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human rights policy.
June 2021 
Function: Executive Board 
Document number: HRP version2 22062021
1.
purpose
In line with our core values and Human Forward strategy,
Randstad believes that everyone is
entitled to be treated with dignity and respect. As
the global leader in the HR services industry, we
recognize our role in society and our responsibility
to respect human rights. We are committed to


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to respect human rights. We are committed to
preventing or mitigating adverse human rights impacts
that are caused by or linked to our
operations and services, and addressing such impacts
if they occur.
Randstad is a signatory of the United Nations Global
Compact and respects and supports all its
principles, including those regarding human rights
and labor. Randstad supports the ‘Protect,


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and labor. Randstad supports the ‘Protect,
Respect and Remedy’ Framework, including the Guiding
Principles on Business and Human Rights
as endorsed by the UN Human Rights Council. For Randstad,
our company’s corporate
responsibility to respect human rights also means
adherence to the International Bill of Human
Rights and the fundamental rights set out in the International


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Labor Organization (ILO)
Declaration on Fundamental Principles and Rights at
Work (see the annex for these and other
relevant documents).
The relevant ILO principles and rights related to
labor, which are also supported by our core
values and embodied in our Business Principles, are
the following:
Freedom of association and the right to collective
bargaining, elimination of all forms of forced or


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bargaining, elimination of all forms of forced or
compulsory labor, effective abolition of child labor,
and elimination of discrimination in respect of
employment and occupation.
In this Human Rights policy, we set out the leading
principles with regard to human rights for
Randstad, all our employees, directors and officers
(hereafter: employees), and the talent we


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(hereafter: employees), and the talent we
serve, as well as the expectations we have of our
external stakeholders.
This policy is consistent with and supportive of Randstad’s
Business Principles, and in particular:
1.
We know and comply with international human rights
principles, Randstad’s internal 
policies and procedures, and the laws that govern
our business.
8.


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our business.
8.
We treat others fairly, act with care and consideration,
and respect human rights. We do 
not tolerate intimidation or harassment in any form.
9.       We respect the right to privacy, ensure that
confidential information is kept confidential, 
and we do not abuse the confidential information of
others.
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11.     We value diversity and inclusion. We are committed
to equal opportunities and do not 
discriminate on the grounds of age, skin color, disability,
gender identity, marital status, 
nationality, race, ethnic origin, religion, cultural
background, sexual orientation, or any 
other irrelevant or illegal characteristics.
14.     We regard health and safety in our business


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as the utmost priority. This includes both our
own employees and our placed workers.
2.
what we do and what we expect from our 
internal and external stakeholders
People are at the core of our services. Our ultimate
goal is to touch the work lives of 500 million
people by 2030. When working for Randstad, we expect
our employees to understand and


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our employees to understand and
promote the importance of our human rights responsibilities
in relation to all stakeholders, both
within the Randstad Group and in any external business
relationships. This includes colleagues,
talent, clients, suppliers and all other stakeholders
with whom employees come into contact as
part of their job.
We are especially committed to protecting those groups


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of people that are more vulnerable in the
labor market. Vulnerable groups may vary per country
and/or region, and may include women,
children, disabled people, migrant workers, the LGBTI+
community, indigenous people, racial and
ethnic minorities, and the long-term unemployed.
2.1
employees, job seekers and placed workers
Randstad employees are supported in taking all reasonable


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measures to avoid Randstad being
involved in or contributing to human rights violations
in our operations, services, or business
relationships with employees, job seekers, placed
workers, contractors, the self-employed, and any
others. They can all expect to be protected from any
human rights violations on the part of
Randstad, and we equally expect them to respect our
standards.


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standards.
All new employees receive information related to this
policy in their induction program, and all
employees have to complete mandatory compliance induction
and refresher training, which
includes training on human rights principles in so
far as they are relevant to their work.
2.2
management
Management, including our directors and officers,


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Management, including our directors and officers,
have additional obligations. They are responsible
for acting in accordance with Randstad’s core values
and ensuring compliance with this policy. This
also means being responsible for supporting the compliance
efforts of those reporting to them,
explaining our principles to their teams, and ensuring
compliance within their area of


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compliance within their area of
responsibility,  which necessarily requires active
communication.
2.3
clients and suppliers
When we interact with our clients, we expect them
to act in accordance with all relevant human
rights principles, especially those that may impact
our job seekers, placed workers, and
employees. We will request all information on issues


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or situations that may impact the working
conditions of our placed workers, and will discuss
any potential human rights issues, breaches and
suspected breaches. Breaches of human rights principles
by clients may result in Randstad ceasing
to do business with them. We aim to support our clients
in achieving some of their own human
rights principles, especially in the areas of diversity


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and inclusion, health and safety, and
non-discrimination.
When we interact with our suppliers (including agents,
contractors, and their suppliers and
subcontractors), as set out in our Global Supplier
Code, we also expect them to act in accordance
with all relevant human rights principles. Randstad
may audit these parties and, in the event of


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may audit these parties and, in the event of
non-compliance, Randstad will discuss how future compliance
can be ensured, any existing risks
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can be mitigated, and consequences can be addressed. Continued non-compliance will result in
termination of the supplier contract.
3.
Randstad’s leading principles
Given the nature of our services, certain human rights
stand out, because they are liable to have
the greatest negative impact through Randstad’s activities
and business relationships. Together


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and business relationships. Together
with our internal and external stakeholders, we have
therefore identified the most important issues
to focus on. These are outlined below.
3.1
our principles
diversity and inclusion
We value diversity of people and thought, and are
aware of cultural differences. Diverse ideas,
cultures and perspectives break down subconscious


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cultures and perspectives break down subconscious
barriers and help build better-performing
teams of more well-rounded employees. Inclusion is
a reflection of our company culture, where
every individual feels valued, respected and supported.
Our willingness and the ability to
recognize, understand, respect and then fully utilize
the unique contributions of each individual will


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the unique contributions of each individual will
help them achieve their highest potential. Inclusion
is one of the preconditions for innovation and
success, because it fosters the right conditions for
optimal performance. This is expressed in active
and explicit support for specific groups and topics,
such as the LGBTI+ community, the young
professional community, gender equality, etc.


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professional community, gender equality, etc.
The details of our approach to diversity and inclusion
can be found in our
Randstad Group
Diversity and Inclusion Policy
.
At Randstad, we are uniquely positioned to champion
diversity as a means of creating new
opportunities for employment and economic development
on a global scale.
non-discrimination and equal opportunities
An action or practice is


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An action or practice is
discriminatory
if it unjustly
disadvantages people, whether directly or
indirectly
, on the basis of characteristics that
are not relevant to the situation (e.g., age, skin
1
color, disability, gender identity, marital status,
nationality, race, ethnic origin, religion, cultural
background, sexual orientation, or any other irrelevant
or illegal characteristic).


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or illegal characteristic).
We aim to make sure that everyone at Randstad (including
both employees and talent) is treated
fairly and with dignity and is not discriminated against
based on characteristics that are not
relevant to the situation. This also applies to our
relationships with clients and suppliers.
We are committed to providing equal opportunities


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We are committed to providing equal opportunities
in all phases of employment, including but not
limited to recruitment, hiring and termination, opportunities
for growth, development and
promotion, the selection of employees for training
programs, and the determination of wages and
benefits. This includes ensuring that our clients
avoid discrimination in relation to talent or


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avoid discrimination in relation to talent or
Randstad colleagues, and it allows our employees to
cease doing business with a client in the
event of discriminatory practices. We challenge any
client who might try to place a discriminatory
job order, and we do not place discriminatory job
advertisements: we either make it lawful or we
decline the request.


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decline the request.
It may not always be clear that a request is discriminatory
for a particular group. For example, a
client may only take into account a candidate’s accent
if the accent materially interferes with the
ability to perform the specific job duties. Fluency
in the local language should reflect the actual
level of proficiency required for the requested position.


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It may be a requirement for workplace
safety or for a specific cooperative work assignment,
but it has to be assessed on a case-by-case
basis to avoid indirect discrimination.
We expect employees to discuss any doubts internally
with colleagues and/or their manager,
and/or to reach out to Randstad Legal for support.
1
Indirect discrimination
is a policy or practice that


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is a policy or practice that
appears to be neutral, or the same for everyone,
but 
which, in operation, results in a particular person
or group being adversely affected or excluded from
a benefit, 
and which policy or practice cannot be objectively
justified.
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no harassment, intimidation or bullying
Harassment, intimidation or bullying
is any unwanted
physical, verbal or other conduct that
violates dignity or creates an intimidating, hostile,
degrading, humiliating or offensive work
environment. It may include offensive or demeaning
remarks, abuse of power, inappropriate
touching, unwelcome sexual advances, and any other
unwanted conduct.


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unwanted conduct.
We value respect in the work environment and do not
tolerate any form of intimidation, bullying or
harassment, including sexual harassment. Some examples
of such unwanted behavior are physical
or verbal abuse and coercion, violence, making offensive
or sexually explicit jokes or insults,
displaying and distributing offensive material or


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displaying and distributing offensive material or
material of a sexually explicit nature, unwelcome
sexual advances or requests for sexual favors, misusing
personal information, creating a hostile or
intimidating work environment, isolating or not cooperating
with a colleague, or spreading
malicious or insulting rumors. An intimidating, hostile
or offensive working environment interferes


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or offensive working environment interferes
with work performance and will adversely affect an
individual’s employment conditions. We
challenge any client or supplier who appears to engage
in such practices.
privacy
We respect the right to privacy of all stakeholders.
No one shall be subjected to arbitrary
interference with their privacy, family, home or correspondence,


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nor to attacks upon their honor or
reputation. We expect our employees and business partners
to treat all personal data in an
appropriate and lawful manner, respecting the rights
and interests of each individual. For this
purpose,
Randstad’s Group Data Protection Policy
sets
out the minimum compliance standards for
collecting and processing personal data and provides


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consistent safeguards for the handling of
personal data by Randstad.
We ensure that the personal data we handle is collected
and processed fairly and lawfully and
used in a manner appropriate for the purpose for which
it was collected. We take all necessary
measures to ensure the accuracy, security and confidentiality
of stored personal data, and do not


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of stored personal data, and do not
keep it longer than is required to fulfill its business
purpose. Particular care is taken when
transferring personal data to third parties, including
our clients, to ensure an adequate level of
protection for such personal data.
Through our privacy statements, we inform all relevant
data subjects of the ways in which we
handle their personal data.


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handle their personal data.
protection of health and safety
We are committed to providing and maintaining a healthy
and safe work environment and
promoting mental health and well-being at work. We
will do all that is reasonably practicable to
prevent personal injury and illness and to protect
our placed workers and employees, as well as
job seekers, clients, suppliers and visitors, from


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foreseeable work hazards. In accordance with our
Global Health & Safety Policy
, we are committed to
complying with all applicable legal
requirements and local standards.
Our guiding principle is that all decision-making
is also based on protecting the inherent safety of
our placed workers and employees. This includes the
development and maintenance of our


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development and maintenance of our
systems and procedures, the provision of resources,
and the continuous improvement of our
business practices.
no modern slavery
We take a zero-tolerance approach to modern slavery:
no form of forced labor, such as slave,
bonded, indentured, or prison labor, will be used
or offered, nor do we engage in human
trafficking. Randstad companies shall never - directly


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or indirectly - engage in recruitment,
transportation, transfer, harbouring or receipt of
people through force, fraud or deception, with
the aim of exploiting them for profit.
Work must be voluntary and placed workers and employees
shall be free to leave work or
terminate their employment with reasonable notice,
provided they abide by local legal


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provided they abide by local legal
requirements. Randstad companies shall never charge
directly or indirectly (e.g., through
subcontractors) any fees or related expenses to job
seekers, placed workers and employees for
registration or recruitment, whether for a temporary
assignment or a permanent position. Lodging
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of deposits is never required, and no one shall be deprived of his or her identity papers, diplomas
or training certificates upon starting or terminating
work for Randstad or its clients.
no child labor
We do not engage in child labor
, either directly
or indirectly, and always adhere to the legal age
2
requirements in all countries in which we operate.
freedom of association


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freedom of association
We respect the right of employees to establish or
join a trade union or similar body and be
represented by them. Employment will not be subject
to the condition that a person may not join
such a body or must terminate his or her membership.
In addition, Randstad actively promotes employee participation
through a network of national


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through a network of national
works councils and through dialogue with trade union
representatives.
We shall not make talent available to a client for
the purpose of replacing any workers of that
client company who are legally on strike.
collective bargaining
Randstad has long been an advocate of enabling flexible
workforce solutions while adequately


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workforce solutions while adequately
protecting workers’ rights in terms of remuneration,
social security, and opportunities for growth
and development.
Randstad strives to establish constructive dialogues
and to bargain in good faith in its contacts
with trade unions or legitimate and relevant representative
organizations. We invest in social
dialogue and conclude collective labor agreements


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dialogue and conclude collective labor agreements
where possible and relevant. This is closely
linked to our core value of ‘simultaneous promotion
of all interests’. Either on our own account
and/or through recognized industry bodies, we actively
call for decent, clear, fair, and workable
rules and regulations in the markets in which we operate.
fair working hours


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fair working hours
Working hours shall not exceed the maximum set by
local law, applicable collective bargaining
agreements and ILO standards. This includes ensuring
that our employees and placed workers
have adequate time off for rest and leisure.
remuneration
Remuneration for employees and placed workers shall
be consistent with the provisions of


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be consistent with the provisions of
international standards and national labor legislation
and regulations, including on
non-discrimination. Where they exist, this includes
national minimum wages and/or minimum
wages as set up in collective labor agreements, and
ILO standards. In all other cases, we take a
general legal compliance approach.
employability


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general legal compliance approach.
employability
Ongoing skills development is essential for employability
and sustainability in any workforce. Our
training programs are tailored to meet the needs of
talent and clients in individual employment
markets. We aim to be present at all stages in a person’s
career, consistently improving their
employability and providing training opportunities


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where this is appropriate.
respect for local communities
We are committed to being a good corporate citizen,
and our companies are encouraged to
contribute directly or indirectly to the general well-being
of the communities in which we work,
while at the same time minimizing disruptions. Randstad
strives to recruit qualified local personnel
2
The term 'child labor' is often defined as work that


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deprives children of their childhood, their potential
and 
their dignity, and that is harmful to their physical
and mental development. It refers to work that is
mentally, 
physically, socially or morally dangerous and harmful
to children, and interferes with their schooling
by 
depriving them of the opportunity to attend school,
obliging them to leave school prematurely or requiring


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them to attempt to combine school attendance with
excessively long and heavy work.
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where this is commercially possible. We undertake community initiatives in line with our
Corporate
Citizenship and Philanthropy Policy
.
3.2
differences with local law
Where this policy, our procedures and external commitments
are more stringent than local laws,
we always operate in accordance with our more stringent
standards. If stricter requirements apply


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standards. If stricter requirements apply
under local laws, such stricter requirements will
always prevail over those laid down in this policy.
Where local law prohibits us from upholding certain aspects of this Human Rights Policy, we shall
comply with these local laws while seeking to respect
human rights. Any positive discrimination
initiatives should be carefully checked to ensure


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initiatives should be carefully checked to ensure
compliance with applicable local legislation.
4.
due diligence on human rights
Human rights are an integral part of our core values
and business processes. They are always
taken into account during our strategy-setting process,
and are respected in our daily operations,
as appropriate to our involvement, the nature and


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as appropriate to our involvement, the nature and
context of our operations, the extent to which
human rights issues are likely to occur, and the impact
they may have (severity and likelihood).
Our global Risk & Control framework (comprised of
‘tone at the top’, performance management,
concepts and best practices, risk & control activities,
and reviews & audits) ensures that Randstad


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and reviews & audits) ensures that Randstad
follows human rights principles worldwide. The design
of this framework balances behavioral,
preventive, detective and monitoring measures that
safeguard compliance with human rights.
Operating companies and global functions assess the
components of the Risk & Control framework
at least once every six months. In addition, internal


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audits are carried out to evaluate and
complement these self-assessments. The results of
all these assessments, including improvement
plans, lead to a Group-wide in-control benchmark discussion
in meetings of both the Executive
Board and the Audit Committee.
We support our clients and suppliers in following
human rights principles. We continuously discuss


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human rights principles. We continuously discuss
with our clients and suppliers any salient human rights
issues. Based on criticality and applicable
law, Randstad may inspect the clients’ facilities
to ensure compliance with relevant regulations,
such as health and safety. In addition, we may audit
the supplier, and in case of non-compliance,
Randstad will discuss appropriate improvement plans.


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Continued non-compliance will result in
termination of the contract.
5.
grievance procedure
5.1
when in doubt or in the event of questions
Trust and simultaneous promotion of all interests
are part of our core values. Anyone who has
questions or is in doubt about whether a situation
may be in conflict with this policy should reach
out to us. Our employees can talk to their manager,


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a Human Resources representative, Randstad
Legal, the local integrity officer or other local
officers, such as an identified confidant. Our placed
workers should reach out to their Randstad contact
person or their manager or any other function
as appointed locally (e.g., confidant). Jobseekers,
clients and suppliers should reach out to their
Randstad contact person.


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Randstad contact person.
Further guidance on how to contact Randstad can be
found on
Randstad’s local websites
. You can
also get in touch via
complianceofficer@randstad.com
.
5.2
how to report (suspected) violations
Any employee, candidate or other stakeholder who reasonably
suspects or has witnessed a
violation of this policy is expected to raise their


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concern in accordance with the Randstad Group
Misconduct Reporting Procedure. Preferably, they do
so as described in 5.1 above, directly to local
management and through established operational channels.
However, if for any reason this is
likely to be ineffective or inappropriate, or if a
complainant fears retaliation, use can be made of
the Randstad Group Integrity Line.


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the Randstad Group Integrity Line.
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The Integrity Line consists of a secure webpage and telephone hotline, available 24/7, and
operated by an independent external provider. Reports
can always be made in the local language.
The Integrity Line allows for communication between
the complainant and Randstad.
Reports received through this Integrity Line are forwarded
to the relevant Local Integrity Officer,


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to the relevant Local Integrity Officer,
who ensures that any report is dealt with quickly,
fairly and lawfully, locally. If the report is related
to local management, it will be followed up by the
Central Integrity Officer and the Business Risk &
Audit Function. All concerns are treated in confidence,
and with the complete assurance that there


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and with the complete assurance that there
will be no retaliation against anyone filing a complaint
in good faith. Although we encourage
reporters to share their identity (as communication
with the reporter greatly facilitates any
investigation), reports can also be submitted anonymously
when making use of the Integrity Line.
Where serious misconduct is proven, management will


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take prompt and appropriate corrective
action.
See our
Misconduct Reporting Procedure
on
randstad.com
for all relevant details and further
information.
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annex - relevant principles, guidelines,
declarations and conventions
United Nations Global Compact:
https://www.unglobalcompact.org/what-is-gc/mission/principles
ILO Convention 181 on private employment agencies:
https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_INSTRUMENT_ID:
312326
ILO Declaration on Fundamental Principles and Rights
at Work:


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at Work:
https://www.ilo.org/declaration/thedeclaration/textdeclaration/lang--en/index.htm
ILO eight fundamental Conventions:
1.
Freedom of Association and Protection of the Right
to Organise Convention, 1948 (No. 87)
2.
Right to Organise and Collective Bargaining Convention,
1949 (No. 98)
3.
Forced Labour Convention, 1930 (No. 29)
4.
Abolition of Forced Labour Convention, 1957 (No.
105)
5.


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105)
5.
Minimum Age Convention, 1973 (No. 138)
6.
Worst Forms of Child Labour Convention, 1999 (No.
182)
7.
Equal Remuneration Convention, 1951 (No. 100)
8.
Discrimination (Employment and Occupation) Convention,
1958 (No. 111)
https://www.ilo.org/global/standards/introduction-to-international-labour-standards/conventions-a
nd-recommendations/lang--en/index.htm


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nd-recommendations/lang--en/index.htm
United Nations Guiding Principles on Business & Human
Rights:
https://www.ohchr.org/documents/publications/GuidingprinciplesBusinesshr_eN.pdf
United Nations Human Rights, Protocol to Prevent,
Suppress and Punish Trafficking in Person:
https://www.ohchr.org/en/professionalinterest/pages/protocoltraffickinginpersons.aspx


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Employment & Recruitment Agencies Sector Guide on
Implementing the UN Guiding Principles on
Business and Human Rights
https://www.ihrb.org/pdf/eu-sector-guidance/EC-Guides/E&RA/EC-Guide_E&RA.pdf
World Employment Confederation Code of Conduct
https://www.wecglobal.org/fileadmin/templates/ciett/docs/Corporate_literature/Code_of_Conduct_
-_WEC_2017.pdf


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-_WEC_2017.pdf
WEC Corporate Members & UNI Global Union Memorandum
of Understanding:
https://www.wecglobal.org/index.php?id=110&tx_ttnews%5BpS%5D=1225494000&tx_ttnews%5
BpL%5D=2591999&tx_ttnews%5Barc%5D=1&tx_ttnews%5Btt_news%5D=62&tx_ttnews%5Bbac
kPid%5D=108&cHash=be5870d1a474a34e14d72f8c951be9c6
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/var/folders/8b/8d8bt8q93xvgmn14jrn8625w0000gn/T/tmpcir6v67u/2021-2022 Employee Handbook UPDATED.pdf


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Quanah ISD  
2021–2 022 Employee Handbook 
If you have difficulty accessing the information in this document because of a disability, please 
e-mail: taylor.reed@qisd.net


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  1 Table of Contents  
Employee Handboo k Receipt  ......................................................................................................... 4 
Introduction  .................................................................................................................................... 5


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District  Information  ........................................................................................................................ 6 
Description of the District...........................................................……………………………………………..6


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District Map.................................................................................................................................6  
Mission Statement, Goals, and Objectives..................................................................................6


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Board  of Trustees  ........................................................................................................................ 6 
Board Meeting Schedule..............................................................................................................6


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Administration  ............................................................................................................................. 7 
School Calendar...........................................................................................................................7


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Helpful  Contacts  .......................................................................................................................... 8 
School  Directory  .......................................................................................................................... 9


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Employment  ................................................................................................................................. 10 
Equal  Employment  Opportunity  ................................................................................................ 10


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Job Vacancy Announcements  .................................................................................................... 10 
Employment  after  Retirement  .................................................................................................. 10 
Contract and  Noncontract Employment  ................................................................................... 10


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Certification  and Licenses  .......................................................................................................... 11 
Recertification of  Employment  Authorization  ........................................................................... 12 
Searches and Alcohol and  Drug  Testing  .................................................................................... 12


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Health  Safety  Training  ............................................................................................................... 13 
Reassignments and Transfers  .................................................................................................... 13


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Workload and  Work  Schedules  ................................................................................................. 14 
Breaks for Expression of  Breast  Milk ......................................................................................... 14 
Notification to Parents  Regarding  Qualifications  ...................................................................... 14


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Outside Employment and Tutoring  ........................................................................................... 15 
Performance  Evaluation  ............................................................................................................ 15


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Emp loyee  Involvement  .............................................................................................................. 15 
Staff  Development  ..................................................................................................................... 15


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Compensation and Benefits  ......................................................................................................... 17 
Salaries, Wages,  and Stipends  ................................................................................................... 17


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Paychecks ................................ ................................................................................................... 17 
Automatic  Payroll  Deposit  ......................................................................................................... 17


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Payroll Deductions  ..................................................................................................................... 17 
Overtime  Compensation  ........................................................................................................... 18


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Travel Expense  Reimbursement  ................................................................................................ 18 
Health, Dental, and  Life Insura nce ............................................................................................ 19 
Supplemental  Insurance  Benefits  .............................................................................................. 19


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Cafeteria Plan Benefits  (Section  125) ........................................................................................ 19


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  2 Workers’ Compensation  Insurance  ........................................................................................... 20 
Unemployment  Compensation  Insurance  ................................................................................. 20


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Teach er Retirement  ................................................................................................................... 20 
Other Benefit Programs .............................................................. ...........................................


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Leaves  and Absences  .................................................................................................................... 22 
Personal Leave  ........................................................................................................................... 23


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State  Sick Leave  ......................................................................................................................... 24 
Local Leave ................................................................................................................................24


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Sick Leave Bank (or Pool) ..........................................................................................................24  
Family and Medical Leave Act  (FMLA) —General Provisions  ..................................................... 24 
Local Family and Medical Leave  Provisions  ............................................................................... 26


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Temporary  Disability  Leav e ....................................................................................................... 28 
Workers’ Compensation  Benefits  .............................................................................................. 28


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Assault  Leave ............................................................................................................................. 29 
Bereavement Leave .................................................................................................................


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Jury Duty  .................................................................................................................................... 29 
Compliance with  a Subpoena  .................................................................................................... 29


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Truancy  Court  Appearances  ...................................................................................................... 30 
Religious  Observance  ................................................................................................................ 30


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Military  Leave ............................................................................................................................ 30 
Employee Relations  and Communications  .................................................................................. 31 
Employee Recognition  and Appreciation  .................................................................................. 31


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District  Communications  ........................................................................................................... 31 
Complaints  and Grievances .......................................................................................................... 32 
Em


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Em
ployee Conduct  and Welfare  .................................................................................................. 33 
Standards  of Conduct  ................................................................................................................ 33


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Discrimination, Harassment,  and Retaliation  ............................................................................ 37 
Harassment  of Students  ............................................................................................................ 37 
Reporting Suspected Child  Abuse  .............................................................................................. 37


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Sexual Abuse and Maltreatment  of Children  ............................................................................ 38 
Reporting  Crime  ......................................................................................................................... 39


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Technology  Resources  ............................................................................................................... 39 
Personal Use of  Electronic  Communications  ............................................................................. 39 
Electronic Communications between Employees  and Students  ............................................... 41


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Criminal History Background  Checks  ......................................................................................... 43 
Employee Arrests  and Convictions  ............................................................................................ 44 
Alcohol and  Drug -Abuse  Prevention  ......................................................................................... 45


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Tobacco Products and  E-Cigarette  Use .....................................................................................
 45 
Fraud and  Financial Impropriety  ............................................................................................... 45


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Conflict  of Interest  ..................................................................................................................... 46 
Gifts  and Favors  ......................................................................................................................... 46


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  3 Copyrighted Materials  ............................................................................................................... 47 
Associations and  Political Activities  ........................................................................................... 47


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Charitable  Contributions  ........................................................................................................... 47 
Safety  ......................................................................................................................................... 47


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Possession of Firearms  and Weapons  ....................................................................................... 48 
Visitors in  the Workplace ........................................................................................................... 48


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Asbestos  Management  Plan ...................................................................................................... 49 
Pest  Control Treatment  ............................................................................................................. 49


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Other Topics .............................................................................................................................  
General  Procedures  ...................................................................................................................... 50


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Bad Weather  Closing  ................................................................................................................. 50 
Emergencies  .............................................................................................................................. 50


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Purchasing  Procedures  .............................................................................................................. 50 
Name and  Address  Changes  ...................................................................................................... 50


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Personnel Records  ..................................................................................................................... 51 
Building  Use ............................................................................................................................... 51


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Termination  of Employment  ........................................................................................................ 52 
Resignations  ............................................................................................................................... 52


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Dismissal or Nonrenewal of  Contract  Employees  ..................................................................... 52 
Dismissal of  Noncontract  Employees  ........................................................................................ 52 
Exit Interviews  and Procedures  ................................................................................................. 53


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Reports to Texas  Education Agency  .......................................................................................... 53 
R
eports Concerning  Court -Ordered  Withholding  ..................................................................... 54


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Student  Issues  ............................................................................................................................... 55 
Equal Educational Opportunities  ............................................................................................... 55


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Student  Records  ........................................................................................................................ 55 
Parent and  Student  Complaints ................................................................................................. 55


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Administering Medication  to Students ...................................................................................... 56 
Dietary  Supplements  ................................................................................................................. 56


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Psychotropic  Drugs  .................................................................................................................... 56 
Student Conduct and Discipline  ................................................................................................ 57


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Student  Attendance  ................................................................................................................... 57 
Bullying  ...................................................................................................................................... 57


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Hazing  ........................................................................................................................................ 57 
Index  ................................
............................................................................................................. 58


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  4 Employee Handbook Receipt  
Name   
Campus/Department 
I hereby acknowledge receipt of a copy of the Quanah ISD Employee Handbook. I agree to read 
the handbook and abide by the standards, policies, and procedures defined or referenced in 
this document.


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this document.  
Employees have the option of receiving the handbook in electronic format or hard copy.  
www.qisd.net  
Please indicate your choice by checking the appropriate box below:  
I
 choose to receive the employee handbook in electronic format and accept responsibility 
for accessing it according to the instructions provided.  
I cho


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I cho
ose to receive a hard copy of the employee handbook.  
T
he information in this handbook is subject to change. I understand that changes in district 
policies may supersede, modify, or render obsolete the information summarized in this book. 
As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.


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I understand that no modifications to contractual relationships or alterations of at- will 
employment relationships are intended by this handbook.  
I understand that I have an obligation to inform my supervisor or department head of any changes in personal information such as phone number, address, etc. I also accept


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responsibility for contacting my supervisor or the department head if I have questions or 
concerns or need further explanation.  
Signature  Date  
Please sign and date this receipt and forward it to Taylor Reed.


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  5 Introduction 
The purpose of this handbook is to provide information that will help with questions and pave 
the way for a successful year.  Not all district policies and procedures are included. Those that 
are, have been summarized. Suggestions for additions and improvements to this handbook are


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welcome and may be sent to Tom Johnson.  
This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at- will status of noncontract employees in any way. Rather, it is a guide


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to and a brief explanation of district policies and procedures related to employment. These policies and procedure s can change at any time; these changes shall supersede any handbook


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provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed online at 
http://www.qisd.net.


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  6 District Information 
Board of Trustees 
Policies BA, BB series, BD series, and BE series  
Texas law grants the board of trustees the power to govern and oversee the management of 
the district’s schools. The board is the policy -making body within the district and has overall


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responsibility for the curriculum, school taxes, and annual  budget, employment of the 
superi ntendent and other professional staff, and facilities. The board has complete and final 
control over school matters within limits established by state and federal laws and regulations.


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The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Board members are elected and serve 3 -year terms. Board members serve without compensation, must be qualified 
voters, and must reside in the district.  
Current bo ard members include:  
 Matt Thompson,  President


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 Matt Thompson,  President  
 Seth Manney, Vice  President  
 Fara Garza,  Secretary  
 Terry  Day 
 Bryan Knox 
 Kade  Risinger  
 Toby  Wilson  
The board usually meets the first Monday after the first Friday of each month at 6:00 PM. In the 
event that lar ge attendance is anticipated, the board may meet at Reagan Elementary. Special


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meetings may be called when necessary. A written notice of regular and special meetings will be posted on the district website and on the bulletin board at least 72 hours before  the 
scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two -hour  notice.


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All meetings are open to the public. In certain circumstances, Texas law permits th e board to go 
into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real -property acquisition, certain


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personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation.


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  7 Administration 
Tom Johnson, Superintendent of Schools  
Taylor Reed, Superintendents’ Secretary, HR Services  
Jim Jones, Business Manager Teresa Tyler, PEIMS Coordinator, Bookkeeper  
John White, Technology Specialist  
Armando Leal, Maintenance Supervisor


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Quanah ISD Employee Handbook  
Revised August 2020 -Updated December , 1 2020  8 Helpful Contacts 
From time to time, employees have questions or concerns. If those questions or concerns 
cannot be answered by supervisors or at the campus or department level, the employee is 
encouraged to contact the appropriate department as listed below.  
School Directory  
Quanah High School – 940- 663- 2791


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Quanah High School – 940- 663- 2791 
 Billy Moore, High School Prinicipal  
 Heather Silvey, Secretary  
Travis Middle School – 940- 663- 2226 
Ginny Turner, Principal 
Yvonne Finley, Secretary  
Reagan Elementary – 940 -663- 2171  
Connie Miller, Principal  
Brenda Newsom, Secretary


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Quanah ISD Emplo yee Handbo ok  
Revised August 2020 -Updated December  1, 2020  10 Employment  
Equal Employment Opportunity  
Policies DAA, DIA  
In its efforts to promote nondiscrimination and as required by law, Quanah ISD does not


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discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, military status, genetic information, or on any other basis prohibited by law. Additionally, the district does not discriminate against an employee or applicant who acts to oppose such discrimination or


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who acts to oppose such discrimination or particip ates in the investigation of a complaint related to a discriminatory


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employment practice. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.  
T
he district designates and authorizes the following employee as the Title IX coordinator for


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employees to address concerns or inquiries regarding discrimination based on sex, including sexual harassment: Tom Johnson, Superintendent, 801 Elbert St., tom.johnson@qisd.net
, 940 -663-2281. 
Reports can be made at any time and by any person, including during non -business hours, by mail, 
email, or phone. During district business hours, reports may also be made in person.  
T


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T
he district designates and authorizes the following employee as the ADA/Section 504 coordinator 
for employees for concerns regarding discrimination on the basis of a disability: Rusty Brawley, Special Education Director.  
Job Vacancy Announcements  
Policy DC  
Announcements of job vacancies by position and location are posted on a regular basis to the 
district’s website.


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district’s website.  
Employment after Retirement  
Policy DC  
Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be 
employed under certain circumstances on a full- or part -time  basis without affecting their 
benefits, according to TRS rules and state law. Detailed information about employment after


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retirement is available in the TRS publication Employment after Retirement . Employees can 
contact TRS for additional information by c alling 800 -223-8778 or 512- 542-6400. Information is 
also available on the TRS Website ( www.trs.texas.gov ).


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Quanah ISD Emplo yee Handbo ok  
Revised August 2020 -Updated December  1, 2020  10  Contract and Noncontract Employment 
Policy DC series  
State law requires the district to employ all full -time professional employees in positions 
requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under


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probationary, term, or continuing contracts. Employees in all other positions are empl oyed at 
will or by a contract that is  not subject to the procedures for nonrenewal or termination under 
Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.


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Probationary Contracts. Nurses and full -time professional employees new to the district and 
employed in positions requiring SBEC certification must receive a probationary contract during 
their first year of employment. Former employees who are hired after a two -year lapse in 
district employment  or employees who move to a position requiring a new class of certification


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may  also be employed  by probationary  contract.  Probationary  contracts  are one -year  contracts. 
The probationary period for those who have been employed as a teacher in public education 
for at least five of the eight years preceding employment with the district may not exceed one school  year.


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For those with less experience, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth scho ol year if the board determines it is doubtful 
whether a term or continuing contract should be given.  
Term Contracts. Full -time professionals employed in positions requiring certification and nurses


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will be employed by term contracts after they have succes sfully completed the probationary 
period. The terms and conditions of employment are detailed in the contract and employment 
policies. All employees will receive a copy of their contract. Employment policies can be accessed online or copies will be provide d upon request.


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Noncertified Professional and Administrative Employees. Employees in professional and administrative positions that do not require SBEC certification (such as non -instructional 
administrators) are not employed by contract. Employment is not  for any specified term and 
may be terminated at any time by either the employee or the district.


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Paraprofessional and Auxiliary Employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract.  Employment is not for any 
specified term and may be terminated at any time by either the employee or the district.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  11 Certification and Licenses  
Policies DBA, DF  
Professional employees whose positions require SBEC certification or professional license are 
responsible for taking actions to ensure their credentials do not lapse. Employees must submit


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documentation that they have passed the required certification exam and/or obtained or renewed their credentials to Taylor Reed in a timely manner.  
A certified em ployee’s contract may be voided without due process and employment


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terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to renew or extend a temporary certificate, emergency certificate, probationary  
certificate, or permit. A contract may also be voided if SBEC s uspends or revokes certificatio n 
because of an individual’s failure to comply with criminal history background checks. Contact


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Taylor Reed or Debbie Cummings at Region 9 (940) 322 -6928 if you  have any questions 
regarding certification or licensure requirements.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  12 Recertification of Employment Authorization 
Policy DC  
At the time of hire all employees must complete the Employment Eligibility Verification Form 
(Form I -9) and present documents to verify identity and employment authorization.


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Employees whose immigration status, employment authorization, or employment authorization 
documents have expired must present new documents that show current employment authorization. Employees should file the n ecessary application or petition sufficiently in


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advance to ensure that they maintain continuous employment authorization or valid employment authorization documents. Contact Taylor Reed or Debbie Cummings at Region 9 (940) 322 -6928  if you have  any questions  regarding  reverification  of employment  authorization.
Searches and Alcohol and Drug Testing  
Policy CQ, DHE


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Policy CQ, DHE  
Non -investigatory searches in the workplace including accessing an employee’s desk, file 
cabinets, or work area to obtain information needed for usual business purposes may occur


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when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of 
work- related misconduct. Such an investigatory search may include drug and alcohol testing if


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the suspected violation relates to drug or alcohol use. The district may search the employee, the em ployee’s personal items, and work areas including district -owned technology resources, 
lockers, and private vehicles parked on district premises or work sites or used in district business.  
Employees Required to Have a Commercial Driver’s License. Any emplo yee whose duties


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require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people counting the driver, drivers of large vehicles, or drivers of  vehicles used in the transportation of hazardous


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materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements if their duties include driving a commercial motor vehicle.  
Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol


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and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow -up measure . 
Testing may be conducted following accidents. Return- to-duty and follow -up testing will be


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  13 conducted if an employee who has violated the prohibited alcohol conduct standards or tested 
positive for alcohol or drugs is allowed to return to duty.  
All emplo yees required to have a CDL or who otherwise are subject to alcohol and drug testing


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will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs.  
Emp loyees with questions or concerns relating to alcohol and drug testing policies and related 
educational material should contact Tom Johnson.  
Health Safety Training  
Policies DBA, DMA


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Health Safety Training  
Policies DBA, DMA  
Certain employees who are involved in physical activities for students mu st maintain and


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submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED), concussion, and extracurricular athletic activity safety. Certificati on or documentation of training must be issued 
by the American Red Cross, the American Heart Association , or another organization that


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provides equivalent training and certification. Employees subject to this requirement must submit their certification or documentation to  campus administrators.  
Reassignments and Transfers  
Policy DK  
All personnel are subject to assignment and reassignment by the superintendent or designee 
when the superintendent or designee determines that the assignment or reassignment is in the


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best interest of the district. Reassignment is a transfer to another position, department, or 
facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the pri ncipal at the receiving campus except when reassignments are due


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to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual -assignment contract. Employees who object to a reassignment may follow the district 
process for employee complaints as outlined in this handbook and district policy DGBA (Local).


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An employee with the required qualifications for a position may request a transfer to another 
campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus 
before the school year begins must submit his or her request by end of school year. Requests


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for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the Superintendent’s o ffice and must be approved by the receiving supervisor.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  14 Workload and Work Schedules 
Policies DEAB, DK, DL  
Professional Employees. Professional employees and academic administrators are exempt 
from overtime pay and are employed on a 10 -, 11-, or 12 -month b asis, according to the work


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schedules set by the district. A school calendar is adopted each year designating the work 
schedule for teachers and all school holidays. Notice of work schedules including start and end dates and scheduled holidays will be distributed each school year.


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Classroom teachers will have planning periods for instructional preparation including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two -week period in blocks not less than 45 minutes within the 
instructional day. Teachers and librarians are entitled to a duty -free lunch period of at least 30


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minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel  are available.


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Paraprofessional and Auxiliary Employees. Support employees are employed at will and receive notification of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees  must be compensated for overtime 
and are not authorized to work in excess  of their  assigned  schedule  without  prior  approval from


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their supervisor. See Overtime Compensation  on page  for additional  information.  
Breaks for Expression of Breast Milk  
Policies  DEAB, DG  
The district supports the practice of expressing breast milk and makes reasonable 
accommodations for the needs of employees who express breast milk. A place, other than a


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multiple user bathroom, that is shielded from view and free from intrusion from other employees and the public where the employee can express breast milk will be provided.  
A reasonable amount of break time will be provided when the employee has a need to express milk. For nonexempt employees, these breaks are unpaid and are not c ounted as hours worked.


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Employees should meet with their supervisor to discuss their needs and arrange break times.  
Notification to Parents Regarding Qualifications 
Policies DK, DBA  
In schools receiving Title I funds, the district is required by the Every  Student Succeeds Act


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(ESSA) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. ESSA also requires that parents be notified if their child has been assigned or taught for four or more consecutive weeks by a teacher who does not meet applicable state certification or licensure requirements.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  15  Texas law requires that parents be notified if their child is assigned for more than 30


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consecutive instructional days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notice under ESSA is sent. Inappropriately certified or uncertified teachers include individuals on an emergency permit (including individuals waiting to take a certification exam) and individuals who do not hold any certificate


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or permit. Information relating to teacher certification will be made available to the public upon request. Employees who have questions about their certification status can call Taylor Reed.  
 
Outside Employment and Tutoring  
Policy DBD  
Employees are required to disclose in writing to their immediate supervisor any outside


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employment that may create a potential conflict of interest with their assigned duties and 
responsibil ities or the best interest of the district. Supervisors will consider outside 
employment  on a case -by-case  basis  and determine  whether  it should  be prohibited  because  of 
a conflict of  interest.  
 
Performance Evaluation 
Policy DN series


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Performance Evaluation 
Policy DN series  
Evaluation of an empl oyee’s job performance is a continuous process that focuses on 
improvement. Performance evaluation is based on an employee’s assigned job duties and other 
job-related criteria. All employees will participate in the evaluation process with their assigned


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supervisor at least annually. Written evaluations will be completed on forms approved by the 
district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation,  participate in a 
performance conference with their supervisor, and have the opportunity to respond to the evaluation.


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Upon receiving  a report, a nursing review committee may review a nurse ’s nu rsing services, 
qualifications, and quality of patient care, as well as the merits of a complaint concerning  a 
nurse , and a determination or  recomme ndation regarding a complaint. A  nurse may request,


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orally or in writing, a determination by the committee regarding conduct requested of the nurse believed to violate the nurse ’s duty to a patient.  
 
Employee Involvement 
Policies BQA, BQB  
At both the campus and district levels, Quanah ISD offers opportunities for input in matters that


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affect employees and influence the instructional effectiveness of the district. As part of the district’s planning and decision- making process, employees are elected to serve on district - or 
campus -level advisory committees. Plans and detailed information  about the shared decision - 
making process are available in each campus office or from campus administrator.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  16   
Staff Development 
Policy DMA  
 
 
Staff development activities are organized to meet the needs of employees and the district. 
Staff development for in structional personnel is predominantly campus -based, related to 
achieving campus performance objectives, addressed in the campus improvement plan, and


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approved by a campus -level advisory committee. Staff development for non -instructional 
personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued 
employee skill development.  
Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.  
 
Compensation and Benefits


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Compensation and Benefits  
 
Salaries, Wages, and Stipends  
Policies DEA, DEAA, DEAB  
Employees are paid in accordance with administrative guidelines and an established pay structure. The district’s pay plans are reviewed by the administration each year and ad justed as 
needed. All district positions are classified as exempt or nonexempt according to federal law.


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Professional employees and academic administrators are generally classified as exempt and are 
paid monthly salaries. They are not entitled to overtime compensation. Other employees are 
generally classified as nonexempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each hour worked beyond 40 in a workweek


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All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full- time librarians, full -time nurses, and full -time


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counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district’s extra- duty pay schedule.  
Employees should contact Taylor Reed for more information about the district’s pay 
schedules or their own pay.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  17   
Paychecks  
 
All professional and salaried, and hourly employees are paid on the 25th of each month. 
Paychecks will not be released to any person other than the district employee named on the 
check without the employee’s written authorization.  
 
Overtime Compensation 
Policy DEAB


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Overtime Compensation 
Policy DEAB  
The district compensates overtime for nonexempt employees in accordance with federal wage 
and hour laws. Only nonexempt employees (hourly employees and paraprofessional 
employee s) are entitled to overtime compensation. Nonexempt employees are not authorized


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to work beyond their normal work schedule without advance approval from their supervisor. A nonexempt employee who works overtime without prior approval will be subject to dis ciplinary 
action  
Overtime is legally defined as all hours worked in excess of 40 hours in a workweek and is not 
measured by the day or by the employee’s regular work schedule. For the purpose of


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calculating overtime, a workweek begins at  12:00 a.m. Sunday and ends at midnight Saturday.  
Nonexempt employees that are paid on a salary basis are paid for a 40 -hour workweek and do 
not earn additional pay unless they work more than 40 hours.  
Employees may be compensated for overtime (i.e., hours beyond 40 in a workweek) at time -


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and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to 
all nonexempt employees:  
 Weekly  time  records  will be maintained  on all nonexempt  employees  for the purpose  of 
wage and salary  administration.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  19 Payroll  Deductions 
Policy CFEA  
The district is required to make the following automatic payroll deductions:


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  20  Teacher Retirement System of Texas (TRS) or Social Security employee  contributions  
 Federal income tax required for all full- time  employees  
 Medicare tax (applicable only to  employees hired after March 31,  1986)  
 Child support and spousal maintenance, if  applicable


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 Delinquent federal education loan payments, if  applicable  
Other payroll deductions employees may elect include deductions for the employee’s share of 
premiums for h ealth, dental, life, and vision insurance; annuities; and higher education savings


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plans or prepaid tuition programs. Employees also may request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.  
Overtime Compensation 
Policy DEAB  
The district compensates overtime for nonexempt employees in accordance with federal wage


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and hour laws. Only nonexempt employees (hourly employees and paraprofessional 
employee s) are entitled to overtime compensation. Nonexempt employees are not authorized 
to work beyond their normal work schedule without advance approval from their supervisor. A nonexempt employee who works overtime without prior approval will be subject to dis ciplinary 
action


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action  
Overtime is legally defined as all hours worked in excess of 40 hours in a workweek and is not 
measured by the day or by the employee’s regular work schedule. For the purpose of 
calculating overtime, a workweek begins at  12:00 a.m. Sunday and ends at midnight Saturday.  
Nonexempt employees that are paid on a salary basis are paid for a 40 -hour workweek and do


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not earn additional pay unless they work more than 40 hours.  
Employees may be compensated for overtime (i.e., hours beyond 40 in a workweek) at time - 
and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to 
all nonexempt employees:  
 Weekly  time  records  will be maintained  on all nonexempt  employees  for the purpose  of


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  21  Before any travel expenses are incurred by an employee, the employee’s supervisor and the 
Superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the


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district. Employees must submit receipts, to the extent possible, to be reimbursed for allowable expenses other than mileage.  
 
Health, Dental, and Life Insurance  
Policy CRD  
Group health insurance co verage is provided through TRS -ActiveCare, the statewide public


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school employee health insurance program. The district’s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance co verage include the following:  
 
 Employees who are active, contributing TRS  members  
 Employees who are not contributing TRS members and who are employed for 10  or


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more regularly scheduled hours per week  
TRS retirees who are enrolled in TRS- Care (retiree healt h insurance program) are not eligible to 
participate in TRS- ActiveCare.  
The insurance plan year is from September 1 through August 31. Current employees can make 
changes in their insurance coverage during open enrollment each year or when they experience


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a qualifying event (e.g., marriage, divorce, birth). Detailed descriptions of insurance coverage, 
employee cost, and eligibility requirements are provided to all employees in a separate booklet. Employ ees should contact Taylor Reed  for more information.  
 
Supplemental Insurance Benefits 
Policy CRD  
At their own expense, employees may enroll in supplemental insurance programs for Dental,


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Vision Telehealth by MDLive, Term Life, Medical Transportation Cancer, Accident, Critical 
Illness, Identity Theft Protection,  Medical Reimbursement and Health Savings Account..  
Premiums for these programs can be paid by payroll deduction. Employees should contact Taylor Reed for more information.  
 
Cafeteria Plan Benefits (Section 125)


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Cafeteria Plan Benefits (Section 125)  
 
Employees may be eligible to participate in  the Cafeteria Plan (Section 125) and, under IRS 
regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December  1, 2020  20  Dismemberment , cancer  and dread disease, dental, and additional term life insurance). A 
third-  party administrator handles employee claims made on these accounts.  
New employees must accept or reject this benefit during their first month of employment. All


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employees must accept  or reject this benefit on an annual basis and during the specified time 
period.  
 
Workers’ Compensation Insurance  
Policy CRE  
The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work -related illness or are injured on the job. The district has workers’


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compensation coverage from the time the employee starts work  
Benefits help pay for medical treatment and make up for part of the income lost while 
recovering. Specific benefits are prescribed by law depe nding on the circumstances of each 
case.  
All work -related accidents or injuries should be reported immediately to Taylor Reed .


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Employees who are unable to work because of a work -related injury will be notified of their 
rights and responsibilities under the  Texas Labor Code  
 
Unemployment Compensation Insurance  
Policy CRF  
Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment


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benefi ts during regularly scheduled breaks in the school year or the summer months if they 
have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact Taylor Reed.  
 
Teacher Retire ment  
 
All personnel employed on a regular basis for at least four and one -half months are members of


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the Teacher Retirement System of Texas (TRS). Substitute’s not receiving TRS service retirement benefits who work at least 90 days a year are eligible to p urchase a year of creditable service in


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TRS. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits.  
Employees who  plan to retire under TRS should notify TRS as soon as possible. Information on 
the application procedures for TRS benefits is available from TRS at Teacher Retirement System


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  21  of Texas, 1000 Red River Street, Austin, TX 78701 -2698, or call 800- 223-8778 or 512 -542-6400. 
TRS information is also available on the web (www.trs.texas.gov).


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  22 Leaves and Absences  
Policies DEC, DECA, DECB  
The district offers employees paid and unpaid leaves of absence in times of personal need. This 
handbook describes the basic types  of leave available and restrictions on leaves of absence.


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Employees who expect to be absent for an extended period of more than five days should call 
campus administrators for information about applicable leave benefits, payment of insurance premiums, and  requirements for communicating with the district.


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Paid leave must be used in half day increments. Unless an employee requests a different order, available paid state and local leave will be used in the following order:  
 Local sick  days  
 State Personal days  
Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate form or certification.


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Immediate Family. For purposes of leave other than family and medical leave, immediate family is defined as the following:  
 Spouse  
 Son or daughter, including a biological, adopted, or foster child, a son - or daughter -in- 
law, a stepchild, a legal ward, or a child for whom the employee stands in loco  parentis.


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 Parent,  stepparent,  parent -in-law, or other  individual  who  stands  in loco  parentis  to the 
employee.  
 Sibling, stepsibling, and  sibling -in-law 
 Grandparent and  grandchild  
 Any person residing in the employee’s household at the time of illness or  death 
For purposes of family and medical leave, the  definition of family is limited to spouse, parent,


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son or daughter, and next of kin. The definition of these are found in Policy DECA (LEGAL).  
Medical Certification. Any employee, who is absent more than 5 days because of a personal or family illness, must submit a medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and —in the case of


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  23 The Genetic Information Nondiscr imination Act of 2008 (GINA) prohibits covered employers 
from requesting or requiring genetic information of an individual or family member of the


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individual, except as specifically allowed by this law. To comply with this law, we ask that employees and he alth care providers do not provide any genetic information in any medical


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certification. ‘Genetic information,’ as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member, or an embryo lawfully held by an


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family member, or an embryo lawfully held by an individual or family member receiving assistive reproductive services.


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Continuation of Health Insurance. Employees, on an approved leave of absence other than 
family and medical leave, may continue their insurance benefits at their own expense. Health


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insurance benefits for employees on paid leave and leave designated under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the district does not pay any portion of insurance premiums for employees who are on unpaid leave.  
Under TRS -Active Care rules, an employee is no longer eligible for insurance through the district


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after six months of unpaid leave other than FML. If an employee’s unpaid leave extends for more than six months, the district will provide the employee with notice of COBRA rights.  
Personal Leave  
State law entitles all employees to five days of paid personal leave per year. Personal leave is available for use at the beginning of the year. A day of personal leave is equivalent to the


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number of hours per day in an employee’s usual a ssignment, whether full -time or part -time. 
State personal leave accumulates without limit, is transferable to other Texas school districts, 
and generally transfers to education service centers. Personal leave may be used for two general purposes: nondiscre tionary and discretionary.


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Nondiscretionary. Leave taken for personal or family illness, family emergency, a death in the 
family, or active military service is considered nondiscretionary leave. Reasons for this type of leave allow very little, if any, adv ance planning. Nondiscretionary may be used in the same 
manner as state sick leave.


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manner as state sick leave.  
Discretionary. Leave taken at an employee’s discretion that can be scheduled in advance is 
considered discretionary leave. An employee wishing to take discretionary personal leave must 
submit a request to his or her principal or supervisor 3 days in advance of the anticipated


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absence. The effect of the employee’s absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the principal or supervisor.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  24 Leave Proration. If an employee separates from employment with the district before his or her 
last duty day of the year, or begins employment after the first duty day, state personal leave will be prorated based on the actual time employed. When an employee separates from


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employment before the last duty day of the school year, the employee’s final paycheck will be reduced by the amount of state personal leave the employee used beyond his or her pro rata entitlement for the school year.  
State Sick Leave


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State Sick Leave  
State sick leave accumulated before 1995 is available for use and may be transferred to other school districts in Texas. State sick leave can be used only in half -day increments, except when 
coordinated with family  and medical leave taken on an intermittent or reduced -schedule basis 
or when coordinated with workers’ compensation benefits.


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State sick leave may be used for the following reasons only:  
 Employee  illness  
 Illness in the employee’s immediate  family  
 Family emergency (i.e., natural disasters or life -threatening  situations)  
 Death in the immediate  family  
 Active military  service  
Family and Medical Leave Act (FMLA) —General Provisions


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The following text is from the federal notice, Employee Rights and Responsibilities Under the 
Family and Medical Leave Act . Specific information that the district has adopted to implement 
the FMLA follows this general notice.  
Leave Entitlements  
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job -


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protected leave in a 12 -month period for the following reasons:  
 The birth of a child or placement of a child for adoption or foster  care;  
 To bond with a child (leave must be taken within 1 year of the child’s birth  or 
placement);


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  25  To care for the employ ee’s spouse, child, or parent who has a qualifying serious health 
condition;  
 For the employee’s own qualifying serious health condition that makes the employee 
unable to perform the employee’s  job;


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unable to perform the employee’s  job; 
 For qualifying  exigencies  related  to the foreign  deployme nt of a military  member  who  is 
the employee’s spouse, child, or  parent.  
An eligible employee who is a covered service member’s spouse, child, parent, or next of kin 
may also take up to 26 weeks of FMLA leave in a single 12 -month period to care for the serv ice


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member with a serious injury or illness.  
An employee does not need to use leave in one block. When it is medically necessary or 
otherwise permitted, employees may take leave intermittently or on a reduced schedule.


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Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.  
Benefits and Protections  
While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.


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Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms  and conditions.


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An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the  FMLA.  
Eligibility Requirements


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Eligibility Requirements  
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:  
 Have worked for the employer for at least 12  months;  
 Have at least 1,250 hours of service in t he 12 months before taking leave;*  and 
 Work at a location where the employer has at least 50 employees within 75 miles of  the


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employee’s  worksite.  
*Special hours of service eligibility requirements apply to airline flight crew employees.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  26 Requesting Leave 
Generally, employees must give 30 -days’ advance notice of the need for FMLA leave. If it is not 
possible to give 30 -days’ notice, an employee must notify the employer as soon as possible and, 
generally, follow the employer’s usual procedures.


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Employees do  not have to share a medical diagnosis, but must provide enough information to 
the employer so it can determine if the leave qualifies for FMLA protection.  
Sufficient information could include informing an employer that the employee is or will be 
unable to  perform his or her job functions, that a family member cannot perform daily


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activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was  previously 
taken or certified.


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taken or certified.  
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional in formation is required.  
Employer Responsibilities  
Once an employer becomes aware that an employee’s need for leave is for a reason that may


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qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA 
leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.  
Employers must notify its employees if leave will be designated as FMLA leave, and if so, ho w


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much leave will be designated as FMLA leave.  
Enforcement  
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or 
may bring a private lawsuit against an employer.  
The FMLA does not affect any federal or state law prohi biting discrimination or supersede any 
state or local law or collective bargaining agreement that provides greater family or medical


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leave rights.  
For additional information:  
1-866-4US-WAGE (1 -866- 487-9243) TTY: 1- 877-889-5627
www.wagehour.dol.gov  
Local Family and Medical Leave Provisions


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  27 Eligible employees can take up to 12 weeks of unpaid leave in the 12 -month period  
 measured forward from the date an individual employee’s first FML  begins  
Use of Paid Leave. FML runs concurrently with accrued sick and personal leave, temporary


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disability leave, compensatory time, assault leave, and absences due to a work -related illness or 
injury. The district will designate the leave as FML, if applicable, and notify the  employee that 
accumulated leave will run concurrently.  
Combined Leave for Spouses. Spouses who are employed by the district are limited to a


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combined total of 12 weeks of FML to care for a parent with a serious health condition; or for 
the birth, adoption, or foster placement of a child. Military caregiver leave for spouses is limited to a combined total of 26 weeks.  
Intermittent Leave. When medically necessary or in the case of a qualifying exigency, an


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employee may take leave intermittently or on a reduc ed schedule. The district does not permit 
the use of intermittent or reduced -schedule leave for the care of a newborn child or for 
adoption or placement of a child with the employee.  
Fitness for Duty. An employee that takes FML due to the employee’s own se rious health


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condition shall provide, before resuming work, a fitness -for-duty certification from the health 
care provider. If certification of the employee’s ability to perform essential job function is 
required, the district shall provide a list of essen tial job functions (e.g., job description) to the 
employee with the FML designation notice to share with the health care provider.


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Reinstatement. An employee returning to work at the end of FML will be returned to the same 
positon held when the leave began or to an equivalent positon with equivalent employment 
benefits, pay, and other terms and conditions of employment.


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In certain cases, instructional employees desiring to return to work at or near the conclusion of a semester may be required to continue on  family and medical leave until the end of the


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semester. The additional time off is not counted against the employee’s FML entitlement, and the district will maintain the employees group health insurance and reinstate the employee at the end of the leave according the procedures outlined in policy (see DECA (LEGAL)).  
Failure to Return. If, at the expiration of FML, the employee is able to return to work but


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chooses not to do so, the district may require the employee to reimburse the district’s share of insurance premiums paid during any portion of FML when the employee was on unpaid leave. If 
the employee fails to return to work for a reason beyond the employee’s control, such as a continuing personal or family serious health condition or a spouse being unex pectedly


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transferred more than 75 miles from the district, the district may not require the employee to 
reimburse the district’s share of premiums paid.  
District Contact. Employees that require FML or have questions should contact Taylor Reed  for 
details o n eligibility, requirements, and limitations.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  28 Temporary Disability Leave  
Certified Employees. Any full -time employee whose position requires certification from the 
State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The 
purpose of temporary disability leave is to provide job protection to full -time educators who


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cannot work for an extended period of time because of a mental or physical disability of a temporary nature. Temporary disability leave must be taken as a con tinuous block of time. It 
may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to 
pregnancy are treated the same as any other temporary disability.


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Employees must request approval for temporary disability leave. An emp loyee’s notification of 
need  for extended absence  due to the employee’s  own  medical  condition shall be accepted  as a 
request for temporary disability leave. The request must be accompanied by a physician’s 
statement confirming the employee’s inability to w ork and estimating a probable date of


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return. If disability leave is approved, the length of leave is no longer than 180  calendar days.  
If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.


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When an employee is ready to return to work, campus administrator or supervisor should be 
notified at least 30 days in advance. The return -to-work notice must be accompanied by a 
physician’s statement confirming that the employee is able to resume regular duties. Certified


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employees returning from leave will be reinstated to the school to which they were previously assigned if an appropriate posi tion is available. If an appropriate position is not available, the 
employee may be assigned to another campus, subject to the approval of the campus principal. If a position is not available before the end of the school year, the employee will be reinstat ed


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to a position at the original campus at the beginning of the following school year.  
Workers’ Compensation Benefits 
An employee absent from duty because of a job- related illness or injury may be eligible for 
workers’ compensation weekly income benefits  if the absence exceeds seven calendar days.  
An employee receiving workers’ compensation wage benefits for a job -related illness or injury


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may choose to use accumulated sick leave or any other paid leave benefits. An employee 
choosing to use paid leave will not receive workers’ compensation weekly income benefits until 
all paid leave is exhausted or to the extent that paid leave does not equal the pre -illness or - 
injury wage. If the use of paid leave is not elected, then the employee will only receive work ers’


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compensation wage benefits for any absence resulting from a work -related illness or injury, 
which may not equal his or her pre -illness or - injury wage.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 -Updated December 1, 2020  29 Assault Leave  
Assault leave provides extended job income and benefits protection to an employee w ho is 
injured as the result of a physical assault suffered during the performance of his or her job. An 
incident involving as assault is a work -related injury, and should be immediately reported to


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campus supervisor.  
An injury is treated as an assault if t he person causing the injury could be prosecuted for assault 
or could not be prosecuted only because that person’s age or mental capacity renders the person non -responsible for purposes of criminal liability.  
An employee who is physically assaulted at work  may take all the leave time medically


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necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the  assault leave provision will not be deducted from accrued personal


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leave and must be coordinated with workers’ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.  
Jury Duty


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Jury Duty  
The district provides paid leave to employees who are summoned to jury duty. Employees who report to the court for jury duty may keep any compensation the court provides. An employee 
should report a summons for jury duty to his or her supervisor as soon as it is received and  may 
be required to provide the district a copy of the summons to document the need for  leave.


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An employee may be required to report back  to work as soon as they are released from jury 
duty. The supervisor may consider the travel time required and the nature of the individual’s position when determining the need to report to work. A copy of the release from jury duty or of documentation of time spent at the court may be required.  
Compliance with a Subpoena


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Compliance with a Subpoena  
Employees will be paid while on leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding and will not be required to use personal leave. Employees may be required to submit documentation of their need for leave for court 
appearances.


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Quanah ISD Emplo yee Handbook 
Revised August 2020  30 Truanc y Court Appearances 
An e mployee w ho is a parent, g uardian o f a child,  or a court -appointed g uardian ad lit em o f a 
child w ho is re quired t o miss w ork t o attend a truancy c ourt h earing may use  personal leave o r 
compensatory time f or the a bsence. E mployees who d o not have paid le ave available  will be


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docke d for a ny absence require d because  of the  court a ppearance. 
Religious Observance 
The d istrict will reasonably ac commodate a n employee’s  request for absence f or a religious 
holiday or observance. A ccommodations s uch as changes t o work s chedules o r approving a da y 
of absence w ill be made unless they po se an undue hardshi p to t he district. T he employ ee may


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use a ny accumulated personal l eave f or this pu rpose. E mployees w ho ha ve exhausted 
applicable pa id le ave m ay be granted an unpaid d ay of absence.  
Military Leave 
Paid Lea ve for M ilitary S ervice. Any employee  who is a member o f the Texas N ational Gua rd, 
Texas State  Guard,  reserve component of the United States Armed Forces,  or a member of a


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state or federally authorized Urban Search and Rescue  Tea m is e ntitled to 15 days of paid 
leave per fiscal year when engaged in authorized training or duty ordered by proper authority. 
An additional seven days of lea ve per fiscal year are available if called to state act ive duty in 
response to a disaster. In addition, an employee  is entitled to use  available  state  and local


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personal or sick leave during a time of active  military service. 
Reemployment after Military Leave. Employees who leave the district to enter i nto the United 
States uniformed services or who are  ordered to active duty as a member of the military force 
of any state (e.g.,  National or Sta te Guard) may return to e mployment if they are honorably


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discharged. Employees who wish to return to the  district will be reemployed provided they 
can be  qualified to perform the required duties. Employees returning to work following military 
leave  should contact Taylor Reed In most cases,  the length of federal military service cannot 
exceed five years. 
Continuation of Health Insurance. Employees who perform service in the uniformed services


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may elect to cont inue their health plan coverage at their own cost for a period not to e xceed 
24 months. Employees should contact Ta ylor Reed for deta ils on eligibility, requirements,  and 
limitations.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  31  Employee Relations and Communications  
 
Employee Recognition and Appreciation  
 
Continuous efforts are made throughout the year to recognize employees who make an extra 
effort to contribute to the success of the district. E mployees are recognized at board meetings,


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in the district newsletter, and through special events and activities  
 
District Communications 
 
Throughout the school year, the campuses office publishes newsletters, brochures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activities and achievements. They include the following:


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  32  Complaints and Grievances  
Policy DGBA  
In an effort to hear and resolve employe e concerns or complaints in a timely manner and at the 
lowest administrative level possible, the board has adopted an orderly grievance process.


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Employees are encouraged to discuss their concerns or complaints with their supervisors or an 
appropriate admin istrator at any time.


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appropriate admin istrator at any time.  
The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or complaints to the


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board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is reprinted as follows:  
http://pol.tasb.or g/Policy/Code/570


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  33  Employee Conduct and Welfare  
 
Standards of Conduct 
Policy DH  
All employees are expected to work together in a cooperative spirit to serve the best interests 
of the district and to be courteous to students, one another, and the public. E mployees are 
expected to observe the following standards of conduct:


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 Recognize and respect the rights of students, parents, other employees, and members 
of the  community.  
 
 Maintain confidentiality in all matters relating to students and  coworkers.  
 Report t o work according to the assigned schedule.  
 Notify their immediate supervisor in advance or as early as possible in the event that


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they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, 
and failure to follow procedures for repor ting an absence may be cause for  disciplinary 
action.  
 
 Know and comply with department and district policies and  procedures.  
 Express concerns, complaints, or criticism through appropriate  channels.


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 Observe all safety rules and regulations and report injuri es or unsafe conditions to  a 
supervisor  immediately.  
 
 Use district time, funds, and property for authorized district business and activities  only.  
All district employees should perform their duties in accordance with state and federal law,


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district policie s and procedures, and ethical standards. Violation of policies, regulations, or 
guidelines may result in disciplinary action, including termination. Alleged incidents of certain 
misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day after the superintendent knew of the incident.


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The Educators’ Code of Ethics , adopted by the State Board for Educator Certification, which all 
district employees must adhere to, is reprinted below:  
Texas Educators’ Co de of Ethics  
 
Statement of Purpose  
The Texas educator shall comply with standard practices and ethical conduct toward students,


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  34  safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession,


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shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and good moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable  treatment to all members  of the profession.  The Texas  educator,


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in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas ed ucator, in fulfilling 
responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. (19 TAC  247.1(b))  
Professional Standards


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Professional Standards  
1. Professional Ethical Conduct, Practices, and Performance 
Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in deceptive 
practices regarding official policies of the school district, educational institution, educator preparation program, the Texas Education Agency, or the State Board for Educa tor Certification


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(SBEC) and its certification process.  
Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies, 
personnel, property, or equipment committed to his or her charge for personal gain or 
advantage.  
Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses, 
or pay.


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or pay.  
Standard 1.4 The educator shall not use institutional or professional privileges for personal or 
partisan advantage.  
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair


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professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of students, or other persons or organizati ons in recognition or appreciation of service.  
Standard 1.6   The educator shall not falsify records, or direct or coerce others to do so.


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Standard 1.7 The educator shall comply with state regulations, written local school board 
policies, and other state a nd federal laws.  
Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility 
on the basis of professional qualifications.  
Standard 1.9 The educator shall not make threats of violence against school district


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employees,  school board members, students, or parents of students.  
Standard 1.10 The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  35  Standard 1.11 The educator shall not intentionally or knowingly misreprese nt his or her 
employment history, criminal history, and/or disciplinary record when applying for subsequent 
employment.


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employment.  
Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drug s and toxic inhalants.  
Standard 1.13 The educator shall not be under the influence of alcohol or consume alcoholic beverages on school property or during school activities when students are present.


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Standard 1.14 The educator shall not assist another educa tor, school employee, contractor, or 
agent in obtaining a new job as an educator or in a school, apart from the routine transmission of administrative and personnel files, if the educator knows or has probable cause to believe 
that such person engaged in s exual misconduct regarding a minor or student in violation of the 
law.


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law. 
2. Ethical Conduct toward Professional  Colleagues  
Standard 2.1 The educator shall not reveal confidential health or personnel information 
concerning colleagues unless disclosure serves law ful professional purposes or is required by 
law. 
Standard 2.2  The educator shall not harm others by knowingly making false statements about 
a colleague or the school system.


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a colleague or the school system.  
Standard 2.3 The educator shall adhere to written local school board policies and  state and 
federal laws regarding the hiring, evaluation, and dismissal of personnel.  
Standard 2.4 The educator shall not interfere with a colleague’s exercise of political, 
professional, or citizenship rights and responsibilities.


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Standard 2.5 The educato r shall not discriminate against or coerce a colleague on the basis of 
race, color, religion, national origin, age, gender, disability, family status, or sexual orientation.  
Standard 2.6 The educator shall not use coercive means or promise of special treat ment in 
order to influence professional decisions or colleagues.


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Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint with the SBEC or provides information for a disciplinary investigation or proceeding under this 
chapter.  
3. Ethical Conduct toward Students  
Standard 3.1 The educator shall not reveal confidential information concerning students


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  36  Standard 3.2 The educator shall not intentionally , knowingly, or recklessly treat a student or 
minor in a manner that adversely affects or endangers the learning, physical health, mental 
health, or safety of the student or minor.


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health, or safety of the student or minor.  
Standard 3.3 The educator shall not intentionally, knowingly, or recklessly  misrepresent facts 
regarding a student.  
Standard 3.4 The educator shall not exclude a student from participation in a program, deny


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benefits to a student, or grant an advantage to a student on the basis of race, color, gender, disability, national origin,  religion, family status, or sexual orientation.  
Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physical 
mistreatment, neglect, or abuse of a student or minor.


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Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic 
relationship with a student or minor.  
Standard 3.7   The educator shall not furnish alcohol or illegal/unauthorized drugs to any


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person under 21 years of age unless the educator is a parent or guardian of that child or knowingl y allow any person under 21 years of age unless the educator is a parent or guardian  of 
that child  to consume  alcohol  or illegal/unauthorized  drugs  in the presence of the educator.  
Standard 3.8 The educator shall maintain appropriate professional educator- student


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relationships and boundaries based on a reasonably prudent educator standard.  
Standard 3.9 The educator shall refrain from inappropriate communication with a student or 
minor, including, but not limited to, electronic communication such as cell pho ne, text


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messaging, email, instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to:  
(i) the nature, purpose, timing, and amount o f the  communication;  
(ii) the subject matter of the  communication;


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(ii) the subject matter of the  communication;  
(iii) whether the communication was made openly or the educator attempted to  conceal 
the communication;  
(iv) whether the communication could be reasonably interpreted as soliciting sexual  contact 
or a romantic  relationship;  
(v) whether the communication was sexually explicit;  and


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(vi) whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the 
educator or the  student.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  37  Discrimination, Harassment, and Retaliation  
Policies DH, DIA  
Employees shall not engage in prohibited harassment, including sexual harassment, of other 
employees, unpaid interns, student teachers, or students. While acting in the course of their


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emp loyment, employees shall not engage in prohibited harassment of other persons including 
board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.


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Individuals who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a compl aint, the complaint should be made directly to the superintendent. A complaint


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against the superintendent may be made directly to the board.  
The district’s policy that includes definitions and procedures for reporting and investigating 
discrimination, harassment, and retaliation is reprinted below:  
http://pol.tasb.org/Polcy/Code/570  
 
Harassment of Students 
Policies DH, DHB, FFG, FFH, FFI


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Policies DH, DHB, FFG, FFH, FFI  
Sexual and other harassment of students by employees are forms of d iscrimination and are 
prohibited by law. Romantic or inappropriate social relationships between students and district


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employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concern s to the campus principal or other appropriate 
district official. All allegations of prohibited harassment of a student by an employee or adult 
will be reported to the student’s parents and promptly investigated. An employee who knows


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of or suspects child abuse must also report his or her knowledge or suspicion to  the appropriate 
authorities, as required by  law. 
The district’s policy that includes definitions and procedures for reporting and investigating 
harassment of students is reprinted below:  
 
http://pol.tasb.org/Policy/Code/570  
 
Reporting Suspected Child Abuse  
Policies DG, DH, FFG, GRA


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Policies DG, DH, FFG, GRA  
All employees are required by state law to report any suspected child abuse or neglect, as 
defined by Texas Family  Code §26.001, to a law enforcement agency, Child Protective Services,


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  38  or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a 
facility) within 48 hours of the event that led to the suspicion.


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Employees are also required to make a report if they have cause to believe that an adult was a victim of abuse or neglect as a child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of another child or pers on with a 
disability.  
Reports to Child Protective Services can be made to the Texas Abuse Hotline (800 -252-5400).


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State law specifies that an employee may not delegate to or rely on another person or administrator to make the report.  
Under state law, any p erson reporting or assisting in the investigation of reported child abuse


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or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who,  in good 
faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.


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An employee’s failure to report suspected child abuse may result in prosecution as a Class A 
misdemeanor. In addition,  a certified employee’s failure to report suspected child abuse may 
result in disciplinary procedures by SBEC for a violation of the Texas Educators’ Code of Ethics.


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Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are 
no longer minors. Employees are not required to report their concern to the principal before 
making a report to the appropriate agency.


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making a report to the appropriate agency.  
Reporting the concern to the principal does not relieve the employee of the requirement to


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report it to the appropriate state agency. In addition, employees must cooperate with investigators of child abuse and neglect. Interference with a child abuse investigation by denying an int erviewer’s request to interview a student at school or requiring the presence of a 
parent or school administrator against the desires of the duly authorized investigator is prohibited.


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Sexual Abuse and Maltreatment of Children  
 
The district has establishe d a plan for addressing sexual abuse and other maltreatment of


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children, which may be accessed at policy FFH (LOCAL). As an employee, it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused or maltreated. Sexual abuse in the Texas Family Code is defined as any sexual conduct


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harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Maltreatment is defi ned as abuse or 
neglect. Anyone who suspects that a child has been or may be abused or neglected has a legal


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  39  responsibility under state law for reporting the suspected abuse or neglect to law enforcement 
or to Child Protective Services (CPS).  
Employees are required to follow the procedures described above in Reporting Suspected Child 
Abuse . 
 
Reporting Crime  
Policy DG


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Abuse . 
 
Reporting Crime  
Policy DG  
The Texas Whistleblower Act protects district employees who make good faith reports of 
violations of law by the district to an appropriate la w enforcement authority. The district is 
prohibited from suspending, terminating the employment of, or taking other adverse personnel


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action against, an employee who makes a report under the Act. State law also provides employees with the right to report a crime witnessed at the school to any peace officer with 
authority to investigate the crime.  
 
Technology Resources 
Policy CQ  
The district’s technology resources, including its networks, computer systems, e -mail accounts,


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devices connected to its networks, and all district -owned devices used on or off school 
property, are primarily for administrative and instructional purposes. Limited personal use is permitted if the use:  
 
 Imposes no tangible cost to the  district.  
 Does not unduly burden the district’s compu ter or network  resources


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 Has no adverse  effect  on job performance  or on a student’s  academic  performance  
Electronic mail transmissions and other use of the technology resources are not confidential and can be monitored at any time to ensure appropriate use . 
Phone conversations on all district phones are recorded; recordings are stored for 30 days


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Employees are required to abide by the provisions of the acceptable use agreement and 
administrative procedures. Failure to do so can result in suspension of acces s or termination of 
privileges and may lead to disciplinary and legal action. Employees with questions about 
computer use and data management can contact John White.  
 
Personal Use of Electronic Communications 
Policy DH


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  40  Electronic communications includes all forms of social media, such as text messaging, instant 
messaging, electronic mail (e -mail), web logs (blogs), wikis, electronic forums (chat rooms), 
video -sharing websites (e.g., YouTube), editorial comments posted on the Internet, and social


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network si tes (e.g., Facebook, Twitter, LinkedIn, Instagram). Electronic communications also 
includes all forms of telecommunication such as landlines, cell phones, and web -based 
applications.  
As role models for the district’s students, employees are responsible for their public conduct


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even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to 
effectively perform his or her job duties, the employee is subject to disciplinary action, up to


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and including termination of employment. If an employee wishes to use a social network site or similar media for pers onal purposes, the employee is responsible for the content on the


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employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for web links on the employee’s page. The e mployee is also responsible for maintaining privacy settings appropriate 
to the content.  
An employee who uses electronic media for personal purposes shall observe the following:


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The employee may not set up or update the employee’s personal social network page(s) using the district’s computers, network, or equipment.  
 The employee shall limit use of personal electronic communication devices to send or receive calls, text messages, pictures, and videos to breaks, meal times, and before  and


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after scheduled work  hours, unless there is an emergency or the use is authorized by a 
supervisor to conduct district business.  
 
 The employee shall not use the district’s logo or other copyrighted material of  the 
district without express, written  consent.  
 
 An employee may not  share or post, in any format, information, videos, or pictures


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obtained while on duty or on district business unless the employee first obtains written approval from the employee’s immediate supervisor. Employees should be cognizant that they have access to information and images that, if transmitted to the public,  could 
violate privacy  concerns.


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violate privacy  concerns.  
 
 The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Texas Educators’ Code of Ethics, e ven when 
communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions 
include:


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  41  o Confidentiality of health or personnel information concerning colleagues, unless 
disclosure serves lawful professional purposes or is required by law [See Policy 
DH (EXHIBIT)]  
o Confidentiality of district records, including educator evaluations and private  e- 
mail addresses. [Se e Policy  GBA]


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mail addresses. [Se e Policy  GBA]  
o Copyright law [See Policy  CY] 
o Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH  (EXHIBIT)]  
See Use of Electronic Communications with Students , below, for regulations  on employee 
communication with students.  
 
Electronic Communications between Employees and 
Students


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Students 
Policy DH  
A certified or licensed employee, or any other employee designated in writing by the 
superintendent or a campus principal, may use electronic comm unications with students who


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are currently enrolled in the district. The employee must comply with the provisions outlined below. Electronic communications between all other employees and students who are enrolled in the district are prohibited. Employees are not required to provide students with their personal phone number or e -mail address.


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An employee is not subject to provisions regarding electronic communications with a student to the extent the employee has a social or family relationship with a stude nt. For example, an


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employee may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a member or participant in the same civic, social, recreational, or religious organization. An employee who claims an exception based on a social relationship shall provide written consent from the student’s parent. The written consent shall


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 The employee has provided the parent with a copy of this  protocol  
 The employee and the student have a social relationship outside of  school;  
 The parent understands that the employee’s communications with the student are 
excepted from district regulation;  and 
 
 The parent is solely responsible for mon itoring electronic communications between  the 
employee and the  student.


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employee and the  student.  
The following definitions apply for the use of electronic media with students:


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  42   Electronic communications means any communication facilitated by the use of any 
electronic device, inclu ding a telephone, cellular telephone, computer, computer 
network, personal data assistant, or pager. The term includes e -mail, text messages,


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instant messages, and any communication made through an  Internet website, including 
a social media website or a so cial networking  website.  
 
 Communicate means to convey information and includes a one -way communication as 
well as a dialogue between two or more people. A public communication by an 
employee that is not targeted at students (e.g., a posting on the employee ’s personal


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social network page or a blog) is not a communication: however, the employee may be 
subject to district regulations on personal electronic communications. See Personal Use 
of Electronic Media , above. Unsolicited contact from a student through e lectronic 
means is not a  communication.  
 
 Certified or licensed employee means a person employed in a position requiring SBEC


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certification or a professional license, and whose job duties may require the employee 
to communicate electronically with students.  The term includes classroom teachers, 
counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic  trainers.  
An employee who communicates electronically with students shall observe the follow ing:


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 The employee is prohibited from knowingly communicating with students using any 
form of electronic communications, including mobile and web applications, that are  not 
provided or accessible by the district unless a specific exception is noted below.


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 Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the 
extracurricular activity over which the employee has responsibility. An employee who commun icates with a student using text messaging shall comply with the following 
protocol:


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protocol:  
o The employee shall include his or her immediate supervisor as a recipient on each text message to the student so that the student and supervisor receive  the 
same message;  or 
 
 he employee shall limit communications to matters within the scope of the employee’s 
professional responsibilities (e.g., for classroom teachers, matters relating to class work,


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homework, and tests; for an employee with an extracurricular duty, matters  relating to 
the extracurricular  activity).  
 
 The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network  page 
(“professional page”) for the purpose of comm unicating with students. The employee


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  43   The employee shall not communicate directly with any student between the hours  of 
10:00 p.m. and 6:00 a.m. An employee may, however, make public posts to a social 
network site, blog, or similar application at any  time.  
 The employee does not have a right to privacy with respect to communications with


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students and parents.  
 
 The employee continues to be subject to applicable state and feder al laws, local policies, 
administrative regulations, and the Texas Educators’ Code of Ethics  including:  
o Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student  
records. [See Policies CPC and  FL]


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records. [See Policies CPC and  FL] 
o Copyright law [Policy  CY] 
o Prohibitions against soliciting or engaging in sexual conduct or a  romantic 
relationship with a student. [See Policy  DHB]  
 
 Upon request from administration, an employee will provide the phone number(s), social network site(s),  or other  information  regarding  the method(s)  of electronic  media


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the employee uses to communicate with one or more currently -enrolled  students.  
 
 Upon written request from a parent or student, the employee shall discontinue 
communicating with the student through e -mail, text messaging, instant messaging,  or 
any other form of one -to-one communication.  
 
 An employee may request an exception from one or more of the limitations above  by


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submitting a written request to his or her i mmediate  supervisor.  
 An employee shall notify his or supervisor in writing within one business day if a student engages in an improper electronic communication with the employee. The employee 
should describe the form and content of the electronic  communication.  
 
Criminal History Background Checks  
Policy DBAA


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Policy DBAA  
Employees may be subject to a review of their criminal history record information at any time 
during employment. National criminal history checks based on an individual’s fingerprints,


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photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the  
employee’s subsequent criminal history.


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  44  Employee Arrests and Convictions 
Policy DH  
An employee must notify his or her principal or immediate supervisor within three calendar 
days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any 
felony, and any of the other offenses listed below:


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 Crimes involving school property or  funds  
 Crimes  involving  attempt by fraudulent  or unauthorized means  to obtain  or alter any 
certificate or permit that would entitle any person to ho ld or obtain a position as an 
educator  
 
 Crimes that occur wholly or in part on school property or at a school -sponsored  activity  
 Crimes involving moral turpitude


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 Crimes involving moral turpitude 
Moral turpitude includes the  following:  
 Dishonesty  
 Fraud  
 Deceit  
 Theft 
 Misrepresentation  
 Delibe rate violence  
 Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire  of 
the actor  
 Crimes involving any felony possession or conspiracy to possess, or any misdemeanor or


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felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled  substance  
 
 Felonies involving driving while intoxicated  (DWI)  
 Acts constituting abuse or neglect under the SBEC  rules  
If an educator is arrested or criminally charged, the superintendent is also required to report


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  45  Alcohol and Drug -Abuse Prevention 
Policy DH  
Quanah ISD is committed to maintaining an alcohol-  and drug -free environment and will not 
tolerate the use of alcohol and illegal drugs in the workplace and at school -related or school-


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sanctioned activities on or off school property. Employees who use or are under the influence 
of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismis sed. 
 
Tobacco Products and E -Cigarette Use  
Policies DH, FNCD, GKA  
State law prohibits smoking, using tobacco products, or e -cigarettes on all district -owned


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property and at school -related or school -sanctioned activities, on or off school property. This 
includes all buildings, playground areas, parking facilities, and facilities used for athletics and 
other activities. Drivers of district -owned vehicles are prohibited from smoking, using tobacco 
products, or e -cigarettes while inside the vehicle. Notices sta ting that smoking is prohibited by


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law and punishable by a fine are displayed in prominent places in all school buildings.  
 
Fraud and Financial Impropriety 
Policy CAA  
All employees should act with integrity and diligence in duties involving the district’s financial 
resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and 
financial impropriety include the following:


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financial impropriety include the following:  
 
 Forgery or unauthorized alteration of any document or account belonging to the  district  
 Forgery or unauth orized alteration of a check, bank draft, or any other  financial 
document  
 
 Misappropriation of funds, securities, supplies, or other district assets including employee  time


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 Impropriety in the handling of money or reporting of district financial  transactio ns 
 Profiteering as a result of insider knowledge of district information or  activities  
 Unauthorized disclosure of confidential or proprietary information to outside  parties  
 Unauthorized disclosure of investment activities engaged in or contemplated by  the 
district


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  46   Accepting or seeking anything of material value from contractors, vendors, or other 
persons providing services or materials to the district, except as otherwise permitted  by 
law or district  policy  
 
 Inappropriately  destroying,  removing,  or using  records,  furniture,  fixtures,  or equipment


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 Failing to provide financial records required by federal, state, or local  entities  
 Failure to disclose conflicts of interest as required by law or district  policy  
 Any other dishonest act regarding the finances of the  district  
 Failure to comply with requirements imposed by law, the awarding agency, or a pass-  
through entity for state and federal  awards  
 
Conflict of Interest


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Conflict of Interest 
Policy CB, DBD  
Employees are required to disclose in writing to the district any situation tha t creates a 
potential conflict of interest with proper discharge of assigned duties and responsibilities or 
creates a potential conflict of interest with the best interests of the district. This includes the following:  
 
 A personal financial interest


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 A personal financial interest  
 A busi ness interest  
 Any other obligation or  relationship  
 Non -school  employment  
Employees should contact their supervisor for additional information.  
 
Gifts and Favors 
Policy DBD  
Employees may not accept gifts or favors that could influence, or be construed to influence, the


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administrator or teacher that might reasonably tend to influence the selection of textbooks, electronic textbooks, instructional materials or technological equipment may result in prosecution of a Class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials such as maps or worksheets that convey information to students or contribute to the


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  47  Copyrighted Materials  
Policy CY  
Employees are expected to comply with the provisions of federal copyright law relating to the 
unauthorized use, reproduction, distribution, performance, or display of copyrighted materials


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(i.e., printed material, vid eos, computer data and programs, etc.). Electronic media, including 
motion pictures and other audiovisual works, are to be used in the classroom for instructional purposes only. Duplication are to be used in the classroom for educational purposes only.


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Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement.  
 
Associations and Political Activities 
Policy DGA  
The district will not directly or indirectly discourage employees from participating in politic al


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affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization.  
An individual’s employment will not be affected by membership or a decis ion not to be a


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member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.  
Use of district resources including work time for political activities is prohibited.  
 
 
 
Charitable Contributions 
Policy DG


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Charitable Contributions 
Policy DG  
The Board or any employee may not directly or indirectly require or coerce an employee to 
make a contribution to a charitable organization or in response to a fundraiser. Employe es 
cannot be required to attend a meeting called for the purpose of soliciting charitable


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contributions. In addition, the Board or any employee may not directly or indirectly require or coerce an employee to refrain from making a contribution to a charitab le organization or in 
response to a fundraiser or attending a meeting called for the purpose of soliciting charitable contributions.  
 
Safety  
Policy CK series


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  48  The district has developed and promotes a comprehensive program to ensure the safety of its 
emplo yees, students, and visitors. The safety program includes guidelines and procedures for


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responding to emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:  
 
 Observe all safety  rules.  
 Keep work areas clean and orderly at all times.


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 Immediately report all accidents to their  supervisor.  
 Operate only equipment or machines for which they have training and authorization.  
While driving on district business, employees are required to abide by all state and local traffic 
laws. Employees driving on district business are prohibited from texting and using other


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electronic  devices that require both visual and manual attention while the vehicle is in motion. 
Employees will exercise care and sound judgment on whether to use hands -free technology 
while the vehicle is in motion.  
Employees with questions or concerns relating to safety programs an d issues can contact Tom 
Johnson.  
 
Possession of Firearms and Weapons  
Policies DH, FNCG, GKA


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Policies DH, FNCG, GKA  
Employees, visitors, and students, including those with a license to carry a handgun, are 
prohibited from bringing firearms, knives, clubs, or ot her prohibited weapons onto school 
premises (i.e., building or portion of a building) or any grounds or building where a school -


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sponsored activity takes place. A person, including an employee, who holds a license to carry a 
handgun may transport or store a handgun or other firearm or ammunition in a locked vehicle


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in a parking lot, garage, or other district provided parking area, provided the handgun or firearm or ammunition is properly stored, and not in plain view. To ensure the safety of all persons, em ployees who observe or suspect a violation of the district’s weapons policy should 
report it to their supervisor or call immediately.  
 
Visitors in the Workplace  
Policy GKC


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Visitors in the Workplace  
Policy GKC  
All visitors are expected to enter any district facility through the main entrance a nd sign in or 
report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises


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Quanah ISD Emplo yee Handbook  
 Revised August 2020 - Updated December 1, 2020  49  should immediately direct him or her to the buil ding office or contact the administrator in 
charge.  
 
Asbestos Management Plan 
Policy CKA  
The district is committed to providing a safe environment for employees. An accredited


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management planner has developed an asbestos management plan for each school . A copy of 
the district’s management plan is kept in the campus principal’s office and is available for 
inspection during normal business hours.  
 
Pest Control Treatment  
Policies CLB, DI  
Employees are prohibited from applying any pesticide or herbicide without appropriate training


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and prior approval of the integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated pest management program.  
Notices of planned pes t control treatment will be posted in a district building 48 hours before


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the treatment begins. Notices are generally located at the main entrance of each campus. In 
addition, individual employees may request in writing to be notified of pesticide applications.


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An employee who requests individualized notice will be notified by telephone, written, or electric means. Pest control information sheets are available from campus principals or facility managers upon request.


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  50  General Procedures  
 
Bad Weather Closing  
 
The district may close schools because of bad weather or emergency conditions. When such 
conditions  exist,  the Superintendent  will make  the official decision  concerning  the closing  of the


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district’s facilities. When it becomes necessary to open late, to release students early, or to 
cancel school, district officials will post a notice on the district’s website and notify the 
following radio and television  stations:  
KOLJ, News Channel 6, KFDX Channel 3  
 
Emergencies  
Policies CKC, CKD


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Emergencies  
Policies CKC, CKD  
All employees should be  familiar with the safety procedures for responding to emergencies, 
including a medical emergency, and the evacuation diagrams posted in their work areas.  
Emergency drills will be conducted to familiarize employees and students with safety and


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evacuation procedures. Each campus is equipped with an automatic external defibrillator. Fire 
extinguishers are located throughout all district buildings. Employees should know the location of these devices and procedures for their use.  
 
Purchasing Procedures 
Policy CH


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All requests for purchases must be submitted to the campus department on an official district purchase order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are


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made without authorization. Employees are not permitted to purchase supplies or equipment for personal use


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through the district’s business office. Contact  Jim Jones  for additional information on purchasing 
procedures.  
 
Name and Address Changes 
 
It is important that employment records be kept up to date. Employees must notify Taylor Reed  
if there are any changes or corrections to their name, home address, co ntact telephone 
number, marital status, emergency contact, or beneficiary


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  51  Personnel Recor ds 
Policy DBA, GBA  
Most district records, including personnel records, are public information and must be released 
upon request. In most cases, an employee’s personal  e-mail is confidential and may not be 
released without the employee’s permission.


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released without the employee’s permission.  
Employees may choose to have the following personal information withheld:  
 
 Address  
 Phone number, including  personal cell phone  number  
 Information that reveals whether they have family  members  
 Personal e -mail  address


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 Personal e -mail  address  
The choice to not allow public access to this information may be made at any time by submitting a written request to Taylor Reed . New or terminated employees have 14 days after 
hire or termination to submit a req uest. Otherwise, personal information will be released to 
the public until a request to withhold the information is submitted.  
 
Building Use


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Building Use  
Policies DGA, GKD  
Employees who wish to use district facilities after school hours must follow established 
procedur es. Campus principal is responsible for scheduling the use of facilities after school 
hours.


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  52  Termination of Employment  
 
Resignations 
Policy DFE  
Contract Employees. Contract employees may resign their position without penalty at the end 
of any school year if written notice is received at least 45 days before the first day of instruction


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of the following school year. A written notice of resignation should be submitted to the campus 
administrator. Contract employees may resign at any other time only with the approval of the 
superintendent or the board of trustees. Resignation without consent may result in disciplinary 
action by the State Board for Educator Certification (SBEC).


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The superintendent will notify SBEC when an employee resigns and reasonable evidenc e exists 
to indicate that the employee has engaged in of the same acts.  
Noncontract Employees. Noncontract employees may resign their position at any time. A 
written notice of resignation should be submitted to the Superintendent at least two weeks


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prior t o the effective date. Employees are encouraged to include the reasons for leaving in the 
letter of resignation but are not required to do so.  
 
Dismissal or Nonrenewal of Contract Employees 
Policies DF Series  
Employees on probationary, term, and continuing contracts can be dismissed during the school


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year according to the procedures outlined in district policies. Employees on probationary or 
term contracts can be nonrenewed at the end of the contract term. Contract employees dismissed during the school year,  suspended without pay, or subject to a reduction in force are


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entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The timelines and procedures to be followed when a suspension , termination, or nonrenewal occurs will be provided when a written notice is given


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to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or when the  employee’s 
certification is revoked for misconduct. Information on the timelines and procedures can be found in the DF series policies that are provided to employees or are available online.


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Dismissal of Noncontract Employees  
Policy DCD  
Noncontract emplo yees are employed at will and may be dismissed without notice, a 
description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, color, religion, gender, national origin, age, disability,  military


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  53  of certain protected legal rights. Noncontract employees who are dismissed have the right to 
grieve the termination.  
 
Exit Interviews and Procedure s


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Exit Interviews and Procedure s 
 
Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to prov ide the district with a


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forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. All district keys, books, property, including intellectual property, and equipment must be returned upon separation from employment.  
 
Reports to Texas Education Agency  
Policy DF, DHB


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Policy DF, DHB  
The resignation or termination of a certified employee must be reported to the Division of 
Investigations at TEA if there is evidence that the employee was involv ed in any of the 
following:  
 Any form of sexual or physical abuse of a minor or any other unlawful conduct with  a 
student or a  minor


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student or a  minor  
 
 Soliciting or engaging in sexual contact or a romantic relationship with a student  or 
minor 
 
 The possession, transfer, sale , or distribution of a controlled  substance  
 The illegal  transfer,  appropriation,  or expenditure  of district  or school  property  or funds  
 An attempt by fraudulent or unauthorized means to obtain or alter any certificate  or


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permit for the purpose of promotion  or additional compensation  
 
 Committing a criminal offense or any part of a criminal offense on district property  or at 
a school -sponsored event  
The reporting requirements above are in addition to the superintendent’s ongoing duty to


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notify TEA when a certified employee or an applicant for certification has a reported criminal history. “Reported criminal history” means any formal criminal justice system charges and dispositions including arrests, detentions, indictments, criminal information, convictions, deferred adjudications, and probations in any state or federal jurisdiction that is obtained by a


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  54  Reports Concerning Court- Ordered Withholding  
 
The district is required to repo rt the termination of employees that are under court order or 
writ of withholding for child support or spousal maintenance. Notice of the following must be


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sent to the support recipient and the court or, in the case of child support, the Texas Attorney General Child Support Division:  
 
 Termination of employment not later than the seventh day after the date of termination  
 Employee’s last known  address  
 Name and address of the employee’s new employer, if  known


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  55  Student Issues  
 
Equal Educational Opportunities 
Policies FB, FFH  
Quanah ISD does not discriminate on the basis of race, color, religion, national origin, sex, or 
disability in providing education services, activities, and programs, including vocational


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programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the 
Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as 
amended.  
Questions or concerns about discrimination against students based on sex, including sexual 
harassment should be dir ected to  Tom Johnson  the district Title IX coordinator. Questions or


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concerns about discrimination on the basis of a disability s hould be directed to Tom Johnson, 
the district ADA/Section 504 coordinator. All other questions or concerns relating to 
discrimination based on any other reasons should be directed to the Superintendent.  
 
Student Records 
Policy FL


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Student Records 
Policy FL  
Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentialit y of all student records. The 
following people are the only people who have general access to a student’s records:  
 Parents: Married, separated, or divorced unless parental rights have been  legally


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terminated and the school has been given a copy of the cour t order terminating 
parental  rights  
 
 The student: The  rights  of parents  transfer  to a student who  turns  18 or is enrolled  in an 
institution of post- secondary education. A district is not prohibited from granting the 
student access to the student’s records before this  time.


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 School officials with legitimate educational interests  
The student  handbook provides  parents  and students  with detailed  information  on student 
records. Parents or students who want to review student records should be directed to the camp us principal or secretary for assistance.  
 
Parent and Student Complaints 
Policy FNG


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  56  In an effort to hear and resolve parent and student complaints in a timely manner and at the


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lowest administrative level possible, the board has adopted orderly processes for handling complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.  
Parents are encouraged to discuss problems or complaints with the teacher or the appropri ate


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administrator at any time. Parents and students with complaints that cannot be resolved to their satisfaction should be directed to the campus principal. The formal complaint process provides parents and students with an opportunity to be heard up to t he highest level of 
management if they are dissatisfied with a principal’s response.  
 
Administering Medication to Students 
Policy FFAC


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Policy FFAC  
Only designated employees may administer prescription medication, nonprescription 
medication, and herbal or dietary suppl ements to students. Exceptions apply to the self-  
administration of asthma medication, medication for anaphylaxis (e.g., EpiPen), and 
medication for diabetes management, if the medication is self -administered in accordance with


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district policy and procedures. A student who must take any other medication during the school 
day must bring a written request from his or her parent and the medicine in its original, 
properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.  
 
Dietary Supplements  
Policies DH, FFAC


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Dietary Supplements  
Policies DH, FFAC  
District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance -enhancing  compounds to a student with 
whom the employee has contact as part of his or her school district duties. In addition,


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employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance -enhancing dietary supplement to any student.  
 
 
 
Psychotropic Drugs 
Policy FFAC  
A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease 
or as a component of a medication. It is intended to have an altering effect on perception,


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emotion, o r behavior and is commonly described as a mood - or behavior -altering substance.  
District employees are prohibited by state law from doing the following:


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  57   Recommending that a student use a psychotropic  drug  
 Suggesting a particular diagnosis  
 Excluding from c lass or school -related activity a student whose parent refuses to 
consent to a psychiatric evaluation or to  authorize the administration of a psychotropic 
drug to a  student


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drug to a  student  
 
Student Conduct and Discipline  
Policies in the FN series and FO series  
Students ar e expected to follow the classroom rules, campus rules, and rules listed in the 
Student Handbook and Student Code of Conduct. Teachers and administrators are responsible 
for taking disciplinary action based on a range of discipline management strategies th at have


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been adopted by the district. Other employees that have concerns about a particular student’s 
conduct should contact the classroom teacher or campus principal.  
 
Student Attendance  
Policy FEB  
Teachers and staff should be familiar with the district’s  policies and procedures for attendance


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accounting. These procedures require minor students to have parental consent before they are allowed to leave campus. When absent from school, the student upon returning to school, must provide a note for the absent.  These requirements are addressed in campus training and 
in the student handbook. Contact the campus principal for additional information.  
 
Bullying  
Policy FFI


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Bullying  
Policy FFI  
Bullying is defined by §TEC 37.0832. All employees are required to report student complaints of 
bullying, including cyber bullying, to campus principal. The district’s policy includes definitions 
and procedures for reporting and investigating bullying of students and is reprinted below:  
 
Hazing  
Policy FNCC


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Hazing  
Policy FNCC  
Students must have prior approval from the p rincipal or designee for any type of “initiation 
rites” of a school club or organization. While most initiation rites are permissible, engaging in or


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permitting “hazing” is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator.


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  58  Index  
 
 
 
 
 
Administering medication, 55  
Admin istration, 7 
Alcohol and drug  
abuse prevention, 44  
testing, 10  
Arrests and convictions, 43 
Asbestos management plan, 48 
Assault leave, 27  
Associations and political activities, 46 At-will employment, 10


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Automatic payroll deposits, 15 Background checks, 43  
Bad weather closing, 49 Benefits  
cafeteria plan, 18  
health insurance, 17  
leave, 20  
retirement, 19  
supplemental insurance, 18  
workers’ compensation, 19, 27  
Bereavement leave, 28 Board of Trustees  
information, 6  
meeting schedule, 7  
members, 6  
Breaks, 12  
Brea st milk, 12  
Building use, 50  
Bullying, 56


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Building use, 50  
Bullying, 56  
Cafeteria plan benefits, 18 Certification  
health and safety training, 11 maintaining, 10  
parent notification, 13 
Change of address, 49 Charitable contributions, 47 Child abuse  
reporting, 37  sexual, 37  
Code of ethi cs, 33 
Committees, 14  
Compensation, 15 
Complaints  
employee, 31  
parent and student, 55 
Compliance coordinators, 8, 54


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Compliance coordinators, 8, 54 
Compliance with a subpoena,  28 
Conduct and welfare, 32 Conflict of interest,  45 
Contract 
employment, 9  
noncertified employees, 9  
nonrenewal , 51 
Copyright materials, 46  
Court appearances, 28  
Court -ordered withholding, 53  
Crime reporting, 38  
Criminal history, 43  
Dietary supplements, 55 Directories  
helpful contacts, 7  
school, 7


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helpful contacts, 7  
school, 7 
Discrimination  
employee, 36  
student, 54 
Dismissal 
contract employees , 51 
noncontract employees, 51 
District  
communications, 30  
description, 6  
information, 6  
map, 6  
mission statement, 6 
Drug  
abuse prevention, 44


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Quanah ISD Employee Ha ndbook  
Revised August 2020 - Updated December 1, 2020  59  psychotropic, 56  
testing, 10  
E-cigarettes, 44  
Electronic communications, 39, 40  
Emergencies, 49 
Employee  
conduct and welfare, 32 
involvement, 14  
recognition, 30 
Employment  
after retirement, 8  
at-will, 10  
authorization documents, 10  
contract, 9  
noncontract, 9  
outside, 13


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contract, 9  
noncontract, 9  
outside, 13 
Equal opportunity  
educational, 54  
employment, 8  
Every Student Suceeds Act, 13 Exit interviews, 52  
Family and medical leave, 22 
Firearms, 47  
Form I -9, 10  
Fraud, 44  
General procedures, 49 Gifts and favors, 46 Grievances, 31  
Harassment, 36  
Hazing, 57  
Health insurance, 17 Health safety training, 11 Helpful contacts, 7 Insurance


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health, 17  
supplemental, 18  
unemployment, 19  
Internet use, 39, 40  
Job vacancy announcements, 8 Jury duty, 28  
Leave  
assault, 27  
bank, 22  
bereavement, 28  court appearance, 28  
discretionary, 21 family and medical, 22 jury duty, 28  
local, 22  
medical certification, 20  
military, 29  
nondi scretionary, 21  
personal, 21  
pool, 22 
proration, 22  
religious observance, 29


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proration, 22  
religious observance, 29  
sick, 22  
temporary disability, 26 
truancy court appearance, 28 
workers' compensation, 27  
Maltreatment of children, 37 
Medications, 55  
Military leave, 29  
Mission statement, 6  
Name and address changes, 49 
Nonrenewals, 51  
Nursing mothers, 12  
Outside employment, 13  
Overtime, 16  
Parent and student complaints, 55


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Overtime, 16  
Parent and student complaints, 55 
Parent notification, 13  
Paychecks, 15 
Payroll 
automatic deposits, 15  
deductions, 16  
schedule, 15  
Performance evaluation, 13  
Personal leave, 21  
Personnel records, 50 
Pest control treatment, 48 
Political activities,  46 
Possession of firearms and weapons, 47 
Psychotropic drugs, 56  
Purchasing procedures, 49


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Purchasing procedures, 49  
Qualifying exigency, 25  
Reassignments, 11  
Religious observance, 29  
Resignatio ns, 51


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Quanah ISD Emplo yee Handbook  
Revised August 2020 - Updated December 1, 2020  60  contract employees, 51  
noncontract employees, 51  
Retaliation, 36 
Retirement  
benefits, 19  
employment after, 8  
Safety, 47  
Salaries, 15 School  
calendar, 7  
closing, 49  
directory, 7  
Searches, 10  
Sexual harassment, 36  
Sick leave, 22  
Staff development, 14  
Standards of conduct, 32 Student


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Standards of conduct, 32 Student  
attendance, 56  
bullying, 56  
complaints, 55  
dietary supplements, 55  
discipline, 56  
equal educational opportunities, 54 
harassment, 36  
hazing, 57  
medication, 55  
records, 54  
Supplemental insurance, 18  
TEA reports, 52  Teacher  retirement, 19  
Technology resources, 38 Temporary disability leave, 26 
Termination


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Termination  
disimissal during the contract term, 51 
exit interviews, 52  
noncontract employees, 51  
nonrenewal, 51  
reports to TEA, 51, 52  
resignation, 51  
Text messaging, 40 
Tobacco  
produ cts, 44  
use, 44 
Training  
health and safety, 11 
staff development, 14  
Transfers, 11  
Travel expenses, 17  
Truancy court appearances, 28 
Tutoring, 13  
Unemployment insurance, 19


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Tutoring, 13  
Unemployment insurance, 19  
Vacancy announcements, 8  
Visitors, 48  
Wages, 15  
Weapons, 47  
Whistleblower Act, 38  
Work schedule, 12  
Workers’ compensation benefits, 19, 27  
Workload, 12


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/var/folders/8b/8d8bt8q93xvgmn14jrn8625w0000gn/T/tmpt21fqggc/2021-2022 Employee Handbook UPDATED.pdf


