5000 Series - Personnel Policies & Procedures

The board of directors’ delegates most or all recruitment and selection of school district staff to the superintendent and/or their designee(s).

Responsible Governance
Staff are recruited and selected to ensure that all staff members are highly effective and have the necessary skills and experience to meet the learning needs of all students.

Staff positions are established by the board based on the recommendations of the superintendent according to the needs and financial constraints of the district. The superintendent or their designee establishes the necessary skills, competencies, qualifications, education, experience, and past performance levels required for each position and to contribute toward the goal of continued improvement in student learning. Selection of staff is based on which candidate is the most qualified for the position, and is made pursuant to the district’s standard screening, interview, reference check process, and other requirements.

Positions are created and filled with consideration of salary and budget parameters, strategic goals, student enrollment, and legal requirements. Part of the district’s strategic and short-term planning processes analyze current and projected staffing requirements. The superintendent or their designee(s) regularly evaluates the effectiveness of the district’s staff recruitment and selection processes and reports the findings and recommendations from the evaluation to the board.

Cross References:
District Policy 5005 - Employment and Volunteers: Disclosures, Certification Requirements, Assurances and Approval
District Policy 5610 - Substitute Employment

Legal References:
RCW 28A.400.300 Hiring and discharging of employees Written leave policies Seniority and leave benefits of employees transferring between school districts and other educational employers.
RCW 28A.405.210 Conditions and contracts of employment  Determination of probable cause for nonrenewal of contracts  Nonrenewal due to enrollment decline or revenue loss Notice Opportunity for hearing
RCW 43.43.830 Background checks  Access to children or vulnerable persons Definitions
RCW 43.43.832 Background checks Disclosure of information - Sharing of criminal background information by health care facilities
RCW 49.44.200 Personal social networking accounts  Restrictions on employer access - Definitions
RCW 49.44.205 Violations of RCW 49.44.200  Civil action - Remedies
Chapter 162-12 WAC Preemployment Inquiry Guide (Human Rights Commission)
P.L. 99-603 (IRCA)Immigration Reform and Control Act of 1986

Adoption Date:  September 20, 2006
Revised: March 16, 2016; February 22, 2024, March 4, 2026

The district will recruit, select, and employ the best-qualified individuals as employees. The district may employ persons retired from the Teachers’ Retirement System (TRS), the School Employees’ Retirement System (SERS) or the Public Employees’ Retirement System (PERS). A retired employee will only be rehired pursuant to this district policy.

TRS Plan 1 Retirees

TRS Plan 1 retirees who reenter employment more than one calendar month after their accrual date may be employed in a non-administrative position for up to 867 hours in a school year without suspension of their pension benefit.

Until July 1, 2025, TRS Plan 1 retirees who enter reemployment more than one calendar month after their accrual date may work in a school district in a non-administrative position for up to 1,040 hours in a school year and continue to receive their pension payments.

TRS Plan 2 & Plan 3 Retirees

TRS Plan 2 and Plan 3 retirees who reenter employment more than one calendar month after accrual date may be employed in an eligible as defined in RCW 41.32.010, 41.35.010, or 41.40.010 for up to 867 hours in a calendar year without suspension of their pension benefits.

TRS Plan 2 and Plan 3 retirees who have retired under the alternative early retirement provisions of RCW 41.32.765(3)(b) or 41.32.875(3)(b) and who reenter employment more than one calendar month after their accrual date and after June 9, 2016, may be employed in a non-administrative capacity for up to 867 hours in a calendar year without suspension of their pension benefits.

Until July 1, 2025, TRS Plan 2 and Plan 3 retirees who enter reemployment more than one calendar month after their accrual date may work in a school district in a non-administrative position for up to 1,040 hours in a calendar year and continue to receive pension payments.

SERS Plan 2 & 3 Retirees

SERS Plan 2 and Plan 3 retirees who reenter employment more than one calendar month after their accrual date may be employed in an eligible position as defined in RCW 41.32.010, 41.35.010, or 41.40.010 for up to 867 hours in a calendar year without suspension of their pension benefits.

SERS Plan 2 and Plan 3 retirees who have retired under the alternate early retirement provisions of RCW 41.35.420(3)(b) and who reenter employment more than one calendar month after their accrual date may be employed in anon-administrative capacity for up 867 hours in a calendar year without suspension of their pension benefits.  

Until July 1, 2025, SERS Plan 2 and Plan 3 retirees who enter reemployment more than one calendar month after their accrual date, including those who have retired under the alternate early retirement provisions of RCW 41.35.420(3)(b), may work in a school district in a non-administrative position for up to 1,040 hours in a calendar year and continue to receive their pension payments.

PERS Retirees

PERS retirees who reenter employment more than one calendar month after their accrual date may be employed in an eligible position as defined in RCW 41.32.010, 41.35.010, or 41.40.010 for up to 867 hours in a calendar year without suspension of their pension benefits.

Until July 1, 2025, PERS retirees who enter reemployment more than 100 days after their accrual date, including those who have retired under alternate early retirement provisions of RCW 41.40.630 (3)(b) or 41.40.820(3)(b), may work in a school district in a non-administrative position for up to 1,040 hours in a calendar year and continue to receive their pension payments.

District Responsibilities

The district will abide by the following process when considering a retiree for employment:

1. The district will approve a process for recruitment and selection of employees, including those vacancies for which a retiree applicant may be considered.
2. Applicant(s) will be evaluated and considered equally, selecting the candidate who best meets the needs of the district.
3. There will be no prearranged employment agreement or commitment to rehire an employee after retirement. Mere inquiries about post-retirement employment do not constitute an agreement.
4. Employment will be limited to a maximum of a one-year, non-continuing contract, or appointment.
5. Subject to any applicable bargaining agreements, vacancies filled by retirees will be annually     reviewed by the superintendent to determine whether the retiree will be rehired for another year of employment.
6. The district will provide the retiree with the same terms and conditions of employment as other appointees or employees in comparable positions with the exception of sick-leave cash-out; and
7. The district will report the number of hours worked by the retiree to DRS.

Retired Employee Responsibilities

The following conditions of employment will apply to retirees that are re-employed:

1. Retired applicants will disclose to the district whether they are retired from a Washington state retirement plan.
2. Employees must satisfy the DRS requirement for separation and retirement from service prior to accepting a retire/rehire position with the district.
3. Retirees are subject to the same collective bargaining membership as other one-year temporary employees.
4. Retirees are responsible for tracking service hours during post-retirement employment among multiple employers.

Cross References: 

District  Policy 5610 - Substitute Employment

District Policy 5612 - Temporary Administrators

District Policy 5050 - Contracts

Legal References:
RCW 41.32    Teachers' retirement
RCW 41.40   Washington public employees' retirement system
RCW 28A.405.900    Certain certificated employees exempt from chapter provisions
RCW 41.32.570    Post-retirement employment-Reduction or suspension of pension payments
RCW 41.32.802    Reduction of retirement allowance upon reemployement or if covered by plan under RCW 28B.10.400-Reestablishment of membership
RCW 41.32.862    Reduction of retirement allowance upon reemployment or if covered by plan under RCW 28B.10.4000-Reestablishment of membership
RCW 41.35.060    Reduction of retirement allowance upon reemployment or if covered by plan under RCW 28B.10.400-Reestablishment of membership
RCW 41.40.037    Service by retirees-Break in employement requirement-Reduction of retirement allowance upon reemployment-Reestablishment of membership

Adoption Date:  August 15, 2007
Revised: March 16, 2016, January 17, 2024

Federal Immigration Law Compliance for Staff

The board has the legal responsibility of employing all staff. The responsibility of administering the recruitment process is assigned to the superintendent/designee. Prior to final action by the board, a prospective staff member will present necessary documents which establish eligibility to work as required by federal immigration law. The superintendent/designee will certify that they have: “examined the documents which were presented to me by the new hire, that the documents appear to be genuine, that they appear to relate to the individual named, and that the individual is a U.S. citizen, a legal permanent resident, or a non-immigrant alien with authorization to work.” This certification will be made on the I-9 form issued by the Federal Immigration and Naturalization Service.

Child Support Reporting for Staff

The district will report all new hires to the state Department of Social and Health Services Division of Child Support as required by P.L. 104-193, the Personal Responsibility and Work Opportunity Reconciliation Act of 1996.

Sexual Misconduct Release Form for Staff

Pursuant to state law, the district will require that every prospective staff member sign a release form allowing the district to contact school employers regarding prior acts of sexual misconduct. The applicant will authorize current and past school district employers including employers outside of Washington to disclose to the district sexual misconduct, if any, and make available to the district all documents in the employer’s personnel, investigative or other files related to the sexual misconduct. The applicant is not prohibited from employment in Washington state if the laws or policies of another state prohibit disclosure of this information or if the out-of-state district denies the request.

Disclosures for Staff and Volunteers

Prior to employment of any unsupervised staff member or volunteer, the district will require the applicant to disclose whether they have been:

1. Convicted of any crime against persons;
2. Found in any dependency action under RCW 13.34 to have sexually assaulted or exploited any minor or to have physically abused any minor;
3. Found by a court in a domestic relations proceeding under Title 26 RCW to have sexually abused or exploited any minor or to have physically abused any minor;
4. Found in any disciplinary board final decision to have sexually abused or exploited any minor or to have physically abused any minor; or
5. Convicted of a crime related to drugs: manufacture, delivery, or possession with intent to manufacture or deliver a controlled substance.

For purposes of this policy, unsupervised means not in the presence of another employee or volunteer and working with children under sixteen years of age or developmentally disabled persons. The disclosure will be made in writing and signed by the applicant and sworn to under penalty of perjury. The disclosure sheet will specify all crimes committed against persons.

Background Check for Staff, Student Teacher, Contractor, and Volunteers

Staff and Volunteers with Regularly Scheduled Unsupervised Access to Children:

Prospective staff members and volunteers, who will have regularly scheduled unsupervised access to children, will have their records checked through the Washington State Patrol criminal identification system and through the Federal Bureau of Investigation. The record check will include a fingerprint check using a complete Washington state criminal identification fingerprint card.

All Other Staff and Volunteers:

Staff and volunteers without unsupervised access to children will undergo a name and birth date background check with the Washington State Patrol.

If a volunteer has undergone a criminal record check in the last two years for another entity, the district will request a copy from the volunteer, or have the volunteer sign a release permitting the entity for whom the check was conducted to provide a copy to the district.

Conditional Employment:

New hires will be employed on a conditional basis pending the outcome of the background check and may begin conditional employment once completed fingerprint cards have been sent to the Washington State Patrol. If the background check reveals evidence of convictions, the candidate will not be recommended for employment, or if conditionally employed, may be terminated. When such a background check is received, the superintendent/designee is directed to consult with legal counsel.

Pre-employment Drug Testing

If the district requires prospective staff members to undergo pre-employment drug testing, the district will comply with the requirements of RCW 49.44.240.

Record Check Database Access Designee

The superintendent/designee is directed to establish procedures for determining which staff members are authorized to access the Office of Superintendent of Public Instruction’s (OSPI) record check database. Fingerprint record information is highly confidential and will not be re-disseminated to any organization or individual by district staff. Records of arrest and prosecution (RAP sheets) will be stored in a secure location separate from personnel and applicant files and access to this information is limited to those authorized to access the OSPI record check database.

Certification Requirements

The district will require that certificated staff hold a Washington state certificate, with proper endorsement (if required for that certificate and unless eligible for out-of-endorsement assignment), or such other documentation as may be required by the professional educator standards board with respect to alternative route programs, for the role and responsibilities for which they are employed. Failure to meet this requirement will be just and sufficient cause for termination of employment. State law requires that the initial application for certification will require a background check of the applicant through the Washington State Patrol criminal identification system and Federal Bureau of Investigation. No salary warrants may be issued to the staff member until the district has registered a valid certificate for the role to which they have been assigned.

All certificated staff members are required to maintain their certification in accordance with state and federal requirements.

Classified Staff

Classified staff who are engaged to serve less than twelve (12) months, will be advised of their employment status for the ensuing school year prior to the close of the school year. If the district chooses to reemploy the staff member the following year, the superintendent/designee will give “reasonable assurance” by written notice that the staff member will be employed during the next school year.

Board Approval

All staff members selected for employment will be recommended by the superintendent. Staff members must receive an affirmative vote from a majority of all members of the board. In the event an authorized position must be filled before the board can take action, the superintendent has the authority to fill the position with a temporary employee who will receive the same salary and benefits as a permanent staff member. The board will act on the superintendent's recommendation to fill the vacancy at its next regular meeting.

Cross References:
District Policy 6530 - Insurance
District Policy 5610 - Substitute Employment
District Policy 5520 - Staff Development
District Policy 5281 - Disciplinary Action and Discharge
District Policy 5252 - Staff Participation in Political Activities
District Policy 5006 - Certification Revocation

Legal References:
RCW 9.96A.020         Employment, occupational licensing by public entity – Prior felony conviction no disqualification - Exceptions
RCW 28A.320.155     Criminal history record information -School volunteers
RCW 28A.400.300     Hiring and discharging of employee – Written leave policies – Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW 28A.400.301     Information on past sexual misconduct – Requirement for applicants – Limitation on contracts and agreements – Employee right to review personnel file|
RCW 28A.400.303     Record checks for employees
RCW 28A.405.060     Course of study and regulations - Enforcement - Withholding salary warrant for failure
RCW 28A. 405.210    Conditions and contracts of employment - Determination of probable cause for nonrenrewal of contracts - Nonrenewal due to enrollment decline or revenue loss - Notice - Opportunity for hearing
RCW 28A.410.010     Certification – Duty of professional educator standards board – Rules – Record Check – Lapsed certificates – Superintendent of public instruction as administrator
RCW 28A.660.020     Proposals - Funding
RCW 28A.660.035     Partnership grant programs – Priority assistance in advancing cultural competency skills
RCW 43.43.830          Background checks – Access to children or vulnerable persons - Definitions
RCW 50.44.050          Benefits payable, terms and conditions - “Academic year” defined 
RCW 50.44.053          “Reasonable assurance” defined -Presumption, employees of educational institutions
P.L. 99-603                  Immigration Reform and Control Act of 1986 (IRCA)
P.L. 104-193               Personal Responsibility and Work Opportunity Reconciliation Act of 1996
WAC 162-12               Preemployment Inquiry Guide (Human Rights Commission)
WAC 180-16-220       Supplemental basic education program approval requirements
WAC 181-79A           Standards for teacher, administrator and educational staff associate certification
WAC 181-82-105       Assignment of classroom teachers within districts
WAC 181-82-110       School district response and support for nonmatched endorsements to course assignment of teachers
WAC 181-85     Professional certification - Continuing education requirement
WAC 392-300-050     Access to record check data base
WAC 392-300-055     Prohibition of redissemination of fingerprint record information by education service districts, the State School for the Deaf, the State School for the Blind, school districts, and Bureau of Indian Affairs funded schools
WAC 392-300-060     Protection of fingerprint record information by education service districts, the State School for the Deaf, the State School for the Blind, school districts, and Bureau of Indian Affairs funded schools
WAC 446-20-280       Employment — Conviction Records

Adoption Date:  September 20, 2006
Revised:  June 27, 2007; April 27, 2012; March 27, 2013; February 20, 2019; February 6, 2024

The district recognizes its responsibility to protect students from physical and/or emotional harm. Staff members are expected to exhibit "good moral character and personal fitness" as they teach or supervise students. Staff members will not engage in unprofessional conduct including, but not limited to:

1. The related acts of immorality and/or intemperance;
2. Violation of written contract;
3. Crime against the state or involving the physical neglect of children;
4. The physical injury of children;
5. Sexual misconduct with children or students;
6. Misrepresentation or falsification in the course of professional practice;
7. Possession, use or consumption or being under the influence of alcohol or of a controlled substance on school premises or at a school-sponsored activity involving students;
8. Disregard or abandonment of generally recognized professional standards;
9. Abandonment of contract for professional services;
10. Unauthorized professional practice;
11. Illegal furnishing of alcohol or a controlled substance, including marijuana (cannabis) to a student; or
12. Improper remunerative conduct.

Unprofessional conduct will not include matters such as insubordination, violation of the collective bargaining agreement or other employment related acts correctable by the district or other civil remedies.

When the superintendent possesses sufficient reliable information to believe that a certificated employee is not of good moral character or personally fit or has committed an act of unprofessional conduct, within a reasonable period of time of making such determination, they will file a written complaint with the superintendent of public instruction.

If the district is considering action to discharge a staff member, the superintendent need not file such complaint until ten calendar days after making the final decision to serve or not serve formal notice of discharge. Such written complaint will state the grounds for revocation and summarize the factual basis upon which a determination has been made that an investigation by the superintendent of public instruction is warranted. The Superintendent of Public Instruction will provide the affected certificate holder with a copy of such written complaint.

Intentional failure to file a complaint is an act of unprofessional conduct and may be sufficient cause for revocation of the superintendent's professional education certificate. A staff member may voluntarily surrender their certificate.

The superintendent will maintain a confidential file containing allegations and the findings related to their investigation.

Cross References: 
District Policy 5005 - Employment and Volunteers: Disclosures, Certification, Assurances and Approval
District Policy 5281 - Disciplinary Action and Discharge

Legal References:
RCW 28A.400.320 Crimes against children - Mandatory termination of classified employees – Appeal – Recovery of salary or compensation by district
RCW 28A.405.470 Crimes against children - Mandatory termination of certificated employees - Appeal – Recovery of salary or compensation by district
RCW 28A.410.090 Revocation or suspension of certificate or permit to teach – Criminal basis – Complaints – Investigation - Process
RCW 28A.410.100 Revocation of authority to teach — Hearings
RCW  28A.410.110 Limitation on reinstatement after revocation - Reinstatement prohibited for certain felony crimes
Chapter WAC 181-79A Standards for teacher, administrator, and educational staff associate certification
Chapter WAC 181-86 Professional certification – Policies and procedures for administration of certification proceedings
Chapter WAC 181-87 Professional certification - Acts of Unprofessional Conduct
WAC 181-79A-155 Good Moral Character and Personal Fitness — Necessary supporting evidence applicants

Adoption Date:  September 20, 2006
Revised (LR):  June 27, 2007; February 22, 2024

Definition

“Protected status” is short for the phrase “age, sex, race, ethnicity. creed, religion, color, national origin, honorably discharged veteran or military status, sexual orientation, gender expression, gender identity, homelessness, immigration or citizenship status, marital status, the presence of any sensory, mental, or physical disability, neurodivergence, or the use of a trained dog guide or service animal by a person with a disability.”

Nondiscrimination

The district is committed to an educational and working environment free from discrimination and harassment based on a person’s protected status.

The district will not deny any person the benefit of, or subject any person to discrimination in employment, recruitment, promotion, advancement, consideration or selection in connection with employment based on their protected status.

The district will make all employment decisions in a non-discriminatory manner and will not limit, segregate, or classify any person in a way that could adversely affect their employment opportunities or status based on their protected status.

The district will not enter into any contractual or other relationship that directly or indirectly results in the discrimination of any person in connection with employment based on their protected status.

The district will not grant preferential treatment to applications for employment based on an applicant's enrollment at any education institution or entity that only predominantly admits students based on sex, race, color, or national origin if the giving of such preferences has the effect of discriminating based on sex, race, color, or national origin. 

Equal Employment Opportunity

The district will provide equal employment opportunity and treatment for all applicants and staff in recruitment, hiring, retention, assignment, transfer, promotion and training.

To promote equal employment opportunities, the district will develop a program or plan in accordance with WAC 392-190-0592.

Examples of Employment Discrimination

Employment discrimination may include the following:

1. Unfair treatment based on an employee’s protected status, including unfair or separate treatment in pay scale, assignment of duties, opportunities for advancement, conditions of employment, hiring practices, leaves of absence, hours of employment, and assignment of instructional and non-instructional duties.
2. Harassment based on an employee’s protected status by supervisors, co-workers, or others in the workplace that is so severe or persistent that it creates a hostile environment.
3. Denial of a reasonable workplace accommodation that an employee needs because of religious beliefs or a disability.
4. Retaliation because an employee complained about employment discrimination or assisted with an employment discrimination investigation or lawsuit.
5. Making employment or placement decisions based on stereotypes or assumptions about one’s protected status.
6. Discriminating against individuals married to or otherwise associated with people of a certain group.
7. Prohibiting an employee from using the restroom consistent with his or her gender identity.

These are examples of employment discrimination and are not an exhaustive list.

Discriminatory Harassment

The district prohibits discriminatory harassment in the workplace. Discriminatory harassment is unwelcome or offensive conduct directed toward a person based on their protected status that is sufficiently severe or pervasive to create an environment that a reasonable person would consider intimidating, hostile, or offensive. Petty slights, annoyances, or isolated incidents, unless extremely serious, will not rise to the level of discriminatory harassment.

Harassing conduct may include, but is not limited to, offensive jokes, slurs, epithets, name-calling, physical assaults, threats, intimidation, ridicule, mockery, insults, put-downs, offensive objects or pictures, and interference with work performance.

When the district becomes aware of potential discriminatory harassment, it will promptly investigate the conduct and, as appropriate, take reasonable steps to prevent and promptly correct the harassing conduct 

Employment of Persons with Disabilities

To fulfill its commitment of nondiscrimination to those with disabilities, the following conditions will prevail:

1. The district will not discriminate against a qualified individual based on their disability, nor will the district limit, segregate, or classify any applicants for employment or any staff member in any way that adversely affects their opportunities or status because of their disability. This prohibition applies to all aspects of employment from recruitment to promotions and includes fringe benefits and other elements of compensation.

2. The district will reasonably accommodate the known physical or mental limitations of an otherwise qualified disabled applicant or staff member unless it is clear that an accommodation would impose an undue hardship.

Reasonable accommodations may include making facilities used by staff readily accessible and usable by persons with disabilities, job restructuring, part-time or modified work schedules, acquisition or modification of equipment or devices, the provision of readers or interpreters, and other similar actions.

An undue hardship means an accommodation would be unduly costly, extensive, substantial or disruptive or would fundamentally alter the nature or operation of the district.

In determining whether an accommodation would impose an undue hardship on the district, the district may consider, among other things, the cost of the accommodation, the district’s size, the district’s financial resources, and the nature and structure of its operations.

3. The district will not use any employment tests or criteria that screen out persons with disabilities unless the tests or criteria are clearly and specifically job-related, and the district will not use such tests or criteria if alternative tests or criteria that do not screen out persons with disabilities are available.

4. While the district may not make pre-employment inquiries as to whether an applicant has a disability or as to the nature and severity of any such disability, it may inquire into an applicant's ability to perform job-related functions.

Nondiscrimination for Military Service

The district will not discriminate against any person who is a member of, applies to be a member of, or performs, has performed, applies to perform, or has an obligation to perform service in a uniformed service, on the basis of their participation in a uniformed service. This includes initial employment, retention in employment, promotion, or any benefit of employment. The district will also not discriminate against any person who has participated in the enforcement of these rights under state or federal law.

Complaint Procedure

The district will adopt a complaint procedure in accordance with chapter 392-190 WAC.

Annually, the district will publish a notice of the complaint procedure in a way that is reasonably calculated to inform all employees of it. The district will provide the notice in a language each employee can understand, which may require language assistance in accordance with Title VI of the Civil Rights Act of 1964 for those with limited English proficiency.

The district will not adopt any policy, procedure, or practice that would limit a person’s right to file a complaint under the complaint procedure.

Compliance Officer

The superintendent will designate an employee who is responsible for monitoring and coordinating the district’s compliance with chapter 392-190 WAC and the guidelines the Office of the Superintendent of Public Instruction has adopted under WAC 392-190-005.

The compliance officer is responsible for ensuring that all complaints filed under the complaint procedure are promptly investigated and resolved.

Retaliation Prohibited

The district will not intimidate, threaten, coerce, or discriminate against any individual who seeks to secure their rights under this policy or chapter 392-190 WAC or because the individual has filed a complaint under the complaint procedure. Further, the district will not tolerate someone else retaliating against another because they sought to secure their rights under this policy or chapter 392-190 WAC or because they have filed a complaint under the complaint procedure.

Cross References:
2030 – Service Animals in Schools
5011 – Sexual Harassment of District Staff Prohibited
5270 – Resolution of Staff Complaints
5407 – Military Leave

Legal References: 
RCW 28A.400.310 Law against discrimination applicable to districts employment practices
RCW 28A.640.020 Regulations, guidelines to eliminate discrimination Scope Sexual harassment policies
RCW 28A.642 Discrimination prohibition
RCW 49.60 Discrimination Human rights commission
RCW 49.60.030 Freedom from discrimination Declaration of civil rights
RCW 49.60.180 Unfair practices of employers
RCW 49.60.400 Discrimination, preferential treatment prohibited
RCW 73.16 Employment and Reemployment
WAC 392-190 Equal Education Opportunity Unlawful Discrimination Prohibited
WAC 392-190-0592 Public school employment Affirmative action program
42 USC 2000e1 2000e10 Title VII of the Civil Rights Act of 1964
20 USC 1681 - 1688 Title IX Educational Amendments of 1972
42 USC 12101 12213 Americans with Disabilities Act
8 USC 1324 (IRCA) Immigration Reform and Control Act of 1986
38 USC 4301-4333 Uniformed Services Employment and Reemployment Rights Act
29 USC 794 Vocational Rehabilitation Act of 1973
34 CFR 104 Nondiscrimination on the basis of handicap in Programs or activities receiving federal financial assistance
38 USC 4212 Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA)
WAC 392-190-0591 Public school employment and contract practices Nondiscrimination

Adoption Date:  September 20, 2006
Revised: May 4, 2011; August 17, 2013; September 18, 2013; March 5, 2015; October 18, 2023, June 18, 2025; September 17, 2025
Reviewed: January 21, 2026 (and retitled)

This district is committed to a positive and productive working environment, free from discrimination, including sexual harassment. This commitment extends to all employees and other persons involved in academic, educational, extracurricular, athletic, and other programs or activities of the school, whether that program or activity is in a school facility, on school transportation, or at a class training held elsewhere.  

Definitions

For purposes of this policy, sexual harassment means unwelcome conduct or communication of a sexual nature. Sexual harassment can occur student to adult, adult to adult or can be carried out by a group of students or adults and will be investigated by the district even if the alleged harasser is not a part of the school staff or student body. The district prohibits sexual harassment of district employees by other students, employees or third parties involved in school district activities. 

The term “sexual harassment” is defined by the regulations implementing the federal law Title IX of the Education Amendments Act of 1972 at 34 C.F.R. § 106.30.

Under federal and state law, the term "sexual harassment" may include:

• acts of sexual violence;
• unwelcome sexual or gender-directed conduct or communications that interferes with an individual's employment performance or creates an intimidation, hostile, or offensive environment;
• unwelcome sexual advances; 
• unwelcome requests for sexual favors;
• sexual demands when submission is a stated or implied obtaining work opportunity or other benefit;
• sexual demands where submission or rejection is a factor in a work or other school-related decision affecting an individual.

A "hostile environment" for an employee is created where the unwanted conduct is sufficiently severe or pervasive to create a work environment that a reasonable person would consider intimidation, hostile, or abusive.

Investigation and Response

If the district knows, or reasonably should know, that sexual harassment has created a hostile environment, the district will promptly investigate to determine what occurred and will take appropriate steps to resolve the situation. If an investigation reveals that sexual harassment has created a hostile environment, the district will take prompt and effective steps reasonably calculated to end sexual harassment, eliminate the hostile environment, prevent its occurrence and, as appropriate, remedy its effects. The district will take prompt, equitable and remedial action within its authority every time a report, complaint and grievance alleging sexual harassment comes to the attention of the district, either formally or informally.

Allegations of criminal misconduct will be reported to law enforcement and suspected child abuse will be reported to law enforcement or Child Protective Services. Regardless of whether the misconduct is reported to law enforcement, school staff will promptly investigate to determine what occurred and take appropriate steps to resolve the situation to the extent that such investigation does not interfere with an on-going criminal investigation. A criminal investigation does not relieve the district of its independent obligation to investigate and resolve sexual harassment.  

Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against offending staff or third parties involved in school district activities. Anyone else who engages in sexual harassment on school property or at school activities will have their access to school property and activities restricted, as appropriate.

Retaliation and False Allegations

Retaliation against any person who makes or is a witness in a sexual harassment complaint is prohibited and will result in appropriate discipline.  The district will take appropriate actions to protect involved persons from retaliation.

It is a violation of this policy to knowingly report false allegations of sexual harassment. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.

Staff Responsibilities

The superintendent will develop and implement formal and informal procedures for receiving, investigating and resolving complaints or reports of sexual harassment.  The procedures will include reasonable and prompt timelines and delineate staff responsibilities under this policy.

Any school employee who witnesses sexual harassment or receives report, informal complaint, or written complaint about sexual harassment is responsible for informing the district's Title IX or Civil Rights Compliance Coordinator. All staff are also responsible for directing complainants to the formal complaint process. 

This policy applies to sexual harassment (including sexual violence) targeted at district employees carried out by a student, employee, or a third party involved in school district activities. 

A formal complaint filed by an employee or filed by or on behalf of a student complainant against an employee respondent will be investigated under the definitions, requirements, and procedures of Policy 3205 and Procedure 3205P.

Reports of sex discrimination and sexual harassment will be referred to the district’s Title IX Coordinator. Reports of discrimination based on sexual orientation, gender expression, gender identity, ethnicity, race, creed, color, national origin, religion, homelessness, immigration or citizenship status, the presence of any sensory, mental or physical disability, neurodivergence, or the use of a trained guide dog or service animal, honorably discharged veteran or military status, or age, or complaints alleging violations of the Boy Scouts of America Act will be referred to the district’s Civil Rights Compliance Coordinator.  

Reports of disability discrimination or harassment will be referred to the district’s Section 504 Coordinator.  

Notice and Training

The superintendent will develop procedures to provide information and education to district staff, parents and volunteers regarding this policy and the recognition and prevention of sexual harassment. At a minimum sexual harassment recognition and prevention and the elements of this policy will be included in staff and regular volunteer orientation. This policy and the procedure, which includes the complaint process will be posted in each district building in a place available to staff, parents, volunteers and visitors. Information about the policy and procedure will be clearly stated and conspicuously posted throughout each school building, provided to each employee and reproduce in each staff, volunteer and parent handbook. Such notices will identify the district's Title IX coordinator and provide contact information, including the coordinator's email address.

Cross References:
District Policy 3205 – Sexual Harassment of Students Prohibited
District Policy 3207 – Prohibition of Harassment, Intimidation and Bullying
District Policy 3210 – Nondiscrimination
District Policy 3211 – Gender Inclusive Schools
District Policy 3421 – Child Abuse and Neglect
District Policy 4225 – Sexual Harassment of or By Visitors
District Policy 5010 – Nondiscrimination and Affirmative Action
District Policy 5012 - Parental, Family, or Marital Status, and Pregnancy or Related Conditions of Staff

Legal References:
20 U.S.C. 1681-1688
WAC 392-190-058 Sexual harassment
RCW 28A.640.020 Regulations, guidelines to eliminate discrimination  Scope Sexual harassment policies
34 C.F.R. 106

The district is committed to a positive and productive workplace free from sex-based discrimination.

The district does not discriminate on the basis of sex and prohibits sex discrimination against applicants or employees as required by Federal, State, and local laws. Sex discrimination is prohibited and illegal in the district’s education programs and activities, hiring, leave policies, employment policies, and health insurance coverage.

Parent, Family, or Marital Status

Consistent with the Title IX regulation at 34 CFR 106.57, the district will not implement any policy, practice, or procedure or take any employment action on the basis of sex:

(1) concerning the current, potential, or past parental, family, or marital status of an employee or applicant for employment, which treats persons differently; or

(2) that is based upon whether an employee or applicant for employment is the head of household or principal wage earner in such employee’s or applicant’s family unit.

Pregnancy or Related Conditions

The district will not discriminate against any employee or applicant for employment on the basis of current, potential, or past pregnancy or related conditions.

The district must treat pregnancy or related conditions in the same manner and under the same policies as any other temporary medical conditions for all job-related purposes, including commencement, duration and extensions of leave; payment of disability income; accrual of seniority and any other benefit or service; and reinstatement; and under any fringe benefit offered to employees by virtue of employment.

In the case of an employee who does not have an applicable leave policy or in the case of an employee with insufficient leave or accrued employment time to qualify for leave under such a policy, the district must treat pregnancy or related conditions as a justification for a voluntary leave of absence without pay for a reasonable period of time, at the conclusion of which the employee shall be reinstated to the status held when the leave began or to a comparable position, without decrease in rate of compensation or loss of promotional opportunities, or any other right or privilege of employment.

The district establishes this policy, and the Superintendent will develop and implement procedures for ensuring the protection and equal treatment of employees and applicants for employment on the basis of parental, family, and marital status and for employees and applicants for employment who are pregnant individuals, people with pregnancy-related conditions, and new parents.

Pregnancy or Related conditions include:  

• Pregnancy, childbirth, termination of pregnancy, or lactation;
• Medical conditions related to the above, including infertility treatment; or
• Recovery from above.

This policy is a component of the district’s responsibility to create and maintain a safe, civil, respectful, and inclusive learning community and compliance requirements. The Superintendent will develop and implement procedures to ensure the district’s compliance with the above requirements.

The district has also developed specific related policies for district employees to comply with its obligations under State and Federal laws, including Title IX, the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act, and Pregnant Works Fairness Act (PWFA), and RCW 43.10, to create an inclusive and welcoming work environment, including other nondiscrimination policies (Policy 5210), Policy 5210 (Sex-Based Discrimination of Staff Prohibited), and 5404 (Family Medical and Maternity Leave).

The district has jurisdiction over complaints of sex-based discrimination pursuant to the Federal law Title IX of the Education Amendments of 1972 (Title IX) and Washington State laws, including Chapter 28A.640 RCW and Chapter 392-190 WAC.

The Superintendent will develop and implement procedures for receiving, investigating, and resolving complaints or reports of sex-based discrimination based on family, parenting, or marital status, and pregnancy and pregnancy-related conditions. The procedures will include reasonable and prompt timelines and delineate roles and responsibilities for such.

It is a violation of this policy to engage in retaliation, as defined under Federal and State laws and the Superintendent’s procedure, against any person who makes or is a witness in a sex-based discrimination complaint under this policy and will result in appropriate discipline. The district will take appropriate actions to protect involved persons from retaliation.

Cross References: 
District Policy 5010 - Nondiscrimination and Affirmative Action
District Policy 5404 - Family, Medical, and Maternity Leave

Legal References: 
4 C.F.R. 106.56, Title IX of the Education Amendments Act
Title VII of the Civil Rights Act of 1964
Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act
Pregnant Works Fairness Act (PWFA - 2023)
RCW 43.10 - Washington's Healthy Starts Act
Washington Law Against Discrimination (WLAD)

Adoption Date:  June 18, 2025
Revised: May 4, 2011; August 17, 2013; September 18, 2013; March 5, 2015; October 18, 2023; June 18, 2025

The district encourages and promotes a good and fair working relationship among the staff. The district recognizes the right of staff to join labor organizations of their own choosing and to be represented by such organizations in the negotiations of such matters and according to such procedures as may be required by law or agreement of the parties. The district will engage in collective bargaining with the properly designated bargaining units and will abide by collective bargaining agreements reached with such properly designated bargaining units.

The chief negotiator representing the district will be appointed by the district. The chief negotiator will advise and inform the district regarding negotiations’ progress and will negotiate within parameters established by the district. Any agreements reached by the chief negotiator will not be binding upon the district until formally approved by the board.

Cross References:
District Policy 5021 - Conflicts Between Policy and Bargaining Agreements

Legal References:
RCW 41.56.060 Determination of bargaining unit — Bargaining representative
RCW 41.59.070 Election to ascertain exclusive bargaining representative, when — Run off election — Decertification election

Adoption Date:  September 20, 2006
Revised: February 22, 2024

Except where expressly provided to the contrary, personnel policies apply to the staff of the district. However, where there is a conflict between the terms of a collective bargaining agreement and the district's policy, the law provides that the terms of the collective bargaining agreement will prevail in regard to the staff covered by that agreement.

When a matter is not specifically provided for in the appropriate negotiated contract, the district's policies will govern.

Cross References: 
District Policy 5020 - Collective Bargaining

Legal References: 
RCW  41.59.910 – Construction of  chapter — Effect on existing agreements — Collective bargaining agreement prevails where conflict

Adoption Date:  September 20, 2006
Revised Date: February 1, 2017; February 22, 2024

The district shall contract annually with each applicable staff member. Such contract shall be in conformity with state law and the policies and negotiated agreements of the district. The contract shall be binding on the district and on the staff member and may not be abridged or abrogated during its term by either party except by mutual consent or as may be provided elsewhere in board policy or in negotiated agreements.

The contracts for certificated staff shall be written for a period not to exceed one year. Upon the recommendation of the superintendent contracts for selected classified staff may be in writing and/or for a specific period of time not to exceed one year. Otherwise the employment of classified staff shall be on a month-to-month basis commencing from the first day of work. 

Supplemental contracts, which are not subject to the continuing contract statute, shall be issued for services to be rendered in addition to a staff member’s normal “full-time” assignment.

A. Certificated Staff Contracts

The district, upon recommendation and approval of the superintendent, shall offer a certificated staff contract to the applicant so recommended and approved, such contract to state the salary to be paid based upon the applicable salary schedule, the number of days of service, effective date and term of the contract and to include the following statement: “failure to return this contract within ten (10) days of the above date of issuance shall constitute a resignation or nonacceptance of employment or re-employment.” This contract shall also include the following statement:

“This contract replaces the prior individual contract for the prior school year.”  Employee shall perform such duties as may reasonably be assigned by his or her principal or other supervisor, including such duties as may be prescribed by the applicable collective bargaining agreement between the District and the Association, applicable state and federal statutes and regulations, and district policies, procedures, and regulations.  Employee shall be subject to assignment, reassignment, and transfer by the district superintendent or other designated administrative authority, subject to the limitations of the applicable collective bargaining agreement.  Employee shall be granted all the rights and benefits pursuant to the collective bargaining agreement between the District and the Association.

B. Provisional Employment

The district shall issue to certificated first, second, and third year teaching or other non-supervisory certificated staff a “provisional contract” for “provisional employees” who are subject to non-renewal of employment as provided by law for such staff members. Staff who have completed a two year provisional term with another Washington State school district shall be provisional employees only during their first year with the district. Such “provisional con-tract” shall include the following rider: “It is understood and agreed that the staff member has not completed three years of employment in a Washington State public school district and that the provisions of RCW 28A.405.220 are applicable during the first three years of certificated employment of the staff member by the district or year of employment with the district if the staff member has completed at least two years of employment in another Washington State public school district.”

The superintendent may remove an employee from provisional status if the employee receives one of the top two evaluation rating during the second year of employment in the district.  (Optional—use if district has a four-tier evaluation system.)

C. Retire-Rehires and Persons Replacing Certificated Staff on Leave

The district shall issue one-year, non-continuing contracts to persons who have retired from a certificated position in the state of Washington and are returning to employment under the “retire-rehire” provisions of state law. The district shall issue “replacement employee” contracts upon the recommendation and action of the superintendent, to certificated staff who replace certificated staff who have been granted leaves. Such contracts shall be for the duration of the leave only and are not subject to the terms of the Continuing Contract Law. Such contracts shall clearly state the terms and conditions of the contract. These contracts shall include the following rider:

“This contract, as provided by RCW 28A.405.900, is for the replacement of a regular certificated employee who has been granted a leave of absence, or retirees hired for post-retirement employment.  It is exempt from the continuing contract law, RCW 28A.405.210.  This contract shall expire automatically at the end of the contract term set forth herein.”

D. Adjustments

The district shall provide for the review and adjustment of certificated staff contracts on the basis of information filed with the personnel office on or before November 1.  The staff member shall provide the personnel office, according to schedule, with the required information, including official college or university transcripts, official records of degrees completed, official records of approval and completion of authorized work for equivalent credits and all other pertinent data for contract adjustment purposes.

E. Supplemental Employment Agreements

The district shall issue separate supplemental employment agreements to certificated staff for service to be rendered in excess of a normal “full-time” assignment or for service to be rendered beyond the scheduled staff day or for service to be performed beyond the scheduled staff year. Supplemental contracts will also be issued for co-curricular activities and special responsibility assignments. Separate agreements shall not exceed one year, and if not renewed, shall not constitute an adverse change in contract status. Salary for services performed under supplemental employment agreements shall be paid according to the current salary schedule for supervision of co-curricular activities or, in the case of extended time assignments, according to the applicable provisions for payment for the services rendered.

F. Consultants

Staff consultant services may be obtained when unique knowledge or technical skills are needed. A description of desired services and an estimate of time and costs shall be submitted to the superintendent or designee for action. Compensation shall be determined by the superintendent or designee, but normally may not exceed that paid to a regular staff member with comparable duties. The honorarium paid to a consultant shall be determined by the superintendent or designee, taking into account cost incurred and benefits derived there from. Compensation classification of a consultant on a personal services contract or payroll shall be determined in compliance with the guidelines of the Internal Revenue Service.

G. Title 1 Employees

All teachers working in a program supported with Title 1 funds who were hired on or after the first day of the 2002-2003 school year, shall be highly qualified, as defined by federal law and regulations.

All paraprofessionals providing instructional support in a program supported by Title 1 funds hired after January 8, 2002, shall have a secondary school diploma or a recognized equivalent and one (1) of the following:

1.      Completed at least two (2) years of study at an institution of higher learning;

2.      Obtained an Associate’s or higher degree; or

3.      Met a rigorous standard of quality through a formal state or local assessment.

Paraprofessional who are hired primarily as translators or solely to conduct family involvement activities do not need to meet the new requirements. However, they must have earned a secondary school diploma or its recognized equivalent.

Cross References: 
Board Policy 5280 - Termination of Employment

Legal References:     
RCW   28A.330.100   Additional powers of the board
RCW   28A.400.300   Hiring and discharging employees — Hiring and discharging of employees – Written leave policies – Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW   28A.400.315   Employment contracts [not retroactive]
RCW   28A.405.210   Conditions and contracts of employment Determination of probable cause for non-renewal of contracts — Nonrenewal due to enrollment deline or revenue loss -- Notice — Opportunity for hearing
RCW   28A.405.220   Conditions and contracts of employment — Non-renewal of provisional employees — Procedure
RCW   28A.405.240   Conditions and contracts of employment Supplemental contracts, when — Continuing contract provisions, not applicable to
RCW   28A.405.900   Certain certificated employees exempt from chapter provisions
RCW   20 U.S.C. 6319   Qualifications for teachers and paraprofessionals

Adoption Date:  September 20, 2006
Revised: September 20, 2023

The district has an obligation to staff, students and citizens to take reasonable steps to provide a reasonably safe workplace and to provide safety and high-quality performance for the students who the staff serve.

For purposes of this policy, the “workplace” is defined to mean the site for the performance of work done, which includes work done in connection with a federal grant.  The “workplace” includes any district building or any district property; any district-owned vehicle or any other district-approved vehicle used to transport students to and from school or school activities; and off district property during any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the district which could also include work on a federal grant.

Prohibited Behavior

To help maintain a drug-free school, community, and workplace, the following behaviors will not be tolerated:

1. Reporting to work or the workplace under the influence of alcohol, illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids.
2. Using, possessing, transmitting alcohol, illegal and/or controlled substances including marijuana (cannabis) and anabolic steroids in any amount, in any manner and at any time in the workplace.
3. Any staff member convicted of a crime attributable to the use, possession, or sale of illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids, will be subject to disciplinary action, including termination.
4. Using district property or the staff member's position within the district to make or traffic alcohol, illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids.
5. Using, possessing or transmitting illegal and/or controlled substances, marijuana (cannabis) and anabolic steroids.

 Notification Requirements

Any staff member who is taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with the safe performance of his/her job.  If the use of a medication could compromise the safety of the staff member, other staff members, students or the public, it is the staff member’s responsibility to use appropriate personnel procedures (e.g., use leave, request change of duty, or notify his/her supervisor of potential side effects) to avoid unsafe workplace practices. If a staff member notifies his/her supervisor that the use of medication could compromise the safe performance of his/her job, the supervisor, in conjunction with the district Human Resources Department, then will determine whether the staff member can remain at work and whether any work restrictions will be necessary.

As a condition of employment, each employee will notify his or her supervisor of a conviction under any criminal drug statute violation occurring in the workplace.   Such notification will be provided no later than 5 (five) days after such conviction. The district will inform the federal granting agency within 10 (ten) days of such conviction, regardless of the source of the information.

Disciplinary Action

Each employee will be notified of the district's policy and procedures regarding employee drug activity at work. Any staff member who violates any aspect of this policy will be subject to disciplinary action, which may include termination. As a condition of eligibility for reinstatement, an employee may be required to satisfactorily complete a drug rehabilitation or treatment program approved by the district, at the employee's expense. Nothing in this policy will be construed to guarantee reinstatement of any employee who violates this policy, nor does the district incur any financial obligation for treatment or rehabilitation ordered as a condition of eligibility for reinstatement.

The district may notify law enforcement agencies regarding a staff member’s violation of this policy at the district's discretion or take other actions, as the district deems appropriate.

Cross References:
District Policy 3423 - Parental Administration of Marijuana for Medical Purposes
District Policy 4215 - Use of Tobacco, Nicotine Products and Delivery Devices
District Policy 5280 -  Separation from Employment

Legal References:
RCW   69.50.435 – Violations committed in or on certain  public places or facilities —Additional penalty — Defenses — Construction — Definitions
41 USC §§  8103 – Drug Free Workplace  Requirements for Federal Grant Recipients
21 U.S.C. 812 – Controlled Substance Act
20 USC §§ 7101-71187 Safe and Drug-Free Schools and Communities Act [as amended by TitleIV-21st Century Schools]

Adoption Date:   September 20, 2006
Revised:  February 1, 2017; February 6, 2024

The superintendent/designee will establish programs and procedures as mandated by the Federal Motor Carrier Safety Administration (FMCSA) controlled substances, including marijuana (cannabis), and alcohol testing rules.

Prohibited Alcohol And Controlled Substance-Related Conduct

The following alcohol and controlled substance-related activities are prohibited by the district for drivers required to possess a commercial driver's license (CDL) as part of their job responsibilities:

1. Reporting for duty or remaining on duty to perform safety-sensitive functions while having an alcohol concentration in excess of the standard set by the FMCSA.
2. Being on duty or operating a vehicle while the driver possesses alcohol or controlled substances in any amount.
3. Using alcohol while performing safety-sensitive functions.
4. When required to take a post-accident alcohol test, using alcohol within eight hours following the accident or prior to undergoing a post-accident alcohol test, whichever comes first.
5. Refusing to submit to an alcohol or controlled substance test required by post-accident, random, reasonable suspicion, or follow-up testing requirements.
6. Reporting for duty or remaining on duty when using any controlled substance, except when instructed by a prescribing authority who has advised the driver and the district in writing that the substance does not adversely affect the driver's ability to safely operate a vehicle. Drivers are required to inform the district of any therapeutic drug use upon it being prescribed, although the specific medication that has been prescribed does not have to be provided.  The use of any medication that could affect a driver’s safe job performance is prohibited while working.
7. Reporting for duty, remaining on duty or driving if the driver tests positive or would test positive for controlled substances.

No supervisor having actual knowledge of the above violations will permit a driver to perform or continue to perform safety-sensitive functions.

Violations of this policy will result in appropriate corrective action ranging from removal from the performance of safety-sensitive functions up to and including discharge. 

Cross References:
District Policy 5201 - Drug-Free Schools, Community and Workplace
District Policy 5281 - Disciplinary Action and Discharge

Legal References: 
49 CFR §§ 382 – Controlled substances and alcohol use and testing
49 CFR § 40 – Procedures for transportation workplace drug and alcohol testing programs

Adoption Date:   September 20, 2006
Revised: March 16, 2016; February 22, 2024

The district will maintain, as revenues permit, a staff assistance program designed to provide support to staff members who are experiencing a job performance problem. A staff assistance program committee may be established to assist in the implementation of this policy and make program recommendations.

A wide range of problems not directly associated with a job function may affect the staff member’s job performance.  These problems may result from alcohol abuse or alcoholism; other drug abuse; physical, mental, or emotional illness; personal problems such as marital, family, financial, or legal difficulties; or any combination of these problems.

The staff assistance program will provide professional and confidential assistance to staff members and their families seeking assistance.

Participation in the staff assistance program will not jeopardize employment or job promotion, nor will such participation substitute for employer action(s) regarding evaluation, probation, and/or termination as provided for under state law, collective bargaining agreements or board policies. The program will be evaluated on an annual basis.

Cross Reference: 
District Policy 5521 - Teacher Assistance Program

Adoption Date:  September 20, 2006
Revised: March 20, 2024

The district will have at least one staff member at each school and work site who holds a valid Certificate of First Aid Training approved by the Department of Labor and Industries, U.S. Bureau of Mines, the American Red Cross, or equivalent training provided by the district.

The superintendent or designee will ensure that necessary safety and health standards are implemented to comply with Department of Labor requirements.

Adoption Date:  November 1, 2006
Revised: May 23, 2024

A job-sharing assignment is the shared performance of the duties of one full-time, regular position by two (2) employees.

The superintendent/designee is responsible for recommending to the board when the best interests of the students and the district would be served by creating a job-sharing assignment for a particular position.

The district reserves the authority to:

A.    Determine the number of job-sharing positions, if any, within the district;

B.    Require the employees to develop a written plan for sharing the performance of the position and to secure the written approval of their supervisor;

C.    Dissolve any job-sharing assignment, or change a job-sharing position to a full time position held by one employee, at the sole discretion of the district in accordance with applicable provisions of collective bargaining agreements;

D.    Consider any request to create a job-sharing position in a position currently held by one employee, or vice versa;

E.     Require job-sharing staff members to work full-time in the event of the termination or resignation of one of the job-sharing staff members, at the sole discretion of the district.

Employees sharing a position will sign a job-sharing agreement annually, subject to the approval of the superintendent/designee. The agreement will identify contingencies which may arise during the course of employment including, but not limited to, responsibility for participation in staff meetings and committees of the position to be shared.

Cross References:
Board Policy 5000 - Recruitment and Selection of Staff
Board Policy 5005 - Employment: Disclosures, Certification Requirements, Assurances and Approval

Legal References:
RCW   28A.400.300  Hiring and discharging employees —  Written leave policies — Seniority and leave benefits, of employees transferring between school districts and other educational employers
RCW 28A.405.070   Job Sharing

Adoption Date:  September 20, 2006
Revised: December 20, 2017

Administrators

Administrators are Fair Labor Standards Act (FLSA) exempt and do not have regularly set, pre-determined work hours.  Administrators are expected to report to work during the established public hours of the site(s) to which the administrator is assigned and consistent with all district expectations and directives.  Administrators are expected to work before and after established public hours of the assigned site(s) to accomplish job duties.

Certificated Staff

Regular building hours for teachers and other certificated, non-administrative staff will be one-half hour before school starts to one-half hour after school ends, unless otherwise negotiated, including a 30-minute duty-free lunch period. Individual schools may request a waiver from these district-wide provisions consistent with applicable provisions of collective bargaining agreements. The starting and dismissal times for students, which may vary from school to school, will be determined by the district.

Fulfilling professional responsibilities will often require that teachers spend time outside of building hours. Such professional responsibilities include:

1. Preparing for instruction of classes planning lessons;
2. Consulting with students, grading assignments, completing paperwork;
3. Improving communication with parents, including but not limited to, initiating contact with parents after or before building hours;
4. Participating in curriculum development committees leading towards the improvement of the educational program;
5. Attending staff meetings, including attending necessary professional development, provided by the district, to improve and maintain teaching skills;
6. Supervising and directing co-curricular activities not specifically included in the district’s co-curricular program; and
7. Participating in such other activities that pertain to the district’s educational program.

Classified Staff

A classified hourly staff member will be paid at the rate of one and one-half times the salary schedule rate when they work for more than 40 hours during the regular work week or consistent with applicable provisions of collective bargaining agreements. The regular workday will include one 15 minute break for each four hours of work. A lunch period not to exceed one hour will be scheduled but will not be counted for pay purposes. The district will be responsible for establishing the workday schedule for each classified staff member.

In the event a supervisor requests that a staff member work beyond the specified working hours and thus exceeds the 40 hours during the established work week, the district may grant, at the staff member’s request, compensating time off in lieu of overtime pay consistent with applicable provisions of collective bargaining agreements. A staff member may accumulate up to 40 hours of compensatory time. When the staff member reaches the 40-hour limit compensatory time will cease to accrue and the staff member must either take compensating time off or receive pay for such excess hours.

Custodial/maintenance and office staff will report for work when schools are closed for bad weather when required by the superintendent/designee.

Legal References:
29 U.S.C § 201 et seq. – Fair Labor Standards Act
RCW 49.46.130 – Minimum rate of compensation for employment in excess of forty-hour work week — Exceptions
RCW 28A.405.466 – Presence of certificated personnel at schools before and after school — Policy
RCW 49.46.120 – Chapter establishes minimum standards and is supplementary to other laws — more favorable standards unaffected
RCW 28A.405.140 – Assistance for teacher may be required after evaluation\
WAC 296-128-550 – Regular rate of pay\
WAC 296-128-560 – Compensating time off in lieu of overtime pay

Adoption Date:  September 20, 2006
Revised: December 20, 2017; June 20, 2018; March 12, 2024

The district recognizes that the professional growth and evaluation of individual employees is important to improve the effectiveness and efficiency of the district. Staff are expected to perform the duties identified in their contracts and/or job descriptions, in addition to any other reasonable responsibilities that may be assigned or directed by their supervisor.

Certificated Teachers and Principals
Evaluations for certificated teachers and principals will be in compliance with the requirements of chapter 28A.405 RCW and applicable collective bargaining agreements or memoranda negotiated pursuant to chapter 41.59 RCW. The primary purpose of such evaluations will be to enhance and improve an employee’s performance so as to improve student learning. 

Certificated Support Personnel 
“Certificated support personnel” and “certificated support person” mean a certificated employee who provides services to students and holds one or more of the education staff associate (ESA) certificates pursuant to WAC 181-79A-140(5).  ESA certification includes: school speech pathologists or audiologists, school counselors, school nurses, school occupational therapists, school physical therapists, school psychologists, and school social workers.

Certificated support personnel are considered non-classroom teachers for purposes of the Professional Growth and Evaluation System and are not subject to the four-level rating system. The performance of certificated support personnel will be evaluated consistent with state law and applicable collectively bargained processes. The purpose of such evaluations will be to improve the employee’s performance and alert the employee to any performance deficits or concerns.

Other Administrative Staff
The performance of administrative staff other than certificated principals and assistant principals as referenced in the section above will be evaluated at least once per year. The purpose of such evaluations will be to improve the employee’s performance and alert the employee to any performance deficits or concerns.

Classified Staff
The performance of classified staff will be annually evaluated by their supervisor consistent with applicable collectively bargained processes. The purpose of such evaluations will be to improve the employee’s performance and alert the employee to any performance deficits or concerns.

Cross References: 
District Policy 5280 - Termination of Employment
District Policy 5520 - Staff Development

Legal References:
28A.400.100 – Principals and vice principals –Employment of—Qualifications—Duties
RCW  28A.405.100 – Minimum criteria for the evaluation of certificated employees, including administrators — Procedure — Scope — Penalty
RCW 28A.405.220 – Conditions and contracts of employment – Nonrenewal of provisional employees –Notice - Procedure
RCW 28A.405.300 – Adverse change in contract status of certificated employee –Determination of probable cause –Notice—Opportunity for hearing
RCW  28A.405.110 – Evaluations — Legislative findings
RCW  28A.405.120 – Training for evaluators
RCW  28A.405.130 – Training in evaluation procedures required
WAC 181-79A-140 – Types of certificates
WAC 392-191A – Professional Growth and Evaluation of School Personnel
SHB 1346 – Nurses in Schools - Authority - Supervision

Adoption Date:   September 20, 2006
Revised: January 15, 2014; March 20, 2024

General Rule

No district employee will engage in or have a direct financial interest in any activity which conflicts with his/her duties and responsibilities. Further, no district employee may employ or use any person, money, or school property under the employee's official supervision, control or direction for the private gain of that employee or another.

Conflicts of Interest

No district employee will engage in or have a direct financial interest in any activity which conflicts with his/her duties and responsibilities. Further, no district employee may employ or use any person, money, or school property under the employee’s official supervision, control or direction for the private gain of that employee or another.

Situations where a conflict of interest may exist include but are not limited to:

1. Receiving economic benefit from selling or promoting the sale of goods or services to the students or their parents where the knowledge of the staff member's relationship to the district is in any way utilized to influence the sale.
2. Receiving economic benefit from the sale of instructional and training materials and/or equipment where the district has specifically engaged a staff member(s) to develop such materials or equipment.  In such instances, the district will retain a proprietary interest.
3. Encouraging a student who is enrolled in one or more of the teacher's classes to take private lessons or to engage tutoring for fee from the staff member.
4. Using or providing for others a list of names and home addresses obtained from school records or school-related contacts for purposes of identifying potential client or customer contacts.
5. Participating in any way in the selection process for materials, books or equipment when an item developed by or authored by the staff member or a member of his/her family is under consideration for approval for district use.
6. Being involved in the selection of an applicant or in the appointment, evaluation or supervision of any other staff member who is a family member.
7. Using the interschool mail to promote sales of a product in which a staff member has a financial interest.
8. Providing a staff or student directory for use in promoting sales of a product or service; and
9. Purchasing or otherwise acquiring surplus district property, where the staff member was involved in or had influence in the process of declaring the item(s) as surplus.

Written permission from the superintendent/designee or principal is necessary when:

1. A certificated staff member wishes to tutor or give private lessons for a fee to any student who is enrolled in one or more of the teacher's classes;
2. A certificated staff member such as communication disorder specialists, psychologists or specialized music teachers, wishes to give private instruction for a fee to any student who is concurrently being served by that individual in the regular school program.

Exceptions

A district employee may use public resources to benefit others as part of the employee’s official duties, if the expenditure is of de minimus value (of little or no value; no impact on public funds) and is purchased with the consent of his/her supervisor.

Employment of Family Members

The district recognizes that two or more members of a family may be employed by the district. The district also recognizes that good order, efficiency, fairness and the appearance of fairness must be maintained and that all substantive or appearances of conflict of interest must be avoided.

In order to avoid such conflicts, no person shall be placed or allowed to remain in a certificated or classified position where an immediate family member or immediate relative will have authority to supervise, appoint, remove, discipline, evaluate or audit the work of such person, or to effectively recommend such actions.

No person shall be placed or allowed to remain in a certificated or classified position where a situation of actual or reasonably foreseeable conflict might exist between the district’s interest and the interest of the immediate family members or immediate relatives.

For the purposes of this Policy, immediate family members include mother, father, son, daughter, brother, sister or stepparent, child or sibling, wife, husband, legal guardian, or person living in the employee’s household. Immediate relatives include mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, uncle, aunt, grandparent, or grandchild.

If employees become related by marriage during the course of their employment and one of the above situations is created, or some other potential conflict of interest arises, the employees must advise the superintendent, who will work with the employees to resolve the issue. If the relationship is determined to violate this policy, the employees may be required to determine which employee will leave the position in which there is a conflict.

This policy shall not apply to substitute assignments or assignments to curriculum committees, task forces or other assignments not directly related to the employee’s regular work.

Hiring Procedures

District employees shall not participate in any hiring decision related to a family member, and no preference shall be given in hiring on the basis of family relationship with another district employee. Further, as an additional safeguard, the Human Resources Department will forward to the superintendent or designee for review all hiring decisions for which there is a known family relationship with an administrator or management-level employee of the district. Family relationships between an applicant and the superintendent will be disclosed to the Board prior to any offer of employment being made to the applicant.

Legal References: 
RCW 28A.400.332 – Use of persons, money, or property for private gain
WAC 181-87-090 – Improper remunerative conduct
WAC 162-16-250 – Discrimination because of marital status.
RCW 42.23 – Code of Ethics for Municipal Officers
RCW 28A.405.250 – Certificated employees, applicants for certificated position, not to be discriminated against—Right to inspect personnel file.

Adoption Date:   September 20, 2006
Revised:  June 27, 2007; December 20, 2017
Reviewed: October 31, 2023

The district recognizes the right of its employees, as citizens, to engage in political activities. A staff member may seek an elective office provided that the staff member does not campaign on district property during working hours.

In the event the staff member is elected to office, the employee may request a leave of absence in accordance with the leave policies of the district or the provisions of any applicable collective bargaining agreement. District employees who hold elective or appointive public office in an organization are not entitled to time off from their district duties for reasons incident to such offices unless the circumstances surrounding the leave request qualify under leave policies of the district.

Cross References:
District Policy 4400 - Election Activities

Legal References:
RCW 41.06.250    Political Activities
RCW 42.17A.555    Use of public office or agency facilities in campaigns – Prohibition - Exceptions
RCW 42.17A.635    Legislative activities of state agencies, other units of government, elective officials, employees

Adoption Date: September 20, 2006
Revised: January 17, 2024

Purpose

This policy provides all staff, students, volunteers and community members with information about their role in protecting children from inappropriate conduct by adults. This policy applies to all district staff and volunteers.  For purposes of this policy and its procedure, the terms “district staff,” “staff member(s),” and “staff” also include volunteers.

General Standards

The district expects all district staff to maintain the highest professional standards when they interact with students. District staff are required to maintain an atmosphere conducive to learning by consistently maintaining professional boundaries.

Professional staff/student boundaries are consistent with the legal and ethical duty of care that district employees have for students.   

The interactions and relationships between district staff and students should be based upon mutual respect, trust, and commitment to the professional boundaries between staff and students in and outside of the educational setting, and consistent with the educational mission of the district.

District staff will not intrude on a student’s physical and emotional boundaries unless the intrusion is necessary to serve a demonstrated educational purpose. An educational purpose is one that relates to the staff member’s duties in the district. Inappropriate boundary invasions can take various forms. Any type of sexual conduct with a student is an inappropriate boundary invasion.

Additionally, staff members are expected to be aware of the appearance of impropriety in their own conduct and the conduct of other staff when interacting with students. Staff members will notify and discuss issues with their building administrator or supervisor whenever they suspect or question whether their own or another staff member’s conduct is inappropriate or constitutes a violation of this policy. 

The district recognizes that staff may have familial and pre-existing social relationships with parents or guardians and students.  Staff members should use appropriate professional judgment when they have a dual relationship to students to avoid violating this policy, the appearance of impropriety, and the appearance of favoritism.  Staff members shall pro-actively discuss these circumstances with their building administrator or supervisor.

Use of Technology

The district supports the use of technology to communicate for educational purposes. However, when the communication is unrelated to school work or other legitimate school business, district staff are prohibited from communicating with students by phone, e-mail, text, instant messenger, or other forms of electronic or written communication. District staff members are prohibited from engaging in any conduct on social networking websites that violates the law, district policies or procedures, or other generally recognized professional standards. This prohibition includes prohibiting staff from “friending” and/or “following” students on social media.

Staff whose conduct violates this policy may face discipline and/or termination consistent with the district’s policies and procedures, acceptable use agreement, and collective bargaining agreements, as applicable.

The superintendent/designee will develop protocols for reporting and investigating allegations and develop procedures and training to accompany this policy.

Cross Reference:
District Policy 3205 – Sexual Harassment of Students Prohibited
District Policy 3207 – Prohibition of Harassment, Intimidation, and Bullying of Students
District Policy 3210 – Nondiscrimination
District Policy 3421 – Child Abuse and Neglect

Legal References:
Title IX of the Education Amendments of 1972
Chapter 9A.44, RCW – Sex offenses
Chapter 9A.88, RCW – Indecent exposure – Prostitution
RCW 28A.400.320 – Crimes against children — Mandatory termination of classified employees — Appeal — Recovery of salary or compensation by district
RCW 28A.405.470 – Crimes against children - Mandatory termination of certificated employees - Appeal - Recovery of salary or compensation by district
RCW 28A.405.475 – Termination of certificated employee based on guilty plea or conviction of certain felonies - Notice to superintendent of public instruction - Record of notices
RCW 28A.410.090 – Revocation or suspension of certificate or permit to teach - Criminal basis - Complaints - Investigation - Process
RCW 28A.410.095 – Violation or noncompliance - Investigatory powers of superintenent of public instruction - Requirements for investigation of alleged sexual misconduct towards a child - Court orders - Contempt - Written findings required
Chapter 28A.640, RCW – Sexual Equality
Chapter 28A.642, RCW – Discrimination Prohibition
Chapter 49.60, RCW – Washington State Law Against Discrimination
RCW 28A.410.100 – Revocation of authority to teach - Hearings
Chapter 181-87 WAC – Professional Certification - Acts of unprofessional conduct
Chapter 181-88 WAC – Definitions of sexual misconduct, verbal and physical abuse - Mandatory disclosure - Prohibited agreements

Adoption Date: November 3, 2010
Revised: December 20, 2017; March 20, 2024

Policy
South Kitsap School District believes the district has an interest in maintaining an orderly and effective work environment while balancing employees' First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee's speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee's ability to perform their job for the district may still result in disciplinary action up to and including termination.

Staff expression includes the performance of job responsibilities and how they represent the district in their use of district email accounts, school district buildings, district property, classrooms and how they present themselves to students.

Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens from their role within the district. Employee expression on social media platforms that interferes with the district's operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.

The procedures that accompany this policy will adhere to this policy and specify particular district standards for staff expression, including the conditions under which a staff member can participate in written or non-verbal expression. Any violation of this policy or adopted procedure may result in disciplinary action.

Cross References:
District Policy 2340 - Religious-Related Activities and Practices
District Policy 3207 - Prohibition of Harassment, Intimidation and Bullying
District Policy 4201 - Civility
District Policy 5252 - Staff Participation in Political Activities

Legal References:
RCW 41.06.250 Political activities
RCW 42.17A.555 Use of public office or agency facilities in campaigns - Prohibition - Exceptions
RCW 42.17A.635 Legislative activities of state agencies, other units of government, elective officials, employees

Adoption Date: March 20, 2024

The district will organize, compile and maintain personnel records and files for each staff member of the district which will be kept secure under the authority of the superintendent/designee. The contents of the personnel files will be available to the superintendent/designee and to those staff authorized by the superintendent/designee to organize, compile and maintain the files.  Any confidential college or university credentials or other confidential pre-employment materials received by the district will be returned to the sender or maintained in personnel records, such as an application file.

Any staff member will be permitted, during normal district business hours, to review the contents of their personnel file in the presence of an authorized staff member.  Personnel files may be maintained by the district in hard copy or in an electronic format.

Any staff member may request, at least annually, that the superintendent/designee review all information in the staff member’s personnel file(s) to determine if there is any irrelevant or erroneous information in the file(s) and will remove all such information from the file(s). If a staff member does not agree with the determination, the staff member may at their request have placed in the personnel file a statement containing a rebuttal or correction.

Cross Reference: 
District Policy 4040 - Public Access to District Records

Legal References: 
RCW 28A.405.250 – Certificated employees, applicants for certificated position, not to be discriminated against--Right to inspect personnel file
RCW 42.56.230(3) – Certain personal and other records exempt (from public inspection)
RCW 49.12.240-260 – Employee inspection of personnel file
SHB 1308
WAC 357-22-035 – Must the employee be given a copy of information placed in the personnel file

Adoption Date:  September 20, 2006
Revised: December 20, 2017; February 22, 2024
Reviewed: October 3, 2025

The district recognizes the importance of establishing reasonable and effective means for resolving difficulties which may arise among staff, to reduce potential areas of grievances and to establish and maintain recognized two-way channels of communication between supervisory personnel and staff.

Staff may use the administrative procedures to allege a violation of existing district policies or procedures that has directly aggrieved them. The procedures are established to provide a proper and equitable solution to a complaint at the lowest possible supervisory level and to facilitate an orderly procedure within which solutions may be pursued.

A complaint shall mean a written claim by a staff member that alleges a violation of existing district policies or procedures that has directly aggrieved them.

Adoption Date:  September 20, 2006
Revised: February 7, 2018; March 12, 2024

The district encourages the reporting, consistent with the district’s procedures, of improper governmental actions by any district officers or employees and will protect employees against retaliatory actions for reporting improper governmental actions when the reports are made in compliance with this policy and related procedure.

District officers and employees are prohibited from taking retaliatory action against an employee because the employee has in good faith reported alleged improper governmental action in accordance with this policy and related procedure.

The superintendent/designee will establish procedures for receiving and acting on employee reports of improper governmental actions and responding to allegations of retaliation.

Cross References:
District Policy 3421 – Child Abuse and Neglect

Legal References: 
Chapter 42.41 RCW – Local Government Whistleblowers Protection

Adoption Date:  September 20, 2006 
Revised Date: April 24, 2024

The district is committed to a safe and civil workplace/educational environment for all students, employees, parents/legal guardians, volunteers, and community members that is free from harassment, intimidation, or bullying. As defined in legislation, “Harassment, intimidation, or bullying” means any intentionally electronic, written, verbal, or physical act, including but not limited to one shown to be motivated by any characteristic in RCW 28A.640.010 and 28A.642.010, or other distinguishing characteristics, when the act:

• Physically harms an employee or damages the employee’s property.
• Has the effect of substantially interfering with the workplace/educational environment.
• Is so severe, persistent, or pervasive that it creates an intimidating or threatening workplace/educational environment.
• Has the effect of substantially disrupting the orderly operation of the workplace/educational environment.

Nothing in this section requires the affected employee to actually possess a characteristic that is a basis for the harassment, intimidation, or bullying.

“Other distinguishing characteristics” can include but are not limited to: physical appearance, clothing or other apparel, socioeconomic status, and weight.

“Intentional acts” refers to the individual’s choice to engage in the act rather than the ultimate impact of the action(s).

Behaviors/Expressions

This policy recognizes that ‘harassment’, intimidation,’ and ‘bullying’ are separate but related behaviors. Each must be addressed appropriately. The accompanying procedure differentiates the three behaviors; however, this differentiation should not be considered part of the legal definition of these behaviors.

Harassment, intimidation, or bullying can take many forms including, but not limited to: slurs, rumors, jokes, innuendoes, demeaning comments, drawings, cartoons, pranks, gestures, physical attacks, threats or other written, oral, physical or electronically transmitted messages or images.

This policy is not intended to prohibit expression of religious, philosophical, or political views, provided that the expression does not substantially disrupt the educational environment. Many behaviors that do not rise to the level of harassment, intimidation, or bullying may still be prohibited by other district policies or building, classroom, or program rules.

Training

This policy is a component of the district’s responsibility to create and maintain a safe, civil, respectful, and inclusive learning community and will be implemented in conjunction with comprehensive training of staff and volunteers. Specific training requirements are included in the accompanying procedures.

Prevention

The district will provide employees with strategies aimed at preventing harassment, intimidation and bullying.

Interventions

Interventions are designed to remediate the impact on the targeted individual and others impacted by the violation, to change the behavior of the aggressor, and to restore a positive workplace/educational environment and climate.

The district will consider the frequency of incidents and severity of the conduct in determining intervention strategies.  Interventions will range from education, training and mediation, correcting behavior and discipline, to law enforcement referrals.

Retaliation/False Allegations

Retaliation is prohibited and will result in appropriate discipline. It is a violation of this policy to threaten or harm someone for reporting harassment, intimidation, or bullying.

It is also a violation of district policy to knowingly report false allegations of harassment, intimidation, and bullying. Students or employees will not be disciplined for making a report in good faith. However, persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.

Compliance Officer

The superintendent will appoint a compliance officer as the primary district contact to receive copies of all formal and informal complaints and ensure policy implementation. The name and contact information for the compliance officer will be communicated throughout the district.

The superintendent is authorized to direct the implementation of procedures addressing the elements of this policy.

Cross References: 
Board Policy 5010 - Nondiscrimination and Affirmative Action
Board Policy 5011 - Sexual Harassment of District Staff Prohibited

Legal References: 
RCW 28A.300.285 – Harassment, intimidation and bullying prevention policies and procedures – Model policy and procedure – Training materials – Posting on web site – rules – Advisory committee
WAC 392-190-059 – Harassment, intimidation and bullying prevention policy and procedure- School districts

Certificated Staff

Under Washington law the superintendent has the authority to issue an appropriate notice of probable cause for discharge or nonrenewal to any certificated staff member. A notice of probable cause for discharge will include notice of any appeal rights the employee may have and notice of the appeal processes.

Classified Staff

The board will consider the superintendent’s recommendation regarding the discharge of a classified staff member and render a decision regarding the discharge. A notice of discharge will include notice of any appeal rights the employee may have and notice of the appeal processes.

1. Certificated Staff Member Release from Contract 
   Upon request a certificated staff member may be released from contract under the following conditions:
   1. A letter requesting release will be submitted to the superintendent's office. If accepted by the board, the staff member may be released from contract.
   2. A release from contract may be granted by the board to allow a staff member to accept another position prior to or during the school year provided a satisfactory replacement can be obtained.
   3. A release from contract may be granted by the board in case of illness or other personal matters which make it a substantial hardship for the staff member to continue his/her employment in the district.
   4. Each request will be reviewed and a decision rendered based on the totality of the circumstances.  The needs of the district and continuity of the educational program offered to students will receive primary consideration in the board's decision.
2. Resignation
   In order to permit proper staff planning and to minimize inconvenience to others who may be affected, certificated staff who plan to resign at the end of their contract period are requested to notify the superintendent of their resignation or retirement by April 1.
   Those staff who are not contractually obligated to complete the current school year should notify the superintendent as early as possible of their intent to resign and no less than 30 days prior to their last working day.
3. Retirement 
   Staff will participate in the retirement programs under the Federal Social Security Act and the Washington State Teachers' Retirement System or the Public Employees' Retirement System. Payroll deductions will be made and paid into the respective retirement programs in the manner prescribed by law.
   
   Staff who become eligible to retire under the controlling retirement system and who intend to retire at the end of the current school year should notify the superintendent prior to April 1st of that year.
   
   Those staff intending to retire who are not contractually obligated to complete the current school year should notify the superintendent as early as possible and no less than 30 days prior to their retirement date.

Program and Staff Reductions

The board determines the educational and operational programs for the district. Program and staff reductions may be required as a result of many factors, including but not limited to enrollment decline, programmatic needs or interests, a change in staffing needs, failure of a special levy election, or other events resulting in a reduction in revenue, increase in costs, and/or termination or reduction of funding of categorically-funded projects. The board will review appropriate information and based on administrative recommendations identify those educational programs and services that will be reduced, modified or eliminated.

Cross References: 
District Policy 5006 - Certification Revocation
District Policy 5240 - Evaluation of Classified, Certificated and Administrative Staff
District Policy 5281 - Disciplinary Action and Discharge

Legal References: 
RCW   28A.400.300 – Hiring and discharging employees - Written leave policies - Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW 28A.400.320 – Crimes against children - Mandatory termination of classified employees - Appeal - Recovery of salary or compensation by district
RCW 28A.400.340 – Notice of discharge to contain notice of right to appeal if available
RCW 28A.405.100 – Minimum criteria for the evaluation of certificated employees - Four-level rating evaluation system - Procedures - Steering committee - Implementation – Reports - Comprehensive performance evaluation
RCW 28A.405.140 – Assistance for teacher may be required after evaluation
RCW 28A.405.210 – Conditions and contracts of employment - Determination of probable cause for nonrenewal of contracts - Nonrenewal due to enrollment decline or revenue loss – Notice - Opportunity for hearing
RCW 28A.405.220 – Conditions and contracts of employment - Nonrenewal of provisional employees – Notice - Procedure
RCW 28A.405.300 – Adverse change in contract status of certificated employee - Determination of probable cause - Notice - Opportunity for hearing
RCW 28A.405.310 – Adverse change in contract status of certificated employee, including nonrenewal of contract - Hearings - Procedure
RCW 28A.405.470 – Crimes against children - Mandatory termination of certificated employees – Appeal - Recovery of salary or compensation by district
RCW 28A.410.090 – Revocation or suspension of certificate or permit to teach - Reprimand - Criminal basis – Complaints – Investigation - Process
RCW 41.32.240 – Membership in system
RCW 41.33.020 – Terms and provisions of plan
RCW 41.40.023 – Membership
Chapter 41.41 RCW – State Employees – Retirement - Federal Social Security
Chapter 181-86 WAC – Policies and procedures for administration of certification proceedings
Chapter 181-87 WAC – Acts of Unprofessional Conduct
Chapter 392-191 WAC – School Personnel - Evaluation of the Professional Performance Capabilities

Adoption Date:  September 20, 2006
Revised: June 27, 2007; March 20, 2024

Grounds for Disciplinary Action or Discharge

Staff who fail to fulfill their job responsibilities or follow the reasonable directions of their administrators or who conduct themselves on or off the job in ways that affect their effectiveness on the job may be subject to disciplinary action or discharge. Behavior, conduct, or action that provides sufficient cause may warrant disciplinary action or discharge. Such behavior, conduct, or action may include but is not limited to:

1. Incompetence;
2. Inefficiency;
3. Misappropriation or misuse of district property;
4. Neglect of duty;
5. Insubordination;
6. Conviction/guilty plea of any crime which adversely affects the employee’s ability to perform a job including any felony crime involving:
   1. The physical neglect of a child;
   2. The physical injury of death of a child;
   3. Sexual exploitation of a child;
   4. Sexual offenses;
   5. Promotion of a minor for prostitution purposes; or
   6. The sale or purchase of a minor child;
      [employees are required to report in writing to the superintendent any conviction or guilty plea of the above referenced crimes (and of any other crimes that are workplace related) within five days of conviction or guilty plea];
7. Malfeasance;
8. Misconduct;
9. Inability to perform job functions;
10. Willful violation of district policies and procedures, laws, or regulations;
11. Mistreatment, abuse or assault of fellow workers, students, or members of the public;
12. Conflict of interest;
13. Abuse of leave;
14. Unlawful harassment, verbal abuse, physical abuse or sexual misconduct toward staff, students, or members of the public;
15. Manufacture, possession, distribution, sale or being under the influence of alcohol, controlled, illegal, addictive or harmful substances including anabolic steroids;
16. Conduct (whether on the job or off the job) that has a substantial negative impact on performance;
17. Mental or physical inability to perform the essential job duties;
18. Intemperance;
19. Intentional discrimination or harassment;
20. Vulgar speech or actions;
21. Use of habit forming drugs without pharmaceutical prescription by a doctor of medicine licensed to practice in the state of Washington;
22. Use of alcoholic beverages on district premises or at a district sponsored activity off the district premises;
23. Use of district supplies and equipment for personal betterment or financial gain or other improper purposes;
24. Falsification or omission of material information from district records or any report or statement required of or submitted by the employee. This includes, but is not limited to, providing false information to the district (i.e., timesheets, application materials, during formal investigations);
25. Engage in the obstruction of justice, which includes witness intimidation, retaliation, destruction of evidence, or engaging in conduct to compromise an investigation or inquiry of misconduct; or
26. Engage in any other conduct that lacks educational value/legitimate professional purpose and harms students.

In the event that allegations or charges are made against a staff member for misconduct with minors, the superintendent may contact the Child Protective Services central registry for evidence regarding whether the staff member is an adjudicated or admitted perpetrator of child abuse or neglect. Appropriate reports will also be made to law enforcement, the Office of the Superintendent of Public Instruction, and the student’s parents or guardians, as required by law.

Nondisciplinary Dismissal

Nonrepresented classified employees and certificated administrators may be subject to nondisciplinary dismissal for behaviors such as, but not limited to, refusal to provide proof of vaccination or refusal to obtain a medical or religious accommodation. The option to use nondisciplinary dismissal does not obligate the district to do so or in any way limit or prevent the district from pursuing other responses as determined by the superintendent or designee.

Abuse and Sexual Misconduct
The district will not enter into any contract that is contrary to law to suppress information about verbal or physical abuse or sexual misconduct by a present or former employee and will comply with all legal requirements regarding such misconduct.

The district, or an individual acting on behalf of the district, shall not provide a recommendation of employment for a current or former employee, contractor, or agent that the district or individual acting on behalf of district knows or has probable cause to believe has engaged in sexual misconduct with a student or minor in violation of the law. District/school employees, contractors, and agents are also prohibited from providing a recommendation of employment to a current or former employee, contractor, or agent that the employees, contractors, or agents know or has probable cause to believe engaged in sexual misconduct with a student or minor in violation of the law. This does not prohibit the routine transmission of administrative or personnel files but does prohibit doing more than that to help the current or former employee obtain new employment.

Suspension of Staff
The superintendent/designee is authorized to suspend a staff member immediately as deemed appropriate.

Cross References:
District Policy 5006 - Certification Revocation
District Policy 5240 - Evaluation of Staff
District Policy 5280 - Separation from Employment

Legal References:
RCW 28A.400.300 Hiring and discharge of employees —Written leave policies — Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW 28A.400.320 Crimes against children — Mandatory termination of classified employees — Appeal — Recovery of salary or compensation by district
RCW 28A.400.340 Notice of discharge to contain notice of right to appeal if available
RCW 28A.405.300 Adverse change in contract status of certificated employee — Determination of probable cause — Notice — Opportunity for hearing
RCW 28A.405.310 Adverse change in contract status of certificated employee, including non-renewal of contract — Hearings — Procedure
RCW 28A.405.470 Crimes against children — Mandatory termination of certificated employees — Appeal — Recovery of salary or compensation by district
RCW 28A.410.090 Revocation or suspension of certificate or permit to teach — Criminal basis — Complaints — Investigation — Process
RCW 49.44.200 Personal social networking accounts – Restrictions on employer access - Definitions
Chapter 181-86 RCW Policies and procedures for administration of certification proceedings
WAC 181-87 Acts of Unprofessional Conduct

Adoption Date: September 20, 2006 
Revised Dates: June 27, 2007; February 17, 2021; March 20, 2024

A.  Represented Employees

The district will compensate employees represented by an authorized bargaining representative under the applicable collectively bargained salary schedule, which the board must approve.

B. Non-Represented Employees

The superintendent or designee will establish salary schedules for non-represented employees and present the schedules to the board for approval. In establishing salary schedules, the superintendent or designee will comply with any requirements regarding inflationary increases. For certain positions, like the superintendent or other district-level administrators, the compensation will be established by individual employment contracts.

C. Reproduction of Annual Salary Schedules for Certificated Employees

The district will reproduce the annual salary schedules for all certificated employees approved by the board through a reasonable method, like printing.

Legal References:
RCW 28A.405.200 – Annual salary schedule as basis for salaries for certificated employees
RCW 28A.400.205 – State inflationary increases for employees - inflationary adjustment index - defined

Adoption Date:  September 20, 2006
Revised Date:   February 19, 2013; March 20, 2024

When so ordered by the superior and district courts, the U.S. Secretary of Education or the Secretary’s guaranty agency (in the case of defaulted student loans), the district will comply with the directives of a Writ of Garnishment filed against a staff member of the district. Each garnishment or action for collection of debts will be reviewed by the superintendent and such information will become a part of the record of the staff member. Attempts will be made to counsel or provide a referral for any such staff member with regard to the staff member’s financial problems. The district will not discharge a staff member for the reason that a creditor of the staff member has subjected or attempted to subject unpaid earnings of the employee to a writ of wage garnishment directed to the district. This provision will not apply if the garnishments on three or more separate indebtednesses are served upon the district within any period of twelve (12) consecutive months by the superior or district courts.

Legal References: 
RCW 6.27.040 – State and municipal corporations subject to garnishment— Service of writ
RCW 6.27.170 – Garnished employee not to be discharged—Exception

Adoption Date:  September 20, 2006
Revised: February 7, 2018; March 12, 2024

Upon the recommendation of the superintendent and in accordance with the law and district    policy, staff may be granted leaves pursuant to the following conditions, unless the applicable collective bargaining agreement provides otherwise:

Leave at Full Pay Unless Stated Otherwise. Leaves will be with pay unless otherwise stated. If leaves are to include expenses to be paid by the district, that also will be specifically stated.
Leaves in Units of Full or Half Days. Leaves may be granted in units of half or full days only, or as defined by the employee’s respective collective bargaining agreement.
Return from Leaves. At the end of any leave shorter than 20 days in duration, sabbatical leave, or sick leave which does not exhaust the staff member's accumulated sick leave, the affected staff member is entitled to return to the position held when the leave commenced or to an appropriate comparable position.
Except as may otherwise be specifically provided by law or district policy, a staff member will be entitled to a position in the district subject to the availability of a position for which the staff member is qualified after leaves of longer duration.

Prior Notice of Application. Reasonable advance notice is required for all leaves, with specific advance notice as stated in district policy.
Flexibility in Granting Leaves. The superintendent may grant leaves to individuals who might not otherwise be covered, or extend leave in excess of the number of days provided by district policy, in unusual or exceptional circumstances.
Leaves Prorated for Part-Time Staff. Part-time staff will be entitled to leave benefits, unless otherwise stated in district policy, provided that the length of leaves will be prorated according to the ratio of days and/or hours worked to the number of days and/or hours worked by a full-time staff member in the same or a similar position.
Noncumulative. Leaves will be noncumulative from year to year unless otherwise stated.
Unpaid Leaves

Upon employee request, the superintendent or designee has discretion to consider providing unpaid leave to employees in certain circumstances. The option to provide unpaid leave does not obligate the district to do so or in any way limit or prevent the district from pursuing other responses.

Cross References:
District Policy 5411 - Staff Vacations
District Policy 5410 - Holidays
District Policy 5407 - Military Leave
District Policy 5406 - Leave Sharing
District Policy 5404 - Family, Maternity and Military Caregiver Leave
District Policy 5043 - Emergency and Discretionary Leaves
District Policy 5401 - Sick Leave

Legal References:
RCW  28A.400.300 – Hiring and discharging of employees – Written leave policies – seniority and leave benefits of   employees transferring between school districts and other educational employers – AGO 1980 No. 22 Limitation on compensated leave for school district employees

Adoption Date:  September 20, 2006
Revised: February 7, 2018; February 21, 2024
Reviewed: July 17, 2025

1. Paid Sick Leave for Certificated and Classified Staff Members
   
   The district will grant each certificated and classified staff member of the district sick leave days annually in accordance with RCW 28A.400.300 and applicable collective bargaining agreements.
   
   Unused sick leave days may be accumulated from year-to-year up to a maximum of one hundred eighty days for the purposes of RCW 28A.400.210 and 28A.400.220, and for leave purposes up to a maximum of the number of contract days agreed to in a given contract, but not greater than one year.
   
   The district may require a signed statement from a healthcare provider for any absence in excess of five consecutive days. Pursuant to WAC 296-128-660, if the district requires such verification from a nonexempt staff member and the staff member believes obtaining verification would result in an unreasonable burden or expense, the staff member may contact Human Resources orally or in writing. Verification must be provided to the district within 10 calendar days of the first day a nonexempt staff member used paid sick leave to care for themselves or a family member.
   
   If sick leave benefits are exhausted, the board may grant leave without pay for the balance of the year upon the recommendation of the superintendent/designee.
    
2. Attendance Incentive Program for Certificated and Classified Staff Members
   
   In January of the year following any year in which a minimum of 60 days of sick leave is accrued, and each January thereafter, any eligible staff member may exercise an option either:
    
   1. To receive remuneration for unused sick accumulated in the previous year in an amount equal to one day's monetary compensation of the staff member for each four full days of accrued sick leave in excess of 60 days; or
       
   2. To add that year's sick leave to the staff member's accumulated sick leave.
      
      All such leave for which the staff member receives compensation will be deducted from accumulated sick leave at the rate of four days for every one day's monetary compensation.
      
      A staff member may cash-out all accrued sick leave at the above rate at the time of an eligible separation from employment, as set forth in RCW 28A.400.210 and Chapter 392-136 WAC.
      
      The administrator of the estate of a deceased staff member may also cash-out all accumulated sick leave at the rate of one day's monetary compensation for every four days of leave. A certified copy of the death certificate and proper documentation of court appointment as administrator of the estate must be submitted to the district office.
       
3. Additional Paid Sick Leave Provisions
    
   1. Nonexempt Staff Members
      
      Nonexempt staff members are covered by the sick leave provisions of RCW 28A.400.300 and are also covered by the sick leave provisions of RCW 49.46.210 and Chapter 296-128 WAC beginning January 1, 2018.
      
      In general, the sick leave benefits provided under RCW 28A.400.300 are more generous than those required by RCW 49.46.210 and Chapter 296-128 WAC. Below, however, are some of the rights that nonexempt staff members are entitled to under RCW 49.46.210 and Chapter 296-128 WAC:
       
      1. Nonexempt staff members must accrue at least one hour of paid sick leave for every forty hours worked.
          
      2. Nonexempt staff members are entitled to use their accrued paid sick leave beginning on the ninetieth calendar day after the commencement of their employment.
          
      3. Nonexempt staff members may use paid sick leave to care for themselves or their family members, when the staff members’ workplace or children’s school or place of care has been closed by a public official for any health-related reason, or for absences that qualify for leave under the Domestic Violence Leave Act.
          
      4. Nonexempt staff members must be permitted to carry over at least forty hours of paid sick leave.
          
      5. Retaliation against a nonexempt staff member for lawful exercise of paid sick leave rights is prohibited.
          
   2. Reasonable Notice for the Use of Paid Sick Leave
      
      Nonexempt staff members must provide reasonable advance notice of an absence from work for the use of paid sick leave to care for themselves or a family member. The staff member must provide such reasonable notice to their immediate supervisor or other person designated to receive notice.
      
      Any information provided will be kept confidential. If a nonexempt staff member’s absence is foreseeable, the staff member must provide notice to their immediate supervisor at least 10 days, or as early as possible, before the first day paid sick leave is used. If a nonexempt staff member’s absence is unforeseeable, the staff member must contact their immediate supervisor as soon as possible.
      
      A nonexempt staff member must give advance oral or written notice to their immediate supervisor as soon as possible for the foreseeable use of paid sick leave to address issues related to the staff member or the staff member’s family member being a victim of domestic violence, sexual assault, or stalking. If a nonexempt staff member is unable to give advance notice because of an emergent or unforeseen circumstance related to the staff member or the staff member’s family member being a victim of domestic violence, sexual assault, or stalking, the staff member or a designee must give oral or written notice to their immediate supervisor no later than the end of the first day that the staff member takes such leave.

Cross References: 
Board Policy 5406 - Leave Sharing

Legal References: 
RCW 49.46.200 – Paid sick leave
RCW 49.46.210 – Paid sick leave – Authorized purposes – Limitations – “Family member” defined
Chapter 296-128 WAC – Minimum Wages
RCW 28A.400.210 – Employee attendance incentive program — Remuneration or benefit plan for unused sick leave
RCW 28A.400.300 – Hiring and discharging of employees — Written leave policies — Seniority and leave benefits, of employees transferring between school districts and other educational employers
Chapter 392-136 WAC – Finance — Conversion of Accumulated Sick Leave
AGO 1964 No.98 – Sick leave for certificated and non-certificated employees
AGO 1980 No.22 – Limitation on compensated leave for school district employees

Adoption Date:  September 20, 2006  
Revised: December 20, 2017; May 16, 2018; April 24, 2024

Emergency leave may be granted for no more than 3 days per year and may be taken in the case of emergencies as defined in the following:

An emergency arises out of unforeseen and unexpected circumstances which create an air of crisis or extreme need. The circumstances must present a grave and clear danger that imminently threatens physical or mental health or would result in irremediable harm or in immediate disaster to life or property unless some action is taken.
A written application for emergency leave must be returned to the district office on the day of return to school.

Family Emergency Leaves

The district recognizes that the demands of the workplace and of families need to be balanced to promote family stability and economic security for school district employees. Conditions for the authorized use of accumulated leave for family leaves are to be fairly construed in a manner consistent with this policy, and other relevant district policies.

Unless otherwise stated, any leave used under terms of this policy will be deducted from the staff member’s accumulated sick leave. In the event the staff member's sick leave has been exhausted, the leave will be granted without pay.

Unless a situation is governed by an applicable collective bargaining agreement, the following will apply:

1. Domestic Violence Leave
   The district will allow victims of domestic violence, sexual assault, or stalking and family members of victims to take reasonable leave from work, intermittent leave or leave on a reduced leave schedule. The leave may be sick leave, other accrued leave or leave without pay. Family member includes a child, spouse, parent, parent in-law, grandparent or an individual with whom the victim has a dating relationship. The employee will provide advance notice of their intent to take leave. If advance notice is not possible, due to an emergency, notice should be provided no later than the end of the first day that the employee takes the leave.
2. Family Illness
   District staff members may use accrued sick leave or other accrued leave, at the employee’s choice, to care for a child of the employee with a health condition that requires treatment or supervision.  Staff members may use accrued sick leave or other accrued leave, at the employee’s choice, to care for a spouse, parent, parent-in-law or grandparent of the employee who has a serious health condition or an emergency condition. The district may require a signed statement from a licensed medical practitioner to verify the need for treatment, care or supervision for any absence that exceeds five (5) consecutive days.
3. Death in the Family
   The district will allow each full-time staff member a maximum of five (5) days leave  upon the death of an employee’s spouse, mother, father, son, daughter, sister, brother, mother-in-law, or father-in-law. Leave also will be allowed upon the death of a son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandmother, grandfather, granddaughter or grandson. The deaths of more than one family member resulting from a common occurrence will be treated as a single death with respect to the length of leave granted.

An extended unpaid leave of absence for a period up to the beginning of the next school term or school year may be approved at the discretion of the superintendent based upon consideration of educational program needs and the desires of the staff member, together with any recommendation of professionals such as medical practitioners or counselors regarding the leave request.

Nothing in this section will preclude the use of accumulated sick leave to care for a child with a health condition that requires treatment or supervision, as provided in the ‘Family Illness’ section of this policy.

Leaves of Absence

The district may grant leaves of absence for specific periods of time for up to one school year upon application by a staff member, the recommendation of the superintendent and the approval of the board. Such leaves will be without pay or fringe benefits and, with the approval of the board, and may be extended for one additional school year. During the leave the staff member may pay the district’s share of any insurance benefits program in order to maintain those benefits. The needs of students and the district program warrant primary consideration. Leaves of absence will be granted only when they will not have an undesirable impact upon the educational program or business operations.

A staff member will be entitled to return to a position in the district at the end of the leave of absence subject to the availability of a position for which the staff member is qualified. The staff member granted a leave of absence will inform the district by April l as to their intentions to assume a position in the district for the ensuing school year. If said notification is not received, the individual’s employment rights with the district will be terminated.

Staff on leave of absence will not earn any salary schedule experience credit or any sick leave credit or benefits during the leave of absence.

Leaves to Attend Meetings/Conferences

The district may grant leaves, subject to the recommendation of the superintendent and approval by the board, to staff for the purpose of attending meetings or conferences that are likely to be of value to the staff member’s performance. Meetings and conferences wherein bargaining unit activities are conducted are excluded. Such leaves may be granted without pay and with or without travel expense reimbursement.

Cross References: 
District Policy 5021 - Conflicts Between Policy and Bargaining Agreements

Legal References:
RCW 28A.400.300 – Hiring and discharging employees — Written leave policies - Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW 49.12.270 – Sick leave, time off – Care of family members
Chapter 49.76 RCW – Domestic violence leave

Adoption Date:  September 20, 2006
Revised: February 21, 2018; March 12, 2024

I. State Paid Family and Medical Leave

Paid family and medical leave are benefits administered by the Washington State Employment Security Department. Employees interested in applying for these benefits must follow the process described in Chapter 192-610 WAC. Employees who have questions regarding the application process may contact the Employment Security Department or visit its website. The district will post notices made available by the Employment Security Department that provide pertinent information regarding paid family and medical leave benefits.

A brief description of the paid family and medical leave benefits program is provided below. The description is not meant to capture every aspect of the program; rather, it is meant to give a general overview.

Eligibility

Employees who have worked 820 hours during the first four of the last five completed calendar quarters or the last four completed calendar quarters are eligible for paid family and medical leave.

Reasons for leave

Family leave means leave taken by an employee from work for the following reasons:

1. To participate in providing care, including physical or psychological care, for a family member made necessary by a serious health condition of the family member;
2. To bond with the employee’s child during the first 12 months after the child’s birth, or the first 12 months after the placement of a child under the age of eighteen within the employee; or
3. Because of any qualifying exigency as permitted under the federal family and medical leave act for family members as defined by RCW 50A.05.010(10).

Medical leave means any leave taken by an employee from work made necessary by the employee’s own serious health condition as defined by RCW 50A.05.010(20).

Amount of leave

Employees may take up to 12 weeks of paid family leave during a period of 52 consecutive calendar weeks.

Employees may take up to 12 weeks of paid medical leave during a period of 52 consecutive calendar weeks. Paid medical leave may be extended by two weeks if the employee experiences a serious health condition with a pregnancy that results in incapacity.

Employees may take a combined 16 weeks of paid family and paid medical leave during a period of 52 consecutive calendar weeks. The combined total may be extended to 18 weeks if the employee experiences a serious health condition with a pregnancy that results in incapacity.

Employee notice to district

An employee must provide the district at least 30 days’ written notice before paid family or medical leave is to begin if the need for the leave is foreseeable based on an expected birth, placement of a child, or planned medical treatment for a serious health condition.

An employee must provide the district written notice as soon as practicable when 30 days’ notice is not possible because of a lack of knowledge of approximately when leave will be required to begin, because of a change in circumstances, or because of a medical emergency.

An employee must provide the district written notice as soon as is practicable for foreseeable leave due to a qualifying military exigency, regardless of how far in advance such leave is foreseeable.

The notice must be in writing and contain at least the anticipated timing and duration of the leave.

Districe notice to employee

Whenever the district becomes aware that an employee is absent from work for more than seven consecutive days to take family or medical leave, the district will provide the employee with a written statement provided by the Employment Security Department of the employee’s rights.

The notice will be sent by the fifth business day after the employee’s seventh consecutive missed day of work due to family or medical leave or by the fifth business day after the employer becomes aware that the employee’s absence is due to family or medical leave, whichever is later.

Employment restoration

Upon return from paid family or medical leave, an employee is entitled to be restored to the position of employment held by the employee when the leave commenced or to be restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.

As a condition of restoration for employees who have taken medical leave, the district may require those employees to receive certification from their health care provider that they are able to resume work.

The district may deny restoration to any salaried employee who is among the highest paid ten percent of its employees if the following apply:

1. Denial is necessary to prevent substantial and grievous economic injury to the operations of the employer;
2. The district notifies the employee of its intent to deny restoration on such basis at the time the district determines the injury would occur; and
3. The leave has commenced and the employee elects not to return to employment after receiving the notice.

The district may also deny restoration if the employee would not otherwise have been employed at the time of reinstatement.

If the district chooses to deny restoration, it will provide written notice of such denial in person or by certified mail. The notice will include a statement that the district intends to deny employment restoration when the leave has ended, the reasons behind the decision to deny restoration, an explanation that health benefits will still be paid for the duration of the leave, and the date on which eligibility for employer-provided health benefits ends.

The rights described above only apply in the following circumstances: the district has 50 or more employees; the employee has been employed by the district for twelve months or more; and the employee has worked for the district for at least 1,250 hours during the 12 months immediately preceding the date on which leave will commence.

II. Federal Family and Medical Leave

General provisions

Every employee of the district who has worked for the district at least one year and for at least 1,250 hours in the preceding year is entitled to twelve (12) workweeks of family leave during any twelve (12) month period to do the following:

1. Care for a newborn child, an adopted child of the employee who is under the age of eighteen at the time of placement for adoption, or a newly placed foster child;
2. Care for a spouse, parent or child of the employee who has a serious health condition, or the employee may obtain leave for their own serious health condition if it renders the employee unable to perform their job; or
3. Respond to a qualifying exigency occurring because the employee’s spouse, son or daughter, or parent is on active duty or has been notified of pending active duty in support of a contingency operation.

An employee who is the spouse, son or daughter, parent or next of kin of a service member who is recovering from a serious illness or injury sustained while on active duty is entitled to twenty six (26) weeks of unpaid leave in a 12 month period to care for the service member.

Family leave authorized under this policy must be taken full-time and consecutively unless an alternative schedule is approved by the superintendent or designee or where intermittent or reduced leave is medically necessary. Instructional staff may not take reduced or intermittent leave when it would constitute 20 percent of the number of working days in the period during which the leave would extend without the approval of the superintendent or designee. An instructional employee may be transferred to an alternative equivalent position that would accommodate reduced or intermittent leave, if such a position is available.

A period of family leave is in addition to any sick leave taken due to the employee’s temporary disability attributable to pregnancy or childbirth.

The superintendent or designee may require written verification from the employee’s health care provider when the employee is taking medical leave based on their own serious health condition.

The district may obtain the opinion of a second health care provider, at district expense, concerning any information pertinent to the employee’s leave request. If the opinions of the health care providers differ on any matter determinative of the employee’s eligibility for family leave, the two health care providers will select a third provider, whose opinion, obtained at the employer’s expense, will be conclusive.

Birth or adoption

Leave taken for newborn or adopted childcare will be completed within one year after the date of birth or placement for adoption.

The district will grant leave upon the same terms to male employees as is available to female employees upon the birth or adoption of the employee’s child. Leave will be granted upon the same terms to employees who become adoptive parents or stepparents, at the time of birth or initial placement for adoption of a child under the age of six, as is available to employees who become biological parents. Such leave is available only when the child lives in the employee’s household at the time of birth or initial placement.

Employee requests for leave of absence due to birth or initial placement for adoption of a child will be submitted in writing to the superintendent or designee not less than 30 days prior to the beginning date of the leave. The notice will include the approximate beginning and ending dates for the leave requested.

If both parents of a newborn or newly adopted child are employed by the school district, they will be entitled to a total of twelve workweeks of family leave during any twelve month period, and leave will be granted to only one parent at a time. There is no pooling effect for spouses if the family leave is related to a serious health condition.

Employment restoration

Any employee returning from an authorized family leave will be entitled to the same position held by the employee when the leave commenced, or to a position with equivalent benefits and pay.

An employee may be denied restoration under the following circumstances: a) the specific job is eliminated by a bona fide restructuring, or a reduction-in-force resulting from lack of funds or lack of work, b) an employee on family leave takes a position with another employer outside the home, c) the employee fails to provide the required notice of intent to take family leave or fails to return on the established ending date of leave, d) or as otherwise allowed by law. If an employee fails to return from family leave, the district may recover the costs of the employee’s health benefits paid during the leave.

Instructional staff may be required to delay their return from family leave to the beginning of the next semester under the following circumstances:

1. The employee began leave five or more weeks before the end of the semester, the leave is for more than three weeks, and the employee would otherwise return to work within three weeks of the end of the semester.
2. The employee began family leave (except for a personal health condition) less than five weeks before the end of the semester, the leave is for more than two weeks, and the employee would otherwise return to work within two weeks of the end of the semester.
3. The employee began family leave (except for a personal health condition) three or fewer weeks before the end of the semester and the period of leave is more than five working days.

III. Maternity Leave

 A staff member may use accumulated paid sick leave for the period of actual disability attributable to pregnancy or childbirth. This period will extend from the date of birth for a period of not more than 60 days, unless an actual period of disability which begins prior to the date of birth or continues beyond 60 days is otherwise verified in writing by the employee’s physician.

If the employee’s accumulated sick leave is exhausted during the period of maternity, the district will grant a leave of absence without pay or fringe benefits, upon the staff member’s request, for the remainder of the period of actual disability due to pregnancy or childbirth.

During any unpaid portion of such leave of absence, the staff member may pay the premiums for any district insurance plans to keep coverage in effect for the employee and their family.

Notice

A pregnant staff member is requested to notify their immediate supervisor and the superintendent or designee by the beginning of the fifth month of pregnancy.

At the time of such notice the staff member will submit a written request to their immediate supervisor and the superintendent or designee for one or more of the following:

1. Maternity leave for the period of their actual disability due to pregnancy or childbirth;
2. Family leave for a period of up to 12 weeks, in addition to any period of maternity disability leave, the district will extend the employee’s health benefit during this period of unpaid leave;
3. Leave of absence for a period of up to the beginning of the next school term or school year. Such extended leave of absence may be approved at the discretion of the superintendent or designee based upon consideration of educational program needs and the desires of the staff member, together with the recommendation of their personal physician or licensed practitioner; or
4. Termination of employment by resignation.

The notice to the district will include the approximate beginning and ending dates for the leave.

 Employment Conditions
A pregnant staff member may continue working as long as she is capable of performing their normal duties, with the written approval of their physician or licensed practitioner.

The staff member may return to work when physically able to perform their duties. If the employee intends to return to work within 60 days of childbirth, their personal physician or licensed practitioner must certify that the staff member is in good health and ready to resume their duties.

No later than 30 days after the date of birth, the staff member is requested to notify the superintendent or designee of the specific date when she will return to work. Unless the superintendent or designee approves an earlier date of return, the employee will give at least 14 days advance notice of the actual date of return.

The staff member will return to their duties following an extended leave of absence on the date approved by the superintendent or designee. If the employee is still experiencing a disability due to pregnancy, miscarriage, abortion, childbirth or recovery which prevents the employee from performing their duties on the scheduled date of return, an additional period of unpaid leave of absence may be approved at the discretion of the superintendent or designee based upon consideration of educational program needs and the recommendation of the employee’s personal physician or licensed practitioner.

Assignment upon return
An employee who has taken a leave of absence only for the actual period of disability relating to pregnancy or childbirth or up to twelve weeks of family leave will return to the same assignment, or a similar position for which she is qualified with at least the same pay and benefits, as she held prior to the maternity leave or family leave.

Upon return from an extended maternity leave, a staff member will be entitled to a position in the district subject to the availability of a position for which she is qualified. An effort will be made to place the staff member in their original position or in a comparable position.

Cross References: 
District Policy 5021 - Conflicts Between Policy and Bargaining Agreements

Legal References: 
RCW 28A.400.300 – Hiring and discharging of employees — Written leave policies — Seniority and leave benefits of employees transferring between school districts and other educational employers
Title 550A RCW – Family and Medical Leave
WAC 162-30-020 – Pregnancy, childbirth, and pregnancy related conditions
29 USC Sec 2601 – Family and Medical Leave Act of 1993

Adoption Date:  September 20, 2006
Revised: February 21, 2018; March 20, 2024

The district will establish and administer a leave sharing program through which eligible employees may donate excess leave for use by an eligible recipient who is suffering from, or has a relative or household member suffering from, an extraordinary or severe illness, injury, impairment, or physical or mental condition; who is a victim of domestic violence, sexual assault, or stalking; who is sick or temporarily disabled because of pregnancy disability; who is on parental leave; or who has been called to service in the uniformed services.

Such a program is intended to extend leave benefits to an eligible recipient who otherwise would have to take leave without pay or terminate their employment.

The superintendent or designee is directed to develop a procedure for administering the leave sharing program in a manner consistent with state law and applicable collective bargaining agreements.

Cross References:
District Policy 5021 - Conflicts Between Policy and Bargaining Agreements

Legal References: 
RCW 28A.400.380 – Leave sharing program
RCW 41.04.650-665 – Leave sharing program - Intent
WAC 392-126-004 -104 – Finance

Adoption Date:  September 20, 2006
Revised:  February 9, 2011; January 23, 2013; December 19, 2018; March 28, 2024

The district will grant military leave as provided by law to each staff member who is a member of a United States Military Reserve Unit or a member of the Washington National Guard for a period not to exceed twenty-one days during each year beginning October 1st and ending the following September 30th, provided such reservist has been called to, or volunteered for, active duty or active duty training. Such military leave of absence will be in addition to any vacation or sick leave to which the staff member may be entitled and will not result in any loss of rating, privileges or pay. During this 21-day period of military leave, the staff member will receive their normal pay from the district.

Employees whose school district employment is interrupted by up to five years of service in a uniformed service are entitled to re-employment by the district following their discharge. The superintendent will adopt procedures to implement these re-employment rights consistent with state and federal law.

Military Leave - Spouse

The district will allow an employee who is the spouse of a military member of the U.S. Armed Forces, National Guard, or Reserves to take up to fifteen (15) days of unpaid leave during a period of military conflict when:

1. The military spouse is on leave from a deployment; or
2. Prior to deployment once the military spouse receives official notification of an impending call or order to active duty.

The employee must work an average of twenty hours or more each week for the district.

The employee is entitled to fifteen days of unpaid leave for each deployment. The employee must provide the district notice of intent to take leave within five business days of the call to active duty or notice of leave from deployment.

Cross References:

District Policy 5404 -  Family, Maternity and Military Caregiver Leave

Legal References:
RCW 38.40.060 – Military leave for public employees
Chapter 49.77 RCW – Military family leave act
Chapter 73.16 RCW – Employment and reemployment
AGO 1961 No. 81 – Public employees — State and municipal employees — Military leave — Reserve meetings38 USC 4301-4335 – Uniformed Services Employment and Reemployment Rights Act

Adoption Date:  September 20, 2006
Revised:  March 18, 2009; Revised: February 21, 2018; March 12, 2024

The district may grant leaves to a staff member for the days they are required to serve on a jury. Any compensation and/or expense reimbursement received by a staff member for jury duty performed on a contract day will be retained by the staff member.

The district may grant a maximum of two days leave (witness fees to be reimbursed to the district) to staff subpoenaed as witnesses in court or other legal proceedings; provided that a leave with pay will not be granted to a staff member for a case brought or supported by a staff member union or association or for a case in which the staff member has a direct or indirect interest in the proceedings.

On any day that a staff member is released from jury duty or as a witness by the court and four or more hours of the staff member's scheduled work day remain, the staff member is to immediately inform his/her supervisor and report to work if requested to do so.

Legal References:
Chapter 2.36 RCW – Juries

Adoption Date:  September 20, 2006
Revised: March 19, 2024

A.  Leaves of Absence for Non-Represented Employees

Leaves of absence shall be provided for eligible employees pursuant in accordance with board-approved policies. Substitute, temporary and student employees are not eligible for such leave. Employees may not be absent from their respective school buildings/work site during duty hours, except by permission from the principal or immediate supervisor.

B.  Attendance at Educational Conferences by Non-Represented Employees

The board of directors recognizes the importance of supporting professional development activities for staff. It also recognizes that staff are responsible for ensuring attendance at authorized activities, appropriately representing the district at such activities, and are further responsible for following district rules and regulations regarding expenditures for such authorizations.

Leaves with pay for employees to attend professional conferences and meetings may be approved by the superintendent or designee. Leave for such approved activities may include the following arrangements, subject to prior approval by the district:

1. Full Payment Leave.  A substitute, travel, and/or per diem expenses may be provided and paid for by the district when the non-represented employee represents the district.

2. Partial Payment Leave.  A portion of the substitute, travel, and/or per diem expenses may be provided and paid for by the district. The other portion may be paid by an approved agency, i.e. the Office of the Superintendent of Public Instruction, or an approved association.

3. No Payment Leave.  All costs related to the absence, including the non-represented employee's wages, are paid for by an approved agency or association.

C.  Personal Leave for Non-Represented Supervisory and Non-Represented Professional Technical Supervisory Employees

Three (3) days personal leave will be granted by the district annually to the supervisory non-represented employees.  Application must be made at least twenty-four (24) hours prior to taking personal leave, except in emergencies as verified and approved by human resources.

1.  Personal leave will not be granted the first five (5) student days and last five (5) student days of the school year unless the leave is for the high school, college or equivalent graduation of the employee’s spouse, son or daughter.

2.  Personal leave shall not be granted on a day prior to or after a school holiday or vacation.

3.  Personal leave is cumulative up to six (6) days.

D.  Personal Leave for Non-Represented Non Supervisory Employees

Two (2) personal leave days shall be available to all non-supervisory non-represented employees. 

1.  Personal leave is not available for the first five (5) and last five (5 days of school each year unless the leave is for the high school, college, or equivalent graduation of the employee’s spouse, son or daughter.  No more than three (3) employees from this unit district wide will be granted this exception on any one of the last five (5) days of school.

2.  Personal leave shall be granted on the workday immediately preceding  or the workday immediately following a paid holiday or vacation day on a first-come, first-serve basis up to a limit of two (2) non-represented employees district-wide (except for employees for whom no substitute is required.

3.  Personal Leave must be reviewed by the site administrator and pre-approved by the District.  Personal Leave must be requested at least forty-eight (48) hours in advance, unless extenuating circumstances  exists and can be documented to the site administrator.

4.  One unused fully-funded personal leave day may be carried over for one year only, to a maximum total accumulation of two (2) fully-funded days.

5.  Personal leave is separate from and not deducted from the employee’s accrued sick leave

E.  Leave Without Pay

Leaves of absence, either full-time or partial, without pay, which are in the best interest of the district, may be granted to non-represented employees either on a partial or full-time basis.

1.  Leaves up to one (1) full school/work year may be granted for purposes which include, but are not limited to, professional study, travel, or recuperation.  Such leaves must be requested by July 1, annually.

2.  Leaves of absence without pay that have been approved for one (1) full school/work year may be renewed for one (1) additional year only at the district’s option. Non-represented employees shall make the renewal request prior to June 1, annually.

3.  Leaves of absence without pay for less than one (1) year may be approved by the superintendent or a work designee.  Leaves of absence without pay for one (1) full school year require approval of the board.

4.  While on leave without pay, the non-represented employee’s experience credits for  salary schedule purposes and leave benefits, shall be reduced on a prorated basis (number of LWOP days/number of employment authorization days, unless such leave without pay is covered by Family and Medical Leave.

5.  Non-represented employees on short-term leaves of absence that do not require board approval shall promptly report their absence on the district-provided absence record form(s), as required. Should the non-represented employee fail to provide the report prior to the next payroll cut-off period, the district may deduct leave without pay until the report is properly filed.

Cross References: 
Board Policy 5021 - Applicability of Personnel Policies

Adoption Date:   December 10, 2010
Revised Date:    February 19, 2013
Reviewed: March 12, 2024

The district will observe the following school holidays and will not operate on these days:

1. Sunday;
2. New Years’ Day January 1);
3. Martin Luther King, Jr. Day (third Monday in January);
4. President’s Day (third Monday in February);
5. Memorial Day (last Monday in May);
6. Juneteenth (June 19);
7. Independence Day (July 4);
8. Labor Day (first Monday in September);
9. Veteran’s Day (November 11);
10. Thanksgiving Day (fourth Thursday in November);
11. The day after Thanksgiving; and
12. Christmas Day (December 25).

Whenever any legal holiday, other than a Sunday, falls on Sunday, the following Monday will be a legal holiday, and whenever any legal holiday falls on a Saturday, the preceding Friday will be a legal holiday.

Cross References:
Policy 2336 – Required Observances (Veterans Day, Constitution Day, Temperance and Good Citizenship Day, Disability History Month)

Legal References: 
RCW 1.16.050 – Legal holidays and legislatively recognized days
RCW 28A.150.050 – School Holidays

Adoption Date:  September 20, 2006
Revised Dates: October 18, 2023

The district will provide vacations with pay for all eligible non-represented personnel in accordance with the policy procedures, and in accordance with applicable state law, rules, and regulations and subject to alternative provisions in individual employment contracts.  Vacations are not available to substitute, temporary or student employees.

Cross References:
District Policy 5021 - Conflicts Between Policy and Bargaining Agreements

Legal References:
RCW   41.50.150 – Retirement benefits based on excess compensation — Employer liable for extra retirement costs
WAC   415-108-510 – Treatment of cash payments made in lieu of unused leave — First-in-first-out accounting method for determining when leave earned — Forms of leave deemed excess compensation — Conversions
WAC 415-112-415 – Are cash-outs for annual leave and personal leave included in earnable compensation and/or average final compensation?
AGO   1976 No. 10 – Accumulation of sick leave while on leave

Adoption Date:   September 20, 2006
Revised: March 28, 2024

Purpose

The South Kitsap School District is committed to preventing and addressing secondary traumatic stress for district personnel by supporting mental health in the workplace. Everyday school staff work with students experiencing trauma and loss. As a result, teachers, school counselors, administrators, and other school staff many experience secondary traumatic stress. When secondary traumatic stress is left unaddressed, it may lead to staff turnover, burnout, adult chronic absenteeism, and health issues that negatively impact everyone in the school community.

Secondary Traumatic Stress
The district acknowledges that secondary traumatic stress, also called compassion fatigue, is a natural but disruptive set of symptoms that may result when one person learns firsthand of the traumatic experiences of another. Symptoms of secondary traumatic stress may include feelings of isolation, anxiety, dissociation, physical ailments, and sleep disturbances. In addition, those affected by secondary traumatic stress may experience: changes in memory and perception; alterations in their sense of self-efficacy; a depletion of personal resources; and disruption in their perceptions of safety, trust, and independence.

Policy Statement

The district will promote a positive workplace climate that includes a focus on diversity and inclusion.

The district will regularly assess district-level and school building–level implementation of this policy. The assessment will include input from the district’s workforce. The district will provide appropriate resources and training to schools and staff for continuous improvement.

Legal References: 
RCW 28A.300 RCW
RCW 28A.400 RCW

Cross References: 
District Policy 3112 - Social Emotional Climate
District Policy 5203 - Staff Assistance Program

Adoption Date:  February 1, 2023 
Revised: March 12, 2024

Professional Growth and Development for Non administrative staff

Additional training and study are prerequisites for continued growth and effectiveness of staff members. It is also necessary for staff members with increased responsibilities and new demands. Staff are encouraged to gain additional job-related skills through special study or in-service training.

Professional Growth and Development for Administrators

The district recognizes that training and study for administrators contribute to their skill development necessary to better serve the needs of the district. Each year the superintendent or designee will develop an administrative in-service program based upon the needs of the district, as well as the needs of individual administrators.

Cross References: 
Board Policy 5005 - Employment: Disclosures, Certification Requirements, Assurances and Approval
Board Policy 5240 - Evaluation of Staff

Legal References:
RCW 28A.415.040 – In-service training act of 1977 – Administration of funds – Rules – Requirements for local districts – In-service training task force
WAC 181-85-075 – Continuing education requirement
WAC 181-85-200 – In-service education approval standards
WAC 392-121-255 – Definition — Academic credits
WAC 392-121-257 – Definition — In-service credits
WAC 392-192 – Professional development programs
WAC 392-195 – School personnel - In-service training program
SSSB 5082, Chapter 386, Laws of 2019 Social-Emotional Learning—Committee, Standards, and Benchmarks
SSB 5044, Chapter 197, Laws of 2021 Public Schools, Equity, Etc.—Training

Adoption Date:  September 20, 2006
Revised Date: June 27, 2007; April 24, 2024

Continued professional study and in-service training are prerequisites for professional growth and development. The teacher mentor program is established for the purpose of selecting a highly-skilled teacher to provide continued and sustained support to a teacher, both in and outside the classroom. For purposes of this program “beginning teacher” shall mean a teacher with fewer than ninety (90) consecutive school days of certificated teaching experience in either a public or private school in any grade, preschool through twelve, and who is employed by the district for ninety (90) consecutive school days or more. “Experienced teacher” means any teacher who exceeds the experience specifications cited above.

The superintendent is directed to establish procedures consistent with rules and regulations promulgated by the superintendent of public instruction. The board of directors shall approve of any teacher assistance program prior to submission to SPI. The district reserves the right to modify the program including: the selection process for the participants -- beginning, experienced and mentor teachers; the supervisory responsibilities of the mentor teacher; in-service training of beginning, experienced and mentor teachers, when it is to the advantage of the district to expand the program beyond that supported by the state grant.

Cross References: 
Board Policy 5203 - Staff Assistance Program

Legal References:
WAC   392-196 – Teacher Assistance Program

Adoption Date:  September 20, 2006

Administrative staff are encouraged to be members of and participate in professional associations which have as their purposes the upgrading of school administration and the continued improvement of education in general.

Administrative staff are encouraged to be active participants in civic and service organizations in the community. The board of directors believes that the district will benefit from the participation of administrative staff in civic and service organizations in the community because of improved reciprocal understanding and communication between community leaders and district staff. This will lead to increased community support for the schools, school programs that are more responsive to the needs of the community, and opportunities for cooperative support of school and community programs.

Membership fees, travel and meal costs attributable to an employee's participation in civic and service organizations approved by the superintendent/designee will be paid by the district, subject to the restrictions of this and other district policies.  

The district recognizes that there will be indirect costs attributable to participation in civic and service organizations for employee time. The district encourages full participation in organizations for which it is paying costs, although no employee may act as an officer or take a leadership role in more than one organization for which the district is paying the membership costs. With prior written approval of the superintendent/designee, the district will pay costs related to attendance at meetings related to membership in civic and service organizations covered by this policy, including conventions.

Employees for whom the district pays any membership costs in civic and service organizations may not exert influence on other employees to provide financial contributions or other support to the civic or service organization. Neither may they use the civic or service organization as a forum for lobbying in support of or opposition to political or legislative actions, or the promotion of endeavors in which they may have a direct or indirect financial interest or may acquire a personal benefit or gain.

Adoption Date:  September 20, 2006
Revised: March 14, 2016; March 28, 2024

The district authorizes the employment of a certificated substitute in the absence of a certificated staff member. In addition, the district may use a substitute in place of a regularly contracted staff member when:

1. Enrollment uncertainties exist at the beginning of a school year; or
2. Resignations of regular staff do not allow sufficient time for the district to employ an immediate replacement.

On either of the latter occasions the district will employ a contracted staff person within a reasonable time.

The superintendent or designee will be responsible for establishing procedures by which teachers request substitutes and by which substitute teachers are assigned, employed and compensated.

The district authorizes the employment of a spouse of an officer as a substitute teacher when the superintendent deems that there is a shortage of substitute teachers in the district. The terms of the spouse’s employment must be commensurate with the relevant pay plan or collective bargaining agreement operating in the district.

If the superintendent reasonably anticipates that the list of qualified, willing substitutes will be exhausted, emergency substitute certification may be sought from the Office of the Superintendent of Public Instruction for persons not fully qualified for a teaching or substitute certificate. Substitutes holding emergency certification may only be assigned work when the list of fully qualified substitutes is exhausted.

The district authorizes the employment of a classified substitute in the absence of a classified staff member when a program will be adversely affected by the regular staff member’s absence and when a substitute can perform the duties in a reasonable manner. A classified substitute employee’s eligibility to purchase retirement service credit will be determined according to Chapter 41.35 RCW and retirement system rules.  Substitute classified employee means a classified employee who is employed by the district exclusively as a substitute for an absent employee. The superintendent is authorized to establish procedures relating to the use of substitute classified staff.

By October 1 of each year, the district will report to the office of the superintendent of public instruction: 1) The number of substitute teachers hired per school year; 2) the number of hours; 3) the number of substitute teachers that received benefits under the school employee’s benefit board; 4) the fully daily compensation rate per substitute teacher; and 5) the reason for hiring the substitute teacher.\

Cross References: 
District Policy 5001 - Hiring of Retired School Employees
District Policy 5612 - Temporary Administrators

Legal References:
RCW 28A.330.240     Employment Contracts
RCW 28A.400.300     Hiring and discharging employees — Written leaves for employees — Seniority and leave benefits of employees transferring between school districts and other educational employers
RCW 28A.405.900     Certain certificated employees exempt from chapter provisions
RCW 28A.410.010     Certification — Duty of professional educator standards board — Rules — Record check — Lapsed certificates — Superintendent of Public  Instruction as administrator
RCW 41.32.570          Postretirement employment — Reduction or Suspension of pension payments
RCW 42.23.030          Interest in contracts prohibited — Exceptions
RCW 41.35.033          Membership—Service credit—Substitute employees—Rules
RCW 28A.300.615     Substitute teachers—Hiring and compensation reporting
RCW 41.32.802          Reduction of retirement allowance upon reemployment or if covered by plan under RCW 28B.10.400—Reestablishment of membership
RCW 41.32.862          Reduction of retirement allowance upon reemployment or if covered by plan under RCW 28B.10.100—Reestablishment of membership
RCW 41.35.060          Reduction of retirement allowance upon reemployment or if covered by plan under RCW 28B.10.100—Reestablishment of membership
RCW 41.40.037          Service by retirees—Break in employment requirement—Reduction of retirement allowance upon reemployment—Reestablishment of membership
WAC 181-79A-231     Limited certificates

Adoption Date:  September 20, 2006
Revised: August 20, 2008, January 17, 2024

Persons appointed as temporary replacements to perform administrative tasks in emergency situations, during times of workload fluctuations or employee absences, or on special projects of short-term duration shall be considered temporary administrative employees. They shall be employed and assigned by the superintendent and shall be compensated for services on the basis of salary rates within board-approved budgetary allocations.

The appointment and service of a temporary administrative employee will be based on principles of performance, ability and qualifications, as for any other employment action, with consideration for the urgency and other circumstances of the district's need and for the immediate availability of persons qualified to fill the need.

Retired administrators may be employed as temporary administrators in accordance with Policy 5001 – Hiring of Retired School Employees.

Cross References:
District Policy 5001 - Hiring of Retired School Employees

Legal References:
RCW 28A.400.300    Hiring and discharging employees — Written leave policies — Seniority and leave benefits of employees transferring between school   districts and other educational employers
RCW 41.32.570    Postretirement employment ­— Reduction or suspension of pension    payments
RCW 28A.405.900    Certain certificated employees exempt from chapter provisions
RCW 41.32.802    Reduction of retirement allowance upon reemployment or if covered by plan under RCE 28B.1.400—Reestablishment of membership
RCW 41.32.862    Reduction of retirement allowance upon reemployemnt or if covered by plan under RCW 28B.10.400—Reestablishment of  membership

Adoption Date:  September 20, 2006
Revised: April 16, 2014, January 17, 2024

The district recognizes the valuable contribution made to the total school program through the volunteer assistance of parents and other citizens. In working with volunteers, district staff will clearly explain the volunteer's responsibility for supervising students in school, on the playground and on field trips. On field trips both students and volunteers are to be informed of the rules of student behavior and the means by which they are to be held accountable to those rules.

The superintendent will be responsible for developing and implementing procedures for the utilization of volunteers. The selection and use of volunteers will be consistent with those policies and procedures as specified for unsupervised volunteers as specified in Policy 5005, Employment: Disclosures, Certification Requirements, Assurances and Approval.

Cross References:
5005P - Procedure Employment: Disclosures, Certification Requirements, Assurances and Approval

Legal References: 
RCW 43.43.830-840 Washington State Patrol background checks
WAC 446-20-285 Employment — Conviction Records

Adopted: January 17, 2018
Reviewed: January 16,2024

The district encourages cooperation with colleges and universities within the state in the training of student teachers. The district will accept student teachers from accredited institutions of higher learning with which the district has a cooperative agreement.

The board authorizes the superintendent to honor those reasonable rules, regulations and training guidelines of the teacher training institution. The teacher training institution will be expected to provide liaison personnel who will work cooperatively throughout the training process with the principal and the supervising teacher.

The superintendent will coordinate the request for placement with building principals in order that excessive concentrations of student teachers in any given building will be avoided. Student teachers will comply with the policies of the district as it applies to certificated staff. The supervising teacher and the principal will be responsible for the conduct of the student teacher.

Adoption Date:  September 20, 2006
Revised Date: April 24, 2024

The district recognizes the need to provide training opportunities for prospective administrators. Internships for those who are in the process of acquiring administrative credentials will be approved on an individual basis. Specific factors to be used in considering an individual for an internship position will include but not be limited to academic record, teaching ability, leadership qualities, communication skills and dedication to past and present assignments.

If recommended by the screening committee, the superintendent/designee will be responsible for:  scheduling any necessary release time, arranging for constructive supervision of the internship experience and identifying a variety of experiences which will meet the needs of the intern.

Adoption Date:  September 20, 2006
Revised: March 19, 2024