The Kennett Consolidated School District, consistent with its obligations under the law, will make every reasonable effort to provide its employees with safe working conditions. Freedom from accidents is of utmost importance to all employees, their families, and the District. No work is so important that it should be undertaken in an unsafe manner. Employees should report any and all unsafe conditions to their supervisor so that preventive action may be taken. When necessary, safety equipment (gloves, glasses, face masks, etc.) should be used as required by good safety practices.
The following Board policy prohibits the use of tobacco in school buildings and on school grounds.
The Kennett Consolidated School District is dedicated to providing a healthy, comfortable, and productive environment for staff, students, and citizens. The School Board believes that education has a central role in establishing patterns of behavior related to good health and shall take measures to help its students resist tobacco use. Curriculum related to tobacco use has been developed and explains the problems of tobacco use at the early levels and gives greater in-depth concentration at the secondary level. The School Board is concerned about the health of its employees and also recognizes the importance of adult role modeling for students during formative years. Therefore, the Board shall promote a tobacco-free environment among its staff and students. Smoking cessation programs will be made available to staff and students on a periodic basis.
For the purposes of this policy, tobacco use shall mean all uses of tobacco including but not limited to cigar, cigarette, pipe, snuff, and chewing tobacco.
Smoking and the use of tobacco products shall be prohibited on school property, in school buildings, and school vehicles. This ban extends to all employees, students, and visitors attending activities held in the Kennett schools.
The District will provide a smoking cessation program to those employees who volunteer to participate.
The Board issues this ban in a sincere appeal to all employees and visitors to cooperate in helping create a truly healthy environment within our facilities for all concerned.
The Superintendent shall develop procedures to implement this policy, which includes informing staff of this policy, scheduling smoking cessation programs, and the posting of signs that remind all people of the ban on tobacco use.
Adopted: February 12, 2001 Policy #323 Policy #423 Policy #523
The following Board policy establishes an alcohol/drug free workplace.
Alcohol/Drug Free Workplace
The Board states its commitment to the protection of the entire school community from the harm of exposure to drugs and alcohol. The Board and the Administration will act to combat drug and alcohol abuse by students and employees.
The use of drugs and alcohol in the workplace is a danger to the safety and health of employees and students in the Kennett Consolidated School District. The Drug-Free Schools and Communities Act of 1986, as amended by Public Law 101-226 of 1989, declares that as a condition of receiving funds or any other form of financial assistance under any federal program, the District must maintain a policy regarding drug and alcohol use by students and employees.
For purposes of this policy, the following definitions apply:
Alcohol B Any alcohol, malt, or brewed beverage containing ethyl alcohol. By way of illustration but not of limitation, this definition shall include liquor, wine, and beer.
Distribute B To deliver, sell, pass, share, or give any alcohol or drug to any other person or to aid in such conduct.
Drug B A drug or substance listed as a controlled substance by Pennsylvania or federal law. This definition shall not include medicine prescribed by a licensed medical practitioner for the use of a person subject to this policy. By way of illustration but not of limitation, this definition shall include marijuana, hashish, and anabolic steroids.
Drug Paraphernalia B All equipment, products, and materials identified as drug paraphernalia by Pennsylvania or federal law. By way of illustration but not of limitation, this definition shall include roach clips, pipes, and bowls.
Possess B To hold or have on one's person or to have knowing control of or access to by one's self or with other persons any alcohol, drug, or drug paraphernalia without any attempt or intent to distribute such alcohol, drug, or drug paraphernalia.
The unlawful manufacture, dispensing, distribution, possession, or use of drugs or drug paraphernalia by employees of the Kennett Consolidated School District is prohibited. The possession, use or influence of alcohol by employees while engaged in work for the Kennett Consolidated School District is also prohibited.
Any employee of the District who is convicted of delivery or possession of a drug with the intent to deliver as prohibited by The Controlled Substance, Drug, Device, and Cosmetic Act will be terminated from employment.
Any other prohibited activity involving drugs or alcohol by employees of the District will result in personnel action or discipline. Such action or discipline will be administered according to Board Policy B Correction and Disciplinary Procedures.
Any employee who violates this policy a second time and whose employment was not terminated following the first offense will be recommended to the Board for dismissal.
All employees will be notified in writing of this policy upon its approval by the K.C.S.D. Board of Directors.
As a condition of employment, all employees will abide by the terms of this policy and notify the District Superintendent within five days of any conviction for violation of criminal drug statutes.
The violation of this policy by an employee will be reported immediately to the District Superintendent.
The District Superintendent will notify the local law enforcement authority as appropriate.
Except as required by this policy and by law, District personnel shall keep confidential their knowledge of an individual's alcohol or drug abuse and any diagnoses, classifications, and treatment concerning such abuse.
Records of an individual's use, possession, or distribution of alcohol or drugs shall remain confidential and may be disclosed only with the consent of the employee in accordance with the limitations of the Pennsylvania Drug and Alcohol Abuse Control Act (71 P.S. 1690.108.)
Any expenses resulting from an individual's violation of these guidelines shall be borne by such person. By way of illustration but not of limitation, expenses shall include the costs of transportation, medical treatment, tests, and evaluations.
Adopted: March 8, 1993 Policy #342 Policy #442 Policy #542
The following Board policy assures employees a workplace environment free from unlawful harassment.
The Kennett Consolidated School District is committed to providing an academic environment in which staff and students will be free from sexual harassment.
This Policy is in compliance with and in furtherance of Title VII of the U.S. Civil Rights Act of 1964, the Regulations of the Equal Employment Opportunity Commission, the Pennsylvania Human Relations Act, and the Guidelines of the Pennsylvania Human Relations Commission.
Sexual harassment shall be defined as unwelcome sexual advances, requests for sexual favors, and other oral, verbal, or physical conduct of a sexual nature when
(a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or grading, or
(b) submission to or subjection to such conduct by an individual is used as the basis for employment or grading decisions affecting such individuals, or
(c) such conduct has the purpose or effect of unreasonably interfering with an individual's work or learning performance or creating an intimidating, hostile, or offensive working or learning environment.
Neither employees nor students shall engage in conduct which constitutes sexual harassment of another employee or student. Employees engaging in such conduct will be disciplined in accordance with applicable policies and laws. Such discipline may include dismissal.
Any employee who believes that he or she has been subjected to sexual harassment shall make an oral report of such incident to the Superintendent within fifteen days of its occurrence.
The Superintendent shall investigate the complaint in a timely and confidential manner. Such investigation will customarily include individual conferences with the parties and any witnesses and, with the consent of the individuals, joint conferences. The Superintendent may also request written statements from any party or witness.
(c) Superintendent's Decision
At the conclusion of his/her investigation, the Superintendent shall make a written determination as to whether sexual harassment has occurred. Copies of the decision shall be furnished to both parties.
If the Superintendent has determined that sexual harassment has occurred, he/she may impose discipline upon the employee responsible, which may include a recommendation that the Board suspend or dismiss such employee. As established by state law and K.C.S.D. Policy, the employee may appeal or grieve the Superintendent's decision. In no way should this Policy be deemed to expand such employee's rights or liabilities beyond those given him or her by state law.
To encourage the reporting of incidents of sexual harassment and to protect the reputation of any employee wrongfully charged, no information concerning a complaint of sexual harassment will be released by the District to anyone not involved with the investigation. Whenever a complaint of sexual harassment has been finally resolved in favor of an accused employee, all material concerning the matter shall be sealed and retained by the District, subject to release only by direction of the accused individual, the Board, or a court of competent jurisdiction.
As the Board is aware of the repercussions of false accusation of sexual harassment, the Superintendent is empowered to initiate disciplinary proceedings against any employee or student who makes a false accusation of sexual harassment.
If the Superintendent is a party to a sexual harassment matter, the Board shall name a person to take his/her place in the administration of this Policy.
Adopted: November 12, 1990 Policy #318, Policy #418, Policy #518
Essential Performance Expectations Certificated Staff
An integral part of both tenured and non-tenured staffs' employment in the school district is continuous appraisal by their supervisors of their ability to meet essential performance expectations. As appropriate to the various jobs performed by certificated staff members, the essential performance expectations include, but are not necessarily limited to, the following:
(Adapted from: McGreal, T. Successful Teacher Evaluation. ASCD, 1983.)
Essential Performance Expectations B Non Certificated Staff
An integral part of the non-certificated staffs’ employment is the continuous appraisal by their supervisors of their ability to meet essential performance expectations. As appropriate to the various jobs performed by non-certificated staff members, i.e., food service, maintenance/custodial, instructional and teaching assistants, and secretarial/clerical, the essential performance expectations are outlined in the individual job descriptions.
Staff Responsibility for IEP/504 Accommodation Plan Implementation
It is the responsibility of every employee to protect school buildings, property, and grounds from theft, vandalism, misuse, or unauthorized use. This objective requires cooperation on everyone's part by locking all windows, doors, confidential files, record cabinets, supply and storage rooms, etc., at the close of business each day.
November 24 - 26
November 27 - 30