruit a certified replacement.

In order to accommodate mid-contract retirements and minimize the impact to

students, a mid-year retirement notification must be provided in writing to Human

Resources no later than September 1. This will provide the district with additional time

to recruit qualified and certified replacements.

All personnel employed on a regular basis for at least four and one-half months are

members of the Teacher Retirement System of Texas (TRS). TRS provides members with

an annual statement of their account showing all deposits and the total account balance

for the year ending August 31, as well as an estimate of their retirement benefits.

Employees who plan to retire under TRS should notify the Human Resources

Department as soon as possible. Information on the application procedures for TRS

benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River

Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information

is also available at www.trs.state.tx.us.

Vacations and Holidays

Policies CRF, DED, DEG, DECB, DECA, DFD

Only employees in 243+ day positions receive paid vacation. We encourage eligible

employees to schedule and take vacation they have earned.

If you are in a position eligible for vacation, you will earn paid vacation days at a rate of

10 days per year up to 10 years of service, and 15 days per year for service longer than

10 years (as long as there has not been a three year or longer break in service). You are

not eligible to take paid vacation until you have completed ten months of employment.

The annual district calendar published at the beginning of this handbook shows the days

scheduled as paid holidays.

Vacation and Personal Leave are two separate accruals for employee time off. Eligibility

for one or both is dependent on the employee’s position, length of assignment, and/or

contract type.

Employees are granted 10 days of personal leave in July or August of every calendar

year. This time is accessible to the employee for use prior to it actually being earned.

One accrued day of personal leave is earned for every 20 days worked. If an employee

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 39

resigns or is terminated after using the accrued personal leave but prior to earning it,

he/she will be responsible for reimbursing the district.

Employees eligible to receive additional vacation days (243-day employees) receive

those in the system in July of each year. Vacation hours must be used by the end of

December in the following year (17 months later) or the remaining vacation accrual will

be forfeited.

Use of accrued time off must be requested and approved by the principal or

administrator/manager at least three work days in advance, unless there are

extenuating circumstances. This is to allow for preparation of adequate coverage of the

employee’s responsibilities during their time away from work. Each day an employee is

absent without prior approval is considered an attendance infraction. Accumulated but

unused vacation cannot be converted into pay at termination of employment.

Employee Pay Classifications

Policy DEAB

The district has three classifications for employee pay types: exempt, non-exempt and

hourly classifications. The distinguishing factors for exempt and non-exempt

classifications are consistent with the guidelines of the Fair Labor Standards Act (FLSA).

The hourly classification is also a non-exempt position under the FLSA and it is entitled

to the benefits provided under that legislation. The district has historically labeled our

auxiliary hourly positions (e.g., food service, transportation, etc.) as hourly. (AISD uses

the term ‘hourly’ synonymously with non-exempt.)

Whether a position is exempt or non-exempt depends on the amount of pay, how the

employee is paid, the type of work that is performed, and level of supervision. An

employee exempt from the ability to earn overtime pay must be paid at least

$47,476per year, be paid on a salary basis and perform exempt job duties consistent

with the FLSA.

Summary of Exempt Employee

Policy DEAB

Teachers are exempt employees under the FLSA even if the employee is paid hourly.

Exempt employees have a contracted weekly amount of money they may earn. The

district’s requirement to charge absences to accrued leave balances is not a reduction in

pay because the employee paycheck remains the same. The base pay of an exempt

employee may not be reduced if there is no work to be performed or for partial day

absences. Central Administration may dock exempt employee base pay in half-day

increments. Pay also may be docked if the employee has exhausted accrued leave.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 40

The three categories of exempt employees are ‘executive,’ ‘professional’ and

‘administrative.’

• An exempt executive regularly supervises two or more employees, has

management as the primary duty of the job, and may participate in activities

such as hiring, firing, promotions, or assignments.

• A professional exempt position represents work that is predominantly

intellectual, requires specialized education, and requires judgment. These

positions require education beyond high school and are in more academic fields

than skilled trades.

• An administrative exempt position includes office or non-manual work that is

directly related to management or general business operations of the employer

or employer’s customer and requires the exercise of independent judgment on

matters of significance. Clerical work may qualify as administrative, but not

qualify as exempt.

Rights of Exempt Employees

Policy DEAB

An exempt employee does not have the right to earn overtime under the FLSA. An

exempt employee may be required by their administrator or manager to participate in

after-hours duties directly related to their job function, as overtime is a non-exempt

concept that applies only to hourly workers.

The exempt employee is not required to record time away from work for personal

matters in the increment of one hour. Accrued leave may be used in no less than half-

day increments.

Exempt employees are not compensated additionally for hours worked beyond their

normal work schedule. This additional work time may be required based on work

volume, after-hours meetings and events, and professional development or training.

Efforts will be made to minimize hours worked beyond normal work schedule.

Additional compensation may be considered for exempt employees who are working

outside of their personal contract period or in the capacity of a distinctly separate non-

exempt job for the district.

Managers or administrators of exempt employees have the discretion to grant

reasonable time off within a week where after-hours work has been performed. This is

justified when the exempt employee has worked disproportionately more hours than

their established schedule in a given day or week. Time off granted under these

circumstances should always be less than the actual number of excessive hours worked

in the day or week.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 41

Rights of Non-Exempt (Hourly) Employees

Policy DEAB

Salaried non-exempt employees are eligible to earn time and one-half their regular rate

of pay for each hour they actually work over 40 hours per week. The district provides

this overtime pay in the accrual of compensatory time off hours. Any accrual above 120

hours will be paid out in cash. Employees will also receive the cash value of any

remaining compensatory time accrual at their termination or promotion into an exempt

position.

The non-exempt employees within the district who are classified as auxiliary/hourly are

also eligible for time and one-half their regular rate of pay for each hour they work over

40 hours per week. This overtime pay is paid in cash in the next regularly scheduled

paycheck.

Salaried non-exempt/hourly employees must use district processes and time tracking

systems to accurately record hours worked. Clocking in and out must occur at your AISD

work station (e.g., desk, cubicle, classroom, time clock authorized by your supervisor)

unless a written exception is granted by the employee’s direct supervisor. Falsification

of time records for hours worked may result in disciplinary action for theft up to and

including termination of employment and/or prosecution.

Overtime shall only be worked with the advance authorization of the employee’s

administrator or supervisor. Unauthorized overtime hours worked will still be paid, but

may be subject to disciplinary action for failure to receive advance authorization.

Work performed outside of the established work area shall only occur with advance

authorization from the supervisor or administrator. These hours must be recorded

through the established district processes and time tracking systems. Unauthorized

work outside of the established work area will still be paid, but may be subject to

disciplinary action for failure to receive advance authorization.

Time away from work for personal matters such as non-work related appointments may

use accrued leave balances or take the time as unpaid.

Payroll Process Exempt Employees

Policy DEAB

Payroll processes for exempt employees are designed to provide a consistent pay

amount in each monthly paycheck. Since the district work calendar includes periods of

time off (including spring break and winter break), leveling monthly paychecks may

require some payment in advance of work weeks completed. Termination or

resignation of employment may require repayment for payroll advances that occurred

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 42

as part of the normal payroll process. Please check with payroll directly to determine

your personal situation as needed.

Employees Seeking Disability Accommodations

Policy DAA

Employees with disabilities that need accommodations due to design, construction,

technical or similar standards, including but not limited to Internet website accessibility

guidelines shall contact the Director of HR Employee Development and Relations.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 43

Leaves and Absences

Policies DEC, DECA, DECB

Basic Leave Information

For salaried employees, state and local leave for the current year shall be made

available for use at the beginning of the school year. For all other employees, state

leave shall be made available for use at the beginning of the school year; local leave

shall be available as earned.

Approved leave must be used in half workday increments for salary exempt employees.

However, if an employee is taking family medical leave, leave shall be recorded in one-

hour increments. Hourly employees may use leave in no less than one hour increments

with manager approval. Earned comp time must be used before any available paid state

and local leave. Employees must follow district and department or campus procedures

to report or request any leave of absence and complete the appropriate form.

All full-time employees receive five days of state personal leave each year. Part-time

employees or those who work less than a full year receive a pro-rated number of days.

Additionally, the district provides 10 days of local leave each year to employees who

were hired before the 1988-1989 school year, and five days of local leave to all other

employees. Refer to DEC (LOCAL) for specifics on using each kind of leave. You can

always use accumulated state or local leave for your personal illness or injury or the

illness or injury of an immediate family member.

With the exception of extenuating circumstances such as a last-minute illness, days

taken as personal leave must be requested and approved by your supervisor as early as

possible however no later than three working days in advance. You cannot use personal

leave during the first or last weeks of a semester, immediately before or after a holiday,

during state or local testing periods, or professional learning days. In deciding to

approve or deny personal leave, the supervisor or designee shall not seek or consider

the reasons for which an employee requests to use leave. The supervisor or designee

shall, however, consider the effect of the employee’s absence on the educational

program or District operations, as well as the availability of substitutes.

Exceptions must be approved by a direct supervisor and/or an assistant/area

superintendent.

We will always try to honor timely requests for personal leave that comply with policy

requirements, but your principal or supervisor may modify approval if unforeseeable

absences among other staff (e.g., bad weather, flu or other transmittable disease)

would significantly affect the efficient and effective operation of the campus or

department.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 44

Attendance and Absences

Policy DEC

Punctual and consistent attendance at work is a fundamental requirement of your

employment in the Arlington ISD. Excessive absences or repeated tardiness in reporting

for duty or early departures can result in the termination of your employment.

“Excessive” absences are any that are not in compliance with our policies and

procedures for taking available local, state, or federal leave, and include consistent time

away from scheduled work hours that adversely affect your contribution and

effectiveness. Absences due to a serious health condition certified for Family Medical

Leave will not count toward excessive absenteeism. If you are going to be absent or late

for work, you must contact your supervisor as soon as possible prior to the beginning of

your scheduled shift. This contact must be made every time you are absent or late

unless you have provided your direct supervisor or Human Resources with more specific

long-term information from your treating health care provider. Teachers also have

specific procedures to request a substitute.

The district offers employees paid and unpaid leaves of absence in times of personal

need. This handbook describes the basic types of leave available and restrictions on

leaves of absence. Employees who expect to be absent for an extended period of more

than three working days should call the Human Resources Compensation & Benefits

Department for information about leave benefits, payment of insurance premiums, and

requirements for communicating with the district.

If you are absent in excess of the number of days of paid leave you have available under

district policy, you are simply absent and will not be paid for those days. Employees

who are paid on a salary basis will have appropriate deductions made from the regular

salary payment for absences in excess of accumulated leave. If you do not comply with

AISD policies and procedure for notice of an absence or for requesting leave, you will

not be paid for those days of absence even if you have leave available (e.g., FMLA,

temporary disability leave).

Once all leave and all leave policy entitlements have been exhausted, your employment

may be terminated if you are unable to return to work with or without reasonable

accommodation.

Medical Certification

Policies DEC, DECA

We will ask you to provide periodic information from your treating doctor to verify the

need for family medical leave or other absences for personal or family illness exceeding

three days and to give us some idea of when you will be able to return to duty. In the

case of family medical leave, we will provide forms for your doctor to complete. Your

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 45

failure to provide the necessary information to us can affect your eligibility for leave and

will be treated as a failure to follow district policy and procedures. We may also request

medical certification when there is a questionable pattern of absences.

As necessary, when recommended by a physician, the District will consider reasonable

accommodations necessary to perform the essential functions of the job. This typically

requires an interactive process between the employee and District in order to

determine an accommodation that is reasonable for the district and still allows the

employee to perform the essential functions of the job. Employees with

accommodation requests should complete a Request for Reasonable Accommodation

Form and contact the Human Resources Department.

A reasonable accommodation typically does not preclude the employee from

performing portions of their job or reassigning portions of their job to other staff

members.

The physician’s documented restrictions reflect requested accommodations to the

employee’s job descriptions. Any environmental causes determined to contribute to

the employee’s condition require further analysis and interaction with qualified medical

professionals in the area relevant to the perceived origin.

The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits covered

employers from requesting or requiring genetic information of an individual or family

member of the individual, except as specifically allowed by this law. To comply with this

law, we ask that employees and health care providers not provide any genetic

information in any medical certification when responding to a request for medical

information. ‘Genetic information’, as defined by GINA, includes an individual’s family

medical history, the results of an individual’s or family members’ genetic tests, the fact

that an individual or individual’s family member sought or received genetic services, and

genetic information of a fetus carried by an individual or family member receiving

assistive reproductive services.

Medical Examinations

Policies DAB, DBB, DEC

We have the right to and will ask you to have a medical or psychological examination

paid for by the district if we believe that your condition is interfering with the

performance of your regular duties or that you are a health or safety risk to yourself or

others. Your failure to cooperate in this situation will be treated as a failure to follow

district policy and comply with directives.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 46

Continuation of Health Insurance

Policies CRD, DEC

Employees, on an approved leave of absence other than family and medical leave, may

continue their insurance benefits at their own expense. Health insurance benefits for

employees on paid leave and leave designated under the Family and Medical Leave Act

will be paid by the district as they were prior to the leave. Otherwise, the district does

not pay any portion of insurance premiums for employees who are on unpaid leave.

Under TRS-Active Care rules, an employee is no longer eligible for insurance through the

district after six months of unpaid leave other than family and medical leave. If an

employee’s unpaid leave extends for more than six months, the district will provide the

employee with notice of COBRA rights.

Personal Leave

Policies DEC, DECB

State law entitles all employees to five days of paid personal leave per year. Personal

leave is available for use at the beginning of the year. A day of personal leave is

equivalent to the number of hours per day in an employee’s usual assignment, whether

full-time or part-time. State personal leave accumulates without limit, is transferable to

other Texas school districts, and generally transfers to education service centers.

Personal leave may be used for two general purposes: nondiscretionary and

discretionary.

Nondiscretionary. Leave taken for personal or family illness, family emergency, a death

in the family, or active military service is considered nondiscretionary leave. Reasons for

this type of leave allow very little, if any, advance planning. Nondiscretionary leave may

be used in the same manner as state sick leave.

Discretionary. Leave taken at an employee’s discretion that can be scheduled in

advance is considered discretionary leave. An employee wishing to take discretionary

personal leave must submit a request to his or her principal or supervisor three (3) days

in advance of the anticipated absence. The effect of the employee’s absence on the

educational program or department operations, as well as the availability of substitutes,

will be considered by the principal or supervisor.

Leave Proration. If an employee separates from employment with the district before his

or her last duty day of the year, or begins employment after the first duty day, state

personal leave will be prorated based on the actual time employed. When an employee

separates from employment before the last duty day of the school year, the employee’s

final paycheck will be reduced by the amount of state personal leave the employee used

beyond his or her pro rata entitlement for the school year.

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 47 
 
State Sick Leave 
Policies DEC, DECB 
State sick leave accumulated before 1995 is available for use and may be transferred to 
other school districts in Texas. State sick leave can be used only in half-day increments, 
except when coordinated with family and medical leave taken on an intermittent or 
reduced-schedule basis or when coordinated with workers’ compensation benefits. 
State sick leave may be used for the following reasons only: 
•  Employee illness 
•  Illness in the employee’s immediate family  
•  Family emergency (i.e., natural disasters or life-threatening situations) 
•  Death in the immediate family 
•  Active military service 
 
Sick Leave Bank 
Policies DEC Local 
The Sick Leave Bank is an elected benefit that can only be chosen as a new employee or 
annually during open enrollment. Employees are eligible to remain in the Sick Leave 
Bank as long as they have contributed the required amount of days to the bank and they 
are an active part-time or full-time employee.  Employees may also remain a Sick Leave 
Bank member up to the expiration of FMLA protected leave and / or temporary 
disability leave. (Maximum benefit limits do apply.)  Once protected leave status is 
exhausted, the employee is no longer eligible for Sick Leave Bank compensation due to 
separation of employment.  Employees with questions about Sick Leave Bank 
enrollment should contact the Human Resources Department. 
The District's Catastrophic Sick Leave Bank is for helping members who have exhausted 
all paid leave and vacation days in the course of a catastrophic personal injury or illness. 
Employees can join the Catastrophic Sick Leave bBank by donating three (3) local 
personal days to the bank during a new-hire event or during open enrollment.  This 
donation is non-refundable and cannot be returned for any reason upon resigning. 
 
Family Medical Leave 
Policies CRD, DAB, DEC, DECA, DECB 
The following text is from the federal notice, Employee Rights and Responsibilities Under 
the Family and Medical Leave Act. Specific information that the district has adopted to 
implement the FMLA follows this general notice. 
Leave Entitlements 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 48

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid,

job-protected leave in a 12-month period for the following reasons:

• The birth of a child or placement of a child for adoption or foster care;

• To bond with a child (leave must be taken within 1 year of the child’s birth or

placement);

• To care for the employee’s spouse, child, or parent who has a qualifying serious

health condition;

• For the employee’s own qualifying serious health condition that makes the

employee unable to perform the employee’s job;

• For qualifying exigencies related to the foreign deployment of a military member

who is the employee’s spouse, child, or parent.

An eligible employee who is a covered service member’s spouse, child, parent, or next

of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care

for the service member with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or

otherwise permitted, employees may take leave intermittently or on a reduced

schedule.

Employees may choose, or an employer may require, use of accrued paid leave while

taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the

employee must comply with the employer’s normal paid leave policies.

Benefits and Protections

While employees are on FMLA leave, employers must continue health insurance

coverage as if the employees were not on leave.

Upon return from FMLA leave, most employees must be restored to the same job or

one nearly identical to it with equivalent pay, benefits, and other employment terms

and conditions.

An employer may not interfere with an individual’s FMLA rights or retaliate against

someone for using or trying to use FMLA leave, opposing any practice made unlawful by

the FMLA, or being involved in any proceeding under or related to the FMLA.

Eligibility Requirements

Employees must meet two criteria in order to be eligible for FMLA leave. The employee

must:

• Have worked for the employer for at least 12 months;

• Have at least 1,250 hours of service in the 12 months before taking leave; and

Requesting Leave

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 49

Generally, employees must give 30-days of advance notice of the need for FMLA leave.

If it is not possible to give 30-days of notice, an employee must notify the employer as

soon as possible and, generally, follow the employer’s usual procedures.

Employees do not have to share a medical diagnosis, but must provide enough

information to the employer so it can determine if the leave qualifies for FMLA

protection.

Sufficient information could include informing an employer that the employee is or will

be unable to perform his or her job functions, that a family member cannot perform

daily activities, or that hospitalization or continuing medical treatment is necessary.

Employees must inform the employer if the need for leave is for a reason for which

FMLA leave was previously taken or certified.

Employers can require a certification or periodic recertification supporting the need for

leave. If the employer determines that the certification is incomplete, it must provide a

written notice indicating what additional information is required.

Employer Responsibilities

Once an employer becomes aware that an employee’s need for leave is for a reason

that may qualify under the FMLA, the employer must notify the employee if he or she is

eligible for FMLA leave and, if eligible, must also provide a notice of rights and

responsibilities under the FMLA. If the employee is not eligible, the employer must

provide a reason for ineligibility.

Employers must notify its employees if leave will be designated as FMLA leave, and if so,

how much leave will be designated as FMLA leave.

Enforcement

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour

Division, or may bring a private lawsuit against an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or

supersede any state or local law or collective bargaining agreement that provides

greater family or medical leave rights.

For additional information:

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627

www.wagehour.dol.gov

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 50

Local Family and Medical Leave Provisions

Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period

measured backward from the date an employee uses FML.

Use of Paid Leave. Family Medical Leave (“FML”) runs concurrently with accrued sick

and personal leave, temporary disability leave, compensatory time, assault leave, and

absences due to a work-related illness or injury. The district will designate the leave as

FML, if applicable, and notify the employee that accumulated leave will run

concurrently.

Combined Leave for Spouses. Spouses who are employed by the district are limited to a

combined total of 12 weeks of FML to care for a parent with a serious health condition;

or for the birth, adoption, or foster placement of a child. Military caregiver leave for

spouses is limited to a combined total of 26 weeks.

Intermittent Leave. When medically necessary or in the case of a qualifying exigency, an

employee may take leave intermittently or on a reduced schedule. The district does not

permit the use of intermittent or reduced-schedule leave for the care of a newborn child

or for adoption or placement of a child with the employee.

Fitness for Duty. An employee that takes FML due to the employee’s own serious health

condition shall provide, before resuming work, a fitness-for-duty certification from the

health care provider. If certification of the employee’s ability to perform essential job

function is required, the district shall provide a list of essential job functions (e.g., job

description) to the employee with the FML designation notice to share with the health

care provider.

Reinstatement. An employee returning to work at the end of FML will be returned to

the same positon held when the leave began or to an equivalent position with

equivalent employment benefits, pay, and other terms and conditions of employment.

In certain cases, instructional employees desiring to return to work at or near the

conclusion of a semester may be required to continue on FML until the end of the

semester. The additional time off is not counted against the employee’s FML

entitlement, and the district will maintain the employees group health insurance and

reinstate the employee at the end of the leave according the procedures outlined in

policy (see DECA (LEGAL)).

Failure to Return. If, at the expiration of FML, the employee is able to return to work

but chooses not to do so, the district may require the employee to reimburse the

district’s share of insurance premiums paid during any portion of FML when the

employee was on unpaid leave. If the employee fails to return to work for a reason

beyond the employee’s control, such as a continuing personal or family serious health

condition or a spouse being unexpectedly transferred more than 75 miles from the

district, the district may not require the employee to reimburse the district’s share of

premiums paid.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 51

District Contact. All communications about chronic, serious, or recurring health

conditions for you or an immediate family member must be directed to a Human

Resources benefits representative to ensure you receive the benefits to which you are

entitled and to protect the confidentiality of the medical information you provide to us.

When you can foresee the need for planned FML, such as scheduled surgery, or

scheduled medical treatments, you must notify your direct supervisor and Human

Resources Benefits Representative to request the leave at least 30 days in advance. If

30 days’ notice is not possible, you must inform your direct supervisor and Human

Resources Benefits Representative of the need for leave at least two working days

before the leave. In emergencies when the need for FML is not foreseeable, you or a

close family member must notify your direct supervisor and Human Resources Benefits

Representative of the need for FML as soon as practicable, generally on the same day

that you are aware of the need for FML or the next business day.

Our policy requires concurrent use of FML with all other kinds of leave, so some or all of

your FML may be with pay, depending on how much leave you have accumulated. If

you are using FML, the HR Compensation and Benefits Department will communicate

directly with you about the details of your absence. You must also continue to notify

your direct supervisor of the days you are unable to be at work.

Temporary Disability Leave

Policies DBB, DEC, DECA, DECB, CRE

The purpose of temporary disability leave is to provide job protection to full-time

employees who cannot work for an extended period of time because of a mental or

physical disability of a temporary nature. Temporary disability leave must be taken as a

continuous block of time. It may not be taken intermittently or on a reduced schedule

and can only be for an employee’s own serious health condition. Pregnancy and

conditions related to pregnancy are treated the same as any other temporary disability.

Temporary disability leave typically follows exhaustion of FMLA protected leave but is

also available to employees who do not qualify for FML. Job protection under

temporary disability leave following exhaustion of FML may be to an alternate position

within the district if the previous position has already been filled.

Employees must request approval for temporary disability leave. An employee’s

notification of need for extended absence due to the employee’s own medical condition

shall be accepted as a request for temporary disability leave. The request must be

accompanied by a physician’s statement confirming the employee’s inability to work

and estimating a probable date of return. Disability leave runs concurrently with any

other medically associated leave. If disability leave is approved, the length of leave for a

SBEC certified employee is no longer than 180 calendar days. For a non-SBEC certified

employee, the leave can be no longer than 96 calendar days.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 52

If an employee is placed on temporary disability leave involuntarily, he or she has the

right to request a hearing pursuant to District Policy. The employee may protest the

action and present additional evidence of fitness to work.

“When an employee is ready to return to work, the employee shall notify the Human

Resources Department or his or her immediate supervisor at least 15 calendar days in

advance.” The return-to-work notice must be accompanied by a physician’s statement

confirming that the employee is able to resume regular duties. Certified employees

returning from leave (and whose eligible Family Medical Leave has also been exhausted)

will be reinstated to the school to which they were previously assigned if an appropriate

position is available. If an appropriate position is not available, the employee may be

assigned to another campus, subject to the approval of the campus principal. If a

position is not available before the end of the school year, the employee will be

reinstated to a position at the beginning of the following school year.

Workers Compensation Benefits / On the Job Injuries

Policies DEC, CRE

If you are injured while performing your duties for the district, you must immediately

notify your direct supervisor immediately and complete a first report of the injury form

so that we can comply with our responsibilities under workers’ compensation laws. We

provide workers’ compensation coverage for all employees. If an injury at work causes

you to be absent, it is your responsibility to inform your direct supervisor and Risk

Management whether you wish to use accumulated leave in order to receive full pay

during your absence to the extent of accumulated leave or whether you wish to save

your accumulated leave and receive only the temporary income benefits that are

available under the workers’ compensation laws. If you do not inform your direct

supervisor and Risk Management of your choice, we will charge your absence to

accumulated leave. If absence because of a work-related injury also qualifies as a

serious health condition under FML, you will also be charged with FML during your

absence.

Assault Leave

Policy DEC

Assault leave provides extended job income and benefits protection to an employee

who is injured as the result of a physical assault suffered during the performance of his

or her duties. An injury is treated as an assault if the person causing the injury could be

prosecuted for assault or could not be prosecuted only because that person’s age or

mental capacity renders the person not responsible for purposes of criminal liability.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 53

An employee who is physically assaulted at work may take all the leave time medically

necessary (up to two years) to recover from the physical injuries he or she sustained. At

the request of an employee, the district will immediately assign the employee to assault

leave. Days of leave granted under the assault leave provision will not be deducted from

accrued personal leave and must be coordinated with workers’ compensation benefits.

Upon investigation, the district may change the assault leave status and charge leave

used against the employee’s accrued paid leave. The employee’s pay will be deducted if

accrued paid leave is not available. See the section on payroll deductions for specifics.

Jury Duty

Policy DEC

The district provides paid leave to employees who are summoned to jury duty.

Employees who report to the court for jury duty may keep any compensation the court

provides. An employee should report a summons for jury duty to his or her supervisor as

soon as it is received and may be required to provide the district a copy of the summons

to document the need for leave.

An employee may be required to report back to work as soon as they are released from

jury duty. The supervisor may consider the travel time required and the nature of the

individual’s position when determining the need to report to work. A copy of the release

from jury duty or of documentation of time spent at the court may be required.

Compliance with a Subpoena

Policies DEC, DFD, GBA

Employees will be paid while on leave to comply with a valid subpoena to appear in a

civil, criminal, legislative, or administrative proceeding and will not be required to use

personal leave. Employees may be required to submit documentation of their need for

leave for court appearances.

Truancy Court Appearances

Policy DEC

An employee who is a parent, guardian of a child, or a court-appointed guardian ad

litem of a child who is required to miss work to attend a truancy court hearing may use

personal leave or compensatory time for the absence. Employees who do not have paid

leave available will be docked for any absence required because of the court

appearance.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 54

Religious Observance

Policies DEC, DAA

The district will reasonably accommodate an employee’s request for absence for a

religious holiday or observance. Accommodations such as changes to work schedules or

approving a day of absence will be made unless they pose an undue hardship to the

district. The employee may use any accumulated personal leave for this purpose.

Employees who have exhausted applicable paid leave may be granted an unpaid day of

absence.

Military Leave

Policies DEC, DECB, CRD, DECA

Paid Leave for Military Service: Any employee who is a member of the Texas National

Guard, Texas State Guard, reserve component of the United States Armed Forces, or a

member of a state or federally authorized Urban Search and Rescue Team is entitled to

paid leave for authorized training or duty orders. Paid military leave is limited to 15 days

each AISD fiscal year (July 1 - June 30). In addition, an employee is entitled to use

available state and local personal or sick leave during a time of active military service.

Reinstatement after Military Leave: USERRA provides that returning service-members

are reemployed in the job that they would have attained had they not been absent for

military service (the long-standing "escalator" principle), with the same seniority, status

and pay, as well as other rights and benefits determined by seniority. USERRA also

requires that reasonable efforts (such as training or retraining) be made to enable

returning service members to refresh or upgrade their skills to help them qualify for

reemployment.

Reemployment after Military Leave: Employees who resign from the district in order to

enter into the United States uniformed services or who are ordered to active duty as a

member of the military force of any state (e.g., National or State Guard) may apply for

reemployment not later than the 90

day after the date the veteran is honorably

discharged from active military service. Employees who wish to return to the district will

be reemployed, provided they can be qualified to perform the required duties. To be

eligible for reemployment, employees must provide notice of their obligation or intent

to perform military service, provide evidence of honorable discharge or release, and

apply for reemployment within the time specified by law to the Human Resources

Department. In most cases, the length of federal military service cannot exceed five

years.

Continuation of Health Insurance for Military Leave: Employees who perform service in

the uniformed services may elect to continue their health plan coverage at their own

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 55

cost for a period not to exceed 24 months. Employees should contact the Human

Resources Department for details on eligibility, requirements, and limitations.

Administrative Leave

Policies DBB, DFAA, DFBA, DFCA, DEC, DEAB

The superintendent can order that any employee be placed on administrative leave

when he or she determines that it is in the district’s best interest to do so.

Administrative leave for salaried employees is typically with pay; however, hourly

employees are not paid for hours not worked.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 56

Employee Communications

District Communications

Policy GKDA

Throughout the school year, the Communications office publishes newsletters,

brochures, fliers, calendars, news releases, and other communication materials. These

publications offer employees and the community information pertaining to school

activities and achievements.

Employee Recognition and Appreciation

Continuous efforts are made throughout the year to recognize employees who make an

extra effort to contribute to the success of the district. Employees are recognized at

board meetings, in the district newsletter, and through special events and activities.

Recognition and appreciation activities include retirement and years of service

recognition, Teacher of the Year Recognition, Principal of the Year Recognition, AWARE

Award Nominees and Winners, etc.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 57

Complaints and Grievances

Policy DGBA

AISD encourages employees to resolve concerns at the lowest possible level. We

encourage you to attempt an informal resolution meeting directly with the individual

involved followed by talking to your principal or supervisor; if this is not successful, the

formal grievance process is available to you to address your concerns through the

appropriate chain of command. By submitting an Employee Complaint Form you have

the right to bring a written complaint about wages, hours, or conditions of work or if

you believe that you have been harmed in some way by the violation of a law or policy.

Complaints must be filed within 15 business days of the event about which you are

complaining. Untimely complaints will be heard for timeliness and can be dismissed if

deemed untimely. Our policy generally provides for a four-step process, beginning with

the principal or immediate supervisor and ending with the Board of Trustees.

At-will employees may complain about the termination of their employment through

this process, and probationary teachers whose employment is terminated at the end of

a school year in the best interest of the district may also use this process to present a

concern about that decision to the Board of Trustees. All other employees must use the

specific processes described in law and policy to raise issues related to contract

nonrenewal or termination.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 58

Employee Conduct and Welfare

Standards of Conduct

Policy DH

All employees are expected to work together in a cooperative spirit to serve the best

interests of the district and to be courteous to students, one another, and the public.

Employees are expected to observe the following standards of conduct:

• Recognize and respect the rights of students, parents, other employees, and

members of the community;

• Maintain confidentiality in all matters relating to students and coworkers.

• Report to work according to the assigned schedule;

• Notify their immediate supervisor in advance or as early as possible in the event

that they must be absent or late. Unauthorized absences, chronic absenteeism,

tardiness, and failure to follow procedures for reporting an absence may be

cause for disciplinary action;

• Know and comply with department and district policies and procedures;

• Express concerns, complaints, or criticism through appropriate channels;

• Observe all safety rules and regulations and report injuries or unsafe conditions

to a supervisor immediately, and;

• Use district time, funds, and property for authorized district business and

activities only.

All district employees should perform their duties in accordance with state and federal

law, district policies and procedures, and ethical standards. Violation of policies,

regulations, or guidelines may result in disciplinary action, including termination.

Alleged incidents of certain misconduct by educators, including having a criminal record,

must be reported to SBEC not later than the seventh day after the superintendent knew

of the incident.

If you are arrested for or convicted of a felony or any crime of moral turpitude,

you must report that fact to your principal or immediate supervisor within

three calendar days. Offenses involving moral turpitude include without

limitation, theft or attempted theft of any kind, fraud of any kind, sexual

offenses, any assaultive or violent offense, bribery, perjury, drug or alcohol

offenses, offenses constituting abuse or neglect under the Texas Family Code,

or any other offense contrary to justice, honesty, modesty, or good morals.

The Educators’ Code of Ethics applies to all district employees who hold a certificate

issued by the State Board of Educator Certification. By local policy, it applies to all

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 59

employees in the district. You should read and be familiar with the standards and

expectations expressed there because these are the standards and expectations we will

impose upon you.

Texas Educators’ Code of Ethics

Policy DH

Statement of Purpose

The Texas educator shall comply with standard practices and ethical conduct toward

students, professional colleagues, school officials, parents, and members of the

community and shall safeguard academic freedom. The Texas educator, in maintaining

the dignity of the profession, shall respect and obey the law, demonstrate personal

integrity, and exemplify honesty and good moral character. The Texas educator, in

exemplifying ethical relations with colleagues, shall extend just and equitable treatment

to all members of the profession. The Texas educator, in accepting a position of public

trust, shall measure success by the progress of each student toward realization of his or

her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in

the community, shall cooperate with parents and others to improve the public schools

of the community. (19 TAC 247.1(b))

Professional Standards

1. Professional Ethical Conduct, Practices, and Performance

Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in

deceptive practices regarding official policies of the school district, educational

institution, educator preparation program, the Texas Education Agency, or the State

Board for Educator Certification (SBEC) and its certification process.

Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies,

personnel, property, or equipment committed to his or her charge for personal gain or

advantage.

Standard 1.3 The educator shall not submit fraudulent requests for reimbursement,

expenses, or pay.

Standard 1.4 The educator shall not use institutional or professional privileges for

personal or partisan advantage.

Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that

impair professional judgment or to obtain special advantage. This standard shall not

restrict the acceptance of gifts or tokens offered and accepted openly from students,

parents of students, or other persons or organizations in recognition or appreciation of

service.

Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 60

Standard 1.7 The educator shall comply with state regulations, written local school

board policies, and other state and federal laws.

Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a

responsibility on the basis of professional qualifications.

Standard 1.9 The educator shall not make threats of violence against school district

employees, school board members, students, or parents of students.

Standard 1.10 The educator shall be of good moral character and be worthy to instruct

or supervise the youth of this state.

Standard 1.11 The educator shall not intentionally or knowingly misrepresent his or her

employment history, criminal history, and/or disciplinary record when applying for

subsequent employment.

Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled

substances and/or abuse of prescription drugs and toxic inhalants.

Standard 1.13 The educator shall not be under the influence of alcohol or consume

alcoholic beverages on school property or during school activities when students are

present.

Standard 1.14 The educator shall not assist another educator, school employee,

contractor, or agent in obtaining a new job as an educator or in a school, apart from the

routine transmission of administrative and personnel files, if the educator knows or has

probable cause to believe that such person engaged in sexual misconduct regarding a

minor or student in violation of the law.

2. Ethical Conduct toward Professional Colleagues

Standard 2.1 The educator shall not reveal confidential health or personnel

information concerning colleagues unless disclosure serves lawful professional purposes

or is required by law.

Standard 2.2 The educator shall not harm others by knowingly making false

statements about a colleague or the school system.

Standard 2.3 The educator shall adhere to written local school board policies and state

and federal laws regarding the hiring, evaluation, and dismissal of personnel.

Standard 2.4 The educator shall not interfere with a colleague’s exercise of political,

professional, or citizenship rights and responsibilities.

Standard 2.5 The educator shall not discriminate against or coerce a colleague on the

basis of race, color, religion, national origin, age, gender, disability, family status, or

sexual orientation.

Standard 2.6 The educator shall not use coercive means or promise of special

treatment in order to influence professional decisions or colleagues.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 61

Standard 2.7 The educator shall not retaliate against any individual who has filed a

complaint with the SBEC or provides information for a disciplinary investigation or

proceeding under this chapter.

3. Ethical Conduct toward Students

Standard 3.1 The educator shall not reveal confidential information concerning

students unless disclosure serves lawful professional purposes or is required by law.

Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a

student or minor in a manner that adversely affects or endangers the learning, physical

health, mental health, or safety of the student or minor.

Standard 3.3 The educator shall not intentionally, knowingly, or recklessly

misrepresent facts regarding a student.

Standard 3.4 The educator shall not exclude a student from participation in a program,

deny benefits to a student, or grant an advantage to a student on the basis of race,

color, gender, disability, national origin, religion, family status, or sexual orientation.

Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in

physical mistreatment, neglect, or abuse of a student or minor.

Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic

relationship with a student or minor.

Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to

any person under 21 years of age unless the educator is a parent or guardian of that

child or knowingly allow any person under 21 years of age unless the educator is a

parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the

presence of the educator.

Standard 3.8 The educator shall maintain appropriate professional educator-student

relationships and boundaries based on a reasonably prudent educator standard.

Standard 3.9 The educator shall refrain from inappropriate communication with a

student or minor, including, but not limited to, electronic communication such as cell

phone, text messaging, email, instant messaging, blogging, or other social network

communication. Factors that may be considered in assessing whether the

communication is inappropriate include, but are not limited to:

(i) the nature, purpose, timing, and amount of the communication;

(ii) the subject matter of the communication;

(iii) whether the communication was made openly or the educator attempted to

conceal the communication;

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 62

(iv) whether the communication could be reasonably interpreted as soliciting sexual

contact or a romantic relationship;

(v) whether the communication was sexually explicit; and

(vi) whether the communication involved discussion(s) of the physical or sexual

attractiveness or the sexual history, activities, preferences, or fantasies of either

the educator or the student.

Discrimination, Harassment, and Retaliation

Policies DH, DIA

Employees shall not engage in prohibited harassment, including sexual harassment, of

other employees, unpaid interns, student teachers, or students. While acting in the

course of their employment, employees shall not engage in prohibited harassment of

other persons including board members, vendors, contractors, volunteers, or parents. A

substantiated charge of harassment will result in disciplinary action.

Sexual harassment is defined as any unwelcome conduct of any kind that is based on a

person’s sex or that would not occur but for the sex or gender of the person and that is

so severe or pervasive that it deprives a person of the benefit of his or her job or

education. Isolated incidents of inappropriate sexual conduct may not amount to sexual

harassment, but they are still prohibited under our standards of conduct and must be

reported to an administrator so that he or she can look into the situation.

Individuals who believe they have been discriminated or retaliated against or harassed

are encouraged to promptly report such incidents to the campus principal, supervisor,

or appropriate district official. If the campus principal, supervisor, or district official is

the subject of a complaint, the complaint should be made directly to the

superintendent. A complaint against the superintendent may be made directly to the

board.

If you believe you are the victim of sexual harassment or any other inappropriate

conduct by a co-worker or even a student, you should contact the Title IX coordinator or

your principal to discuss the matter and perhaps to file a complaint.

The district’s policy that includes definitions and procedures for reporting and

investigating discrimination, harassment, and retaliation is linked below:

DIA (Local) Policy Online regarding Harassment

We provide mandatory training periodically for all employees on how to recognize,

prevent, avoid and report sexual harassment.

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 63 
 
Other Harassment  
Policy DH, DIA 
We also do not allow employees to harass each other based on race, color, gender, 
sexual orientation, national origin or ethnicity, religion, age, disability, or any illegal 
reason.   
Harassment on these bases includes physical, verbal, or nonverbal conduct when it is so 
severe, persistent, or pervasive that it has the purpose or effect of unreasonably 
interfering with someone’s work performance; creates an intimidating, threatening, 
hostile, or offensive work environment; or otherwise adversely affects someone’s 
employment opportunities. 
If you always conduct yourself in the workplace with common courtesy and respect for 
your co-workers, harassment will never be a problem for you.  You should be sensitive 
to the desires of your co-workers in making or displaying personal religious expressions 
in the workplace and should not engage in unwelcome political or religious discussions 
or proselytizing in the workplace. 
If you believe you are the victim of harassment or any other inappropriate conduct by a 
co-worker or even a student, you should contact the Title IX coordinator or your 
principal to discuss the matter and perhaps to file a complaint.  
 
Harassment of Students 
Policies DH, DHB, FFG, FFH, FFI 
Sexual and other harassment of students by employees are forms of discrimination and 
are prohibited by law. Romantic or inappropriate social relationships between students 
and district employees are prohibited. Employees who suspect a student may have 
experienced prohibited harassment are obligated to report their concerns to the 
campus principal or other appropriate district official. All allegations of prohibited 
harassment of a student by an employee or adult will be reported to the student’s 
parents and promptly investigated. An employee who knows of or suspects child abuse 
must also report his or her knowledge or suspicion to the appropriate authorities, as 
required by law.  
See Reporting Suspected Child Abuse and Bullying for additional information. 
The district’s policy that includes definitions and procedures for reporting and 
investigating harassment of students is linked below: 
Policy DHB (Legal) Online regarding Romantic Relationship with Student 
Policy FFA (Local) Online regarding Romantic Relationship with Student 
 

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 64 
 
Inappropriate Social Relationships with Students   
Policies DH, DHB, FFG, FFH, FFI 
School employees are always in the public eye, and the expectation is that they will 
always observe professional boundaries in their personal relationships with students. 
District policy also prohibits employees from having inappropriate social relationships 
with students.  Employees may elect not to disclose to students their personal phone 
number or email address.  So there is no confusion or misunderstanding about the 
District’s standards on this issue, the following interactions or communications with 
students will generally be considered an inappropriate social relationship: 
•  Communications with students, whether by telephone, email, instant 
message, social media, text message, or any other form of electronic or 
digital communication at any time, unless the communication is directly 
related to your assigned duties and responsibilities, e.g., the student’s 
homework, class or team activity, school club, or other school-sponsored 
activity 
•  Inappropriate personal conversations with students about either the 
student’s or your own personal relationships or problems with spouse, 
boyfriend, girlfriend, or significant other (please refer students to 
appropriate authorized personnel) 
•  Taking or exchanging photographs of students for personal use 
•  Taking a student away from school during the school day without obtaining 
express permission of the student’s parent/guardian and the principal 
•  Visiting students at their homes when a parent is not present or inviting a 
student to your home or out socially (off-campus) without prior express 
permission of the student’s parent/guardian 
•  Giving gifts of a personal nature (clothing, perfume or cologne, jewelry, etc.) 
to students at school or at any time without the principal’s and 
parent/guardian’s knowledge and permission 
•  Playing favorites, e.g., allowing specific students to get away with conduct 
that is not permitted from other students that is not justified by differential 
educational requirements of that student. 
The district’s policy that includes definitions and procedures for reporting and 
investigating harassment of students can be accessed online at the district portal: 
Student Welfare: Freedom from Discrimination (FFH Local) 
 
Reporting Suspected Child Abuse 
Policies DG, DH, FFG, GRA 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 65

We provide annual training to all staff on recognizing the signs of sexual abuse or other

maltreatment of a child, which includes child abuse and neglect, as those terms are

defined in the Texas Family Code. All employees are required by state law to report any

suspected child abuse or neglect, as defined by Texas Family Code §261.001, to a law

enforcement agency, Child Protective Services, or appropriate state agency (e.g., state

agency operating, licensing, certifying, or registering a facility) within 48 hours of the

event that led to the suspicion.

Employees are also required to make a report if they have cause to believe that an adult

was a victim of abuse or neglect as a child and they determine in good faith that the

disclosure of the information is necessary to protect the health and safety of another

child or person with a disability.

Reports to Child Protective Services can be made to the Texas Abuse Hotline (800-252-

5400). State law specifies that an employee may not delegate to or rely on another

person or administrator to make the report.

Under state law, any person reporting or assisting in the investigation of reported child

abuse or neglect is immune from liability unless the report is made in bad faith or with

malicious intent. In addition, the district is prohibited from retaliating against an

employee who, in good faith, reports child abuse or neglect or who participates in an

investigation regarding an allegation of child abuse or neglect.

An employee’s failure to report suspected child abuse may result in prosecution as a

Class A misdemeanor. In addition, a certified employee’s failure to report suspected

child abuse may result in disciplinary procedures by SBEC for a violation of the Texas

Educators’ Code of Ethics. If you are not certain whether you have observed child abuse

or neglect, always err on the side of reporting.

• Child Abuse Reporting Hotline: 800-252-5400 or the Texas Abuse Hotline

• Arlington Police Department: 817-459-6777

• Dalworthington Gardens Police Department: 817-275-1234

• Grand Prairie Police Department: 972-237-8700

• Mansfield Police Department: 817-473-0211

• Pantego Police Department: 817-617-3746

• Tarrant County Sheriff: 817-884-1213

Employees who suspect that a student has been or may be abused or neglected should

also report their concerns to the campus principal. This includes students with

disabilities who are no longer minors. Employees are not required to report their

concern to the principal before making a report to the appropriate agency.

Reporting the concern to the principal does not relieve the employee of the

requirement to report it to the appropriate state agency. In addition, employees must

cooperate with investigators of child abuse and neglect. Interference with a child abuse

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 66

investigation by denying an interviewer’s request to interview a student at school or

requiring the presence of a parent or school administrator against the desires of the

duly authorized investigator is prohibited.

Sexual Abuse and Maltreatment of Children

Policies DG, DH, FFG, GRA

As an employee, it is important for you to be aware of warning signs that could indicate

a child may have been or is being sexually abused or maltreated. Sexual abuse in the

Texas Family Code is defined as any sexual conduct harmful to a child’s mental,

emotional, or physical welfare as well as a failure to make a reasonable effort to prevent

sexual conduct with a child. Maltreatment is defined as abuse or neglect. Anyone who

suspects that a child has been or may be abused or neglected has a legal responsibility

under state law for reporting the suspected abuse or neglect to law enforcement or to

Child Protective Services (CPS).

Employees are required to follow the procedures described above in Reporting

Suspected Child Abuse.

Reporting Crime

Policy DG

The Texas Whistleblower Act protects district employees who make good faith reports

of violations of law by the district to an appropriate law enforcement authority. The

district is prohibited from suspending, terminating the employment of, or taking other

adverse personnel action against, an employee who makes a report under the Act. State

law also provides employees with the right to report a crime witnessed at the school to

any peace officer with authority to investigate the crime.

Technology Resources & System Access

Policy CQ

The following information is provided so that employees are aware of responsibilities

involved in the efficient, ethical and legal use of technology resources. Anyone using a

District computer will be required to adhere to all District policies and to the Internet

Safety and Acceptable Use Guidelines in order to be granted access to District

technology resources.

Access to the District’s electronic communications system is a privilege, not a right. This

includes access to the District’s wireless network. All users shall be required to

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 67

acknowledge receipt and understanding of administrative regulations governing use of

the system and shall agree in writing to allow monitoring of their use and compliance

with such regulations and guidelines.

Access to the District electronic communications systems, including the Internet, shall

be made available to students and employees for instructional and administrative

purposes and in accordance with administrative regulations. Noncompliance may result

in suspension of access or termination of privileges and other disciplinary action

consistent with District policies.

Access to the District’s electronic communications system(s) will be governed as follows:

1. District employees will be granted access to the District's system as appropriate

and required for their position.

2. Any system user identified as a security risk or as having violated District and/or

campus computer use guidelines may be denied access to the District's system.

3. All users will be required to sign a user agreement.

4. The individual in whose name a system account is issued will be responsible at all

times for its proper use.

5. The system may not be used for illegal purposes, in support of illegal activities,

or for any other activity prohibited by District policy or guidelines.

6. System users may not disable, or attempt to disable, a filtering device on the

District's electronic communications system.

7. Communications may not be encrypted so as to avoid security review by system

administrators.

8. System users may not use another person's system account without written

permission from the campus or district administrator as appropriate.

9. System users may not use the network for financial or commercial gain,

advertising or political lobbying.

10. System users may not redistribute copyrighted programs or data except with the

written permission of the copyright holder or designee. Such permission must

be specified in the document or must be obtained directly from the copyright

holder or designee in accordance with applicable copyright laws, District policy,

and administrative regulations.

11. System users should avoid actions that are likely to increase the risk of

introducing viruses to the system, such as opening email messages from

unknown senders and loading data from unprotected computers.

12. System users may not send or post messages that are abusive, obscene,

pornographic, sexually oriented, threatening, harassing, damaging to another's

reputation, or illegal.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 68

13. System users may not purposefully access materials that are abusive, obscene,

pornographic, sexually oriented, threatening, harassing, damaging to another's

reputation, or illegal.

14. System users shall not use their District assigned email addresses for personal

use.

15. System users may not waste District resources related to the electronic

communications system. This includes using the district’s WiFi network for

personal emails or messaging.

16. System users may not gain unauthorized access to resources or information.

17. System users who identify or know about a security problem are expected to

convey the details to a supervisor immediately.

An employee who uses electronic media for personal purposes shall observe the

guidelines listed below:

• The employee may not set up or update the employee’s personal social

network page(s) using the district’s computers, network, or equipment unless

such update is used for professional learning or professional communication

purposes.

• The employee shall not use the district’s logo or other copyrighted material

of the district without express, written consent from the district.

• The employee continues to be subject to applicable state and federal laws,

local policies, administrative regulations, and the Code of Ethics and Standard

Practices for Texas Educators, even when communicating regarding personal

and private matters, regardless of whether the employee is using private or

public equipment, on or off campus. These restrictions include:

o Confidentiality of student records. (Policy FL)

o Confidentiality of health or personnel information concerning colleagues,

unless disclosure serves lawful professional purposes or is required by

law. (Policy DH (EXHIBIT))

o Confidentiality of district records, including educator evaluations and

private e-mail addresses. (Policy GBA)

o Copyright law (Policy CY)

o Prohibition against harming others by knowingly making false statements

about a colleague or the school system. (Policy DH (EXHIBIT))

See Use of Electronic Media with Students for regulations on employee communication

with students through electronic media.

Personal Use of Electronic Media

Policy DH

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 69

Electronic media includes all forms of social media, such as text messaging, instant

messaging, electronic mail (email), web logs (blogs), electronic forums (chat rooms),

video-sharing websites (e.g., YouTube), editorial comments posted on the Internet, and

social network sites (e.g., Facebook, Instagram, Twitter, LinkedIn). Electronic media

also includes all forms of telecommunication such as landlines, cell phones, text

messaging, and web-based applications.

As role models for the district’s students, employees are responsible for their public

conduct even when they are not acting as district employees. Employees will be held to

the same professional standards in their public use of electronic media as they are for

any other public conduct. If an employee’s use of electronic media interferes with the

employee’s ability to effectively perform his or her job duties, the employee is subject to

disciplinary action, up to and including termination of employment. If an employee

wishes to use a social network site or similar media for personal purposes, the employee

is responsible for the content on the employee’s account/page, including content added

by the employee, the employee’s friends, or members of the public who can access the

employee’s account/page, and for web links on the employee’s account/page. The

employee is also responsible for maintaining privacy settings appropriate to the

content.

It is important to recognize that school district business that is conducted on a private,

personal, or non-AISD computer, cell phone, email, or other form of electronic

communication is subject to the Texas Public Information Act. All such records must

be maintained pursuant to state records retention laws. Failure or refusal to produce

such records on request by the district shall be deemed insubordination.

Electronic Communications between Employees and

Students

Policy DH

A certified or licensed employee, or any other employee designated in writing by the

superintendent or a campus principal, may communicate through electronic media with

students who are currently enrolled in the district. The employee must comply with the

provisions outlined below. All other employees are prohibited from communicating with

students who are enrolled in the district through electronic media. An employee is not

subject to these provisions to the extent the employee has a social or family relationship

with a student. For example, an employee may have a relationship with a niece or

nephew, a student who is the child of an adult friend, a student who is a friend of the

employee’s child, or a member or participant in the same civic, social, recreational, or

religious organization.

The following definitions apply for the use of electronic media with students:

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 70

• Electronic media includes all forms of social media, such as text messaging,

instant messaging, electronic mail (e-mail), web logs (blogs), electronic forums

(chat rooms), video-sharing websites (e.g., YouTube), editorial comments posted

on the Internet, and social network sites (e.g., Facebook, Instagram, Twitter,

LinkedIn). Electronic media also includes all forms of telecommunication such as

landlines, cell phones, text messaging, and web-based applications.

• Communicate means to convey information and includes a one-way

communication as well as a dialogue between two or more people. A public

communication by an employee that is not targeted at students (e.g., a posting

on the employee’s personal social network page or a blog) is not a

communication: however, the employee may be subject to district regulations

on personal electronic communications. Unsolicited contact from a student

through electronic means is not a communication. Inappropriate contact from a

student must be reported to the principal or supervisor.

• Certified or licensed employee means a person employed in a position requiring

SBEC certification or a professional license, and whose job duties may require

the employee to communicate electronically with students. The term includes

classroom teachers, counselors, principals, librarians, paraprofessionals, nurses,

educational diagnosticians, licensed therapists, and athletic trainers.

An employee who uses electronic media to communicate with students shall observe

the following:

• The employee may use any form of electronic media except text messaging.

Only a teacher, trainer, or other employee who has an extracurricular duty

may use text messaging, and then only to communicate appropriately with

students who participate in the extracurricular activity over which the

employee has responsibility.

• The employee shall limit communications to matters within the scope of the

employee’s professional responsibilities (e.g., for classroom teachers,

matters relating to class work, homework, and tests; for an employee with an

extracurricular duty, matters relating to the extracurricular activity).

• The employee is prohibited from knowingly communicating with students

through a personal social network page; the employee must create a

separate social network page (“professional page”) for the purpose of

communicating with students. The employee must enable administration

and parents to access the employee’s professional page.

• The employee shall not communicate directly with any student through any

means between the hours of 10:00 p.m. and 5:00 a.m.

• The employee does not have a right to privacy with respect to

communications with students and parents.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 71

The employee continues to be subject to applicable state and federal laws, local policies,

administrative regulations, and the Code of Ethics and Standard Practices for Texas

Educators, including:

• Compliance with the Texas Public Information Act and the Family Educational

Rights and Privacy Act (FERPA), including retention and confidentiality of

student records. (Policies CPC and FL)

• Copyright law (Policy CY)

• Prohibitions against soliciting or engaging in sexual conduct or a romantic

relationship with a student. (Policy DF)

• Upon request from administration, an employee will provide the phone

number(s), social network site(s), or other information regarding the

method(s) of electronic media the employee uses to communicate with any

one or more currently enrolled students.

• Upon written request from a parent or student, the employee shall

discontinue communicating with the student through e-mail, text messaging,

instant messaging, or any other form of one-to-one communication.

• An employee may request an exception from one or more of the limitations

above by submitting a written request to his or her immediate supervisor.

Criminal History Background Checks

Policy DBAA

Employees may be subject to a review of their criminal history record information at any

time during employment. National criminal history checks based on an individual’s

fingerprints, photo, and other identification will be conducted on certain employees and

entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database

provides the district and SBEC with access to an employee’s current national criminal

history and updates to the employee’s subsequent criminal history.

Employee Arrests and Convictions

Policy DH

An employee must notify his or her principal or immediate supervisor within three

calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other

adjudication of any felony, and any of the other offenses listed below:

• Crimes involving school property or funds

• Crimes involving attempt by fraudulent or unauthorized means to obtain or

alter any certificate or permit that would entitle any person to hold or obtain

a position as an educator

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 72

• Crimes that occur wholly or in part on school property or at a school-

sponsored activity

• Crimes involving moral turpitude

Moral turpitude includes the following:

• Dishonesty

• Fraud

• Deceit

• Theft

• Misrepresentation

• Deliberate violence

• Base, vile, or depraved acts that are intended to arouse or gratify the sexual

desire of the actor

• Crimes involving any felony possession or conspiracy to possess, or any

misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer,

sell, or distribute any controlled substance

• Felonies involving driving while intoxicated (DWI)

• Acts constituting abuse or neglect under the SBEC rules

If an educator is arrested or criminally charged, the superintendent is also required to

report the educator’s criminal history to the Division of Investigations at TEA.

Alcohol and Drug-Abuse / Prevention

Policy DH

We are committed to maintaining an alcohol- and drug-free environment and will not

tolerate the use of alcohol and illegal drugs in the workplace and at school-related or

school-sanctioned activities on or off 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. If we have any reason to believe that you

are under the influence of alcohol or drugs at school or while engaged in any school

activity, we may transport you to a medical facility and require you to be tested, at our

expense, to determine blood alcohol level or other relevant information.

We conduct pre-employment and random testing for drug and alcohol use for all

transportation department employees and other employees in safety sensitive

positions. If you are required to have a commercial driver’s license or drive a school-

owned vehicle as any part of your assigned duties and responsibilities, you will be

subject to drug and alcohol testing. We are required to make a report to Texas

Department of Public Safety if you test positive for alcohol or drugs, refuse to provide a

specimen for testing, or provide an adulterated, diluted, or substitute specimen for

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 73

testing. If you have questions about the details of the drug testing program for

employees, talk to your supervisor and also see policy DHE (LEGAL) and (LOCAL).

You cannot provide alcohol or illegal or prohibited drugs to students and must not allow

students to use alcohol or illegal drugs in your presence, at any time or place. You are

also prohibited from providing any type of over-the-counter medication or dietary

supplement to students. You are responsible for securing any personal medication so

that students will not be exposed to your personal medication. Only designated school

employees may administer prescription medications or over-the-counter medications to

students, in accordance with board policy.

Tobacco Products and E-Cigarette Use

Policies DH, FNCD, GKA

State law prohibits smoking, using tobacco products, or e-cigarettes on all district-

owned property and at school-related or school-sanctioned activities, on or off school

property. This includes all buildings, playground areas, parking facilities, and facilities

used for athletics and other activities.

Drivers and passengers of district-owned vehicles are prohibited from smoking, using

tobacco products, or e-cigarettes while inside the vehicle. Notices stating that smoking

is prohibited by law and punishable by a fine are displayed in prominent places in all

school buildings.

If you are a tobacco user, you must leave school property—with the permission of your

supervisor—in order to smoke or otherwise use a tobacco product, electronic cigarette

or vaping device. Because you are a role model for students, we also prohibit you from

using any tobacco product, electronic cigarette, or vaping device in the presence of

students when you are serving in any school-related capacity.

Fraud and Financial Impropriety

Policy CAA

All employees should act with integrity and diligence in duties involving the district’s

financial resources. The district prohibits fraud and financial impropriety, as defined

below.

• Forgery or unauthorized alteration of any document or account belonging to the

district

• Forgery or unauthorized alteration of a check, bank draft, or any other financial

document

• Misappropriation of funds, securities, supplies, or other district assets including

employee time

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 74

• Impropriety in the handling of money or reporting of district financial

transactions

• Profiteering as a result of insider knowledge of district information or activities

• Unauthorized disclosure of confidential or proprietary information to outside

parties

• Unauthorized disclosure of investment activities engaged in or contemplated by

the district

• Accepting or seeking anything of material value from contractors, vendors, or

other persons providing services or materials to the district

• Destroying, removing, or inappropriately using records, furniture, fixtures, or

equipment

• Failing to provide financial records required by state or local entities

• Failure to disclose conflicts of interest as required by policy

• Any other dishonest act regarding the finances of the district

Conflict of Interest

Policy CB, DBD

Employees are required to disclose to their supervisor any situation that creates a

potential conflict of interest with proper discharge of assigned duties and

responsibilities or creates a potential conflict of interest with the best interests of the

district. This includes the following:

• A personal financial interest

• A business interest

• Any other obligation or relationship

• Non-school employment

Gifts and Favors

Policy DBD

Employees may not accept gifts or favors that could influence, or be construed to

influence, the employee’s discharge of assigned duties. The acceptance of a gift, favor,

or service by an administrator or teacher that might reasonably tend to influence the

selection of textbooks, electronic textbooks, instructional materials, or technological

equipment may result in prosecution of a Class B misdemeanor offense. This does not

include staff development, teacher training, or instructional materials such as maps or

worksheets that convey information to students or contribute to the learning process.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 75

Copyrighted Materials

Policy CY, EFA (LEGAL), (LOCAL), and (EXHIBIT)

Employees must comply with the provisions of federal copyright law relating to the

unauthorized use, reproduction, distribution, performance, or display of copyrighted

materials (i.e., printed material, videos, computer data and programs, etc.). Electronic

media, including motion pictures and other audiovisual works, are to be used in the

classroom within the fair use guidelines for instructional purposes only. Reproduction of

printed materials must be within educational guidelines or fair use. Duplication or

backup of computer programs and data must be made within the provisions of the

license agreement. If you are unsure about copyright, seek guidance from your campus

or department administrator, who will clarify or seek legal assistance.

We have included links to board policies regarding federal copyright limitations on the

use of copied materials in the classroom. Any copying you do for your classes must

conform to the fair use guidelines in policy EFA (EXHIBIT).

Freedom of Association/Political Activities

Policy DGA

All employees enjoy the right of association and are free to participate or not participate

in professional or political organizations of their own choosing. No district administrator

will require or coerce you to participate or not participate in any professional or political

organization, make or refrain from making a charitable contribution, or attend a

meeting called for the purpose of soliciting charitable contributions. No employment-

related decisions will be made based on participation or nonparticipation in any

professional or political organization or the decision to make or not make a charitable

contribution.

An individual’s employment will not be affected by membership or a decision not to be

a member of any employee organization that exists for the purpose of dealing with

employers concerning grievances, labor disputes, wages, rates of pay, hours of

employment, or conditions of work.

School facilities and equipment, however, cannot be used for any political or partisan

purpose, except as authorized by the principal or superintendent under district policy.

We also will not permit partisan political activity or campaigning by employees in the

classroom or other instructional settings or at school-sponsored or school-sanctioned

activities or events, including wearing campaign paraphernalia. Employees may not use

district property including email systems and technology to campaign.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 76

Charitable Contributions

Policy DG

The Board or any employee may not directly or indirectly require or coerce an employee

to make a contribution to a charitable organization or in response to a fundraiser.

Employees cannot be required to attend a meeting called for the purpose of soliciting

charitable contributions. In addition, the Board or any employee may not directly or

indirectly require or coerce an employee to refrain from making a contribution to a

charitable organization or in response to a fundraiser or attending a meeting called for

the purpose of soliciting charitable contributions.

Safety

Policy CK series

The district has developed and promotes a comprehensive program to ensure the safety

of its employees, students, and visitors. The safety program includes guidelines and

procedures for responding to emergencies and activities to help reduce the frequency of

accidents and injuries. To prevent or minimize injuries to employees, coworkers, and

students and to protect and conserve district equipment, employees must comply with

the following requirements:

• Observe all safety rules.

• Keep work areas clean and orderly at all times.

• Immediately report all accidents to their supervisor.

• Operate only equipment or machines for which they have training and

authorization.

While driving on district business, employees are required to abide by all state and local

traffic laws. Employees driving on district business are prohibited from texting and using

other electronic devices that require both visual and manual attention while the vehicle

is in motion. Employees will exercise care and sound judgment on whether to use

hands-free technology while the vehicle is in motion.

We strive to maintain a safe and healthy work environment. All employees share the

responsibility for helping to keep the workplace safe and to avoid injury to themselves

or others. We will provide training from time-to-time for all employees on how to avoid

accidents in the workplace. Violating safety standards pertinent to your assignment can

result in disciplinary action. We remind you that you must report a job-related injury

immediately to your supervisor so that the district can complete required reports under

the workers’ compensation statutes and rules.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 77

We comply with the state Hazard Communication Act and maintain current lists of

hazardous chemicals used in the district and current Material Safety Data Sheets. If you

want or need this information, please contact your principal or supervisor.

Employees with questions or concerns relating to safety programs and issues can

contact the Risk Management Department.

Possession of Firearms and Weapons

Policies DH, FNCG, GKA

Employees, visitors, and students, including those with a license to carry a handgun, are

prohibited from bringing firearms, location restricted knives, clubs, or other prohibited

weapons onto school premises (i.e., building or portion of a building) or any grounds or

building where a school-sponsored activity takes place. A person, including an

employee, who holds a license to carry a handgun may transport or store a handgun or

other firearm or ammunition in a locked vehicle in a parking lot, garage, or other district

provided parking area, provided the handgun or firearm or ammunition is properly

stored, and not in plain view.

To ensure the safety of all persons on campus, employees who suspect there is a

violation of the district’s weapons policy should immediately report it to a building

administrator.

If any employee observes a direct violation of the district’s weapons policy (i.e. armed

intruder), they should immediately move their students to safety, call 911, and notify

their campus administration of the location of the intruder.

Visitors in the Workplace

Policy GKC

All visitors are expected to enter any district facility through the main entrance and sign

in or report to the building’s main office. Authorized visitors will receive directions or be

escorted to their destination

Any visitor for you during the working day must check in with the building’s main office

and receive permission to go to your work site. Ordinarily, we will not allow personal

visitors to disrupt classroom instruction, so teachers should inform potential visitors of

the time scheduled for a conference period or lunch period. We will not allow frequent

or lengthy visits by friends or family to interfere with your performance of your assigned

duties. Employees who observe an unauthorized individual on district premises should

immediately direct the person to the building office or contact the administrator in

charge.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 78

Asbestos Management Plan

Policy CKA

The district’s Asbestos Management Plan, designed to be in compliance with state and

federal regulations addressing asbestos that may have been used in district facilities, is

available in the main office of each AISD facility during regular business hours. If you

have any questions, please contact the Safety and Environmental Coordinator in Plant

Services.

Pest Control Treatment

Policies CLB, DI

Periodically, district buildings and grounds are treated by licensed or trained individuals

to control unwanted pests, such as insects and rodents. Employees are prohibited from

applying any pesticide or herbicide without appropriate training and prior approval of

the integrated pest management (IPM) coordinator. Any application of pesticide or

herbicide must be done in a manner prescribed by law and the district’s integrated pest

management program.

We will post notices of those treatment dates as required by law and will schedule

treatment times when students or employees are least likely to be in the building or on

the grounds. Notices of planned pest control treatment will be posted in a district

building 48 hours before the treatment begins. In addition, individual employees may

request in writing to be notified of pesticide applications. An employee who requests

individualized notice will be notified by telephone, written, or electronic means. Pest

control information sheets are available from campus principals or facility managers

upon request.

Maintenance and Repairs

We strive to keep all our facilities clean, well-maintained, and in good repair. Teachers

and other employees must ensure that they do not store items in their classrooms or

offices that will attract pests of any kind. If your classroom or office needs maintenance

or a repair, contact Facilities through your principal or supervisor to submit a work

order. If you believe that your work area or classroom is not being adequately cleaned,

contact your principal or supervisor. Do not take it upon yourself to direct the work

schedule or activities of our custodial or maintenance staff.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 79

Appropriate Language

Policy DH

As a role model for students in the school setting, all employees shall refrain from using

profanity or vulgar language, both in the presence of students and each other.

Dress and Grooming Standards

Policy DH

You must maintain a clean, neat, modest, and professional appearance at school and

school activities. The determination of appropriate dress is left to the discretion of the

principal or immediate supervisor. All employees must display school identification at

all times on school property or at school-sponsored activities. Food service and

maintenance/custodial employees may be required to comply with specific dress and

grooming standards for health and safety reasons. Your supervisor will provide more

detailed information about these requirements. Reasonable accommodation will be

made by the appropriate supervisor for those employees who, because of sincerely held

religious belief, cultural heritage, or medical reason, request a waiver of a particular part

of the district dress guidelines.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 80

General Procedures

Inclement Weather Closing and Delays

Policy EB

The district may close schools because of inclement weather or emergency conditions.

When such conditions exist, the Superintendent will make the official decision

concerning the closing of the district’s facilities. When it becomes necessary to open

late, to release students early, or to cancel school, district officials utilize the following

for notifications:

• Arlington ISD website

• Arlington ISD calling-tree

• Arlington ISD automated phone notification system

• Arlington ISD social media pages

• Arlington ISD smartphone app

• Local radio stations (KRLD & WBAP) and local television stations.

Emergency Procedures

Policies CKC, CKD

All employees should be familiar with the safety procedures for responding to

emergencies, including a medical emergency, and the evacuation diagrams posted in

their work areas. Emergency drills will be conducted to familiarize employees and

students with safety and evacuation procedures. Each campus is equipped with an

automatic external defibrillator. Fire extinguishers are located throughout all district

buildings. Employees should know the location of these devices and procedures for their

use.

We have developed a district-wide plan for use in case of dangerous weather or other

emergency or crisis situations. This plan is posted at each campus in the office. You

must be familiar with these procedures and follow them. Your calm demeanor and

confidence in dealing with an emergency or crisis situation at school will help your

students remain calm so that they can respond as needed. We will conduct emergency

procedure exercises periodically—some announced to staff, some unannounced.

Purchasing Procedures

Policy CH

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 81 
 
All requests for purchases must be submitted to the Purchasing Department on an 
official district purchase order (PO) form with the appropriate approval signatures. No 
purchases, charges, or commitments to buy goods or services for the district can be 
made without a PO number. The district will not reimburse employees or assume 
responsibility for purchases made without authorization. Employees are not permitted 
to purchase supplies or equipment for personal use through the district’s business 
office. Contact Director of Purchasing for additional information on purchasing 
procedures. 
 
District Credit Cards and Procurement Cards   
Policy CH  
We will issue district credit cards and procurement cards to certain employees, 
campuses, and departments.  Your principal or supervisor will provide detailed 
information on use of district cards; however, these cards are for school-related and 
approved use only.  If you are issued or allowed to use a district credit card, you may not 
use it for any personal expense at any time.  It is a violation of the terms under which 
the card is issued to us and of employee standards of conduct for you to make a 
personal purchase with the card, even if you reimburse the district at a later time. 
 
Purchases with School Funds 
Policies CFD, FNAB, CAA, GKB  
All purchases with school funds, or for which you will seek reimbursement from school 
funds, must be approved in advance with an authorized purchase order.  We will not 
pay for or reimburse for any purchases that do not comply with our required 
procedures.  You will be personally responsible for any purchases that do not comply 
with our required procedures.   
 
Handling Money 
Policies DBD, CAA, CDA 
The district has specific expectations for any employee who handles money for the 
district or any student organization.  The Campus Accounting Manual, available on the 
district intranet, provides detailed instructions for handling and accounting for district 
funds.  Familiarize yourself with the expectations before accepting or handling any 
funds. 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 82

Contracts (With Vendors, etc.)

Policies CH, CHE, CHF

All District contracts must be processed through the appropriate chain of command,

including legal review and execution by the Superintendent.

No school employee other than the superintendent and others specifically designated

by the Board of Trustees can sign a contract that binds the district. All contracts for

purchases of goods or services, including vending contracts, yearbook publication

contracts, graduation supply contracts, terms of service for online services, and so on

must be submitted to the legal office for review and approval before they are signed. If

you sign a contract other than in accordance with these requirements, the district will

not be responsible for any amounts to be paid under that contract and you may be

personally responsible.

Building Use

Policies DGA, GKD

Employees who wish to use district facilities after school hours for purposes other than

school functions must follow established procedures. Information regarding facility

rental is available on the district’s website. Contact the Office of the Chief Financial

Officer to request to use school facilities and to obtain information on the fees charged.

Records Management

Policy CPC

All employees considered custodians of records (which can include: electronic, on-line,

magnetic tape, optical disk, CD-ROM, paper and microfilm), shall maintain the records in

their care and carry out the preservation, microfilming, destruction, or other disposition

of the records in accordance with the policies and procedures of the District’s records

management program.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 83

Termination of Employment

Resignation from Employment

Policy DFE

Contract Employees

Any contract employee who has a probationary, term, or continuing contract or

employment agreement, must submit a written resignation to the Human Resources

Department including their supervisor’s signature of acknowledgement. Do not submit

a resignation to the principal or departmental administrator without forwarding the

document to HR Customer Service. Only the Human Resources Department has

authority to act upon receipt of resignations from contract employees.

Contract employees may resign their position without penalty at the end of any school

year if written notice is received at least 45 days before the first day of instruction of the

following school year. A written notice of resignation should be submitted to the HR

Customer Service. Contract employees may resign at any other time only with the

approval of the superintendent or the board of trustees. Resignation without consent

may result in disciplinary action by the State Board for Educator Certification (SBEC).

The principal is required to notify the superintendent of an educator’s resignation

following an alleged incident of misconduct for any of the acts listed in Reports to Texas

Education Agency. The superintendent will notify SBEC when an employee resigns and

reasonable evidence exists to indicate that the employee has engaged in one of the

same acts.

Contract employees have an employment commitment from the district for the entire

school year, and the employee’s commitment in return is to their students and campus

or department for the full year. We recognize that contract employees may wish to

retire at the end of the first semester in order to maximize their service year’s credit

with TRS. Unfortunately, mid-contract retirements (those submitted after the state

deadline for contract resignations) can create an adverse effect on students due to the

time required to recruit a certified replacement. In order to accommodate mid-contract

retirements and minimize the impact to students, a mid-year retirement notification

must be provided in writing to Human Resources no later than September 1. This will

provide the district with additional time to recruit qualified and certified replacements.

Employees who choose to retire or resign during a contract period may be asked to

provide evidence of physical relocation outside of the DFW area or evidence of a

medical condition beyond the scope of our medical leave policies and benefits. In the

best interest of students, the district may accept other mid-contract resignation or

retirements on the contingency of first identifying and hiring a fully certified and

capable replacement.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 84

Noncontract Employees

Noncontract employees may resign their position at any time. A written notice of

resignation should be submitted to HR Customer Service at least two weeks prior to the

effective date. Employees are encouraged to include the reasons for leaving in the letter

of resignation but are not required to do so.

Resignations submitted by a contract employee to be effective at the end of the school

year are final when they are submitted and cannot be withdrawn. It is not necessary for

the superintendent or any other person or body to take action to accept a resignation

effective at the end of a school year. Employees are encouraged to include the reasons

for leaving in the letter of resignation but are not required to do so.

Two weeks’ notice is typically appreciated in conjunction with a resignation or

retirement for the purpose of transition. While two weeks is rarely sufficient for

replacement and training of a position, it is beneficial and appreciated. As a result, the

notice period should not run concurrently with use of accrued leave time since the

employee typically needs to be present to support the transition.

A resignation date may not be extended through the use of remaining state or local

personal leave.

Termination of Employment

Dismissal or Nonrenewal of Contract Employees

Policies DF Series

Employees on probationary, term, and continuing contracts can be dismissed during the

school year according to the procedures outlined in district policies. Employees on

probationary or term contracts can be non-renewed at the end of the contract term.

Contract employees dismissed during the school year, suspended without pay, or

subject to a reduction in force are entitled to receive notice of the recommended

action, an explanation of the charges against them, and an opportunity for a hearing.

The timelines and procedures to be followed when a suspension, termination, or

nonrenewal occurs will be provided when a written notice is given to an employee.

Advance notification requirements do not apply when a contract employee is dismissed

for failing to obtain or maintain appropriate certification or when the employee’s

certification is revoked for misconduct. Information on the timelines and procedures can

be found in the DF series policies that are provided to employees or are available online.

Dismissal of Noncontract Employees

Policy DCD

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 85

Noncontract employees are employed at will and may be dismissed without notice, a

description of the reasons for dismissal, or a hearing. It is unlawful for the district to

dismiss any employee for reasons of race, color, religion, gender, national origin, age,

disability, military status, genetic information, any other basis protected by law, or in

retaliation for the exercise of certain protected legal rights. Noncontract employees who

are dismissed have the right to grieve the termination. The dismissed employee must

follow the district process outlined in this handbook when pursuing the grievance. (See

Complaints and Grievances)

Exit Interviews and Procedures

Exit interviews will be scheduled for employees leaving the district. Information on the

continuation of benefits, release of information, and procedures for requesting

references will be provided at this time. Separating employees are asked to provide the

district with a forwarding address and phone number and complete a questionnaire that

provides the district with feedback on his or her employment experience. All district

keys, books, property, (including intellectual property), and equipment must be

returned upon separation from employment.

Reports to Texas Education Agency

Policy DF, DHB

The resignation or termination of a certified employee must be reported to the Division

of Investigations at TEA if there is evidence that the employee was involved in any of the

following:

• Any form of sexual or physical abuse of a minor or any other unlawful

conduct with a student or a minor

• Soliciting or engaging in sexual contact or a romantic relationship with a

student or minor

• The possession, transfer, sale, or distribution of a controlled substance

• The illegal transfer, appropriation, or expenditure of district or school

property or funds

• An attempt by fraudulent or unauthorized means to obtain or alter any

certificate or permit for the purpose of promotion or additional

compensation

• Committing a criminal offense or any part of a criminal offense on district

property or at a school-sponsored event

The reporting requirements above are in addition to the superintendent’s ongoing duty

to notify TEA when a certified employee or an applicant for certification has a reported

criminal history. “Reported criminal history” means any formal criminal justice system

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 86

charges and dispositions, including arrests, detentions, indictments, criminal

information, convictions, deferred adjudications, and probations in any state or federal

jurisdiction that is obtained by a means other than the Fingerprint-based Applicant

Clearinghouse of Texas (FACT). Certified employees who engage in unethical behavior

will be reported to SBEC.

Reports Concerning Court-ordered Withholding

Policy CFEA

The district is required to report the termination of employees that are under court

order or writ of withholding for child support or spousal maintenance to the court and

the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the

following must be sent to the court and support recipient:

1. Termination of employment not later than the seventh day after the date of

termination

2. Employee’s last known address

3. Name and address of the employee’s new employer, if known

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 87

Student Issues

(Important Information – Please familiarize yourself with all aspects of these sections)

Much of the information in this section of the handbook applies primarily to teachers

and other professional employees working directly with students on a daily basis. Some

of the information, however, applies to all employees. We will use the term employees

when we mean everyone and teachers when we mean professionals. We will also

continue to use you and your as appropriate.

Equal Educational Opportunity

Policies FB, FFH

The Arlington ISD does not discriminate on the basis of race, color, sex, religion, national

origin, gender, or disability in providing education services, activities, and programs,

including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964,

as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the

Rehabilitation Act of 1973, as amended.

Questions or concerns about discrimination of students based on any of the reasons

listed above should be directed to the Director of Transformational Learning.

Student Records and Confidentiality

Policy FL

Student records are confidential and are protected from unauthorized inspection or use.

Employees should take precautions to maintain the confidentiality of all student

records. The following people are the only people who have general access to a

student’s records:

• Parents: Married, separated, or divorced unless parental rights have been legally

terminated and the school has been given a copy of the court order terminating

parental rights

• The student: The rights of parents transfer to a student who turns 18 or is

enrolled in an institution of post-secondary education. A district is not prohibited

from granting the student access to the student’s records before this time.

• School officials with legitimate educational interests

The student handbook provides parents and students with detailed information on

student records. Parents or students who want to review student records should be

directed to their campus administration. If you are unsure about a confidentiality

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 88

situation please contact your administrator who may contract the AISD legal

Department.

Education records and information maintained about students that is related to their

education are confidential under federal law. You will often learn personal information

about your students and their families in the course of your work for the district. You

must not discuss students or their families—their conduct, their academic achievement

or academic failings, or personal information—with anyone unless you need to share

the information with another employee or someone working with the school district for

a reason related to the child’s education. Board policies FL (Legal) and (Local) contain

information related to the confidentiality of student records.

Parent and Student Complaints

Policy FNG

In an effort to hear and resolve parent and student complaints in a timely manner and

at the lowest administrative level possible, the board has adopted orderly processes for

handling complaints on different issues. Any campus office or the superintendent’s

office can provide parents and students with information on filing a complaint.

Parents are encouraged to discuss problems or complaints with the teacher or the

appropriate administrator at any time. Parents and students with complaints that

cannot be resolved to their satisfaction should be directed to the campus principal. The

formal complaint process provides parents and students with an opportunity to be

heard up to the highest level of management if they are dissatisfied with a principal’s

response.

Administering Medication to Students

Policy FFAC

Only designated employees may administer prescription medication, nonprescription

medication, and herbal or dietary supplements to students. Exceptions apply to the self-

administration of asthma medication, medication for anaphylaxis (e.g., EpiPen



), and

medication for diabetes management, if the medication is self-administered in

accordance with district policy and procedures. A student who must take any other

medication during the school day must bring a written request from his or her parent

and the medicine in its original, properly labeled container. Contact the principal or

school nurse for information on procedures that must be followed when administering

medication to students.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 89

Dietary Supplements

Policies DH, FFAC

District employees are prohibited by state law from knowingly selling, marketing, or

distributing a dietary supplement that contains performance-enhancing compounds to a

student with whom the employee has contact as part of his or her school district duties.

In addition, employees may not knowingly endorse or suggest the ingestion, intranasal

application, or inhalation of a performance-enhancing dietary supplement to any

student.

Psychotropic Drugs

Policy FFAC

A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a

disease or as a component of a medication. It is intended to have an altering effect on

perception, emotion, or behavior and is commonly described as a mood- or behavior-

altering substance.

District employees are prohibited by state law from doing the following:

• Recommending that a student use a psychotropic drug

• Suggesting a particular diagnosis

• Excluding from class or school-related activity a student whose parent

refuses to consent to a psychiatric evaluation or to authorize the

administration of a psychotropic drug to a student

Student Conduct and Discipline

Policies in the FN series and FO series

Students are expected to follow the classroom rules, campus rules, and rules listed in

the Student Handbook and Student Code of Conduct. Teachers and administrators are

responsible for taking disciplinary action based on a range of discipline management

strategies that have been adopted by the district. Other employees that have concerns

about a particular student’s conduct should contact the classroom teacher or campus

principal.

The Board-approved Student Code of Conduct contains all the rules and requirements

for conduct and discipline. A copy of the Student Code of Conduct is available on the

district website. Each employee has the responsibility to be mindful of student conduct

at all times and to intervene if students are harming each other or school property. In

other situations, if you observe student misconduct, promptly inform the principal or

assistant principal. In most circumstances, only professional employees will actually

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 90

impose or administer disciplinary consequences. Employees can use reasonable

restraint of students to prevent injury to the student, other students, or employees or

to prevent property damage. However, 504 or special education students must be

restrained consistent with federal and state law. In all cases, AISD prohibits the use of

corporal punishment.

Student Supervision and Control

Policies in the FN series and FO series

Classroom teachers have the authority and responsibility to develop and communicate

rules for classroom behavior in alignment with Positive Behavioral Interventions and

Supports (PBIS). We expect you to handle minor disturbances in the classroom through

these rules. However, if a student engages in classroom conduct that violates the Code

of Conduct, complete a discipline referral and send the student to the office.

Any employee who observes students acting in any way that could be construed as

harassment or bullying under the code of conduct must promptly report the conduct to

the principal or assistant principal and should intervene to correct or stop the conduct

when possible. If you reasonably believe the conduct is sexual abuse or other

maltreatment of a child, then you must also make the required report to Child

Protective Services or local law enforcement.

Classroom teachers should not leave students unattended at any time and must not

leave them unattended for more than a minute or two in an emergency. If you must

leave your classroom during instruction because of an emergency, inform the office so

that we can make arrangements to have an adult present in the classroom while you are

gone.

Student Attendance / Accounting

Policy FEB

Teachers and staff should be familiar with the district’s policies and procedures for

attendance accounting. These procedures require minor students to have parental

consent before they are allowed to leave campus. When absent from school, the

student, upon returning to school, either must bring a note signed by the parent that

describes the reason for the absence or the parent must contact the school directly.

These requirements are addressed in campus training and in the student handbook.

Contact the campus principal for additional information.

We rely on accurate student attendance accounting for state funding and determining

one of the school’s ratings under the Student Achievement Indicator System. You must

complete daily attendance records for each class. Accurate record keeping is also

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 91

necessary because of the attendance for credit law, which generally requires that

students be present for 90 percent of the day’s class is taught in order to get credit for

the class. The campus attendance committee ultimately determines whether credit will

be granted for a student with excessive absences. You may be called upon to serve as a

member of the attendance committee.

Bullying

Policy FFI

The AISD strives to ensure that all of its students are free from bullying and harassment,

including violence in students’ relationships. All charges of bullying, harassment, and

dating violence will be taken very seriously by our students, faculty, staff,

administration, and parents. We will make every effort to handle and respond to each

and every charge and complaint filed by our students, parents and employees in a fair,

thorough, and just manner. Every effort will be made to protect the due process rights

of all victims and all alleged offenders.

Bullying is defined as a single significant act or a pattern of acts by one or more students

directed at another student that exploits an imbalance of power and involves engaging

in written or verbal expression, expression through electronic means, or physical

conduct, and that:

1. Has the effect or will have the effect of physically harming a student, damaging a

student’s property, or placing a student in reasonable fear of harm to the

student’s person or of damage to the student’s property;

2. Is sufficiently severe, persistent, or pervasive enough that the action or threat

creates an intimidating, threatening, or abusive educational environment for a

student;

3. Materially and substantially disrupts the educational process or the orderly

operation of a classroom or school; or

4. Infringes on the rights of the victim at school; and

5. Includes cyberbullying

Bullying can be on or off campus if it: (A) interferes with a student’s educational

opportunities; or (B) substantially disrupts the orderly operation of a classroom, school,

or school-sponsored or school-related activity.

For information regarding reporting bullying see Board Policy FFI (Local)

Hazing

Policy FNCC

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 92

Students must have prior approval from the principal or designee for any type of “initia-

tion rites” of a school club or organization. While most initiation rites are permissible,

engaging in or permitting “hazing” is a criminal offense. Any teacher, administrator, or

employee who observes a student engaged in any form of hazing, who has reason to

know or suspect that a student intends to engage in hazing, or has engaged in hazing

must report that fact or suspicion to the designated campus administrator.

Dating Violence

Policy FFH, FFI, FNG

The district prohibits dating violence. Dating violence occurs when a person in a current

or past dating relationship uses physical, sexual, verbal or emotional abuse to harm,

threaten, intimidate, or control the other person in the relationship. Dating violence

also occurs when a person commits these acts against a person in a marriage or dating

relationship with the individual who is or was once in a marriage or dating relationship

with the person committing the offence.

For the purpose of this policy, dating violence is considered prohibited harassment if the

conduct is so severe, persistent, or pervasive that the conduct:

1. Affects a student’s ability to participate in or benefit from an educational

program or activity, or creates an intimidating, threatening, hostile, or offensive

educational environment;

2. Has the purpose or effect of substantially or unreasonably interfering with the

student’s academic performance; or

3. Otherwise adversely affects the student’s educational opportunities.

Any student who believes that he or she has experience prohibited conduct or believes

that another student has experience prohibited conduct should immediately report the

alleged acts to a teacher, school counselor, principal, other District employee, or the

appropriate District official listed in this policy.

Any District employee who suspects or receives notice that a student or group of

students has or may have experienced prohibited conduct shall immediately notify the

appropriate District official listed in this policy and take any other steps required by this

policy.

Student Searches

Policy FNF (LEGAL)

School officials may search a student’s outer clothing, pockets, or property by

establishing reasonable suspicion or securing the student’s voluntary consent. Coercion,

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 93

either expressed or implied, such as threatening to contact parents or police, invalidates

consent. A search is reasonable if it meets both of the following criteria:

1. The action is justified at the inception; i.e., the school official has reasonable

grounds for suspecting that the search will uncover evidence of a rule violation

or a criminal violation.

2. The scope of the search is reasonably related to the circumstances that

justified the search in the first place; i.e., the measures adopted are reasonably

related to the objectives of the search and are not excessively intrusive in light of

the age and sex of the student and the nature of the infraction.

DO NOT CONDUCT STRIP SEARCHES. AISD prohibits searches by non-police of

undergarments or the removal of undergarments. Limited removal of outerwear may be

ordered by administrators when searching for weapons or anything that threatens the

safety of students and/or employees.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 94

Working with Students and Parents

(Important Information – Please familiarize yourself with all aspects of these sections)

Much of the information in this section of the handbook applies primarily to teachers

and other professional employees working directly with students on a daily basis. Some

of the information, however, applies to all employees. We will use the term employees

when we mean everyone and teachers when we mean professionals. We will also

continue to use you and your as appropriate.

Curriculum/Instruction

Policy EFA Series

Teachers must teach the curriculum approved by the Board of Trustees, which is

focused on the Texas Essential Knowledge and Skills (TEKS) adopted by the State Board

of Education. The TEKS are aligned with the statewide assessment program for all

students, which is administered annually at specific grade levels. As you are all aware,

campus and district ratings rely to a great extent on student achievement as

demonstrated through success on the state assessments. For all these reasons, each

teacher must devote his or her best energy and efforts to delivering the required

knowledge and skills to their students and making sure that students are learning.

You must use the district-provided curriculum, textbooks, or other instructional

materials/resources noted in the curriculum documents or otherwise delivered or

recommended by district-level instructional support personnel/departments. You must

obtain prior approval from your principal to use any other materials in your classroom.

We encourage teachers to be creative in how they impart the essential skills and

knowledge, but you must obtain prior approval from your principal to conduct any

special activity in the classroom that is not covered in the curriculum guide for your

subject or grade level or otherwise delivered or recommended by district-level

instructional support personnel/departments.

Lesson Plans

Policy DLB

All teachers must prepare lesson plans for each subject or class each week. Your

principal will direct you how and when you must submit your lesson plans. We will

provide the format for lesson plans, which must indicate the plan of instruction for each

day/week in sufficient detail that a substitute teacher could follow through and deliver

the scheduled lessons including techniques for differentiating instruction and

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 95 
 
implementing modifications for students with disabilities as required by IEPs or Section 
504 plans. 
 
Grade Books/Grading Records 
Policies EIA, EHDB, EIE, EHDC  
You must maintain timely recorded grades for students in the electronic grade reporting 
system.  Your principal will provide a schedule by which grades must be entered.   
 
Grading Guidelines 
Policies EIA, EHDB, EIE, EHDC  
You may establish grading standards and guidelines for your classroom, provided they 
are consistent with board policy and the campus and district standards described below.  
You must communicate your individual requirements and the campus requirements to 
students at the beginning of each school year or semester. Grades must be based on 
mastery of the state standards for the course. They may not be based on compliance 
with requests such as bringing in school supplies or other items.  
You cannot use grade reductions to discipline students for classroom misconduct, but 
you can give zeros or grade reductions for work that is not turned in, work that is late, 
work that does not fulfill the assignment, or for cheating or plagiarism. 
 
Make-up Work  
Policies EIA, FEC  
Students who have been absent for illness or any other reason have the responsibility to 
contact you about any make-up work they need to do.  Each campus sets a timetable for 
student make-up work.  Make-up assignments should be the same or essentially equal 
to the assignment or work assigned for students who were present.    
 
Homework 
Policy FN 
We expect teachers to use homework to reinforce skills and concepts introduced in the 
classroom.  You cannot use homework assignments to introduce new concepts or 
information other than assignments where students read, watch videos, or consume 
information using other media for the purpose of preparing for instruction the following 
day.  Grade-level teams should coordinate their homework assignments so that 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 96

students are not overburdened; however, as students advance in grade level, the

amount of time reasonably devoted to homework each evening will increase. In making

homework assignments, keep in mind the balance for students of school, play, and

family.

Field Trips

Policies FMG, CNB, FP, CNC

Well-planned and well-executed field trips are a valuable instructional experience for

students of all ages. If you or your grade level or team want to take students on a field

trip, you must first get principal approval for the activity and the scheduled date, as well

as submit a request for necessary transportation. Title I funded fieldtrips require special

district approval, therefore a proposal must be submitted within State and Federal

program department timelines. A proposal for a field trip must be coordinated with the

TEKS for the course, define the curricular objectives for the trip, and fit in with the

current instructional unit.

Field trips will always be taken on school transportation and never by private passenger

vehicles. Students must submit signed parent permission slips before the trip. We

encourage you to enlist the help of AISD-approved parent volunteers to assist in

supervising students on the field trip.

If you will have certain criteria for students to participate in the field trip, you must

communicate those well in advance to students and parents. Any criteria should be

designed to maximize student participation. Criteria for participation must not be

designed in such a way that all students who are ineligible can be readily identified as

students who are failing the class. You must plan an alternate instructional activity for

students who are not eligible to participate in the field trip.

Student Travel

Policies FMG, FB

Particularly for secondary students, travel as part of a sports team, academic

competition, or musical competition is a memorable part of the school experience.

Before planning any travel for students beyond a field trip for academic purposes,

consult the Guidelines for Student Travel document. Separate guidelines for in-state

travel (with and without an overnight stay) and out-of-state travel will identify the

processes, forms, and approvals necessary to plan such a trip.

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 97 
 
Showing Videos/Movies in Class  
Policies CY, DLB 
Videos can be used effectively for instruction in many courses but must never be used in 
the classroom as a reward or for entertainment.  Principal permission is required prior 
to showing any video which is not expressly listed in your lesson plans and AISD 
curriculum resources.  Copyright and fair use laws must be followed.  You must confirm 
we have any necessary and proper licensure of films before showing them.  
 
Tutorials  
Policies EI, FED, EC, FEC, FEA 
Your campus may provide selected students with tutorials.  Tutorial sessions may be 
provided before school, after school, or on Saturday.  Your principal will provide more 
information if your campus is slated to provide tutorials this school year.  
For staff to receive compensation from State Compensatory Education (SCE) or Title 1 
funds, campuses must have a remedial tutorial plan in their Campus Improvement Plan 
(CIP). Tutorials must be remedial to Core Academic Subjects, not “homework help,” and 
must be held outside contract hours. Campuses are required to maintain detailed logs of 
tutorial time and participants.  
 
Textbooks/Instructional Technology  
Policies EFA, EF, EHAA  
At the beginning of the school year or semester, you will assist in the distribution of 
state-adopted textbooks or instructional technology to students in your classes.  At the 
end of the year or semester, you are responsible for accounting for the return of 
textbooks or instructional technology issued to your students.  However, we will not 
require you to pay for any textbooks or instructional technologies that your students 
steal, misplace, or do not return. 
 
Web Application Use 
Policies EFA, EF, EHAA  
In order to integrate technology into their lessons and work, educators often rely on the 
use of third party web applications like Kahoot or Padlet.  Any employee utilizing a web 
application that is not on the approved list is subject to disciplinary actions from their 
supervisor and/or the district.  Employees are expected to use the Service Now system 
to make those requests. 
 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 98

Online Learning Resources – Universal Access

Policies EFA, EF, EHAA

The Americans with Disability Act (ADA) makes it clear that online teaching resources

must fulfill the requirements of the ADA and section 504 of the Rehabilitation

Act: “Online learning” means instruction in which the instructor and student interact

through the assistance of communication technology, such as a class web page. Online

learning is subject to the requirements that may be imposed by the American with

Disabilities Act (42 U.S.C. §12100 et seq.) and section 504 of the Rehabilitation Act of

1973, as amended. In other words, all teacher web pages and online learning resources

must be accessible to disabled students, parents, and AISD employees.

While making your class web page more accessible may seem foreboding, in many

respects you may already be on your way, thanks to technology. Material such as PDFs,

PowerPoints, and presentations with audio, videos, and publisher content you choose to

place on your class web page will benefit from additional review for accessibility. When

you create/post materials on your class web page, please keep the World Wide Web

Consortium standards and universal design principles in mind. “Universal design means

that, rather than designing your instruction for the average student, you design for

potential students with a broad range in ability, disability, learning style, native

language, and other characteristics” (Burgstahler, 2010). Adhering to these standards

will not only benefit students with disabilities but will help assure that all of your

students will be able to access and use the online content you wish to share with them.

To learn more about AISD’s commitment to providing accessible course materials to all

students and the support services available to assist you with this, please contact your

campus or district webmaster directly regarding ADA-compliant course materials.

Fundraising

Policies EC, GKD

You cannot use instructional time to administer or facilitate personal fundraising or

fundraising efforts of student or other organizations.

If you are the sponsor of a student group or organization that wishes to conduct a

fundraising campaign, you must follow all of the procedures described in the AISD

Campus Accounting Manual, including the completion of the Fundraiser Approval Form,

to receive prior approval from the principal for the activity. Elementary students will

not be allowed to conduct any fundraising activities that involve door-to-door

solicitation; however, with adult supervision at all times, secondary students may

conduct door-to-door fundraising campaigns.

 
 
 
This handbook does not represent a contract or create any employment right. Should conflicts exist between this 
handbook and District Policy, then District Policy governs. 
 
Arlington Independent School District Employee Handbook   Page 99 
 
As a sponsor of a student group or organization, you are personally responsible for 
accounting for all funds raised or collected by students in your group.  These amounts 
must be deposited with the principal daily, or no later than the next business day if 
received after normal school hours, for safekeeping and deposited to the activity 
account for the group or organization.  
Your failure to follow established procedures in the AISD Campus Accounting Manual 
related to depositing, handling, and accounting for the proceeds from fund-raising 
activities or any other monies associated with student activities or organizations may 
affect your employment. 
 
Extracurricular/UIL Sponsorships 
Policies DK, DEAA 
Your principal can assign extra duties related to sponsorship of extracurricular student 
groups and UIL academic activities.  Some of these assignments may have additional 
stipends. A teacher’s primary responsibility is always the delivery of the required 
curriculum to students in your classes. 
 
Counseling Program 
Policies FFE, FFEA, EHAD, EHBH 
We have a comprehensive developmental guidance and counseling program and 
encourage you to refer students as you see a need. We generally expect you to be 
sensitive to students and supportive of them and their personal issues without 
becoming overly involved in their personal lives.  Most classroom teachers are not 
trained counselors.  While we want you to be a receptive ear to students, we also 
expect you to know your own limits and to refer immediately students who come to you 
with concerns about drug or alcohol use of their own or in their family, who come to 
you with concerns about pregnancy or sexual matters, or who express a desire to injure 
themselves or others.   
 
Special Education/Section 504 Program 
Policies DBA, EHB, EHBA, EHBC, EHBD, BQError! Bookmark not defined., FOF, FB, FFH  
Classroom teachers and other professionals can refer students, based on the teacher’s 
academic or behavioral observations or concerns, for assessment to determine if they 
have a disability that makes them eligible for 504, special education or related services.  
However, DO NOT suggest any particular diagnosis to parents or recommend to them 
that a child use any psychotropic drug.  We will provide training opportunities for 

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 100

classroom teachers and other professionals in knowing when to refer students and in

working with students with disabilities in the regular classroom.

If you are a teacher for a student with disabilities, you may be required to attend

Admission, Review, and Dismissal (ARD) committee meetings and participate in

reviewing or planning the Student’s Individualized Educational Program (IEP). These

meetings may occur during your conference period because they are meetings to plan

for a student’s instruction, and you must attend if scheduled. Reasonable efforts will be

made to limit meetings during planning periods.

Even if you are not a member of the ARD committee, you must follow the IEP for any

student with disabilities in your classroom and make sure that you are making any and

all of the modifications and/or accommodations to instruction or the instructional

setting that are called for in the IEP. Non-instructional staff must also comply with any

administrative directives for handling or working with a student with disabilities.

Special Education Cameras

Policy EHBAF

Should a parent of, trustee or staff member who assigned to work with a special

education student in a self-contained classroom or other special education setting

request video recording of the class, that request must be forwarded to the Chief

Academic Officer (located at the District Administration Building) for compliance with

state law.

Parent Organizations

Policy GE

We encourage teachers to be familiar with and take part in, as they choose, the

activities of parent groups at their campus.

Parent Relations

Policy GE

All written and oral communications from teachers or other staff to parents must be

professional, courteous, and always made with the child’s best interest at heart.

Teachers and other professionals should always respond as promptly as reasonable

under the circumstances to parent communications, either in writing or by telephone.

Your building may have specific procedures for maintaining records of parent contacts.

We provide a conference period so that you can schedule meetings with parents at their

request or at yours. If you schedule a meeting with a parent, you must inform the front

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 101

office so that we will know to expect the parent to check in. We generally encourage

parents to visit their children’s classroom occasionally, but parents must make prior

arrangements with you and you need to let us know in advance. Parents or other

visitors must always check in at the principal’s office and receive a Visitor’s Pass. Do not

allow parents to come directly to your room to pick up a child unless you have received

prior specific authorization from the principal.

If for some reason a problem in communication develops between you and a parent,

your principal or another administrator will be glad to be present at your conferences

with the parent, at your request.

Only materials that have been approved by the principal can be sent home with

students in their backpacks or otherwise. Do not solely rely on students to deliver

important communications from you to their parents, such as progress reports, report

cards, requests for a conference, or concerns about the child’s conduct or performance.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 102

Technology Procedures

Policies CQ, CY

Device Responsibility and Accountability Guidelines

All AISD employees and students are accountable for district technology. All staff

should use the appropriate systems and procedures, from equipment acquisition to

disposal, with regard to their assigned device(s).

It is the responsibility of each campus principal/department administrator to ensure

that the staff under his or her supervision follow these guidelines for acquiring,

recording, inventorying, maintaining, returning and disposing of technology assets.

Responsibility and Accountability by Role

All District Employees

• Responsibility

o Must comply with all policies and regulations regarding technology

(Acceptable Use Policy, Employee Handbook, Board Policy, etc).

o Must ensure their classrooms, computer labs, and/or offices are locked

overnight to secure devices.

o Must exercise “reasonable care” for equipment safekeeping.

o Must ensure equipment is in good working condition and equipment

maintenance needs are requested in a timely manner.

o Must ensure equipment is accessible at all times for audit purposes.

o Must notify Technology Support Department of any changes to the

site/building/room assignment of equipment so that the inventory

management system can be updated.

o Must notify Technology Support Department of changes to the

assigned user of the equipment so that the inventory

management system can be updated.

o Must notify Technology Support Department regarding equipment that

needs to be removed (salvage) from location.

o The repair or disposal of any damaged device must be serviced by

the Technology Support Department.

• Accountability

o Upon allocation, employee accepts financial responsibility for

replacement of a device damaged/lost due to employee theft or neglect.

o In the event of damage or loss, the employee must notify the

Technology Support Specialist, BTC, and/or Supervisor within 24 hours

of the time the employee first noticed the damage or loss occurred.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 103

o Upon notification of damage or loss, a 10-day window is established for

the employee to provide device, an explanation of the damage or loss,

and/or a police report.

o In the event the device was damaged due to neglect; the employee

must pay for the cost of the repair once the cost is determined by

Technology Support. The employee should remit payment to the

campus secretary/bookkeeper in accordance with procedures

documented in the Campus Accounting Manual.

o In the event the device is lost due to neglect and is not recovered

by the end of the 10-day window, the employee must pay for the

device based on the device’s current depreciated value. The

employee should remit payment to the campus

secretary/bookkeeper in accordance with procedures documented

in the Campus Accounting Manual.

Staff Members Leaving District

(i.e. Resigning, Retiring or Termination)

• Responsibility

o Staff members leaving the district must turn in all technology

devices assigned to them before the employee’s last work day

or immediately upon termination.

o The assigned equipment should be returned directly to the

Campus Technology Manager, Building Technology Specialist,

or employee’s supervisor. The device should be stored in a

secure area and re-imaged, if applicable, before reallocating.

o The inventory management system should be updated by the

Technology Department staff in order to reflect that the

device(s) are no longer assigned to the staff member.

o The repair or disposal of any damaged device must be

serviced by the Technology Support Department.

• Accountability

o See the accountability guidelines listed above for “All District

Employees”

Teachers Transferring to Non-Instructional Positions

• Responsibility

o Teachers transferring to non-instructional positions are required to

leave their assigned technology devices (e.g. laptop, docking

station, power cord and all peripherals) at their campus for

redistribution to the new staff member.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 104

o The assigned equipment should be returned directly to the BTC

assigned to their building (or District Technology Support Specialist

if no BTC is assigned) and be stored in a secure area and re-imaged,

if applicable, before reallocating.

o The BTC/District Technology Support Specialist should update the

inventory management system to reflect that the device(s) are no

longer assigned to the staff member.

o The repair or disposal of any damaged device must be serviced

by the Technology Support Department.

• Accountability

o See the accountability guidelines listed above for “All

District Employees”

Shared/Unassigned Devices

• Responsibility

o All students and staff must execute appropriate and reasonable

care of shared and/or unassigned district-owned devices used by

the school/location/department/etc.

o The repair or disposal of any damaged device must be

serviced by the Technology Support Department.

• Accountability

o Upon allocation, financial responsibility is accepted by the

campus principal/department leader regarding replacement of a

damaged or lost shared device. Damage or loss may be the

result of accidental or neglectful care.

o In the event of damage or loss, the Technology Support

Specialist, BTC, and Appraiser must be notified within 24 hours

of discovery, including the date and time, in which the damage

or loss occurred.

o Upon notification of damage or loss, a 10-day window is

established to provide device, explanation and/or police report.

o In the event that the device is not recovered by the end of the

10-day window, the current depreciated value of the technology

device will be charged to the campus/department local budget.

If the device is recovered but damaged, the cost of the repairs

will be charged to the campus/department local budget. The

campus principal/department administrator will be notified by

the AISD Technology Department of the amount that this

deduction will take place.

o Repeated neglectful damage/loss may result in the

student/staff member being assigned an alternative device.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 105

The alternative device will continue to meet district

instructional standards, but may not be of the same value

as the previously assigned device.

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 106

Request for Scheduled Personal Leave

Use this form to request personal leave in situations that do not involve your own

personal illness or injury or the illness or injury of a member of your immediate family.

This form must be turned in to the principal or immediate supervisor at least three

working days before the requested date of absence.

Name: __________________________________________________________

Assignment: _______________________________________________________

Beginning Date: ________________

Ending Date: ________________

The principal or supervisor may withdraw approval for scheduled personal leave if

unforeseeable absences among other staff (bad weather, flu or other transmittable

disease) would affect the efficient and effective operation of the campus or department.

In deciding to approve or deny personal leave, the supervisor or designee shall not seek

or consider the reasons for which an employee requests to use leave. The supervisor or

designee shall, however, consider the effect of the employee’s absence on the

educational program or District operations, as well as the availability of substitutes.

You will not be paid for days of personal leave if you do not comply with this

procedure for scheduling.

For Office Use Only:

Number Days Requested: __________________

Number Days Available: __________________

Number Days Charged: __________________

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 107

Overtime Authorization Form

(Salaried Non-Exempt Overtime is paid through comp time accrual.)

Use this form to request permission for overtime work. This form must be turned in to

the principal or immediate supervisor prior to working overtime. Only administrator

responsible for specific budget code listed may approve overtime requests.

Employee (SNE/Hourly) requesting overtime: ________________________________

Purpose of overtime work: ________________________________________________

Hours to be worked in excess of 40: ______________ Date/Time: ________________

Budget code to be charged: ______________________________________________

_______________________________________________________

Employee Name (printed)

_________________________________ ___________________

Signature Date

Approved Denied

Budget Code Admin Name (printed) Signature Date

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 108

Human Resources Contact Information

The Human Resources Department is divided into four functional groups: (1) Human Resources

Customer Service, (2) Recruiting and Sourcing, (3) HR Development and Employee Relations, and

(4) Benefits and Compensation. A brief description of each function and contact information is

included below. You are encouraged to contact the group that most closely fits your needs.

Human Resources Customer Service

• Trained to answer first level policy, procedure and benefits questions.

• Supports new hire processes and paperwork once an offer has been accepted.

• Completes verifications of employment.

• Responds to requests for copies of personnel file information or certifications.

• Handles exit interview processes and questionnaires.

Main Phone Number: 77290.

Email Address: [email protected]

HR Development and Employee Relations

• Supports both employees and administrators/managers to investigate and resolve

workplace related conflict.

• Responds to concerns regarding behavior that is in conflict with board policy, law or

other district guidelines (e.g., employee handbook).

• Provides coaching and leadership development training for administrators and

department managers.

Phone numbers: 77739; 77460; 77458; 77207, 77479.

Email Addresses: kbye[email protected]; arowe@aisd.net; [email protected];

[email protected]

Recruiting and Sourcing

1. Responsible for posting positions and sourcing candidates to fill our jobs.

2. Attends career fairs, maintains job boards, advertises positions, etc.

3. Manages candidate flow including digital interviewing and other selection tools.

4. Supports internal candidate transfer processes and applications.

5. Point of contact for all external candidates.

6. Maintains equal opportunity employment in all recruitment processes.

Phone numbers: 77216; 77200; 77736; 77459.

Email Address: HRRecruit[email protected]; subservices@aisd.net

Benefits and Compensation:

• Manages Open Enrollment and major medical/dental plan responsibilities.

• Manages additional employee benefits made available by the district.

• Supports TRS retirement processes for employees.

• Administers employee wellness program.

• Responsible for annual review of market-based salary ranges and administration of

stipends.

• Responsible for district recognition programs.

Phone numbers: 77362; 77480; 77700.

Email Addresses: hrbenefit[email protected]

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 109

Index

Absences, 43

Accountability Guidelines, 102

Acknowledgement Tear-Sheet, 7

Administering Medication, 88

Administration, 12

Administrative Leave, 55

Alcohol and drug

abuse prevention, 72

testing, 18

Appraisals, 23

Appreciation, 56

Appropriate Language, 79

Arrests and convictions, 71

Asbestos management plan, 78

Assault Leave, 52

Association, 75

Attendance and Absences, 44

At-will employment, 18

Automatic Deposit, 34

Background checks, 71

Bad weather closing, 80

Basic Leave Information, 43

Benefits, 33

health insurance, 36

supplemental insurance, 36

workers’ compensation, 37

Board and Administration Information, 11

Board of Trustees, 11

Breaks, 21

Breast milk, 21

Building Use, 82

Bullying, 91

Cafeteria Plan, 37

Cameras in classroom, 100

Campus Events, 32

Certification

health and safety training, 19

maintaining, 18

parent notification, 22

Charitable contributions, 76

Child abuse

reporting, 64

sexual, 66

Closing and Delays, 80

Code of ethics, 59

Committees, 25

Communications with Students, 69

Compensation, 33

Compensatory Time, 35

Complaints, 88

employee, 57

Compliance with a Subpoena, 53

Conduct, 58

Conference Period, 32

Confidentiality, 87

Conflict of Interest, 74

Continuation of Health Insurance, 46

Contract

employment, 17

nonrenewal, 84

Contracts, 82

Contracts (With Vendors, etc.), 82

Contributions, 76

Convictions, 71

Copyrighted Materials, 75

Counseling Program, 99

Court-ordered Withholding, 86

Credit Cards, 81

Crime reporting, 66

Criminal history, 71

Cultural Tenants, 10

Curriculum / Instruction, 94

Dating Violence, 92

Device Responsibility, 102

Dietary Supplements, 89

Disability Accommodations, 42

Disability Leave, 51

Discrimination

employee, 62

Dismissal

contract employees, 84

noncontract employees, 84

District

communications, 56

District Credit Cards, 81

District Information, 10

Dress and Grooming Standards, 79

Drug

abuse prevention, 72

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 110

psychotropic, 89

testing, 18

Duty-free Lunch, 31

E-cigarettes, 73

Educational Opportunity, 87

Electronic Communications, 69

Electronic Media, 68

Emergencies, 80

Emergency Procedures, 80

Employee

involvement, 25

recognition, 56

Employee Communications, 56

Employee Conduct, 58

Employee Handbook Receipt, 7

Employee User Agreement, 8

Employee Welfare, 58

Employment, 14

after retirement, 17

at-will, 18

authorization documents, 18

contract, 17

noncontract, 17

Equal Educational Opportunity, 87

Equal Opportunity, 14

Equal Opportunity Employer, 14

Evaluations, 23

Every Student Suceeds Act, 22

Exchange Time, 25

Exchange Time Guidance for Non-Instructional Staff,

Exempt Employee, 39

Exit interviews, 85

Extracurricular/UIL Sponsorships, 99

Faculty/Staff Meetings, 32

Failure to Return, 50

Family Medical Leave, 47

Favors, 74

Field Trips, 96

Films/Movies, 97

Financial Impropriety, 73

Firearms, 77

Fitness for Duty, 50

Form I-9, 18

Fraud, 73

Freedom of Association, 75

Frequently Asked Questions: (Exchange Time), 28

Fundraising, 98

General Procedures, 80

Gifts and Favors, 74

Goal, 10

Grade Books, 95

Grading Guidelines, 95

Grading Records, 95

Grievances, 57

Grooming Standards, 79

Handling Money, 81

Harassment, 62, 63

Other, 63

Hazing, 91

Health insurance, 36

Health safety training, 19

Holidays, 38

Homework, 95

Human Resources Contact Information, 108

Human Resources Records, 14

Inappropriate Relationships, 30

Inappropriate Social Relationships with Students, 64

Inclement Weather, 80

Instruction, 94

Instructional Technology, 97

Insurance

health, 36

supplemental, 36

unemployment, 37

Intermittent Leave, 50

Introduction, 9

Job Posting, 15

Jury Duty, 53

Leave

discretionary, 46

nondiscretionary, 46

personal, 46, 47

proration, 46

religious observance, 54

sick, 47

truancy court appearance, 53

Leaves, 43

Lesson Plans, 94

Local Family and Medical Leave Provisions, 50

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 111

Maintenance and Repairs, 78

Make-up Work, 95

Maltreatment of children, 66

Medical Certification, 44

Medical Examinations, 45

Medical Leave Provisions, 50

Medication, 88

Military Leave, 54

Mission, 10

Nepotism, 30

Nonrenewals, 84

Notices, 9

Nursing mothers, 21

On the Job Injuries, 52

Online Learning Resources, 98

Outside Employment, 22

Overtime, 35

Overtime Authorization, 107

Paid Leave, 50

Parent and Student Complaints, 88

Parent notification, 22

Parent Organizations, 100

Parent Relations, 100

Pay Classifications, 39

Paychecks, 34

Payroll

deductions, 34

Payroll Process Exempt Employee, 41

Performance Evaluations, 23

Personal leave, 46, 47, 106

Personal Use of Electronic Media, 68

Pest control treatment, 78

Political Activities, 75

Possession of firearms and weapons, 77

Procurement Cards, 81

Professional Learning, 25

Psychotropic drugs, 89

Purchases with School Funds, 81

Purchasing, 80

Purchasing procedures, 80

Qualifying exigency, 50

Reassignments, 20

Records Management, 82

Reinstatement, 50

Relationships with Students, 64

Religious observance, 54

Reports Concerning Court-ordered Withholding, 86

Request for Scheduled Personal Leave, 106

Resignation, 83

Resignations

contract employees, 83

noncontract employees, 84

Retaliation, 62

Retirement, 38

employment after, 17

Right of Association, 75

Rights of Exempt Employees, 40

Rights of Non-Exempt (Hourly) Employees, 41

Safety, 76

Salaries, 33

SBEC Professional Learning, 29

School

closing, 80

School Calendar, 13

School Delays, 80

School Funds, 81

Searches, 18, 92

Section 504 Program, 99

Sexual harassment, 63

Sick leave, 47

Sick Leave Bank, 47

Special Education, 99

Special Education Cameras, 100

Staff Meetings, 32

Standards of conduct, 58

Statutory Required Training, 30

Stipends, 33

Student

attendance, 90

discipline, 89

harassment, 63

hazing, 91

Student Accounting, 90

Student Complaints, 88

Student Conduct, 89

Student Issues, 87

Student Records and Confidentiality, 87

Student Searches, 92

Student Supervision and Control, 90

Student Travel, 96

Subpoena, 53

Summer Programs, 33

This handbook does not represent a contract or create any employment right. Should conflicts exist between this

handbook and District Policy, then District Policy governs.

Arlington Independent School District Employee Handbook Page 112

Supplemental insurance, 36

System Access, 66

TEA reports, 85

Teacher Retirement, 38

Technology Procedures, 102

Technology Resources, 66

Temporary Disability Leave, 51

Termination, 83, 84

disimissal during the contract term, 84

exit interviews, 85

noncontract employees, 84

nonrenewal, 84

reports to TEA, 85

Termination of Employment, 83

Textbooks, 97

Tobacco

products, 73

use, 73

Training

health and safety, 19

Transfers, 20

Travel, 35

Travel Expense Reimbursement, 35

Truancy court appearances, 53

T-TESS Calendar, 24

Tutorials, 97

Tutoring, 22

UIL Sponsorships, 99

Unemployment Insurance, 37

Universal Access, 98

Vacations, 38

Videos, 97

Violence

Dating, 92

Vision, 10

Visitors, 77

Wages, 33

Weapons, 77

Web Application, 97

Whistleblower Act, 66

Work schedule, 20

Workers Compensation, 52

Workers’ compensation benefits, 37

Working with Parents, 94

Working with Students, 94

Workload, 20

Work-Related Travel, 35

Auxiliary Employee

Handbook

(2018-19)

Arlington Independent School

District

INTRODUCTION

The Arlington Independent School District (AISD) is committed to quality education.

The purpose of this handbook is to help us meet this commitment and effectively perform our

duties.

It is important that each employee be aware of the policies and procedures related to his/her

position. These regulations provide a quick reference for all employees, supervisors, managers

and administrators to use in answering questions that arise in the day-to-day operation of the

district. This handbook should not be considered all-inclusive. The rights and obligations of all

employees are governed by the laws of the United States, State of Texas, rules of the Texas State

Board of Education and the AISD Board of Trustees. More specific information can be obtained

by contacting the office of the Assistant Superintendent of Human Resources.

Our primary business is the education of our youth, and everything we do should be directed

toward providing students with the best possible learning environment. Auxiliary employees play

a direct role in our effectiveness by providing the necessary support services that are required to

meet the district’s educational goals.

In meeting our primary objective, all of us must comply with reasonable rules and regulations

intended to make us effective employees. Thus, everyone is expected to do his/her share to create

and maintain a pleasant and safe work atmosphere that is conducive to our educational goals.

The following administrative regulations and procedures apply to all auxiliary employees of the

Arlington Independent School District (AISD) (see Food Service and Transportation Handbooks

for exceptions). Auxiliary employees are also subject to the administrative regulations and

procedures set forth in the Arlington ISD Employee Handbook, unless otherwise noted in this

document, the Food Service Handbook, or the Transportation Handbook.

Nothing in these regulations grants auxiliary employees a property interest in their position, nor

do these regulations constitute a written contract with any auxiliary employee. All auxiliary

employees are at-will employees of the Arlington Independent School District.

Based on the needs of the District, these regulations are subject to change at the discretion of the

Superintendent or his/her designee. All policies are subject to review and change. Any adoptions,

deletions or revisions of policy shall take precedence over those printed in this handbook.

AISD AUXILIARY PERSONNEL EMPLOYMENT

REQUIREMENTS

1. EQUAL OPPORTUNITY EMPLOYER

The Arlington Indpendent School District is an Equal Opportunity Employer and does not

discriminate in employment based on sex, race, color, religion, national origin, age, disability,

status as a veteran, sexual preference, genetics, or any other legally protected status.

The District’s Title IX Coordinator is the Assistant Superintendent of Administration, 682-867-

7340, 1203 W. Pioneer Parkway, Arlington, TX. The ADA Coordinator is the Assistant

Superintendent of Human Resources, 682-867-7433, 1203 W. Pioneer Parkway, Arlington,

TX. Employees with disabilities may contact the ADA Coordinator to initiate reasonable

accommodation plans when necessary or appropriate.

2. APPLICATION AND INTERVIEW

Persons interested in applying for auxiliary positions with the AISD should go online

to www.aisd.net and fill out an application. Depending on the needs of the District,

individual applicants will be called for an interview.

After screening, applicants for positions shall be interviewed by the supervisor of the area

wherein a job exists and such supervisor shall recommend the desired applicant for hiring to

Human Resources.

Applications are kept and updated for one year. Each applicant is responsible for updating

on the website any information regarding change of address, name, telephone number,

status, or update any other pertinent information to maintain accuracy as long as he/she has

an active application on file.

Any falsification of application information or employment records will disqualify the applicant

from hiring or will result in disciplinary action which may include termination, if hired.

3. APPLICANT SCREENING AND CRIMINAL RECORD CHECK

A criminal background check and fingerprinting will be conducted by a representative of the

Texas Department of Criminal Records for all applicants being considered for employment.

Information obtained through background checks shall be used only to evaluate applicants for

employment.

All Security Department Personnel must have a valid Texas Department of Public Safety

Private Security Bureau Level II Non-Commission Security Officer License. Applicants who

cannot meet the standards required for said license are not eligible for employment. Training

will be provided for those applicants who are hired who do not have a Level II license. An

employee who fails to maintain a current and valid Level II license at all times is subject to

termination. The Security Department will arrange for and cover the cost of fingerprinting for

Level II license applications for Security Employees.

All district employees arrested for a felony or any offense involving moral turpitude must

immediately notify their supervisor and the Human Resources Department. See Board

Policy DH (Local) for the list of moral turpitude offenses. Each year, a criminal records

check will be conducted on all employees of the school district. An unsatisfactory criminal

background report may be justification for termination of employment with the district.

4. DRIVING RECORD CHECK

A driving license check will be conducted through the Texas Department of Motor Vehicles

(TDMV) for all new employees of the district who are assigned to drive a District owned

motor vehicle.

All employees assigned to drive a motor district vehicle will have a driving record check at

least once each year. Driving records will be checked three times each year for bus drivers.

An unsatisfactory driving record, as defined by the TDMV point system, may result in

removal of the employee from the assigned position. Any employee that has accumulated

10 or more penalty points under the TDMV Point System shall be considered ineligible to

drive a district vehicle until he or she requalifies under the point system. An employee

removed from a driving position because of an unsatisfactory driving record may be

reassigned to another position at a lower rate of pay or dismissed.

Employees taking medication which could affect the drivers’ ability to drive must notify the

appropriate supervisor immediately.

Employees must also report immediately to their supervisor any traffic violations they

receive in a District motor vehicle.

Employees who have preventable accidents while driving a school vehicle may face

disciplinary action up to and including termination of employment.

5. SELECTION

Applicants are employed on their own merit, based on their knowledge, skills and ability to

meet the requirements of the available position. Selection is made according to Board Policy

DAB (Legal). AISD is an equal opportunity employer.

6. PHYSICAL

After a job offer is made, all applicants will be given a physical examination to determine if

the applicant can perform the essential functions of the job. This physical will be conducted

by a physician selected by the AISD. Bus drivers are required to undergo a physical

annually. All bus drivers and other employees who drive AISD vehicles who are under the

Department of Transportation regulations will be required to submit to random drug and

alcohol testing.

If a new employee does not stay in the employment of the AISD for (90) days or if he/she

takes and passes the physical exam and does not report for work as scheduled, he/ she will

be responsible to the AISD for the cost of the exam.

7. DOCUMENTS FOR EMPLOYMENT

The following documents may be required for employment with the AISD: Application,

References, Immigration and Naturalization Service with copies of documents verifying

eligibility, Employment Eligibility Verification (form I-9) i.e., Social Security Card, Driver's

License, Birth Certificate, Green Card, Passport, completed IRS W-4 and profesional

licenses or certifications, if applicable.

8. GENERAL WAGE INCREASE

New employees must be employed by the District at least 90 continuous days prior to July 1

to be eligible for salary increases that are approved by the Board of Trustees for the next

fiscal year.

9. CODE OF CONDUCT

The Code of Conduct is found on page 17. Failure to adhere to the standards in the Code of

Conduct may result in disciplinary action up to and including termination of employment.

10. TOBACCO FREE WORKPLACE

Employees are prohibited from possessing or using tobacco products and e-cigarettes on

school premises or other District property. This policy applies to all District motor vehicles

as well as all other physical property owned by the District.

Failure to adhere to this policy shall result in disciplinary action up to and including

termination.

EMPLOYMENT AND WORK RULES

11. ASSIGNMENTS

Original assignments are made at the time of employment. Once officially hired,

auxiliary employees shall serve at will. Auxilliary employees are not employed for any

specified length of time, and have no property rights to their employment.

12. TRANSFERS

Employees can be transferred or reassigned by the Superintendent or his/ her designee at

any time. Employees may be subject to cross utilization in other departments as the need

arises. Employees who wish to transfer from one building to another within the same

department will follow the transfer procedures of their department. Employees who wish to

transfer from one department to another must follow the procedure below:

a. Employees may request a transfer online at www.aisd.net. As a matter of professional

courtesy, employees should notify their direct supervisor regarding their request to

transfer.

b. As the position requested becomes available, the supervisor of the requested position

will approve or disapprove the request for transfer. If the supervisor approves the

request, he /she will communicate and activate the transfer at the best possible time for

the district, the departments involved, and the employee.

Involuntary Transfers

a. An involuntary transfer is one where the employee does not request a change in

assignment. Notice of an involuntary transfer should be given to the employee at

least one (1) week in advance of the official date of the transfer. If the transfer is due

to disciplinary reasons, the employee may be transferred immediately.

b. In all cases of involuntary transfers, the circumstances shall be discussed with the

employee before any action is taken.

c. Any employee may be assigned to any facility in AISD, whether the employee

requests such an assignment or not. Refusal to accept an assignment to a

designated assignment will be interpreted as a resignation on the part of the

employee.

Custodial Transfer Requests

a. Transfers will be granted on a first-come, first-served basis.

b. Transfers will be granted one time per year. Requests for multiple buildings will be

accepted. However, when an opening occurs in a multiple building transfer, the

employee will be assigned to that building. Other buildings requested by the same

employee will not be granted.

Note: Each transfer request will be reviewed based on the needs of the District.

In most cases, granted transfer requests between departments and from

building to building within a department that do not involve pay increases

will be made during the summer months each year (June through August).

Security Department Transfer Requests

a. Security Department vacancies will be announced by email to the department from

the Security Manager or his / her designee.

b. The announcement email will contain the applicable procedures to apply for that

vacancy.

c. All procedures must be followed completely.

d. Employees who wish to transfer to another school or shift should notify their

supervisor in writing. The supervisor will contact the Security Specialist to determine

if a vacancy exists into which the employee can transfer.

e. Other transfer requests will be evaluated on a case-by-case basis depending on the

needs of the Department.

Food Service Work Assignments / Transfer Requests

a. Food Service employees are recommended for hire and assigned to a school, as

needed, by the Food & Nutrition Services and the Human Resources Department.

Assignments may be changed any time as the Supervisor, Assistant Director and/or

Director determine needed.

b. Employees interested in receiving a change of hours or school assignment must

submit a written request with his/her signature to the AISD Food & Nutrition Services

Office. Requests can be submitted in person, through inter-office mail, e-mailed, or

mailed to 1206 W. Arkansas Lane, Arlington, TX 76013.

i. Employees must state their current work location and the area or specific

school(s) to which the employee would like to be assigned.

ii. Employee(s) should indicate if more or less hours are being requested and a

contact number for the employee.

iii. All transfer requests submitted will be considered for the current school year

only. If desired, employees should resubmit requests annually if no action was

taken on previous submission. No transfer request is guaranteed and will only

be considered when positions become vacant and/or available.

c. During the Spring Semester, employees will be given an opportunity to indicate their

choice of school work site and assigned hours for the following school year. These

assignments will be communicated in writing to employees through a mailed or hand

delivered letter with “Back-to-School” information. No request is guaranteed and

positions can only be filled when vacant. Employees not satisfied with the

assignments made for the upcoming school year must resubmit their requests when

school starts, if desired.

13. IDENTIFICATION BADGES

a. Employees will be photographed at the time of new hire orientation, and an ID card will

be prepared for the employee’s use at no cost to the employee.

b. All hourly employees will wear their ID badges at all times while working. The

identification badge is part of the employee’s uniform. The employee’s picture and name

should be clearly visible at all times, except in cases where the type of work does not

permit the display.

c. If the identification badge is lost or destroyed, the employee must notify his/her

immediate supervisor who will arrange for a replacement. In some cases, a replacement

fee may be charged.

d. The identification badge is the property of the District and must be returned to the District

upon termination of employment.

14. WORKING HOURS

a. Auxiliary employee normal work hours will be established and communicated by the

department manager.

b. Work hours may be adjusted as needed to support District operations and will be

regulated by the appropriate supervisor/administrator.

c. Summer working hours shall be set according to the needs of the District. Notice of

summer hours shall be given to employees in a timely manner.

d. All employees will perform duties as assigned by the foreman or designated supervisor.

Adjusted lunch and break schedules due to work load or emergency situations must be

approved by the department foreman or supervisor. At the time of request for the

adjusted schedule, a specific time will be identified. Schedules are subject to change at

any time to meet the needs of the District.

15. AFTER HOURS ON-CALL DUTY

Auxiliary employees may be scheduled for on-call duty to address emergency situations.

Employees who are scheduled for on-call duty must remain conditionally fit to work and

must report for duty within 30 minutes or less of notification. Employees who cannot report

for duty within the 30-minute time limit must contact their supervisor immediately upon

realizing they cannot report on time.

16. OVERTIME

All overtime must be scheduled and approved in advance by the employee’s supervisor.

Working overtime without prior authorization is insubordination and may result in disciplinary

action up to and including termination. The following are criteria to clarify and process

overtime compensation.

a. For payroll purposes, all auxiliary employee work weeks start on Monday and end on

Sunday.

b. The workday is determined by the clock-in punch time.

c. Overtime shall be compensated for all hours worked over 40 hours during the work week

at a rate of 1 ½ times the employee’s hourly rate of pay.

d. Those employees working two or more jobs with the district will be paid overtime at one

and one-half times the weighted average of the pay rates of both jobs.

17. ATTENDANCE

a. Auxilliary employees provide critical services and support to our campuses. Employee

attendance has a direct impact on the level of service we can provide to our staff and

students. Employees are expected to report to work as scheduled. All absences from

work must be approved in advance by the employee's immediate supervisor. When

emergencies arise and advance notice is not possible, supervisors should be notified no

later than one hour prior to the scheduled reporting time for the first day absent.

Employees must inform the supervisor on a daily basis of his/her absentee status unless

the employee has submitted a doctor’s statement or has been granted leave indicating a

specified period to be released from work.

b. If an employee is to be absent for more than one day, the supervisor should be notified

before 2:00 p.m. the previous day.

c. If absent five (5) consecutive workdays, a doctor’s statement is required to return to

work. The doctor’s statement must state the employee is able to return to full duty with

no restrictions. The employee must bring the doctor’s release to the employee’s

department main office for approval to return to work. If an employee returns to work

with only a limited duty release, each case will be reviewed to see if the employee may

return to work with the restrictions. AISD reserves the right to check with the individual

doctor on an employee’s work status and determine if the employee can perform his/her

assigned duties with or without accommodations.

d. The employee is responsible to obtain his/her immediate supervisor’s phone number

and instructions on how to contact their supervisor. If unable to contact the immediate

supervisor, it is the employee’s responsibility to call the appropriate department

personnel.

e. ANY EMPLOYEE returning to work following a medical leave or Worker’s Compensation

absence MUST first report to the employee’s department main office with the

appropriate documentation BEFORE returning to work.

f. Immediate supervisors are to notify the appropriate personnel as soon as he/she is

informed that an employee is to be absent.

g. In determining whether an employee has been absent or tardy an excessive number of

times, the following definitions will apply:

i. Tardiness-Any employee arriving after his/her scheduled starting time will be

considered tardy.

ii. Excessive Tardiness- Any three (3) occurrences of tardiness within a 30-day

period will be considered excessive. Excessive tardiness may result in

disciplinary action up to and including termination of employment.

iii. Absence- An employee who is not present at his or her work assignment is

considered absent.

iv. Excessive Absenteeism- Any employee who has three (3) unscheduled

absences within a 60-day period will be considered to have excessive

absenteeism. An unscheduled absence is any absence in which the employee

has not been granted approval for time off prior to the day of the absence.

Consecutive days of absence for the same illness, or incident, will be considered

as one (1) absence. Excessive absenteeism may result in disciplinary action up

to an including termination of employment.

v. Three concurrent, unexcused absences will be considered by the District as job

abandonment and will result in disciplinary action up to and including termination

of employment.

h. Clock-in and Clock-out times: Employees shall not clock in earlier than five (5) minutes

before the normal work day begins. Employees who do not clock-in by their assigned

start time are considered tardy. Employees shall clock out no more than five (5) minutes

beyond the end time of their normal work day. Employees who clock out more than five

(5) minutes beyond the assigned end time of their work shift without supervisor approval

may be subject to discipline. No employee may clock in or out for another employee.

i. Auxiliary departments may identify black-out dates for use of leave time in order to

address operational needs of the department. Department supervisors will identify and

communicate those dates to department employees in writing annually. Requests for

time off during these critical times will not be granted, except for extenuating

circumstances. Employees who are absent on a black-out date without prior supervisor

approval will be required to provide a doctor’s statement or the absence will result in loss

of pay (Pay Dock) and/or disciplinary action.

18. USE OF DISTRICT VEHICLES

a. District vehicles must be used for District business only.

b. District vehicles are not to be driven from assigned work areas for breaks.

c. If the employee is in route from one work assignment to another, school vehicles may be

used during lunch. The place chosen for lunch must be in a direct route to the next

assigned work location or other assigned task. It is preferred that lunch be taken at the

work location, if possible.

d. If the work assignment is at the service center/ warehouse or the employee returns to

the service center/warehouse for any reason, personal vehicles must be used if the

employee leaves the service center for lunch or any other personal business reason.

Employees will clock out when leaving the compound and clock in when they return.

e. AISD vehicles are to be used for District-related duties only. Therefore, employees who

leave their work assignment for personal business, such as medical treatment, must

arrange for their own transportation.

f. All employees assigned to drive a school vehicle (truck, tractor, etc.) will be held

responsible for keeping the vehicle clean and the preventive maintenance schedule

current. Any damage to this equipment must be reported to the appropriate supervisor

immediately.

g. Except when approved by an employee’s supervisor, the employee is responsible for

turning the vehicle off, removing the keys and locking the vehicle anytime an employee

exits a District vehicle.

h. In the event of a vehicle accident involving a district-owned vehicle, the driver is required

to follow the District Accident Reporting Procedures while at the scene, listed below:

a. In the event of an injury to anyone involved in the accident that requires medical

attention, immediately contact 9-1-1 for emergency assistance.

b. Contact immediate supervisor to notify them of the accident.

c. Locate and complete accident reporting documents in the vehicle glove box.

d. Record contact information from any witnesses, if applicable

e. Take photos of all vehicles involved in the accident, the accident site and driver

information from all drivers (driver’s license, insurance card, etc.).

f. If right of way cannot be established, a police accident report must be initiated.

g. In the event of injury to anyone involved, a police accident report must be

established

19. WORK CANCELLATION DAY

When school is dismissed by the Superintendent for bad weather or for any other reason,

the following procedure will apply:

a. When the district is closed for any reason, auxiliary employees will not report to work. In

the event of an unscheduled closure, auxiliary employees may either elect to receive no

pay for the missed work day, or may select one of the following options to be

compensated for the missed work day:

i. Use of an earned personal leave day.

ii. Use of an earned vacation day.

b. Exceptions

i. Some employees may be called in for extreme emergencies and shall receive

two (2) times the regular hourly pay for hours worked. Mileage to and from home

to work will be reimbursed at the standard mileage reimbursement rate in effect

at the time an employee is called in for emergency purposes. A minimum of four

hours will be paid.

ii. Employees called in may be utilized in all types of working conditions (inside and

out) based on the District's needs. Employees must report to work prepared to

work in all types of weather conditions.

c. When school has a delayed opening, the following procedure will apply:

Plant Services, Warehouse & Security Employees

When school is delayed due to hazardous driving conditions, employees will

report to work at their regular time.

Employees who cannot make it to their assigned duty location because of road conditions may

report two (2) hours late. Employees will have the same options available to them for an unscheduled

closure (see 19.a., above) to account for any missed time due to adverse road conditions.

Transportation and Food & Nutrition Service Employees:

Refer to your department handbook for guidance.

20. CELL PHONES

Personal cell phones should only be used during work hours for work-related activities.

Failure to follow this policy may result in disciplinary action up to and including termination of

employment.

21. ELECTRONIC DEVICES

Personal use of electronic devices (including RADIO, CD player, IPOD, cell phone, wireless

headsets, etc.) while operating a District vehicle, tractor and other AISD equipment is

prohibited. Failure to follow this policy may result in disciplinary action up to and including

termination of employment.

22. PARKING

Off-street parking is provided for all employees at the Service Center. Every employee will

park in designated lots including the north employees’ parking lot, Food & Nutrition Services

lot, and Annex II lot. Employees assigned to school facilities will park in the parking lots

provided at the schools.

To minimize traffic congestion, all visitors must park only in designated visitor parking.

All employees will park in their assigned parking spaces or in designated employee parking

lots.

The parking lot south of Annex II is reserved for employees of departments assigned to

Annex II, overflow from Transportation, and Security Department personnel authorized to

park in that lot.

District vehicles are not permitted in designated employee parking lots. Violating this policy

may result in disciplinary action up to and including termination of employment.

AISD is not liable for any damage to employee’s personal articles or vehicles while on AISD

property.

23. APPEARANCE

Employees represent both the AISD and their respective departments and are expected to

set an example for students.

Plant Services, Warehouse, Security, Transportation and Food Service employees must

wear district-supplied and/or approved uniforms at all times. Employees should wear a

clean uniform each day. Employees are responsible for cleaning their uniforms.

All uniforms must be worn as intended. Questions should be directed to your supervisor.

Hair and beards shall be kept neat and clean at all times. Hair and beard length should

never be so long that it is a danger to the employee in his/her job.

Personal appearance must be appropriate for the educational environment, as determined

by department supervisors.

24. LANGUAGE/COMMUNICATIONS

Employees shall refrain from using profanity, or language that could be considered

defamatory, offensive or vulgar. Obscene/suggestive gestures must never be used at any

time.

25. STUDENT CONTACT & CONFIDENTIALITY

Employees shall limit conversation with students to specific information that would be

required to perform their duties. All student information must be kept confidential.

Auxiliary employees must not attempt to discipline or punish a student. The need for

discipline must be referred to the teacher, assistant principal, or principal for action.

Employees must refrain from inappropriate physical contact with students at all times. No

auxiliary employee will allow any student into the building before or after school hours

without the principal’s prior written approval.

26. HANDLING MONEY

The district has specific expectations for any employee who handles money for the district

or any student organization. The Campus Accounting Manual, available on the district

intranet, provides rules for handling and accounting for district funds. Employees who

handle money are responsible for reviewing and complying with the rules contained in the

Campus Accounting Manual.

Food Service employees must follow the rules in the Food & Nutrition Services Financial

Handbook, training and all district, state and federal regulations.

Mishandling of district funds is grounds for disciplinary action up to and including

termination of employment.

27. DISCIPLINARY POLICY

The goals of discipline are to remedy improper conduct on the part of an employee and to

maintain an effective work force.

Employees who do not conform to the established rules of conduct or regulations shall be

subject to corrective disciplinary action. Any disciplinary action should take place in a

private conference between the supervisor and employee. Only when an employee files a

grievance is that employee entitled to have a representative present.

All written disciplinary documentation will be submitted to Human Resources and may

become a part of the employee’s permanent file.

Forms of Corrective Discipline

Misconduct will be grounds for applying progressive disciplinary measures as the

circumstances warrant, up to and including termination of employment. Disciplinary

actions may include:

▪ Verbal and/or Written Warning/Conference Summary

▪ Written Reprimand

▪ Suspension

▪ Demotion

▪ Termination of employment.

Correction may be initiated at the lowest level of supervision and/or any supervisory

level above, based on each individual case and its severity.

Disciplinary action beyond a verbal and/or written warning must be approved by the

appropriate department’s supervisor or administrator. The employee has the right to

provide a rebuttal to any disciplinary action taken against the employee.

28. OUTSIDE EMPLOYMENT

Any additional or supplementary non-District employment accepted by District employees

must not in any way interfere with the complete and efficient performance of the duties and

obligations of the District position.

29. PROCEDURES FOR ASSIGNING AND INSPECTING EMPLOYEE LOCKERS

a. The AISD seeks to provide lockers for its employee’s convenience at work when

possible. A locker may be assigned to an employee for his/her use, but the locker

remains the property of the AISD.

b. Employees with assigned lockers will be responsible for the contents. A locker may be

inspected at any time.

c. Supervisors and/or Security will conduct inspections, as necessary. Two individuals will

be present during the inspection.

30. SAFETY INFORMATION/POLICY

Safety is of primary importance in our operations. Each of us has the responsibility to make

the safety of the students, our co-workers, and ourselves, a basic concern. This objective is

fundamental to our well-being as well as the efficient operations of the AISD.

Safety rules alone cannot prevent an accident. The ingredients of a safe working

environment are management commitment, a knowledgeable supervisory staff, an effective

safety program, and a conscientious work force where every individual is dedicated to the

principle of accident prevention.

The AISD recognizes its responsibility to provide safe working conditions, safe working

rules, safety knowledge, and a competent work direction.

All AISD employees are responsible for complying with all guidelines as directed by the

AISD Safety Manual.

31. KEY ASSIGNMENT AND CONTROL PROCEDURE

To maintain maximum security of AISD facilities, there must be an accurate and continuous

accountability of all keys issued and utilized within the system.

In order to achieve this requirement, the following procedures are established regarding

keys issued to and utilized by all district personnel:

a. Great Grand Master keys will only be issued to Senior Administration (Superintendent,

CFO, CAO, Assistant Superintendents, Area Superintendents, and Auxiliary Services

Administration)

b. Grand Master, Master and Submaster keys will be issued to personnel based on

position and need when authorized by the appropriate department personnel and

approved by the Executive Director of Plant Services or Sr. Manager of Maintenance.

c. All key requests shall be made to the department supervisor for issuance and

accountability. The following factors shall be utilized in the accountability of keys issued:

i. Supervisors shall utilize “The Personnel Key Issue Log Form” when

issuing keys.

ii. Assigned keys shall not be loaned to any other person.

iii. District keys shall NOT be duplicated.

iv. Broken keys should be reported and submitted to your immediate

supervisor for reissuance.

v. Assigned vehicle keys shall be checked out and back in daily from

lockable key cabinets maintained by the appropriate supervisor.

vi. School keys are to be taken home only as directed by the department

supervisor.

vii. Lost keys shall be reported immediately to the appropriate supervisor.

PAYROLL PROCEDURE

32. TIME RECORDS

Auxiliary employees will use their district-issued ID badge to clock in and out at appointed

times and appropriate locations. Manual punches done by badge number must be reported

to the employee’s payroll supervisor not later than the end of the pay period. No employee

shall allow another employee to clock in or out with their ID badge. Time cards are to be

signed by the employee and foreman or supervisor at the end of each pay period.

33. PAYDAY

Auxiliary employees are paid on a bi-weekly basis. For payroll purposes, all auxiliary

employee work weeks start on Monday and end on Sunday. Pay will be received by direct

deposit or placed on a pay card for each employee. Questions regarding employee pay

should be directed to the employee’s immediate supervisor.

34. CHANGE OF NAME, ADDRESS OR TELEPHONE NUMBER

Whenever an employee changes his name, address, or telephone number, it is his/her

responsibility to enter the change on-line in the Employee Service Center and notify his/her

Supervisor within 24 hours.

35. HOURLY WAGE EXCEPTIONS

Night Pay - If the majority of an employee’s regular work shift takes place after 5:00 p.m.,

the employee will receive an additional .20 cent per hour.

EMPLOYEE BENEFITS

36. PERSONAL LEAVE

Personal leave time is earned as defined in DEC (LEGAL) and DEC (LOCAL).

An employee shall not earn local leave when he or she is in unpaid status.

Definitions used in the local personal leave plan are as follows:

a. “Current year” refers to the fiscal year in operation from July 1 through June 30.

b. The term "immediate family" is defined in Board Policy DEC (LOCAL)

Leave time can used as defined in DEC (LEGAL), DEC (LOCAL) and DECA (LEGAL). An

employee absent from duty because of personal illness or other non-illness reasons shall

receive full pay until his/her current and cumulated personal leave has been exhausted.

Only employee workdays shall be counted in applying the personal leave policy. The

unused portion of an employee’s state personal leave is cumulative with no limit on the

number of days. The state personal leave days may transfer from school district to school

district within the State of Texas. At the end of each year's work year, unused current year

personal leave will be added to the employee’s cumulative personal leave account. The

unused portion of any employee’s local personal leave is cumulative not to exceed fifty (50)

local days.

Upon retirement from the District, any employee hired before January 1, 1985 will be paid a

percentage of his/her unused and eligible local personal leave days. Please call the Human

Resources Department for additional information.

An employee requesting personal leave benefits for a period of three (3) days or more is

required to file with the department supervisor a certification of the illness by licensed

medical provider. If the request for personal leave is for a member of the employee's

immediate family, a doctor's statement will be required for leave of three (3) days or more. In

case of extended illness, a certification may be required at 5-day intervals.

Employees requesting personal leave during a department’s black-out dates or the day

before and/or after a scheduled holiday shall be required to submit a doctor's statement to

certify illness, except for extenuating circumstances approved by the employee’s supervisor.

37. UNIFORMS

Uniforms are determined by the department supervisor. All auxiliary employees are issued

the appropriate number of uniforms as defined by the respective department each school

year without charge to the employee. These uniforms are the property of AISD. When an

employee leaves the District, all sets of uniforms issued for the current school must be

returned to the department or Human Resources or the cost of the uniforms and district

issued equipment not returned will be deducted from the employee’s last paycheck.

The employee is responsible for the cleaning and upkeep of the uniforms. Pants or jeans

worn by the employee must be appropriate at all times, as determined by the department

supervisor.

Appropriate safety equipment will be made available to employees in designated

departments as part of the regular uniforms. Each employee is responsible for the care of

the equipment issued to them. Appropriate safety equipment must be worn at all times.

Failure to do so may result in disciplinary action up to and including termination. Safe work

practice is the obligation of all employees.

Cafeteria monitors are not issued uniforms. Monitors should check with the

principal/assistant principal at his/her assigned school for the appropriate dress code.

All hourly employees will wear their district-issued ID badges at all times during normal

working hours and overtime. District-issued ID badges are considered part of an employee's

uniform.

Employees whose job may require both inside and outside work should have the necessary

clothing (e.g., raincoat, coat) for working in the changing Texas climate.

38. HOLIDAYS

Holidays are defined by District administration and communicated to auxiliary employees

prior to the start of each fiscal year. To be paid for holiday time off, any full-time employee

(12-month) must work the last working day prior to a holiday period and the day following

the holiday unless on paid vacation or approved personal leave with accumulated days.

Holiday pay is granted by the District in accordance with the definition above.

Food Service campus employees, bus drivers/bus attendants, and cafeteria monitors are

not paid for holidays.

39. VACATION

Vacation days for verified 12-month employees, forty (40) hours per week or more, will be

earned at a rate of .2632% of a day per week not to exceed ten (10) working days per year.

A 12-month employee working twenty (20) hours a week will earn vacation days at half the

amount of a full-time employee.

Upon completing ten (10) years of service, one hundred twenty (120) months, verified

twelve months, forty (40) hours per week, employees will earn vacation days at the rate of

.3948% of a day per week, not to exceed fifteen (15) working days per year.

Simultaneous employment (working two positions) will not count for more than the

equivalent of one full-time employment.

An official District holiday occurring during an employee's vacation will not be considered as

vacation time.

An employee will not accrue vacation days while on approved leave if they have exhausted

all accrued leave.

Vacation Scheduling:

A written request with approval by the appropriate supervisor will be required of each

employee requesting the use of earned vacation days. Request shall be submitted one (1)

week prior to commencement of vacation.

Earned vacation time may be approved in periods of one half day or more when such

vacation will not interfere with the needs of the department or such vacation is necessary to

meet an emergency.

Accrued vacation must be used by December 31 of the year following the year it is earned.

Requests to use prior year vacation accruals must be submitted to the employee’s

supervisor by September 1. Requests will be approved based on the operational needs of

the department. Should two or more employees request the same days off, preference will

be given based on employee seniority.

40. RETIREMENT

Questions regarding retirement should be directed to the AISD Benefits Department. An

employee considering retirement should notify his/her supervisor as soon as possible.

ARLINGTON INDEPENDENT SCHOOL DISTRICT

CODE OF CONDUCT

THE FOLLOWING ARE PROHIBITED ACTIVITIES WHICH MAY RESULT IN

DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION OF

EMPLOYMENT:

1. Possession or consumption of alcohol at work, reporting to work under the influence of

alcohol, or not reporting to work because of alcohol consumption.

2. Use of or illegal possession of drugs or attempt to take part in the sale or illegal handling

of drugs.

3. Possession or use of tobacco products or e-cigarettes on AISD property, including District

vehicles and equipment.

4. Eating in unauthorized areas, including District vehicles and equipment.

5. Theft or unauthorized use of property belonging to the District, other employees, students,

guests, etc.

6. Insubordination.

7. Inadequate or deficient work performance.

8. Use of phone or personal electronic device, including headphones or ear buds, while

operating District vehicles or equipment.

9. Spreading malicious rumors or gossip.

10. Unauthorized release of information regarding the District, employees, students, parents,

etc.

11. Falsification of any District record.

12. Unexcused absence, excessive absences, or excessive tardiness.

13. Violation of applicable health or safety policies and/or regulations.

14. Willful destruction of District property or property of others.

15. Fighting, reckless behavior, or any other attempt to injure another person.

16. Lack of courtesy, respect, or professional behavior towards students, employees, parents

or guests.

17. Leaving work assignment without the permission of supervisor.

18. Solicitations for donation, etc. unless cleared through proper administrative personnel.

19. Reporting for duty without appropriate uniform or proper work attire.

20. Lack of appropriate personal hygiene.

21. Inappropriate social relationships or interactions with students.