J. Reporting Work Related Accidents - Continued
Injuries that happen to an ESC employee while performing job-related duties and responsibilities in a district or some other location must also be reported promptly and in writing (Accident Report forms) to the Treasurer’s Office. In addition, the employee should contact the administrative offices of the district in which the accident happened to make a report.
Prompt reporting of work-related injuries is important. It is also essential that appropriate medical attention be sought in a timely fashion. When medical care is urgent, seek treatment first. Be sure to let the medical facility know it is a Worker’s Comp situation - (do not present your medical insurance card to the doctor or hospital), they will prepare paper work which in turn is sent to the ESC for completion of the Worker’s Comp claim. Then as soon as possible complete the Accident Report forms and notify the Treasurer’s Office.
All employees are covered by Ohio Worker’s Compensation while in the performance of work-related responsibilities. Injuries which occur during that performance may be covered under Worker’s Comp. It is essential for complete the Accident Report forms as soon as possible.
CALENDAR
ESC-assigned staff members follow the calendar developed by the personnel office. This calendar is made available to staff members as soon as possible following completion. The current calendar my be found at the back of this Handbook.
Employees assigned to a district follow the school calendar of that district. A copy of the district calendar and the employee’s specific work calendar (showing days to be worked throughout the school year as agreed to by the supervisor and/or building principal) should be submitted to the appropriate director at the ESC and to the Treasurer’s Department by September 1 of each year. Staff employed on an extended contract should indicate those additional days on their calendar. This time also requires approval of the building principal or supervisor and the ESC Governing Board.
The following holidays are recognized:
- New Year’s Eve Memorial Day
- New Year’s Day Independence Day (July 4)
- Martin Luther King Day Labor Day
- Presidents Day Thanksgiving Day
- Good Friday Day after Thanksgiving
- Day after Easter Christmas Eve
- Christmas Day
These are paid holidays for eligible employees only if they occur during the individual’s contract period.
CERTIFICATION/LICENSURE
It is required that personnel meet the requirements for certification/licensure as an expectation of employment. It is also required that personnel meet the requirements for renewal and updating of their license by following the procedures in the Educational Service Center’s LPDC (Local Professional Development Committee) manual. The schedule of the Educational Service Center’s LPDC meetings is posted on the website (www.lcesc.k12.oh.us). These meetings are subject to Ohio’s Sunshine Law.
Obtaining, updating, and filing of valid licenses/certificates/permits with the Office of the Superintendent, Lake County ESC is the responsibility of the employee. ESC staff will provide assistance, but it is ultimately the responsibility of the employee to have a valid license/certificate on file.
COPYRIGHTED MATERIALS
Employees are to make judicious use of appropriate printed materials, sound recordings, software, and electronic programs in their work and may do so only in accordance with the provisions of Federal law, applicable to public school districts. Such laws are intended to protect authors and composers from the unauthorized use of their copyrighted work. Employees are responsible to follow the guidelines providing fair and reasonable use for educational purposes (Governing Board Policy/Bylaws 2531)
DRESS CODE
When assigned to LCESC duties all staff shall:
A. be physically clean, neat and well groomed; B. dress in a manner consistent with professional responsibilities; C. dress in a manner that communicates to students a pride in personal appearance; D. dress in a manner that does not cause damage to Center property; E. be groomed in such a way that their hair style or dress does not disrupt the educational process nor cause a health or safety hazard. (Governing Board Policy/Bylaws 3216/4216)
DRUG & ALCOHOL FREE WORKPLACE
The ESC will maintain a setting that meets the requirements in the Drug-Free Workplace Act. The manufacture, possession, use, distribution, or dispensing of any controlled substance, including alcohol, by any member of the ESC’s staff at any time while on ESC property or while involved in any ESC-related activity or event is prohibited. Compliance with this requirement is mandatory. (Governing Board Policy/Bylaws 3122.01/4122.01) Drug Free Workplace Act of 1988
STUDENT ABUSE AND NEGLECT
The Governing Board is concerned with the physical and mental well-being of the students of this Center and will cooperate in the identification and reporting of cases of child abuse or neglect in accordance with law. Each employee of this Center who knows or suspect's child abuse or neglect shall be responsible for reporting the suspected abuse or neglect. Such report shall be required in every case that reasonably indicates that a child under the age of eighteen (18) or a physically or mentally disabled child under the age of twenty-one (21) has been abused or neglected or faces the threat of being abused or neglected. A professional or classified staff member shall immediately call the local office of the Department of Human Services, the Children’s Services Board, or the appropriate local law enforcement agency and shall secure prompt medical attention to any such injuries reported. She/He shall also notify the Assistant Superintendent or Superintendent. The identity of the reporting person shall be confidential, subject only to disclosure by consent or court order. Information concerning alleged child abuse of a student is confidential information and is not to be shared with any unauthorized person. A staff member who violates this policy may be subject to disciplinary action and/or civil and/or criminal penalties. Each supervisor should be mindful of the possibility of physical or mental abuse being inflicted on a student by an employee. Any such instances, whether real or alleged, requires notification to the Assistant Superintendent or Superintendent. (Governing Board Policy 8462)
STAFF DISCIPLINE
The Governing Board retains the right and the responsibility to manage the work force. When the discipline of a staff member becomes necessary, such action shall be in proportion to the employee’s offense or misconduct, consistent with appropriate procedural and substantive due process, and/or State law. (Governing Board Policy 3139)
ANTI-HARASSMENT
It is the policy of the Governing Board to maintain an education and work environment, which is free from all forms of unlawful harassment, including sexual harassment. This commitment applies to all Center operations, programs, and activities. All students, administrators, teachers, staff, and all other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment. This policy applies to unlawful conduct occurring on school property, or at another location if such conduct occurs during an activity sponsored by the Board.
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