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This Human Resources Policy and Procedure Manual is designed to provide you with informationandresourcestohelpnavigatethroughmanyhumanresources-related topics YourFSUSDHumanResourcesDepartmentwillupdatethismanualasneeded toreflectrevisedlaws,policies,bargainingagreements,andcollaborativeeffortsthat affect our practices. If you need assistance locating resources within this manual to support your needs, please reach out to a staff member in the Human Resources Department.TheHumanResourcesDepartmentremainscommittedtoupholdingthe valuesandbeliefsoftheFairfield-SuisunUnifiedSchoolDistrict

For information regarding the Human Resources Department Team Members, click HERE. For information regarding Personnel Specialists Areas of Responsibilities, click HERE.

For information related to salary schedules, forms, employee incentives, etc, please clickHERE

Forinformationrelatedtocollectivebargainingagreements,pleaseview:

AncillaryProfessionsAssociation(APA)

CaliforniaSchoolEmployeesAssociation(CSEA)Clerical CaliforniaSchoolEmployeesAssociation(CSEA)Support Fairfield-SuisunUnifiedTeachersAssociation(FSUTA)

The Fairfield-Suisun Unified School District now has the majority of employee forms availableforemployeestocompleteonlineusingawebbasedplatform,InformedK12. InformedK12 allows for electronic processing and signatures on district forms. In turn, userscaneasilycheckthestatusandlocationoftheirform(s)forreference.Foralist of available forms FSUSD has created on InformedK12, please visit our website liked here:FSUSD-HRForm

Tableof Contents

SECTION1:FSUSDPOLICIESANDEMPLOYEEEXPECTATIONS

POLICIESANDEMPLOYEEEXPECTATIONS

ADMINISTRATIVEREGULATIONSANDPROCEDURES

MANDATEDREPORTINGOFSUSPECTEDCHILDABUSE

POLICY4219.22,DRESSANDGROOMING CONDUCT

POLICY4119.21,PROFESSIONALSTANDARDS

SECTION2:EMPLOYMENT

EMPLOYMENTOPPORTUNITIES

POLICY4030,NON-DISCRIMINATIONINEMPLOYMENT

POLICY4211,RECRUITMENTANDSELECTION

POLICY4111.2,LEGALSTATUSREQUIREMENT

REGULATION4112.5,CRIMINALRECORDCHECK

REGULATION4212.4,HEALTHEXAMINATIONS

POLICY4112.41,EMPLOYEEDRUGTESTING

POLICY4033,LACTATIONACCOMMODATION

VERIFICATIONOFEMPLOYMENT

VOLUNTARYSEPARATION

PERSONNELFILES

SECTION3:HIRINGPROCEDURES

HIRINGPROCEDURES(CERTIFICATED,CLASSIFIED,SUBSTITUTES)

SECTION4:VOLUNTEERASSISTANCE

REGULATION1240,VOLUNTEERASSISTANCE

VOLUNTEERINFORMATION

SECTION5:COMPLAINTPROCEDURES

REGULATION1312.1,COMPLAINTSCONCERNINGDISTRICTEMPLOYEES

POLICY1312.3,UNIFORMCOMPLAINTPROCEDURES(UCP)

COMPLAINTSSUBJECTTOUCP

SEXUALHARASSMENTREPORTSANDCOMPLAINTS

POLICY4219.12,TITLEIXPROCEDURES

REGULATION4219.11,SEXUALHARASSMENT

POLICYANDREGULATIONS4119.11,SEXUALHARASSMENT

Tableof Contents

SECTION6:RISKMANAGEMENT

WORKPLACESAFETY WORK-RELATEDINJURIES

EMPLOYEEASSISTANCEPROGRAM

SECTION7:LEAVESANDABSENCES

SICKLEAVE

BEREAVEMENTLEAVE

CATASTROPHICLEAVE LONGTERMLEAVES

JURYDUTY

PERSONALNECESSITY

FAMILYANDMEDICALLEAVEACT(FMLA)

TERMSOFLEAVE

ENTERINGANDRECONCILINGEMPLOYEEABSENCES

SECTION8:VACATION CSEACLERICAL CSEASUPPORT

SECTION9:EVALUATIONS

POLICY4215,EVALUATION/SUPERVISION UNIONRIGHTSWAIVER

SECTION10:SOCIALMEDIAANDMEDIARELATIONS

Section1: FSUSDPOLICIESAND EMPLOYEEEXPECTATIONS

Thissectionservesasanoverviewandquickreferenceguide of FSUSD Board Policies and Administrative Regulations relatedtohumanresources.

FSUSDPOLICIESAND EMPLOYEEEXPECTATIONS

ADMINISTRATIVEREGULATIONSANDPROCEDURES

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-SuisunUnifiedSchoolDistrict’swebsite.PleasevisittheGoverningBoardpage 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 as4000.Personnel.

MANDATEDREPORTINGOFSUSPECTEDCHILDABUSE

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. Section 11166 of the Penal Code requires any child care custodian, medical practitioner, or employee of a child protective agency who has knowledge of or observes a child in hisorherprofessionalcapacityorwithinthescopeofhisorheremploymentwhoheor she knows or reasonably suspects has been the victim of child abuse, to report the knownorsuspectedinstanceofchildabusetoachildprotectiveagencyimmediatelyor as soon as practically possible by telephone and to prepare and send a written report thereofwithin24hoursofreceivingtheinformationconcerningtheincident.Becauseall FSUSD employees are considered mandated reporters under the law, each school district employee is required to sign and complete the Statement Acknowledging RequirementtoReportSuspectedChildAbuseasaconditionofemployment.Additional information regarding reporting responsibilities is highlighted in FSUSD Board Policy 5141.4, Child Abuse Prevention And Reporting. You can find a Child Protective Services (CPS)formhere:CPSForm

Forinformationrelatedtoothermandatorystafftraining,clickHERE.

FSUSDPOLICIESAND EMPLOYEEEXPECTATIONS

POLICY4219.22,DRESSANDGROOMING

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, anddonotendangerthehealthorsafetyofemployeesorstudents.Allemployeesshall be held to the same standards unless their assignment provides for modified dress as approvedbytheirsupervisor

Thedistrictshallallowemployeestoappearanddressinamannerconsistentwiththeir genderidentityorgenderexpression.(GovernmentCode12949)

The district shall not discriminate against employees based on hair texture and protectivehairstyles,including,butnotlimitedto,braids,locks,andtwists.(Government Code12926)

The district shall not dismiss an employee, discriminate against an employee in compensation or in terms, conditions, or privileges of employment, or refuse to hire a jobapplicantonthebasisofreligiousdressorgroomingpractices.(GovernmentCode 12926,12940)

This policy shall be presented to employees upon employment, through the employee handbook or other appropriate means, and may be periodically reviewed with all employeesasnecessary.

CONDUCT

Our employees are role models for our students, fellow staff members and to the Fairfield-Suisun community. Our employees are expected to conduct themselves in a civilandprofessionalmanneratalltimes.

FSUSDPOLICIESAND EMPLOYEEEXPECTATIONS

POLICY4119.21,PROFESSIONALSTANDARDS

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 educationalprograms,andcontributestoapositiveschoolclimate.

The Board encourages district employees to accept as guiding principles the professional standards and codes of ethics adopted by educational or professional associationstowhichtheymaybelong

Each employee is expected to acquire the knowledge and skills necessary to fulfill his/herresponsibilitiesandtocontributetothelearningandachievementofdistrict students.

Section2: EMPLOYMENT

Section 3 includes pertinent Board Policies and Administrative Regulations related to employment. As an organization, FSUSD followspoliciesandregulationswhennavigatingtheemployment process.FSUSDemploymentpracticesmustadheretoourpolicies and regulations which are aligned to both the California Labor CodeandCaliforniaEducationCode.

Section2: EMPLOYMENT

EMPLOYMENTOPPORTUNITIES

All FSUSD employment opportunities are advertised through edjoin.org. A list of availablejobopportunitiesiseasilyaccessiblewithlinksfromtheHumanResources Department’swebpage:JobOpportunitieslink.

POLICY4030,NONDISCRIMINATIONINEMPLOYMENT

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 retributionforassertingtheiremploymentrightsinaccordancewithlaw.Forpurposesof this policy, employees include job applicants, interns, volunteers, and persons who contractedwiththedistricttoprovideservices,asapplicable.

No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, color, ancestry, national origin, age, religious creed, marital status, pregnancy, physical or mental disability, medical condition, genetic information, veteran or military status, sex, sexual orientation, gender, gender identity, gender expression, or association with a personorgroupwithoneormoreoftheseactualorperceivedcharacteristics. Employers are also prohibited from discrimination against employees or job applicants on the basis of reproductive health decision making, defined as a person ' s decision to use or access a particular drug, device, product, or medical service for reproductive health.(GovernmentCode12926,12940)

The district shall not inquire into any employee's immigration status nor discriminate against an employee on the basis of immigration status, unless there is clear and convincingevidencethatthedistrictisrequiredtodosoinordertocomplywithfederal immigrationlaw.(2CCR11028)

Any district employee who engages in prohibited discrimination, harassment, or retaliationorwhoaids,abets,incites,compels,orcoercesanothertoengageorattempt to engage in such behavior in violation of this policy shall be subject to disciplinary action,uptoandincludingdismissal.

PleaseseeRegulation4030,NondiscriminationInEmploymentforadditionalinformation

Section2: EMPLOYMENT

POLICY4211,RECRUITMENTANDSELECTION

The Governing Board welcomes, embraces and respects diversity of people, identities and cultures, and believes that the students of the District benefit from increaseddiversityatalllevelsofoureducationalsystem.AsaDistrict,weareproud ofthediversecommunitythatweserve,andarecommittedtofosteringaninclusive organizational culture of diversity in all of our recruitment and selection procedures for all strands of employment. The Superintendent or designee shall develop equitable,fair,andtransparentrecruitmentandselectionprocessesandprocedures that ensure individuals are selected based on demonstrated knowledge, skills, and competenceandnotonanybias,personalpreference,orunlawfuldiscrimination.

POLICY4111.2,LEGALSTATUSREQUIREMENT

Within three days of hire, the Superintendent or designee shall physically examine the documentation presented by the employee establishing his/her identity and employmentauthorizationassetforthinUS CitizenshipandImmigrationServicesForm 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)

REGULATION4112.5,CRIMINALRECORDCHECK

Allcertificatedandclassifiedemployees,andvolunteersmustundergoacriminalrecord check The Superintendent or designee shall not hire or retain in employment, in a certificatedorclassifiedposition,apersonwhohasbeenconvictedofaviolentorserious felony as defined in Penal Code 667.5(c) or 1192.7(c), a controlled substance offense as definedinEducationCode44011,orasexoffenseasdefinedinEducationCode44010.

REGULATION4212.4,HEALTHEXAMINATION

Tuberculosisisaserious,potentiallylife-threateningillness.Toprotectstudentsandstaff from the effects of this disease, California Education Code Section 49406 requires all employees, upon initial employment, to present evidence that they are free from active tuberculosis. Evidence consists of a certificate of a skin test or chest X-Ray with a negative result performed within sixty days of hire, or within four years if employment is continuous with that of another school district, parochial or private school. Employees must recertify their clearance every four years. Failure to comply may result in the employeebeingplacedonunpaidleaveorbeingterminated.

POLICY4112.41,EMPLOYEEDRUGTESTING

TheGoverningBoardmaintainsadrug-andalcohol-freeworkplace.Inaccordance with law, all employees shall render service without using, possessing, being impairedby,orbeingundertheinfluenceofalcoholordrugs.POLICY4112.41EMPLOYEE DRUGTESTING

Pre-EmploymentDrug/AlcoholTestingforSafety-SensitivePositions

Becausestudentsandstaffhavetherighttoasafeandsecurecampuswherethey 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 followingpositionsaresafety-sensitiveandaresubjecttothedistrict'sprogram:

Transportationpersonnelincludingclassifiedandcertificatedmanagement

Custodial/Groundspersonnelincludingclassifiedandcertificatedmanagement

FoodServicepersonnelincludingclassifiedandcertificatedmanagement

Maintenance and Operations personnel including classified and certificated management

AnyDistrictemployeedrivingaDistrictvehicle

Once a conditional offer of employment has been made, prospective employees in these identified positions shall undergo a pre-employment drug and alcohol screeningforanysubstancewhichcouldimpairtheirabilitytosafelyandeffectively perform their job functions. This screening shall be part of the employee's preemploymentphysicalexamination.

Finalselectionofajobapplicantforapositionshallnotbemadeuntiltheapplicant hassuccessfullycompletedthescreening.

All testing and medical examinations shall be conducted in accordance with state andfederallaw,Boardpolicy,andadministrativeregulation.

Section2: EMPLOYMENT

POLICY4033,LACTATIONACCOMMODATION

The Governing Board recognizes the immediate and long-term health benefits of breastfeeding and desires to provide a supportive environment for any district employeetoexpressmilkforaninfantchilduponreturningtoworkfollowingthebirth of the child. The Board prohibits discrimination, harassment, and/or retaliation againstanydistrictemployeeforseekinganaccommodationtoexpressbreastmilk foraninfantchildwhileatwork.

Anemployeeshallnotifytheemployee'ssupervisororotherappropriatepersonnelin advanceoftheintenttorequestanaccommodation.Thesupervisorshallrespondto therequestandshallworkwiththeemployeetomakearrangements Ifneeded,the supervisorshalladdressschedulinginordertoensurethattheemployee'sessential jobdutiesarecoveredduringthebreaktime.

VERIFICATIONOFEMPLOYMENT

Verifications of Employment (VOE) must be processed in writing. VOE’s 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 informationrelatedtoVOE’s.

VOLUNTARYSEPARATION

AnemployeewhowishestoresignorretirefromtheFSUSDmustcompleteandsubmitan 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 GoverningBoardforAction.

PERSONNELFILES

Regulation4212.6,PersonnelFilesoutlinestheprocesswherebyanemployeemayreview theirpersonnelfile.Whilepersonnelfilesmaynotbe removedfromtheHumanResources Department, requests for copies of material in a personnel record must be made in writing.

Section3: HIRINGPROCESS

ThissectionexplicitlyoutlinesFSUSD’shiringprocedures.Following theseproceduresallowsyourHumanResourcesteamtoexpedite 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., DepartmentofJusticefingerprintingclearance,CaliforniaTeacher Credentialing, and scheduling physicals), which your FSUSD HumanResourcesTeamhasnocontrolover.

Section3: HIRINGPROCESS

Please click on the appropriate section below for hiring procedures:

CertificatedHiringProcedures

ClassifiedHiringProcedures

SubstituteHiringProcedures

Section4: VOLUNTEERASSISTANCE

This section includes Fairfield- Suisun Unified School District's Regulations regarding volunteer assistance. This section also provides detailed instructions to follow when processing volunteers for your respective school site/department. For additional information on how to become a volunteer with FSUSD, pleasevisitBecomeaVolunteerwithFSUSD!

VOLUNTEERASSISTANCE

POLICY1240,VOLUNTEERASSISTANCE

TheGoverningBoardrecognizesthatvolunteerassistanceinschoolscanenrichthe educational program, increase supervision of students, and contribute to school safetywhilestrengtheningtheschools'relationshipswiththecommunity.TheBoard encouragesparents/guardiansandothermembersofthecommunitytosharetheir time,knowledge,andabilitieswithstudents.

PleaseseeRegulation1240,VolunteerAssistanceforadditionalinformation.

CriminalBackgroundCheck

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 Federal Bureau of Investigation At his/her discretion, the volunteer may choose to meet this requirement by obtaining an Activity Supervisor Clearance Certificate from the Commission on Teacher Credentialing Student activity programs include, but are not limited to, scholastic programs, interscholastic programs, and extracurricular activities sponsored by the district or a school booster club, such as cheerteam,drillteam,danceteam,andmarchingband.(EducationCode49024)

The criminal background check requirement shall not apply to volunteer supervisors for breakfast,lunch,orothernutritionalperiodsortovolunteernonteachingaidesunderthe immediate supervision and direction of certificated personnel pursuant to Education Code35021,includingparents/guardiansvolunteeringinaclassroomoronafieldtripor communitymembersprovidingnoninstructionalservices.(EducationCode49024)

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 a certificate showing he/she has submitted to a tuberculosis risk assessment and, if tuberculosisriskfactorswereidentified,wasexaminedandfoundtobefreeofinfectious tuberculosis.(EducationCode49406)

Section4: VOLUNTEERASSISTANCE

FSUSDVOLUNTEERINFORMATION

Persons interested in volunteering should use the following link to complete the online live scan form and make an appointment to be fingerprinted: www.applicantservices.com/FSUVOLFSUSDcharges$52.00tofingerprintvolunteers.

Persons interested in being fingerprinted at the district office, should choose “Substitutes and Volunteers, HR 1st floor, PS7” on the appointment screen. Persons interestedinvolunteeringmayalsochoosetobeprintedatoneoftheotheroutside agencylocationslistedinthelinkprovided.

Fingerprintingisaconfidential,criminalbackgroundcheckoneachindividual,forthe safety of our students and staff. This information is not shared between agencies, and FSUSD cannot accept any other printing done in the past, nor can printing for FSUSD be used to clear persons for any other agency. Once FSUSD is notified by the DepartmentofJusticethattheapplicant’sfingerprintshavecleared,PSII’swillnotify theschoolsitesecretaryviaemail.

After approximately one week, fingerprinted volunteers may contact the principal’s secretary to inquire whether or not the applicant is eligible. On occasions, the DOJ has “delays” in fingerprinting results. FSUSD may only permit persons to work/volunteer on campus when DOJ “clears” fingerprints. DOJ clearing may be returnedinaslittleastwoweeksandmaybedelayedforuptothreemonths

Oncereceived,theapplicant’sclearancewillstayonfileforaslongastheirchildren are in our district, unless a notification is received from the DOJ that something has changed. If the applicant’s student moves to another school within our district, the volunteerapplicantmustinformtheprincipal’ssecretaryofthenewschoolthatthey have been fingerprinted for FSUSD. The principal’s secretary will confirm fingerprintingclearancewiththePSIIintheFSUSDHumanResourcesDepartment

Section5: COMPLAINTPROCEDURES

This section includes commonly used Fairfield- Suisun Unified SchoolDistrictcomplaintPoliciesandRegulations.Thissectionwill also provide guidance with filing complaints and provide access tovariouscomplaintforms.

Section5: COMPLAINTPROCEDURES

Fairfield-SuisunUnifiedSchoolDistricthasvariousproceduresforhandlingdifferent kinds of complaints The District's Board Policies (BP’s) and Administrative Regulations (AR’s) contain more details concerning the process for lodging complaintsandappealrights TheDistrictencouragestheearly,informalresolution 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 wellasforemployees.AfulldetailingofDistrictcomplaintproceduresincludingthe Board Policy on Complaints and Administrative Regulations can be found on the Complaint Procedures webpage of the District website. Employees represented by unions may also seek union representation Grievance procedures are detailed in theCSEAClerical,CSEASupport,andFSUTAcontracts.

REGULATION1312.1,COMPLAINTSCONCERNINGDISTRICT EMPLOYEES

Everyeffortshouldbemadetoresolvecomplaintsregardingdistrictemployees at the lowest possible level. Any person who complains about a district employee shall be encouraged to resolve the matter informally through direct communicationwiththeemployeewheneverpossible.

Ifacomplainantisunableorunwillingtoresolvethecomplaintdirectlywiththe employee, the complainant may submit a written complaint to the principal or other immediate supervisor of the employee. All complaints related to district personnelotherthanadministratorsshallbesubmittedinwritingtotheprincipal or immediate supervisor. If the complainant is unable to prepare the complaint in writing, administrative staff shall help them to do so. Complaints related to a principal or central office administrator shall be initially filed in writing with the Superintendent or designee. Complaints related to the Superintendent shall be initially filed in writing with the Governing Board Additional information regardingcomplaintsconcerningDistrictEmployeesmaybelocatedHERE.

Section5: COMPLAINTPROCEDURES

POLICY1312.3,UNIFORMCOMPLAINTPROCEDURES

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 specifiedin5CCR4600-4670andtheaccompanyingadministrativeregulation.

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

Accommodations for pregnant and parenting students (Education Code 46015)

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

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

Agricultural career technical education (Education Code 52460-52462)

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

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

Compensatory education (Education Code 54400)

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

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 a person's actual or perceived characteristics of race or ethnicity, color, ancestry, nationality, national origin, immigration status, ethnic group identification, age, religion, marital status, pregnancy, parental status, physical or mental disability, medical condition, sex, sexual orientation, gender, gender identity, gender expression, or genetic information, or 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 (5 CCR 4610)

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

Local control and accountability plan (Education Code 52075)

Migrant education (Education Code 54440-54445)

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

Student fees (Education Code 49010-49013)

Reasonable accommodations to a lactating student (Education Code 222)

Regional occupational centers and programs (Education Code 52300-52334.7

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 (5 CCR 4610)

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

Local control and accountability plan (Education Code 52075)

COMPLAINTPROCEDURES Section5:

Migrant education (Education Code 54440-54445)

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

Student fees (Education Code 49010-49013)

Reasonable accommodations to a lactating student (Education Code 222)

POLICY1312.3,UNIFORMCOMPLAINTPROCEDURES

Regional occupational centers and programs (Education Code 52300-52334.7

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

School safety plans (Education Code 32280-32289)

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

State preschool programs (Education Code 8207-8225)

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

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

Any other state or federal educational program the Superintendent of Public Instruction or designee deems appropriate

Additional information regarding Uniform Complaint Procedures (UCP’s) and Compliance with State and Federal Programs may be located HERE

REGULATION4219.12,TITLEIXSEXUALHARASSMENT COMPLAINTPROCEDURES

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.

2. 3.

Adistrictemployeeconditioningtheprovisionofadistrictaid,benefit,orserviceona person 'sparticipationinunwelcomesexualconduct

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'seducationprogramoractivity

Sexual assault, dating violence, domestic violence, or stalking as defined in 20 USC 1092or34USC12291

Additional information regarding Sexual Harassment complaint proceedures under Title IXmaybelocatedHERE.

Section5: COMPLAINTPROCEDURES

REGULATION4219.11,SEXUALHARASSMENT

Sexual harassment includes, but is not limited to, unwelcome sexual advances, unwanted requests for sexual favors, or other unwanted verbal, visual, or physical conductofasexualnature,regardlessofwhetherornottheconductismotivatedby sexual desire. Conduct is considered to be sexual harassment when made against anotherpersonofthesameoroppositesexintheworkoreducationalsettingunder any of the following conditions: (Education Code 212.5; Government Code 12940; 2 CCR11034)

Submission to the conduct is made explicitly or implicitly a term or condition of theindividual'semployment.

Submissiontoorrejectionoftheconductisusedasthebasisforanemployment decisionaffectingtheindividual.

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 workenvironment.

Submission to or rejection of the conduct is used as the basis for any decision affectingtheindividualregardingbenefits,services,honors,programs,oractivities availableatorthroughthedistrict

SEXUALHARASSMENTREPORTSANDCOMPLAINTS

Districtemployeeswhofeelthattheyhavebeensexuallyharassedintheperformanceof theirdistrictresponsibilitiesorwhohaveknowledgeofanyincidentofsexualharassment 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. A supervisor or administrator who receives a harassment complaint shall promptlynotifytheTitleIXCoordinator

Additional information regarding sexual harassment may be found here: Regulation 4119.11,SexualHarassmentandPolicy4119.11,SexualHarassment

4.

Section6: RISKMANAGEMENT

This section emphasizes the importance of workplace safety and identifiesprogramsandstepstofollowifassistanceisneeded.

Section6: RISKMANAGEMENT

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, correctanyunsafeconditionswhichmayoccur.Ifanemployeeisunabletocorrect 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 foundinFSUSDPolicy/Regulation4257,WorkplaceSafetyandintheDistrict’sInjury& IllnessPreventionProgram

NorthBaySchoolsInsuranceAuthority(NBSIA)providesworkplacesafetytrainingat no cost to its member districts. To request on site safety training, please visit their FreeOnsiteSafetyTrainingpage.

WORK-RELATEDINJURIES

AnemployeeinjuredwhileperformingDistrictworkmustreporttheinjuryimmediatelyto Company Nurse at: 877-778-2576, and also notify their direct supervisor. NBSIA will mail theDWC-1claimformdirectlytotheemployeetofilloutandthentheemployeereturnsit toNBSIAasdirected Additionalinformationregardingwork-relatedinjuriescanbefound inFSUSDPolicy/Regulation4257.1,Work-RelatedInjuries

EMPLOYEEASSISTANCEPROGRAM

TheGoverningBoardrecognizesthatschooldistrictemployeesmayhaveproblems which can have detrimental effects upon job performance and student safety. The Board encourages employees to seeFSUSD Board Policy 4261, Leavesk help when such problems exist and to take advantage of the resources that are available to assist them. The Employee Assistance Program (EAP) provides employees, their spouses and dependents with free, 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. Additional information on the FSUSD Employee Assistance Program may be found HERE AdditionalInformationcanbefoundinFSUSDPolicy4259,EmployeeAssistance Programs

Section7: LEAVESANDABSENCES

This section outlines the most common leaves of absence used within our organization. In order to run our organization efficiently andprovideadequateservicetoourstudents,itisessentialforall employees to notify their direct supervisor immediately for all absences.

LEAVESANDABSENCES

FSUSDClassifiedLeaveRequest

FSUSDCertificatedLeaveRequest

An employee who will be absent from work should refer to their respective union contractsregardingtheprovisionsthatdefinewhenandhowtheirabsencesshould be reported. In addition to the information provided in this section, additional information on employees’ rights and responsibilities regarding absences can be foundintheCollectiveBargainingAgreementsandPolicy4261,Leaves.

The Superintendent or designee may require verification whenever an employee's absence record shows chronic absenteeism or a pattern of absences immediately before or after weekends and/or holidays or whenever available evidence clearly indicatesthatanabsenceisnotrelatedtoillnessorinjury.

Both CSEA contractual agreements (Clerical and Support) allow for the supervisor to request verification of an absence. This is outlined in Article 13.1.7 which states: The District, when it has reasonable cause to believe abuse of sick leave is occuring may require a verification of illness, accident, or quarantine from the employee’s physician or health consultant. When requesting a verificationofabsencepleaseseethesampleprovidedinnumber4below.

TheFSUTAcontractreads:TheSuperintendentortheAssistantSuperintendentof Human Resources may require proof of illness, accident, or quarantine as provided by law. If such proof requires any additional expense to the employee, theDistrictshallpaythatexpenseuponpresentationofproof PleasecontactKen Whittemore, Assistant Superintendent of Human Resources to prepare and send aletterinregardstoanFSUTAemployee.

TheAPAcontractreads:TheSuperintendentordesigneemayrequireverification ofclaimedillnessoraccidentbaseduponreasonablecause.PleasecontactKen Whittemore, Assistant Superintendent of Human Resources to prepare and send aletterinregardstoanAPAemployee.

Section7: LEAVESANDABSENCES

Please note, on Fridays or workdays that students are not present, teachers (Pursuant to FSUTA Collective Bargaining Agreement, specifically, Article 191C) are permitted to leave 30 minutes prior to the end of their contracted workday. Article 19.1.C states: on Fridays or on workdays preceding holidays, the workday for the unit memberwillenddirectlyaftertheendoftheinstructionaldayexceptwhenrequired by the administrator to complete regularly assigned duties within a 7 1/4 hour limit.

On Fridays or workdays that students are not present,teachers will be permitted to leave30minutespriortotheendofthecontractedworkday.Ifateacherisabsentor entersanabsencetheirabsencesmustbeentereduntiltheircontractualworkdayis over,notwhenstudentsleave.

This section outlines the justifiable paid and unpaid leaves of absence for employees in accordance with law, Board policy, administrative regulation, and collective bargaining agreements,asapplicable

TheBoardrecognizesthefollowingjustifiablereasonsforemployeeabsence:

Employees who wish to exercise their legal and contractual right to take leave, shall accesstheelectronicLeaveRequestformontheFSUSDwebsite,StaffPortallink,“Forms”, andcompletethedocumentinitsentirety.TheemployeethensubmitstheLeaveRequest form to their direct supervisor for approval. The Leave form is then routed to Human Resources for the final determination. Whenever possible, employees shall request personal leaves in advance and prepare suitable instructions, including lesson plans as applicable,forasubstituteemployee.

LEAVESANDABSENCES

Employeeswhowishtoexercisetheirlegalandcontractualrighttotakeleave,shall access the electronic Leave Request form on the FSUSD website, Staff Portal link, “Forms”, and complete the document in its entirety. The employee then submits the Leave Request form to their direct supervisor for approval. The Leave form is then routed to Human Resources for the final determination Whenever possible, employees shall request personal leaves in advance and prepare suitable instructions,includinglessonplansasapplicable,forasubstituteemployee.

Also, employees are encouraged to notify their supervisor in the case of possible needformedicalleavesothatproperadviceandprocedurescanbeexplainedand the process of applying for medical leave is supported. The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle eligible employees to take unpaid, job-and-benefit-protected leave for specified medical and family reasons.BothCertificatedandClassifiedLeaveRequestformsarealsolocatedinour employeeportal,InformedK12.FSUSDCertificatedLeaveRequest

FSUSDClassifiedLeaveRequest

SICKLEAVE

Employees shall notify their direct supervisor of an absence through the Absence Managementsystem.Belowyouwillfindrelevantarticlesfromouremployeeorganization foryourreview.Youareencouragedtoreviewyourrespectivebargainingunitagreement foradditionalinformation

APA

APA - According to Article 101 in the APA Contract, sick leave: a Full-time employee shall receiveten(10)daysofpaidsickleaveineachyearofservice.Part-timeemployeesshall receive a prorated sick leave allocation. New employees employed for less than the full work year shall receive credit based on the remaining months left in the work year. Sick leavenottakenshallbeaccumulatedfromyeartoyear.TheSuperintendentordesignee may require verification of claimed illness or accident based upon reasonable cause Whenever possible, medical/dental appointments should be scheduled outside the regularworkday

LEAVESANDABSENCES

CSEA

ClericalandCSEASupport-AccordingtoArticle13.1intheCSEAClerical/CSEASupport Contract,sickleaveistheabsenceofanemployeebecauseofillnessorinjury.

1311Aregularemployee(probationaryandpermanent)shallearnpaidsickleave at the rate of 12 days per year for full-time employees. Employees working less than full time shall earn sick leave on the ratio their work year and/or work day bearstofulltime.Unusedsickleavemaybeaccumulatedwithoutlimit.Sickleave maybetakenatanytimeduringtheworkyear.

13.1.6 Members of the bargaining unit requesting paid sick leave due to illness or injuryinexcessofthree(3)daysinsuccessionmayberequiredatthediscretion oftheDistricttoprovidemedicalcertificationofdisability/illness

13.1.7 The District, when it has reasonable cause to believe abuse of sick leave is occurring, may require a verification of illness, accident, or quarantine from the employee’sphysicianorhealthconsultant.

FSUTA

AccordingtoArticle23.1intheFSUTAContract,

Full-timecertificatedmembersofthisunitshallbecreditedwithten(10)daysofsick leaveatthebeginningofeachworkyear Newemployeesemployedforlessthanthe fullworkyearshallreceivecreditbasedontheremainingmonthsleftintheworkyear. Certificatedpersonnelundercontractforfewerthanfive(5)daysperweekduringthe entire school year shall receive pro rata sick leave based on the hours worked in comparisontothefull-timeequivalentclassroomteacher.

Certificatedpersonnelundercontractforlessthanafulldayduringtheentireschool yearshallreceiveproratasickleavebasedonthehoursworkedincomparisontothe full-time equivalent classroom teacher The Superintendent or the Assistant Superintendent/Human Resources may require proof of illness, accident, or quarantine as provided by law. If such proof requires any additional expense to the employee,theDistrictshallpaythatexpenseuponpresentationofproof.

When possible, medical or dental appointments should be scheduled outside the workday, however, when necessary during work hours, and in accordance with 19.1.c. and19.1.d.,sickleaveshallbechargedaspersection23.1.f.below.

Except for leave utilized under section 234, leave shall be charged in increments of onehourandalwaysroundeduptothehighesthour.

LEAVESANDABSENCES

BEREAVEMENTLEAVE APA

AccordingtoArticle10.5intheAPAContract,employeesareentitledtoabereavement leaveofabsencewithoutlossofpayordeductionfromotherleavebenefitsduetothe deathofanymemberoftheimmediatefamily.Theemployeewillreceivefive(5)days bereavement leave for the death of a current spouse and (3) days of Bereavement Leave for the death of other immediate family members. Bereavement Leave may be extended if the employee is required to travel more than two hundred (200) miles Additional information regarding Bereavement Leave can be found in the APA contract.

CSEA

Clerical and CSEA Support- According to Article 138 in the CSEA Clerical and 137 in the CSEA Support contract, employees are entitled to a bereavement leave of absence without loss of pay or deduction from other leave benefits due to the death of any member of the immediate family. The employee will receive five (5) days bereavement leave for the death of a current spouse, registered domestic partner, mother, father or child or three (3) days of Bereavement Leave for the death of other immediate family members. Bereavement Leave may be extended if the employee is required to travel more than two hundred (200) miles Additional information regarding Bereavement LeavecanbefoundintheCSEAcontract.

FSUTA

AccordingtoArticle23.9intheFSUTAContract,employeesareentitledtoabereavement leave of absence without loss of pay or deduction from other leave benefits due to the death of any member of the immediate family. The employee will receive five (5) days bereavement leave for the death of a current spouse, registered domestic partner, mother, father or child or three (3) days of Bereavement Leave for the death of other immediate family members. Bereavement Leave may be extended if the employee is required to travel more than two hundred (200) miles Additional information regarding BereavementLeavecanbefoundintheFSUTAcontract.

LEAVESANDABSENCES

CATASTROPHICLEAVE

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 prolonged 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. For information about the program, please refer to FSUSD Policy/Regulation, 4161.9, and respective collective bargaining agreements:

APA-Article10.12

CSEA-Article135(CSEASupport),Article136(CSEAClerical)

FSUTA-Article23.3

LONGTERMLEAVES

AccordingtoFSUSDPolicy4161,WithBoardapproval,anemployeemayreceivealeaveof absence,withoutpayandwithoutaccruingseniorityorservicecredit,foraperiodofupto oneschoolyear Applicationsforlong-termleaveshallbemadeinwritingandshallstate the purpose for which leave is requested. All long-term leave agreements shall be in writing and shall state the terms and conditions of the leave, including the conditions governingtheemployee'sreturn.

Attheendofalong-termleave,theemployeeshallbereinstatedtoasimilarpositionas thatheldatthetimeleavewasgranted,unlessotherwiseagreedupon. TheBoardshallconsideranywrittenrequestbyanemployeetoreturntoworkpriortothe expirationdateoftheleave.

JURYDUTY

Anemployeeshallbegrantedaleaveofabsencewithoutlossofpaywhen regularlycalledforjurydutyinthemannerprovidedbylaw.Uponcompletionof juryservice,theemployeeshallprovidetotheirsiteadministratorordesigneea copyoftheofficialcourtdocumentationindicatingattendanceatjuryservice, uponrequest.Feesreceivedasajuror,exclusiveoftransportation,food,and lodging expenses, shall be reimbursed to the District. Additional information regarding JuryDutycanbefoundinRegulation,4161.2,Article23.8intheFSUTAcontract,Article10.4 in APA contract, Article 13.9 in CSEA Clerical contract, and Article 13.8 in CSEA Support contract.

LEAVESANDABSENCES

PERSONALNECESSITY

Some accumulated days of absence for illness may be used by the employee for reasons of personal necessity per Education Code 44981 Employees should also refer to their respective bargaining agreement regarding the parameters of personal necessityuse

Thenumberofdaysgrantedisdependentupontheemployee’sclassification:

FSUTA:Sickleavemaybeusedbyanemployeeincasesofpersonalnecessity.Leave over two (2) days in duration will require the prior approval of the Assistant Superintendent/HumanResourcesortheirdesignee.Article23.4inFSUTAcontract APA-Sick leave may be used by an employee in cases of personal necessity. Leave over two (2) days in duration will require the prior approval of the Assistant Superintendent/HumanResourcesortheirdesignee Article103inAPAcontract CSEA Clerical-In cases of personal necessity, an employee may use, at their election, sick leave for the following reasons. No more than seven (7) days of such accumulated sick leave may be used in any school year per 13.11 of the CSEA Clerical contract.

Employees may use a maximum of seven days of accrued personal illness/injury leave (sick leave) during each school year for reasons of personal necessity. (Education Code 44981, 45207) Pursuant to Regulation 41612, Personal Leaves, acceptable reasons for the useofpersonalnecessityleaveinclude:

Deathofamemberoftheemployee'simmediatefamilywhenthenumberofdaysof absence exceeds the limits set by bereavement leave provisions (Education Code 44981,45207)

An accident involving the employee or the employee's property, or the person or property of a member of the employee's immediate family (Education Code 44981, 45207)

Illness, preventive care, or other need of a member of the employee's family, as definedinLaborCode245.5(EducationCode44981;LaborCode246.5)

Aclassifiedemployee'sappearanceinanycourtorbeforeanyadministrativetribunal asalitigant,party,orwitnessundersubpoenaorotherorder(EducationCode45207)

Fire,flood,orotherimmediatedangertothehomeoftheemployee

Personalbusinessofaseriousnaturewhichtheemployeecannotdisregard

Leave for personal necessity may be allowed for other reasons at the discretion of the Superintendent or designee. However, personal necessity leave shall not be granted for purposes of personal convenience, for the extension of a holiday or vacation, or for matterswhichcanbetakencareofoutsideofworkinghours.

LEAVESANDABSENCES

FAMILYANDMEDICALLEAVEACT(FMLA)&CALIFORNIA FAMILYRIGHTSACT(CFRA)

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 75 mile radius to provide up to 12 weeks of unpaid, job and benefit protected leave to eligible employees for specific family and medical reasons Eligibleemployeesareentitledtoamaximumof12weeksofunpaidFMLAandCFRAleave in a fiscal year. The district will require employees taking leave pursuant to the FMLA and/or CFRA to concurrently use the employee’s accumulated leave days In order to be eligible for FMLA and/or CFRA leave, an employee must have been employed for at least 1250 hours during the 12 month period immediately preceding the period that the FMLA/CFRA leave will commence During an employee’s leave, the district will maintain coverage under the group health plan as long as the employee continues to pay their portionofallinsurancepremiums.AnyemployeewhotakesleaveunderFMLA/CFRAwillbe entitledtorestorationtothesameorsimilarpositionuponreturnfromleave

PregnancyandParentalLeave:Employeesareentitledtocertainpregnancyandparental leave rights under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) as provided by applicable state and federal law. Please refer to your respective Collective Bargaining Agreements and Governing Board Policy linked here: Regulation4161.8,FamilyandMedicalLeaveActstatesthefollowingforeligibility:

The District shall grant FMLA or CFRA leave to eligible employees for any of the following reasons:(GovernmentCode12945.2;29USC2612;29CFR825.112,825.126,825.127)

The birth of a child of the employee or placement of a child with the employee in connectionwiththeemployee'sadoptionorfostercareofthechild(parentalleave)

Tocarefortheemployee'seligiblefamilymemberwithaserioushealthcondition The employee's own serious health condition that makes the employee unable to performoneormoreessentialjobfunctionsoftheposition.

Any qualifying exigency arising out of the fact that the employee's spouse, child, parent,or,forCFRAleaveonly,aregistereddomesticpartner,isamilitarymemberon covered active duty or call to covered active duty (or has been notified of an impendingcallorordertocoveredactiveduty)

To care for a covered servicemember with a serious injury or illness if the covered servicememberistheemployee'sspouse,child,parent,ornextofkin,asdefined

Inaddition,thedistrictshallgrantPregnancyDisabilityLeave(PDL)toanyemployeewho is disabled by pregnancy, childbirth, or other related medical condition. (Government Code12945;2CCR11037)

2. 3. 4. 5.

LEAVESANDABSENCES

TERMSOFLEAVE

An eligible employee shall be entitled to a total of 12-work weeks of FMLA or CFRA leave during any 12-month period, except in the case of leave to care for a covered servicemember as provided under "Military Caregiver Leave" below. To the extent allowedbylaw,CFRAandFMLAleavesshallrunconcurrently Incircumstanceswhere the leaves do not run concurrently under the law, the employee may take up to 12 work weeks for both CFRA and FMLA, for a total of 24 work weeks. (Government Code 12945.2;29USC2612)

This12-monthperiodshallcoincidewiththefiscalyear (29CFR825200)

In addition, any employee who is disabled by pregnancy, childbirth, or other related condition shall be entitled to PDL for the period of the disability not to exceed four months. For a part-time employee, the four months shall be calculated on a proportionalbasis.(GovernmentCode12945;2CCR11042)

PDL shall run concurrently with FMLA leave for disability caused by an employee's pregnancy At the end of the employee's FMLA leave for disability caused by pregnancy,orattheendoffourmonthsofPDL,whicheveroccursfirst,aCFRA-eligible employeemayrequesttotakeCFRAleaveofupto12workweeks,forthereasonofthe birthofachildortobondwithorcareforthechild.(GovernmentCode12945,12945.2; 2CCR11046,11093)

Leave taken for the birth or placement of a child must be concluded within the 12monthperiodbeginningonthedateofthebirthorplacementofthechild Suchleave does not need to be taken in one continuous period of time. (2 CCR 11090; 29 USC 2612)

Each eligible employee shall be granted up to 12 work weeks for family care and medicalleaverelatedtothebirthorplacementofachild,regardlessofwhetherboth parentsofthechildworkforthedistrict.

LEAVESANDABSENCES

ENTERINGANDRECONCILINGEMPLOYEEABSENCES

Thefollowingprocessshouldbefollowedwhenemployeesareabsentfromwork:

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 responsibleforreconcilingabsences.

Each day, the manager and assigned site clerical responsible for reconciling employeeabsencesmustmeettoreviewthevalidityofeachabsencepriortothe absence being reconciled The purpose of this step is to ensure absences (including duration/reasons) are entered correctly and pursuant to both administrativeregulationsandcollectivebargainingagreements

Ifitisdeterminedthatanabsence(includingduration/reason)isnotvalid,the manager is responsible for communicating this information to the employee. The manager is also responsible for advising the site clerical responsible for reconcilingemployeeabsenceswhatneedstobereconciledfortheemployee inAbsenceManagement

The assigned site clerical responsible for reconciling employee absences, must then (after confirming with their respective manager) reconcile each employee’s absencebytheendofeachbusinessday,thelatest.

If sites/departments have questions regarding Absence Management (Frontline) pleasecontacttheHRCoordinatorforassistance

Section8: VACATION

Thissectionprovidesanoverviewofclassifiedemployeevacation rights. This section also lists corresponding articles from the CSEA Clerical and CSEA Support contracts for review. Classified employees earn vacation leave, which is not a vested right until theemployeehas130daysofpaidserviceintheirposition

Employees must schedule their vacations with and obtain pre approval from the immediate supervisor. Classified employees may carry over thirty (30) vacation days through August 31 of each year. Below you will find relevant information regardingvacations Foradditionalinformationaboutvacationleave,pleasereview theCSEAClericalandtheCSEASupportcontracts.

12.1 Eligibility - All employees shall have 130 days of paid service in their position before becoming eligible for vacation or any vacation pay upon termination of employment. Eligibility to take vacation will commence on the first day of the payperiodfollowingcompletionof130daysofpaidserviceintheirposition.

12.3.1TheDistrictreservestherighttoschedulevacationattimesleastdisruptive tothenormalworkroutine.Eachsupervisorwillprepareavacationschedulefor 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.Allvacationwillbesubjecttotheapprovaloftheimmediatesupervisor andshallnotbeunreasonablydenied

Section9: EVALUATIONS

This section outlines the Fairfield- Suisun Unified School District Policies and Regulations regarding evaluating employees. Relevant articles from the various bargaining unit contracts are includedaswell.

Section9: EVALUATIONS

This section outlines the Fairfield- Suisun Unified School District Policies and Regulations regarding evaluating employees. Relevant articles from the various bargainingunitcontractsareincludedaswell.

Supervisors conduct both Classified and Certificated employee evaluation in accordance with FSUSD Governing Policy 4215, Evaluation/Supervision and in accordance with the respective bargaining unit agreements. Supervisors facilitate employee evaluations through Evaluat’d, a web based application system that helps administer, manage, track and analyze employee performance evaluations. You can access Evaluat’d by visiting the Human Resources page on the FSUSD website Scroll down to the Staff Resources section, find and select the Evaluat’d icon.Youwillalsofindthelinktotheloginpagehere:Evaluatd

Below you will find Governing Board policy and regulation 4215, Evaluation/Supervision for your review. Please also review the Evaluation Article in your respective bargaining unit contract for additional information regarding processes,timelines,andexpectations.Herearethearticlesforreview:

APAArticle6

CSEAClericalArticle4

CSEASupportArticle4

FSUTAArticle10

UNIONRIGHTSWAIVER

When a meeting occurs between a manager and employee, especially those meetings involvingdiscipline,abargainingunitmemberhastherighttounionrepresentation Ifa bargaining unit employee on their own accord decides to waive union representation please complete the Waiver of Union Representation Rights Form: CSEA Union Rights Waiver(7.17.23)orFSUTAUnionRightsWaiver(7.17.23).

SOCIALMEDIAANDMEDIA RELATIONS

SOCIALMEDIAANDMEDIA RELATIONS

POLICY1114:DISTRICTSPONSOREDSOCIALMEDIA

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,educationalenvironment,facilities,andcommunityinvolvementand 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 best practices and guides, please visit FSUSD Best Practices and Guides.

POLICY1112,MEDIARELATIONS

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 accommodatemediarequestsforinformationandprovideaccurate,reliable,andtimely information.

MediaContacts/Spokespersons

The Superintendent or designee shall identify the district's and/or site's primary media contacttowhomallmediainquiriesshallberouted.Spokespersonsdesignatedtospeak tothemediaonbehalfofthedistrictincludetheBoardpresident,Superintendent,public information officer, or district communications director. Other Board members and/or staffmaybeaskedbytheSuperintendentordesigneetospeaktothemediaonacaseby-case basis, depending on their expertise on an issue or appropriateness given a particularsituation.

FormoreinformationregardingFSUSD’sCommunicationsOffice,clickHERE.