2026-2027 Human Resources Handbook by fsusd-co

FSUSD Governing Board Policies (BP) and Administrative Regulations (AR) are accessible through a web-based service known as Simbli, sponsored by CSBA (California School Board Association) The District policies are available on the Fairfield-Suisun Unified School District’s website. Please visit the Governing Board page and click the “policies” link located on the left side of the screen (Board Policies). The majority of Human Resources policies and regulations are found in the section listed as 4000. Personnel. For readability, this document references the 4100 series of certificated policies/regulations as representative examples Corresponding provisions also exist in the 4200 series for classified staff and the 4300 series for management staff

REGULATION 3513.3 TOBACCO-FREE SCHOOLS

Any employee or student who violates the district's tobacco-free schools policy shall be asked to refrain from smoking and shall be subject to disciplinary action as appropriate.

REGULATION 4040 EMPLOYEE USE OF TECHNOLOGY

The Fairfield-Suisun Unified School District authorizes district employees to use district technology, as defined in Board Policy 4040, Employee Use of Technology Employees have no reasonable expectation of privacy in the use of any district technology, as defined in Board Policy 4040, even when using their personal devices To ensure proper use, the Superintendent or designee may monitor employee usage of district technology at any time without advance notice or consent and for any reason allowed by law In addition, employees are reminded that records, including communications, maintained on any personal accounts or devices used to conduct district business are subject to disclosure at the district's request, and pursuant to a subpoena or other lawful request. Violations of the law, board policy, or the Technology New User Agreement may result in revocation of an employee's access to district technology and/or discipline, up to and including termination.

POLICY 4119.21 PROFESSIONAL STANDARDS

The Governing Board expects district employees to maintain the highest ethical standards, behave professionally, follow district policies and regulations, abide by state and federal laws, and exercise good judgment when interacting with students and other members of the school community. Employees shall engage in conduct that enhances the integrity of the District, advances the goals of the District's educational programs, and contributes to a positive school climate.

POLICY 4219.22 DRESS AND GROOMING

The Governing Board believes that appropriate dress and grooming by District employees contribute to a productive learning environment and model positive behavior During school hours and at school activities, employees shall maintain professional standards of dress and grooming that demonstrate their high regard for education, present an image consistent with their job responsibilities and assignment, and do not endanger the health or safety of employees or students

POLICY 4119.43 UNIVERSAL PRECAUTIONS

In order to protect all employees from contact with potentially infectious blood or other body fluids, the Governing Board requires that universal precautions be observed throughout the district. Universal precautions are appropriate for preventing the spread of all infectious diseases and shall be used regardless of whether bloodborne pathogens are known to be present

REGULATION 5141.4 CHILD ABUSE PREVENTION AND REPORTING

All school district employees are mandated reporters and fall under the legal requirements of the State’s Penal Code to report to the police department, sheriff’s department, or the County Welfare Department any cases of suspected child abuse. The Child Protective Services (CPS) report form, BCIA 8572, must be completed and faxed to CPS. Employees making a report shall also call CPS at 1-800-544-8696. After completing form BCIA 8572, an employee shall retain a copy for their records and submit copies to all of the designated agencies contacted by phone. Mandated reporters must keep a record of any and all communications related to the mandated reporting and communication with agencies

For information related to other mandatory staff training, click HERE

SECTION2:EMPLOYMENT

Section 2 includes pertinent Board Policies and Administrative Regulations related to employment. FSUSD employment practices must adhere to our policies and regulations, which are aligned with both the California Labor Code and California Education Code

EMPLOYMENTOPPORTUNITIES

All FSUSD employment opportunities are advertised through edjoin.org. A list of available job opportunities is easily accessible with links from the Human Resources Department’s web page: Job Opportunities link.

POLICY 4030 NONDISCRIMINATION IN EMPLOYMENT

The Governing Board is determined to provide a safe, positive environment where all District employees are assured of full and equal employment access and opportunities, protection from harassment and intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in

accordance with law For purposes of this policy, employees include job applicants, interns, volunteers, and persons who are contracted with the District to provide services, as applicable Any District employee who engages in prohibited discrimination, harassment, or retaliation or who aids, abets, incites, compels, or coerces another to engage or attempt to engage in such behavior in violation of this policy shall be subject to disciplinary action, up to and including dismissal. Please see Regulation 4030, Nondiscrimination In Employment, for additional information.

POLICY 4033 LACTATION ACCOMMODATION

The Board prohibits discrimination, harassment, and/or retaliation against any District employee for seeking an accommodation to express breast milk for an infant child while at work An employee shall notify the employee's supervisor or other appropriate personnel in advance of the intent to request an accommodation The supervisor shall respond to the request and shall work with the employee to make arrangements. If needed, the supervisor shall address scheduling in order to ensure that the employee's essential job duties are covered during the break time.

POLICY 4111 RECRUITMENT AND SELECTION

The Superintendent or designee shall develop equitable, fair, and transparent recruitment and selection processes and procedures that ensure individuals are selected based on demonstrated knowledge, skills, and competence and not on any bias, personal preference, or unlawful discrimination

POLICY 4111.2 LEGAL STATUS REQUIREMENT

Within three days of hire, the Superintendent or designee shall physically examine the documentation presented by the employee establishing their identity and employment authorization as set forth in U.S. Citizenship and Immigration Services Form I-9. The employee may present either an original document which establishes both employment authorization and identity or two separate original documents which establish authorization and identity Only unexpired documents are acceptable (8 CFR 274a 2)

REGULATION 4112.4 HEALTH EXAMINATION

Prior to employment by the district, an applicant shall submit a certificate from an authorized health provider stating that the applicant was assessed and/or examined and found to be free of infectious tuberculosis. (Education Code 49406)

POLICY 4112.41 EMPLOYEE DRUG TESTING

The Governing Board believes that the maintenance of a drug- and alcohol-free workplace is essential to staff and student safety and to help ensure a productive and safe work and learning environment Employees are prohibited from being under the influence of controlled substances or alcohol while on duty For purposes of this policy, on duty means while an employee is on duty during both instructional and noninstructional time in the classroom or workplace, at extracurricular or cocurricular activities, or while transporting students or otherwise supervising them Under the influence means that the employee's capabilities are adversely or negatively affected, impaired, or diminished to an extent that impacts the employee's ability to safely and effectively perform their job. The Governing Board maintains Policy 4020 Drug And Alcohol-Free Workplace.

Because students and staff have the right to a safe and secure campus where they are free from physical and psychological harm, the Board authorizes the testing of prospective employees in safety-sensitive positions for drug and alcohol use The following positions are safety-sensitive and are subject to the district's program:

Transportation personnel, including classified and certificated management

Custodial/Grounds personnel, including classified and certificated management

Food Service personnel, including classified and certificated management

Maintenance and Operations personnel, including classified and certificated management

Any District employee driving a District vehicle

REGULATION 4112.5 CRIMINAL RECORD CHECK

All certificated and classified employees and volunteers must undergo a criminal record check The Superintendent or designee shall not hire or retain in employment, in a certificated or classified position, a person who has been convicted of a violent or serious felony as defined in Penal Code 667 5(c) or 1192 7(c), a controlled substance offense as defined in Education Code 44011, or a sex offense as defined in Education Code 44010

REGULATION 4112.6 PERSONNEL FILES

The Superintendent or designee shall maintain personnel files for all current employees at the district's central office or at the location where the employee works. Regulation 4112.6 outlines how the district maintains files and how files may be accessed.

POLICY 4136 NONSCHOOL EMPLOYMENT

In order to help maintain public trust in the integrity of district operations, the Governing Board expects all employees to give the responsibility of their positions precedence over any other outside employment A district employee may receive compensation for outside activities as long as these activities are not inconsistent, incompatible, in conflict with, or inimical to their district duties

VERIFICATIONOFEMPLOYMENT

Verifications of Employment (VOE) must be processed in writing VOEs may be faxed to (707) 399-5139 or emailed to the appropriate PS II Click HERE to find your Human Resources Personnel Specialist Click on the Verification of Employment for additional information related to VOEs

VOLUNTARYSEPARATION

An employee who wishes to resign or retire from FSUSD must complete and submit an electronic FSUSD Notice of Voluntary Separation. Once submitted by the employee, Informed K12 will notify the employee’s immediate supervisor (and appropriate staff) that their signature is being requested The resignation becomes irrevocable once accepted/approved by the Assistant Superintendent/Senior Director of Human Resources Once the form is processed by FSUSD Payroll, the FSUSD Notice of Voluntary Separation form will be submitted by the Human Resources Department to the Governing Board for Action

It is imperative for employees to understand that if their employment with the District ends before they have completed their full contract, an overpayment may occur due to an employee’s equalized pay structure. In the event of such an overpayment, the employee authorizes the District to recover the balance from their final paycheck, including any payout for accrued vacation. The employee’s annual calendar also articulates the following, “I also waive any rights I may have related to notification before the overpayment is paid back and I understand I will receive documentation of the overpayment and the specific amount paid back with my final paycheck ”

SECTION3:HIRINGPROCEDURES

This section explicitly outlines FSUSD’s hiring procedures Following these procedures allows the Human Resources team to expedite the hiring and onboarding of prospective employees Items, including references checks, credentialing, and fingerprinting, are included in this section Please note, there are timelines (i e , Department of Justice fingerprinting clearance, California Teacher Credentialing, and scheduling physicals), which the FSUSD Human Resources Team has no control over. Please click on the appropriate section below for hiring procedures:

Certificated Hiring Procedures

Classified Hiring Procedures

Substitute Hiring Procedures

SECTION4:VOLUNTEERASSISTANCE

This section includes Fairfield-Suisun Unified School District's Regulations regarding volunteer assistance For additional information on how to become a volunteer with FSUSD, please visit Become a Volunteer with FSUSD!

POLICY 1240 VOLUNTEER ASSISTANCE

The Governing Board recognizes that volunteer assistance in schools can enrich the educational program, increase supervision of students, and contribute to school safety while strengthening the schools' relationships with the community. The Board encourages parents/guardians and other members of the community to share their time, knowledge, and abilities with students Please see Regulation 1240, Volunteer Assistance, for additional information Volunteers are required to complete the following:

Criminal Background Check

Prior to assuming a volunteer position working with students in a district-sponsored student activity program, a volunteer shall obtain fingerprint clearance through the Department of Justice and the Federal Bureau of Investigation.

Mandated Reporter Training

Senate Bill SB 848 expands the definition of mandated reporters to further strengthen student safety in K–12 public and private schools. Beginning July 1, 2026, all school volunteers who may have interactions with students outside the immediate supervision and control of a parent or district employee will be required to complete a state-approved mandated reporter training designed specifically for K–12 volunteers. This new requirement is intended to enhance pupil safety and ensure that individuals serving in our schools are informed about their responsibilities in recognizing and reporting suspected child abuse or neglect

Tuberculosis Assessment/Examination

Should a volunteer be placed into a volunteer assignment where frequent or prolonged contact with pupils is expected, the volunteer shall be asked to provide the school with a certificate showing he/she has submitted to a tuberculosis risk assessment and, if tuberculosis risk factors were identified, were examined and found to be free of infectious tuberculosis. (Education Code 49406)

SECTION5:COMPLAINTPROCEDURES

This section includes commonly used Fairfield-Suisun Unified School District complaint Policies and Regulations. This section will also provide guidance on filing complaints and provide access to various complaint forms. The Fairfield-Suisun Unified School District (FSUSD) looks forward to assisting our stakeholders with questions and/or concerns they might have. As we strive to provide excellent customer service, the following Communication Guide will help our stakeholders reach the appropriate staff member or department.

Fairfield-Suisun Unified School District has various procedures for handling different kinds of complaints

The District's Board Policies (BPs) and Administrative Regulations (ARs) contain more details concerning the process for lodging complaints and appeal rights The District encourages the early, informal resolution of complaints whenever possible. Many issues are best resolved by discussions between the parties involved. When an informal resolution is not possible, a formal complaint process is in place for parents, students, and community members, as well as for employees. Employees represented by unions may also seek union representation. Grievance procedures are detailed in the CSEA Clerical, CSEA Support, APA, and FSUTA contracts A full detailing of District complaint procedures, including the Board Policy on Complaints and Administrative Regulations, can be found on the Complaint Procedures section of the District’s website

REGULATION 1312.1 COMPLAINTS CONCERNING DISTRICT EMPLOYEES

Every effort should be made to resolve complaints regarding District employees at the lowest possible level. Any person who complains about a District employee shall be encouraged to resolve the matter informally through direct communication with the employee whenever possible. Click HERE for additional resources.

The Governing Board recognizes that the District has the primary responsibility to ensure compliance with applicable state and federal laws and regulations governing educational programs. The Board encourages the early resolution of complaints whenever possible. To resolve complaints which may require a more formal process, the Board adopts the uniform system of complaint processes specified in 5 CCR 4600-4670 and the accompanying administrative regulation

The District's uniform complaint procedures (UCP) shall be used to investigate and resolve complaints regarding the following programs and activities:

1.Accommodations for pregnant and parenting students (Education Code 46015)

2.Adult education programs (Education Code 8500-8538, 52334.7, 52500-52617)

3.After School Education and Safety programs (Education Code 8482-8484.65)

4.Agricultural career technical education (Education Code 52460-52462)

5 Career technical and technical education and career technical and technical training programs (Education Code 52300-52462)

6 Child care and development programs (Education Code 8200-8488)

7 Compensatory education (Education Code 54400)

8.Consolidated categorical aid programs (Education Code 33315; 34 CFR 299.10-299.12)

9.Course periods without educational content (Education Code 51228.1-51228.3)

Discrimination, harassment, intimidation, or bullying in district programs and activities, including in those programs or activities funded directly by or that receive or benefit from any state financial assistance, based on one, or a combination of two or more, protected characteristics, which include, but may not be limited to, a person's actual or perceived race or ethnicity; ancestry; color; ethnic group identification; nationality; national origin; immigration status; sex; sexual orientation; sex stereotypes; gender; gender identity; gender expression; religion; disability; medical condition; genetic information; pregnancy, false pregnancy, childbirth, termination of pregnancy, or related conditions or recovery; and parental, marital, and family status; any other characteristic identified in Education Code 200 or 220, Government Code 11135, or Penal Code 422.55; or based on the person's association with a person or group with one or more of these actual or perceived characteristics (Education Code 200, 210 1, 210 2, 212, 212 1, 220, 221 51, 230, 260; Government Code 11135, 12926; 5 CCR 4610; 20 USC 1681-1688, 42 USC 2000d-2000d-7)

10 However, the UCP shall not be used to investigate and resolve employment discrimination complaints (5 CCR 4611)

11 Educational and graduation requirements for students in foster care, students experiencing homelessness, students from military families, students formerly in a juvenile court school, students who are migratory, and newcomer students (Education Code 48645.7, 48850, 48853, 48853.5, 48911, 48915.5, 49069.5, 51225.1, 51225.2)

12.Every Student Succeeds Act (Education Code 12030, 52059.5, 64000; 20 USC 6301 et seq.)

13.Instructional Materials and Curriculum: Diversity (Education Code 243)

A complaint alleging such unlawful discrimination may, in addition to or in lieu of being filed with the district, be directly filed with the Superintendent of Public Instruction (SPI). (Education Code 243, 244)

14.Local control and accountability plan (Education Code 52075)

15.Migrant education (Education Code 54440-54445)

16 Physical education instructional minutes (Education Code 51210, 51222, 51223)

17 Student fees (Education Code 49010-49013)

18 Reasonable accommodations to a lactating student (Education Code 222)

19 Regional occupational centers and programs (Education Code 52300-52334 7)

20 School plans for student achievement as required for the consolidated application for specified federal and/or state categorical funding (Education Code 64001)

21.School site councils as required for the consolidated application for specified federal and/or state categorical funding (Education Code 65000)

22.State preschool programs (Education Code 8200-8488, 33315)

23 State preschool health and safety issues in license-exempt programs (Education Code 8212

24 School or athletic team names, mascots, or nicknames pursuant to Education Code 221 3

25 Any complaint alleging retaliation against a complainant or other participant in the complaint process or anyone who has acted to uncover or report a violation subject to this policy

26 Any other state or federal educational program the SPI or designee deems appropriate

You may access additional information regarding Uniform Complaint Procedures (UCPs) and Compliance with State and Federal Programs, and additional information on the District’s Local Control and Accountability Plan (LCAP)

SEXUALHARASSMENTREPORTSANDCOMPLAINTS

District employees who feel that they have been sexually harassed in the performance of their District responsibilities or who have knowledge of any incident of sexual harassment by or against another employee shall immediately report the incident to their direct supervisor, a District administrator, or the District's Title IX Coordinator Employees may bypass their supervisor in filing a complaint if the supervisor is the subject of the complaint

REGULATION 4119.11 SEXUAL HARASSMENT, 4119.11, 4219.11, 4319.11

Conduct is considered to be sexual harassment when made against another person of the same or opposite sex in the work or educational setting under any of the following conditions: (Education Code 212.5; Government Code 12940; 2 CCR 11034)

1 Submission to the conduct is made explicitly or implicitly a term or condition of the individual's employment

2 Submission to or rejection of the conduct is used as the basis for an employment decision affecting the individual

3.The conduct has the purpose or effect of having a negative impact upon the individual's work performance or of creating an intimidating, hostile, or offensive work environment.

4.Submission to or rejection of the conduct is used as the basis for any decision affecting the individual regarding benefits, services, honors, programs, or activities available at or through the district

Additional information is available in Policy 4119 11, Sexual Harassment

REGULATION 4219.12 TITLE IX SEXUAL HARASSMENT COMPLAINT PROCEDURES

The complaint procedures described in this administrative regulation shall be used to address any complaint governed by Title IX of the Education Amendments of 1972 alleging that a District employee, while in an education program or activity in which a District school exercises substantial control over the context and respondent, was subjected to one or more of the following forms of sexual harassment: (34 CFR 106.30, 106.44)

1 A District employee conditioning the provision of a district aid, benefit, or service on a person's participation in unwelcome sexual conduct

2 Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the District's education program or activity

3.Sexual assault, dating violence, domestic violence, or stalking as defined in 20 USC 1092 or 34 USC 12291

You may access additional information regarding Sexual Harassment complaint procedures under Title IX, which includes the contact information for the District’s Title IX Coordinator/Compliance Officer

SECTION6:RISKMANAGEMENT

This section emphasizes the importance of workplace safety and identifies programs and steps to follow if assistance is needed. For additional information, see the Risk Management Handbook.

WORKPLACESAFETY

The District is committed to safe and well-maintained schools and District offices and properties, maximizing employee safety, and believes that workplace safety is the responsibility of every employee Working conditions and equipment shall comply with standards prescribed by federal, state, and local laws and regulations. All employees are expected to use safe work practices and, to the extent possible, correct any unsafe conditions which may occur. If an employee is unable to correct an unsafe condition, the employee shall immediately report the problem to the Superintendent or designee via the Safety Hazard Report Form linked here: Safety Hazard Report Form Additional information regarding Workplace Safety can be found in FSUSD Policy/Regulation 4257, Workplace Safety, and in the District’s Injury & Illness Prevention Program as well as the District’s Workplace Violence Prevention Plan

North Bay Schools Insurance Authority (NBSIA) provides workplace safety training at no cost to its member districts. To request on-site safety training, please visit their Free Onsite Safety Training page. For information related to FSUSD’s asbestos management plan, click HERE.

REGULATION 4157.1 WORK-RELATED INJURIES

An employee injured while performing District work must report the injury immediately to Company Nurse at 833-798-0936, and also notify their direct supervisor NBSIA will mail the DWC-1 claim form directly to the employee to complete, and then the employee returns it to NBSIA as directed

POLICY 4159 EMPLOYEE ASSISTANCE PROGRAM

The Governing Board recognizes that school district employees may have problems which can have detrimental effects upon job performance and student safety. The Employee Assistance Program (EAP) provides employees, their spouses, and dependents with three free counseling sessions to include: confidential assistance to help with emotional, family, legal, financial, and other personal life issues. There is no charge for covered services All information is confidential and will not be shared with the employer You may find additional information online regarding the Employee Assistance Program (EAP), and additional information related to free mental health services

SECTION7:LEAVESANDABSENCES

REGULATION 4154 HEALTH AND WELFARE BENEFITS

Regulation 4154 provides additional information related to affordable health coverage, Disability Insurance Provisions and benefits, as well as COBRA/Cal-COBRA continuation coverage

POLICY 4161 LEAVES

The Governing Board shall provide for paid and unpaid leaves of absence for employees in accordance with law, Board policy, administrative regulation, collective bargaining agreements, and merit system rules, as applicable. Certificated and Classified Leave Request forms are also located in our employee portal, Informed K12.

REGULATION 4161.8 FAMILY CARE AND MEDICAL LEAVE (FMLA)

The District will provide leave to eligible employees pursuant to the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) FMLA requires employers with more than 50 employees in a 75mile radius to provide up to 12 weeks of unpaid, job and benefit-protected leave to eligible employees for specific family and medical reasons The CFRA/FMLA Certification of Health Care Provider form is required when taking intermittent leave for oneself, or when taking leave to care for a family member or designated person with a serious health condition. For additional information on military leave, please visit Regulation 4161.5, Military Leave. Additional information may be located here at EDD Paid Family Leave.

REGULATION 4161.9 CATASTROPHIC LEAVE PROGRAM

The District maintains a catastrophic leave program that is intended for employees who have exhausted all of their leave and must miss work due to catastrophic injury or illness The Governing Board recognizes that District employees may desire to assist other employees who have an urgent need for a leave of absence but do not have sufficient accrued leave to cover their absence All catastrophic leave bank

donation forms may be accessed, completed, and routed using Informed K12. For additional information, please refer to FSUSD Policy 4161 9 and the respective collective bargaining agreements

ENTERING AND RECONCILING EMPLOYEE ABSENCES

The following process should be followed when employees are absent from work:

1.Employees are required to enter their absences in Absence Management (Frontline). Absences that need to be entered after each site or department’s respective cutoff time may only be entered by the assigned site clerical responsible for reconciling absences.

2 Each day, the manager and the assigned site clerical responsible for reconciling employee absences must meet to review the validity of each absence prior to the absence being reconciled The purpose of this step is to ensure absences (including duration/reasons) are entered correctly and pursuant to both administrative regulations and collective bargaining agreements a If it is determined that an absence (including duration/reason) is not valid, the manager is responsible for communicating this information to the employee. The manager is also responsible for advising the site clerical responsible for reconciling employee absences on what needs to be reconciled for the employee in Absence Management.

3 The assigned site clerical responsible for reconciling employee absences must then (after confirming with their respective manager) reconcile each employee’s absence by the end of each business day, at the latest

If sites/departments have questions regarding Absence Management (Frontline), please contact the HR Coordinator for assistance. To access current/accurate available leave hours, employees must access their FSUSD EMPLOYEE ONLINE PORTAL.

SECTION8:VACATION

This section provides an overview of classified employee vacation rights This section also lists corresponding articles from the CSEA Clerical and CSEA Support contracts for review

The District reserves the right to schedule vacation at times least disruptive to the normal work routine. Each supervisor will prepare a vacation schedule for the employees under their supervision. Employees’ vacations shall be determined by the supervisors, but the supervisor must consider individual vacation requests and, in cases of conflict, shall assign vacation on the basis of seniority All vacations will be subject to the approval of the immediate supervisor and shall not be unreasonably denied

SECTION9:EVALUATIONS

This section outlines the Fairfield-Suisun Unified School District's policies and Regulations regarding evaluating employees Relevant articles from the various bargaining unit contracts are included as well Regulation 4115, Evaluation/Supervision, provides information related to the evaluation of certificated employees, while Policy 4215, Evaluation/Supervision, provides information related to the evaluation of classified employees. Employees may access Evaluat'd by visiting the Human Resources page on the FSUSD website. Employees should also review the Evaluation Article in their respective bargaining unit contract for additional information regarding processes, timelines, and expectations.

UNIONRIGHTSWAIVER

When a meeting occurs between a manager and employee, especially those meetings involving discipline, a bargaining unit member has the right to union representation If a bargaining unit employee on their own accord decides to waive union representation, the employee should complete the Waiver of Union Representation Rights Form: CSEA Union Rights Waiver (07 01 26), or FSUTA Union Rights Waiver (07 01 26)

SECTION10:SOCIALMEDIAANDMEDIARELATIONS

POLICY 1112 MEDIA RELATIONS

The Governing Board respects the public's desire for and right to information and recognizes that the media significantly influence the community's understanding of school programs, student achievement, and school safety. In order to develop and maintain positive media relations, the Board and Superintendent shall reasonably accommodate media requests for information and provide accurate, reliable, and timely information.

POLICY 1114 DISTRICT SPONSORED SOCIAL MEDIA

The Governing Board recognizes the value of technology, including social media platforms, in informing our community regarding issues or events relating to our students, staff, educational environment, facilities, and community involvement and collaboration The purpose of any official District social media platform or use shall be to further the district's vision and mission, support student learning and staff professional development, and enhance positive communication with students, parents/guardians, staff, and community members. For additional information on social media guidelines and best practices, please visit the FSUSD Staff Social Media Guidelines resource, Policy 1114: DistrictSponsored Social Media, and Regulation 1114: District-Sponsored Social Media Reach out to the Communications Department for assistance

MediaContacts/Spokespersons

The Superintendent or designee shall identify the District's and/or site's primary media contact to whom all media inquiries shall be routed Spokespersons designated to speak to the media on behalf of the District include the Board president, Superintendent, public information officer, or District communications director. Other Board members and/or staff may be asked by the Superintendent or designee to speak to the media on a case-by-case basis, depending on their expertise on an issue or appropriateness given a particular situation or request from the media. See more information regarding FSUSD’s Communications Office on our website.

SECTION11:ADDITIONALINFORMATIONCERTIFICATEDEMPLOYEES POLICY 4117.3 PERSONNEL REDUCTION

The Governing Board may reduce the number of probationary and permanent certificated employees when, in its opinion, any of the following conditions make such reduction necessary:

1.Average daily attendance (ADA) in all of the schools in the district during the first six months of the school year has declined below the level for the same period in either of the previous two school years (Education Code 44955)

2 A particular kind of service is to be reduced or discontinued not later than the beginning of the following school year (Education Code 44955)

3 Attendance in the district will decline in the following year as a result of the termination of an interdistrict tuition agreement. (Education Code 44955)

4.An amendment of state law requires modification of the curriculum. (Education Code 44955)

5.During the time period between five days after the enactment of the Budget Act and August 15 of that fiscal year, the Board determines that the district's total revenue limit per ADA for the fiscal year of that Budget Act has not increased by at least two percent. (Education Code 44955.5)

REGULATION 4117.7 EMPLOYMENT STATUS REPORTS

The Superintendent shall report to the Commission on Teacher Credentialing (CTC) any change in the employment status of a certificated employee who, while working in a position requiring a credential and as a result of an allegation of misconduct or while an allegation of misconduct is pending: (Education Code 44030.5, 44242.5; 5 CCR 80303) is dismissed or nonreelected, resigns, is suspended or placed on unpaid administrative leave for more than 10 days as a final adverse employment action, retires.

REGULATION 4118 DISMISSAL/SUSPENSION/DISCIPLINARY ACTION

Regulation 4118 will be adhered to when a certificated employee is subject to disciplinary action for cause, at any time of year or, for charge of unsatisfactory performance, during the instructional year Policy 4118 Dismissal/Suspension/Disciplinary Action also provides information regarding the timelines which must be adhered to in the event of an employee’s dismissal, suspension, or disciplinary action.

REGULATION 4121 TEMPORARY/SUBSTITUTE PERSONNEL

Pursuant to Regulation 4121, all substitute and part-time certificated employees, within 30 days of their hire, of their right to elect membership in a defined benefit program under a qualified retirement plan The employee shall sign a form provided by the system to acknowledge receipt of this notice and to indicate whether the employee elects or declines membership Election of membership shall be irrevocable for all future employment to perform creditable service (Education Code 22455 5, 22515) Additionally, Policy 4121 outlines the steps which must be taken to release an employee, including a temporary employee who served 75% of a school year.

REGULATION 4158 EMPLOYEE SECURITY

An employee may use reasonable and necessary force for self-defense or defense of another person, to quell a disturbance threatening physical injury to others or damage to property, or to obtain possession of weapons or other dangerous objects within the control of a student (Education Code 44807, 49001) Employees shall review Regulation 4158 for additional information related to accommodations for victims of domestic violence, sexual assault, stalking, or other qualifying acts of violence; the use of pepper spray.

POLICY 5145.3 NONDISCRIMINATION/HARASSMENT

The Governing Board desires to provide a welcoming, safe, and supportive school environment that allows all students equal access to and opportunities in the district's academic, extracurricular, and other educational support programs and services This policy shall apply to all acts constituting unlawful discrimination or harassment related to district activity or attendance, to acts which occur off campus or outside of district-related or district-sponsored activities but which may have an impact or create a hostile environment at school, and to all acts of the Board and the Superintendent in enacting policies and procedures that govern the district's activities. Please review additional resources related h f d h f bi b ll i

SECTION12:ADDITIONALINFORMATIONCLASSIFIEDEMPLOYEES

REGULATION 4217.3 LAYOFF/REHIRE

Classified employees shall be subject to layoff for lack of work or lack of funds (Education Code 45114, 45308) Regulation 4217 3 will be adhered to when applying the order of layoff within a classification/determination of seniority, notice of layoff and hearing rights, reemployment, voluntary demotion, or reduction of hours.

REGULATION 4218 DISMISSAL/SUSPENSION/DISCIPLINARY ACTION

A classified employee may be disciplined for unprofessional conduct or unsatisfactory performance in accordance with law or any applicable collective bargaining agreement, Board policy, or administrative regulation Policy 4218 Dismissal/Suspension/Disciplinary Action also provides information regarding the timelines which must be adhered to in the event of an employee’s dismissal, suspension, or disciplinary action