Meridian Public School District
Employee Handbook
Don Evans, Ed.D., Vice-President B.J. Barrett, Secretary
Judith H. Miller, Ph.D., Member Marvis Killingsworth, Member
SCHOOL BOARD ATTORNEY John Compton
SUPERINTENDENT Alvin C. Taylor, Ph.D.
Superintendent
Introduction
........................................................................................................
1 Affirmative Action Guidelines
...........................................................................
1 Line of Communication and Authority
.............................................................. 1
Drug Free Workplace
.........................................................................................
1 District Support Members
..................................................................................
2 Elementary Schools
...........................................................................................
2 Secondary Schools
.............................................................................................
2 Employee Information
.......................................................................................
3 New Teacher Certification
...................................................................
3 Classified Employees
...........................................................................
3 Address Changes
.................................................................................
3 Payroll Deductions
..............................................................................
3 Recertification
......................................................................................
4 Employment Background Screening
................................................................. 5
Drug/Alcohol Screening
....................................................................................
5 Time Schedules
..................................................................................................
5 Certified Employees
............................................................................
5 Classified Employees
...........................................................................
6 Compensation Guide
...........................................................................
6 Salaries
.............................................................................................................
6 Absences and Leave
...........................................................................................
7 Absences
..............................................................................................
7 Family and Medical Leave Act
............................................................ 7
Vacation
...............................................................................................
7 Sick Leave Guidelines
.........................................................................
8 Employee Benefit Schedule
................................................................. 9
Absences Requiring Prior Approval or Arrangement
...................................... 10 Retirement Credit for
Accumulated Leave
.......................................................11 Staff
Dress
.........................................................................................................11
Performance Evaluation
...................................................................................
12 Change in Employee Status
.............................................................................
13 Request for Transfer-Certified
........................................................... 13
Involuntary Transfer/Reassignment
................................................... 13 Suspension:
All Employees
...............................................................
13
Dismissal for Cause - Certified
.......................................................... 13
Resignation or Retirement
.................................................................
14 Promotions and Transfers-Classified
................................................. 15 Reduction in
Force
............................................................................
15 General Information
.........................................................................................
16 Employee Accidents
..........................................................................
16 Alcoholic Beverages
..........................................................................
16 Computer Passwords/E-mail
............................................................. 16
Computer Security Measures
............................................................ 16
Credit Union
......................................................................................
17 Drugs
.................................................................................................
17 Employee Assistance Program
.......................................................... 17 Field
Trips
..........................................................................................
17 Fixed Assets
.......................................................................................
18 Food Services
....................................................................................
18 Grievances
.........................................................................................
18 Handguns
...........................................................................................
19 Insurance Information
.......................................................................
19 Media Contact
...................................................................................
20 Meetings of Professional Organizations
............................................ 20 Negligence
.........................................................................................
20 Outside Employment
.........................................................................
20 Outside Speakers
...............................................................................
20 Political Activity
................................................................................
21 Safety Equipment
..............................................................................
21 Sexual Harassment
............................................................................
21 Substitute Teachers
............................................................................
21 Telephones
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21 Electronic Devices
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22 Tobacco
..............................................................................................
22 Transportation
....................................................................................
22 Tutoring
.............................................................................................
22 Vacancies
...........................................................................................
22 Map of School District
.....................................................................................
23 Asbestos Notification
.......................................................................................
24
-1-
INTRODUCTION
The purpose of this handbook is to provide a “quick reference”
guide to the policies which pertain to the daily operation of the
Meridian Public School District. For additional information and for
a complete listing of the federal acts and guidelines referred to
in this handbook, consult the policy book located in each school
library or administrative office. References to the policy book are
as follows: GA refers to all employees, GB to certified employees
and GC to classified employees.
Affirmative Action Guidelines The Meridian Public School district
is committed to equality in employment, recruitment, training, and
promotion. There shall be no discrimination against any applicant
or employee because of race, color, religion, national origin, sex,
pregnancy, age, or disability. (See GA)
Line of Communication and Authority All school employees, except
the Board Attorney, are responsible to the School Board through the
Superintendent. Situations not readily resolved should be brought
directly to the administrator in charge of that area. When
necessary, the administrator will refer the situation to the next
higher level of authority. The Superintendent will investigate
situations prior to Board referral.
The principal or other appropriate administrative person has the
authority to suspend employees under their supervision with the
Superintendent’s approval for failure to comply with district
policies.
Drug Free Workplace District employees are hereby notified that the
unlawful manufacture, distribution, dispensing, possession, or use
of a controlled substance, except as authorized by law from the
prescription of a physician, in the workplaces of this school
district are prohibited. School officials will cooperate fully with
law enforcement in the prosecution of drug violations occurring in
the workplace. Violators will be subject to suspension or dismissal
which may lead to suspension or revocation of the certificate or a
certified employee (Mississippi Code 37-3-2). Pursuant to the
Drug-Free Workplace Act of 1988, school employees under federal
programs which are funded directly to this school district by a
federal agency, as a condition of employment, shall:
1. Abide by the terms of the statement above; and 2. Notify school
officials of any criminal statute conviction no later than
five
days after such conviction.
Assistant Superintendent of Curriculum and Instruction
................. Robin Miles
Chief Fiscal Officer
........................................................................
Linda Spence
Executive Director of Human Resources
................................Jessie Whittington
Executive Director of Facilities
.............................................Archie
Scarbrough
Director of Federal Programs
.............................................................Kelli
Speed
Director of Special Education
..................................................Christie
Rowcliff
Director of Athletics
........................................................................Chuck
Butler
Elementary Schools Crestwood
......................................................................
484-4971 Harris Upper
..................................................................
484-4464 Harris Lower
..................................................................
484-4463 Oakland Heights
............................................................
484-4983 Parkview
........................................................................
484-4990 Poplar Springs
...............................................................
484-4450 West Hills
......................................................................
484-4472
Secondary Schools Carver Middle School
.................................................... 484-4482
Magnolia Middle School
............................................... 484-4060 Northwest
Middle School ..............................................
484-4094 Meridian High School
................................................... 484-4439 Ross
Collins Vocational School .....................................
484-3331 Marion Park Complex
................................................... 484-5166
Employees are requested to work with their principals in using
district-level services and resources. For questions about
individual schools, call the building principal.
-2-
-3-
EMPLOYMENT INFORMATION
NEW TEACHER CERTIFICATION Each teacher new to the system is
required to have on file in the Personnel Office the following: 1.
Copy of valid teaching certificate, 2. Verification of teaching
experience, 3. Official transcript, 4. Application and at least
five references. 5. Employee background check. Monthly paychecks
may be withheld until items 1-5 are on file.
CLASSIFIED EMPLOYEES Any applicant for a classified position must:
1. Submit a completed application to the Personnel Office, 2. Be
available for an interview, 3. Complete a test when necessary,
administered by the Personnel Office, 4. Show acceptable proof of
age for retirement purposes, (may be birth
certificate, family Bible, or citizenship papers.) 5. Employee
background check
ADDRESS CHANGES The principal and administrative offices should be
notified of any change in address.
PAYROLL DEDUCTIONS Compulsory deductions include: 1. Federal
withholding tax 2. State withholding tax 3. Social security tax 4.
State retirement (PERS): Retirement benefits are paid each pay
period. The
district pays 11.3% based on the employee’s gross pay and the
employee contributes 7.25% of the gross pay.
5. Bankruptcies and garnishments (when warranted) 6. Child support
payments 7. Tax levies
-4-
Optional Deductions include: 1. Hospitalization Group Insurance 2.
Dental Group Insurance 3. Cancer/Intensive Care/Life Insurance 4.
Tax Sheltered Annuity 5. Salary Protection Plan 6. United Way 7.
Meridian Mutual Federal Credit Union 8. Mississippi Deferred
Compensation Plan 9. Child Care/Cafeteria Plan 10. Medical
Reimbursement/Cafeteria Plan
RECERTIFICATION The Mississippi State Department of Education has
mandated that each certified employee will be responsible for his
or her individual certificate renewal plan. Teachers have five
years from the time their certification expires to complete
requirements, including CEUs (Continuing Education Units) and
graduate course work for renewal.
Teachers are expected to keep track of their recertification
documents and submit the recertification packet in its entirety to
the SDE. Questions should be directed to the Mississippi SDE Office
of Teacher Certification at 601-359-2778.
Teachers with a B.S. or equivalent degree must earn 10 CEU’s in
content area or job/skill related area or 3 semester hours in a
college course in content area or job related skill area (examples:
computer technology, cooperative learning or methodology, etc.) and
3 additional semester hours or 5 CEUs in content area or job/skill
related area.
Teachers with a Master’s degree or higher must earn 3 semester
hours in content or related skill area or 5 CEUs in content area or
job/skill related area. Administrators should refer to the handbook
for information involving recertification.
*Certified employees must keep a current copy of their
certification on file with the Human Resource Department.
EMPLOYMENT BACKGROUND SCREENING
The employment background screening process shall be conducted on
any individual recommended for employment in the Meridian Public
School District.
The employment background screening process shall include not less
than: • Reference checks made with the applicant’s most recent
supervisors. • A criminal records background check of felony and
misdemeanor
convictions. • A child abuse check with the child abuse registry. •
Fingerprinting with checks made at the state level and the national
criminal
history level.
DRUG/ALCOHOL SCREENING
Each applicant/employee, as a condition of employment, will be
required to the following types of drug and alcohol tests:
1) The MPSD will require all applicants to submit to a drug test as
a condition of the employment application. A negative test result
must be obtained prior to the applicant beginning employment for
the District. A refusal to submit to a test or positive confirmed
test result is a basis for refusal to hire. All applicants will be
drug tested.
2) The MPSD will require an employee to submit to reasonable
suspicion drug and/or alcohol testing if there is a belief that
said employee is using or has used drugs or alcohol in violation of
the District’s policy.
TIME SCHEDULES
Certified Employees The normal working day is an 8-hour day.
Principals may adjust the arrival and departure time to accommodate
bus routes. Teachers are expected to comply with sign-in
procedures, duty hours and maintaining scan-tron cards for payroll.
Teachers will remain at school throughout the school day unless
granted permission to leave by the principal.
Classified Employees Classified employees work 40 hours per week,
but the shifts may vary depending upon the job. The work week
begins 1 second after midnight on Saturday and goes through
midnight Friday. Work weeks that exceed 40 hours must be approved
by the Director of Human Resources. Work days are set by the
calendar and adopted annually by the school district. All employees
are expected to comply with the
-5-
work schedules set up for their particular area. An employee can be
compensated for overtime hours at the rate of 1 1/2 hours off for 1
hour of overtime work. Time off must be cleared in advance with the
principal or supervisor.
For regulations regarding the time management system, see School
Board policy.
Compensation Guide-Certified Nine months of actual teaching in a
state-accredited public or private school is equal to a year’s
teaching experience. Certified employees must complete all
contractual agreement before the last salary payment is received.
Parts of a year may be combined to grant a full year of teaching
credit, but summer school teaching will not be allowed toward
computing teaching experience. (See GB)
SALARIES
Certified Employees All certified employees (except those specified
by board policy) will be paid an annual salary in 12 equal monthly
installments based on the current salary scale. (Copies of the
salary scale may be obtained from the building principal or the
Personnel Office.) Checks will be received at the school buildings
on the last working day of each month. Summer checks can be picked
up at the Central Office after 8:30 a.m. on the last working day of
the summer months, or mailed, if a self-addressed, stamped envelope
is provided to the school office prior to the last day of the
school term. Classified Staff Salaries for classified staff are set
according to the current salary schedule. Step increases are not
given automatically, but are based on the employee’s evaluation at
the recommendation of the Superintendent. Custodians, maintenance
employees, bus drivers, and temporary employees are paid
semi-monthly on the 15th and the last working day of the
month.
ABSENCES AND LEAVE
ABSENCES Any employee who has been absent for any reason must
report that absence to his/her principal or supervisor or he/she
will lose full payment for unreported absences. For the purpose of
determining sick leave entitlement while employed by MPSD,
experience accrued only in MPSD will be considered. (See Employee
Benefit Chart following.)
-6-
Up to five (5) days of the annual leave allowance (personal and
vacation leave) shall be carried over to the next school year and
credited to the employee as sick leave in unlimited numbers.
FAMILY AND MEDICAL LEAVE ACT Employees who have been employed with
MPSD for at least 12 months and have worked 1250 hours in the
immediate past 12 months are eligible for up to 12 weeks of unpaid
leave for the following: 1. the birth of a child or placement of a
child for adoption or foster care, 2. the care of the employee’s
spouse, parent, or child with a serious health
condition, 3. the employee’s own serious health condition. (See GA
for further explanation and guidelines)
VACATION Only employees on 235-day contract are eligible for
vacation days. Vacation days start at 10 and increase with years of
service as shown on the following chart. (See GA)
SICK LEAVE GUIDELINES Leave may be granted to the employee in cases
of death of mother, father, brother, sister, spouse, mother-in-law,
father-in-law, child; grandchild, grandparents, blood relative
dependent as defined by IRS, or foster parents. In addition, the
Superintendent has the discretionary authority to grant leave after
the death of a friend of the family or relative not considered a
part of the immediate family. Absence for death in the immediate
family or for extenuating circumstances will be deducted from the
employee’s sick leave.
The Staff Absence Report will be used to report absences and must
show the relationship between the school employee and the family
member whose illness or death was the reason for the absence.
Any employee claiming an absence by reason of illness may be
required to substantiate the illness through a doctor’s statement.
Such absences include the following: 1. Absences on the first or
last day of a contract period, 2. Absences of 5 days or more (not
necessarily consecutive) 3. Absences for less than a full day. (See
GA)
No teacher shall be absent from duties more than a total of sixty
(60) days and still receive a year of teaching experience.
-7-
Falsifying statements or reasons for absence shall result in any or
all of the following: 1. full loss of pay for period of absence, 2.
entry on personnel record, 3. termination of employment.
EMPLOYEE BENEFIT SCHEDULE
Benefits are based on length of service with MPSD.
Length of Contract Sick Days Personal Days Vacation Days Certified
Classified 235 plus day contract 1 - 5 years 10 4 2 10 6-10 years
11 4 2 10 11-15 years 11 4 2 11 16-20 years 11 4 2 12 21-25 years
11 4 2 13 26-30 years 11 4 2 14 *Add one vacation day for each
additional five years of service.
220-234 day contract 1 - 5 years 9 4 2 0 6 - 10 years 10 4 2 0 11 -
15 years 10 4 3 0 16 - 20 years 10 4 4 0
205-219 day contract 1 - 5 years 8 4 2 0 6 -10 years 9 4 2 0 11-15
years 9 4 3 0 16-20 years 9 4 4 0
184-204 day contract 1-5 years 7 4 2 0 6-10 years 8 4 2 0 11-15
years 8 4 3 0 16-20 years 8 4 4 0 Note: 1 indicates the first year
of employment. Example: 1-5 years means first through the fifth
year of employment.
-8-
ABSENCES REQUIRING PRIOR APPROVAL OR ARRANGEMENT
Personal Leave 1. Staff member will submit a leave request form to
principal or supervisor
at least five (5) days in advance of the absence. 2. Staff member
is notified of availability, and permission or refusal. 3. When an
emergency situation makes prior approval impossible, verbal
approval may be given by the principal or supervisor. Upon return
to work, the request form must be submitted.
4. Only the Superintendent of Education can approve personal leave
the day before or after a holiday or on the first and last day of
school.
NOTE: Non-emergency leave may be denied when all personal days have
been used, on the day before or after a holiday, or when 10% of the
building staff is absent which could hinder optimum functioning of
the educational process and/or work progress.
Professional Leave Follow same procedure as for personal leave,
noting the reason for the professional absence on the form.
Jury Duty Absences for jury duty will not affect personal leave
benefits. 1. Employee must submit a staff absence report to the
principal or supervisor
with a copy of the jury duty attendance form.
Reserve or Guard Duty If an employee is called to short term
reserve or guard duty, no deductions will be made from the
employee’s salary, accumulated sick leave or vacation time.
Military Leave Employees may be granted a leave of absence to
fulfill military requirements, such as being activated through a
reserve unit. This leave is granted by prior approval of the
Superintendent and is taken for up to one year and without pay.
Requests for military leave should be received by March 1 prior to
the absence or immediately upon notification. (see GA)
Leave Entitlement with Loss of Pay An employee who has used all
sick days, but requires additional leave for personal or family
illness will receive up to ten additional days of leave at a
reduced rate of pay. The current daily rate of substitute pay will
be deducted for certified employees and one-third of the regular
daily pay for classified employees. A written statement from the
doctor must accompany the absentee report and state the reason for
absence. After 10 days, any subsequent absences will result in loss
of full pay.
-9-
Sabbatical Leave An employee may be granted sabbatical leave for
one school year without pay (after six (6) years of continuous
employment with MPSD) for the following: 1. Advanced degree work 2.
Educational travel 3. Employment to improve teaching
competencies.
March 1 is the deadline for applying to leave or return to MPSD.
The year of sabbatical leave does not count toward
retirement.
Personal Travel Staff members may not be excused for personal
travel other than personal leave on days school is in session,
except in special cases of unusual opportunity and with advance
approval. Deductions will be made at employee’s full rate of
pay.
RETIREMENT CREDIT FOR ACCUMULATED LEAVE According to the PERS
handbook, accumulated leave days may be credited toward retirement
using the following table:
15 days - 77 days = 1/4 year 141 days - 203 days = 3/4 year 78 days
- 140 days = 1/2 year 204 days - 266 days = 1 year Add 1/4 year for
each additional 63 days.
STAFF DRESS
Personal appearance plays a great part in an employee’s success in
his/her professional position. Each faculty staff member should
consider it his/her responsibility to be dressed in a manner
appropriate to the profession and set a good example for the
students by wearing clothing that is clean/appropriate for the type
of duties assigned.
• When appropriate, males should have shirts tucked in and belts
worn. (All male administrators should wear long sleeve shirts and
ties)
• Dresses and skirts should be knee length. • No revealing blouses.
Stomachs and backs should be covered. • Avoid excessive jewelry
that is distracting. • Tattoos should not be visible. • Limit body
piercing to the ears only. • Jeans should be limited and worn only
at administrator’s discretion.
(No overalls) -10-
• Shorts should be worn only by physical education teachers. •
Nothing should be worn to acknowledge political issues,
sororities,
clubs, etc. • No hats should be worn inside the building • Shoes
should be appropriate for safe participation in all job
related
activities. No rubber slipper type sandals (shower shoes) or house
shoes will be allowed.
• If the employee’s supervisor determines the employee is
inappropriately dressed, the employee shall take the steps
necessary to correct the dress.
NOTHING IN THE EMPLOYEE DRESS POLICY SHALL BE CONSTITUTED TO
PREEMPT THE AUTHORITY OF THE PRINCIPAL OR SUPERVISOR TO ACT
CONTRARY TO STATEMENTS CONTAINED HEREIN IN SPECIFIC CASES WHEN, IN
HIS/HER OPINION, AN EMPLOYEE IS ATTEMPTING TO USE THIS POLICY TO
DISRUPT THE EDUCATIONAL PROCESS OR THE SAFE AND ORDERLY CLIMATE OF
THE SCHOOL.
PERFORMANCE EVALUATION
All employees of MPSD will be evaluated yearly. Employees may check
with their immediate supervisors for information in the evaluation
handbooks.
PROBATIONARY EMPLOYEES- Classified Employees A staff member in
his/her first uninterrupted 100 days of employment with the
district or an employee on an improvement plan at the end of
his/her probationary period will not be given regular employee
standing.
CHANGES IN EMPLOYEE STATUS
REQUEST FOR TRANSFER-Certified Employees Any teacher who wishes to
change to another building, grade level, or subject assignment
shall make written notification to the building principal or
immediate supervisor. Requests for transfer may be made and placed
on file with the Executive Director of Human Resources at any time.
Except in rare circumstances, voluntary transfers are approved and
made effective only at the beginning of a new contract year. Such
transfers must have the approval of the releasing and receiving
administrators and the Director of Human Resources. Transfers
involving a teacher on an improvement plan require approval of the
Superintendent.
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INVOLUNTARY TRANSFER/REASSIGNMENT
Involuntary Transfers The Superintendent may transfer certified
personnel, based on experience and training, from one position
and/or school, to another within the same position/ classification.
Staff transfers will be made effective during the current or the
up-coming school year as determined by the administration and as
the situation requires. (GBMA)
Reassignment Reassignment is defined as the change of a certified
staff member from one position to another with the same of a higher
or lower pay grade, but with a different position classification.
The administration may make changes that are in the best interest
of the school district because of curricular or instructional
needs, reduction in force at building or district level, request of
the teacher or other such factors as staff morale, personal
problems or other just reasons. Normal attrition shall be
considered prior to any staff transfers. The administration may
make staff transfer or reassignment effective during the current or
coming school year. (See GBMA)
SUSPENSION: All Employees The Superintendent or designee may
suspend employees under their supervision for failure to comply
with school policies and procedures or reasonable requests of the
administration.
DISMISSAL FOR CAUSE - CERTIFIED State law gives the Superintendent
the authority to suspend or remove a staff member for the following
reasons: 1. incompetence 2 neglect of duty 3 immoral conduct 4.
intemperance 5. brutal treatment of a pupil 6. other good
cause.
Before being removed or suspended, the staff member shall receive
written notification of the charges. The staff member is entitled
to request a public hearing within five (5) working days of the
notification. The hearing must be held from five (5) to thirty (30)
days from the time of the request. If the employee does not request
a hearing within five (5) days after being notified, the decision
of the Superintendent is final. (See GB)
-12-
RESIGNATION OR RETIREMENT
Any employee anticipating retirement during or at the end of the
school fiscal year should adhere to the following guidelines: 1.
Notify the principal or supervisor of intent to retire, 2. Notify
the personnel office, 3. Request a retirement package from PERS at
least three months before
retirement. Call 1-800-444-7377 to request a package or to set up
an appointment for information.
4. When package is received, call payroll office to set up an
appointment to complete retirement papers.
Failure to request a retirement package three months in advance
will result in delay of retirement benefits.
Resignations must be submitted in writing to the principal or
supervisor and forwarded to the Superintendent. For those staff
members whose resignations are accepted and effective before the
end of the contractual period, salary will be computed as outlined
by board policy. Final payment of salary will not be made until the
resignation has been approved by the Board. Personnel who have been
approved by the Board for the coming school year and who submit
resignations after July 15, may not have their resignations
accepted unless a satisfactory replacement can be secured.
Resignations or applications for release will be received at the
discretion of the Superintendent and only if properly executed. If
employment is to be terminated during the school session, the
resignation should be submitted in writing at least thirty (30)
days prior to the date the employee requests that the resignation
be effective.
Any certified employee giving notice of intent to retire shall
follow the same procedure as for a resignation.
PROMOTIONS AND TRANSFERS-Classified Employees An employee who wants
to apply for a transfer within the system should submit a transfer
request form and give it to the immediate supervisor who will
forward the request to the Personnel Office.
Involuntary Transfers The Superintendent may transfer classified
personnel, based on experience and training, from one position
and/or school, to another, as needed. When future vacancies occur,
first consideration will be given to the staff member who was
involved in the involuntary transfer if they apply.
-13-
Termination of Employment - Classified There are three methods of
termination of employment: 1. Retirement - Give written notice to
principal or supervisor two months in
advance of retirement date 2. Resignation - Give written notice to
principal or supervisor as soon as
possible 3. Dismissal (See GC for more information)
Re-employment Guidelines (See section GC)
REDUCTION IN FORCE (All employees) When it is necessary to reduce
the number of staff positions because of a decrease in budget or
student population , the following factors will be considered: 1.
Length of service in the school district by job classification
district -
wide, 2. Affirmative action guidelines (most recently employed will
not be the
first to be laid off if the employment was due to affirmative
action), 3. Job performance, 4. Qualifications for the job, 5.
Value of employee to the continuing programs.
A staff member who is dismissed because of terminating a position
shall have his/her name placed on a preferred list for
re-employment for a period of one year. Whenever possible , staff
members to be affected will be notified in writing by June 1. When
it is necessary to reduce the number of staff members, the last
person hired system-wide (in the targeted area of certification )
will not be offered a contract. Staff members not re-employed will
be considered for vacancies for which they are certified/qualified,
but there will be no guarantee of reemployment if transfer or
reassignment is not possible. (See GB) Refer to GB for policy on
coach/teacher positions.
GENERAL INFORMATION
EMPLOYEE ACCIDENTS All accidents involving employees must be
reported to the immediate supervisor. The standard accident report
form shall be completed in duplicate form.
The immediate supervisor shall keep on file a copy of the accident
report form and a copy shall be forwarded to the Director of Human
Resources and the Insurance Specialist for filing of Worker’s
Compensation.
-14-
ALCOHOLIC BEVERAGES Employees shall not use or possess alcoholic
beverages during regular or extended working hours or on school
property. Additionally, no employee shall report to work with
alcoholic beverages in his/her system. Employees violating this
policy shall be subject to disciplinary action up to, and
including, termination of employment.
COMPUTER PASSWORDS/E-MAIL Password protection for each computer is
provided and maintained by the Technology Department. Only proper
professional E-mail should be sent
COMPUTER SECURITY MEASURES/Access to Information It is the policy
of this district to protect student and employee privacy. Based
upon federal guidelines, state law and the Family Rights and
Privacy Act, employee and individual student information will not
be accessible to all computer users. Rather, only those persons
with legitimate job-related reasons shall have access to
confidential information.
Confidential data on individual students can be provided only to
those persons having a current and direct relationship to that
student. Requests for reports from outside agencies or persons must
have prior approval of principal before school personnel can
release the information.
Individual student data on district level performance will be made
available to outside agencies or persons only through the release
of Superintendent or designee. District level data on individual
employees can be provided to outside agencies only as required by
law. District level financial data can be released only through the
expressed approval of the Chief Fiscal Officer or designee.
CREDIT UNION Membership in the Meridian Mutual Federal Credit Union
is available to all MPSD employees, both active and retired, and
their immediate family members. Application for membership is made
by completing a membership card, a designation of beneficiary card,
and by making a minimum deposit of $10.
Credit Union services include checking, savings, loans, IRAs and
credit life insurance. Member pay Credit Disability is available.
The Meridian Mutual Federal Credit Union is located at 809-26th
Avenue. Contact (601) 693-1900 for more information.
DRUGS For the purpose of this policy, “illegal drugs” shall mean
the possession, transfer, use, and/or sale of those substances
which are prohibited by state and/or federal law, and prescription
drugs which are possessed, transferred, used, or sold by any person
to whom such drugs have not been prescribed by a physician or
dentist for that use.
-15-
The use, possession, or presence of illegal drugs in the school
system by school employees while on the job or on school property
is prohibited and is a dischargeable offense. Employees who sell,
traffic in, or otherwise dispense illegal drugs while on the job or
on school property are subject to immediate termination of
employment.
Off-the-job illegal drug use or involvement may adversely affect an
employee’s health and job performance and can jeopardize the safety
of the abusing employee, other employees, the public, or school
property. As such, off-the-job use or involvement with illegal
drugs is prohibited and is proper cause for administrative or
disciplinary action up to, and including, termination of
employment. Prescription drugs and/or non-prescription drugs
causing drowsiness or loss of coordination shall not be taken
during working hours or prior to reporting to work where effects of
the drugs adversely influence one’s on-the-job performance, unless
prior approval is received from the school administration.
EMPLOYEE ASSISTANCE PROGRAM MPSD has contracted with Weems Mental
Health Center in a program for the benefit of you and your family.
This program is provided AT NO COST to you. All services are
strictly confidential, meaning that Weems will not disclose any
information to the district, your co-workers, or your family.
FIELD TRIPS Field trips request forms must be submitted to the
building principal for approval before being sent to the
appropriate elementary or secondary administrator for approval.
Overnight field trips must be approved by the school board. FIXED
ASSETS The employees at each school/location are assigned the
responsibility of accounting for all fixed assets assigned to their
areas (rooms, offices, etc.). At the beginning of each fiscal year,
each employee within the school/location will review an inventory
of the fixed assets located in his/her specific area (room, office,
etc.) of responsibility. This form lists all of the fixed assets
located in the specific area (room, office, etc.) and provides a
space for the employee to confirm, by signature, the accuracy of
the listing. This inventory is repeated at the end of the fiscal
year or at any time the employee is permanently vacating the area
(room, office, etc.). The administrator/supervisor and the employee
must reconcile any discrepancy between the beginning and ending
inventories.
As an employee of MPSD you agree to accept responsibility to care
for all of the district’s assets at all times. Employees agree to
immediately report any change in the status of any item in their
work area to their administrator or fixed assets clerk. Failure to
report changes or negligence in protecting assets could result in
personal financial responsibility to replace the item, repair the
item, or refund the cost to the district.
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FOOD SERVICES Any employee may purchase breakfast and/or lunch in
the school cafeteria. Meal prices are posted in the building
cafeterias. The building food services manager should be
notified:
1. when a class will not be eating in the cafeteria, 2. in the
event of a large number of visitors, 3. 2 weeks in advance when
sack lunches will be needed.
GRIEVANCES Grievance procedures are available to every employee of
MPSD and are addressed to regular administrative procedures.
The School Board encourages individual staff members to settle
grievances informally if at all possible. In a situation where a
staff member is concerned about the application of Board policies
and administrative practices or relationships with other school
employees, the staff member should consult the administrative or
supervisory person to whom he/she is immediately responsible.
In a situation where the staff member feels he/she cannot discuss
the problem with the immediate supervisor or administrator, or when
a satisfactory resolution cannot be reached, the staff member is
required to follow the grievance procedure outlined in the policies
in GA.
The procedures included in the process clearly outline the
proceedings and the responsibilities of the complainant and the
district. No grievance will be considered unless it is initiated
and advanced through the process in the specified time limit. The
written grievance must state the specific nature of the grievance
and the resolution requested.
Under the Americans with Disabilities Act/Section 504 of the
Rehabilitation Act of 1973 discrimination is prohibited in any
program receiving federal financial assistance. Decisions regarding
persons with HIV, AIDS, ARC, or communicable diseases shall be made
on an individual basis. (See GA)
HANDGUNS The possession of a handgun or any other weapon on school
premises or at any school related activity by any employee
including persons having permits for possession is
prohibited.
It is the responsibility of every employee to report to his/her
principal or immediate supervisor or person responsible for
supervising a school event any knowledge of such offense.
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INSURANCE INFORMATION The State of Mississippi provides major
medical health insurance for full-time employees. Optional
coverage, including dental, cancer, salary protection and life, is
offered through companies approved by the Meridian Public
Schools.
Law requires us to: A. Make sure that medical information that
identifies you is kept
confidential. B. Give you this notice of our legal duties and
privacy practices in
respect to medical information about you. C. Follow the terms of
this notice that is currently in effect.
For Treatment: We may disclose medical information about you to
health care providers.
For Payment: We may disclose medical information about you so that
payment is made for medical treatment and services received by you,
may be collected from you, an insurance company or a third
party.
Health Related Benefits and Services: We may use your medical
information to inform you about health related benefits, services,
and health education classes.
Notification: You must notify the Meridian Public School District
in writing, before our district may disclose your medical
information to family members or personal representatives.
Disclosure: We may disclose your medical information when permitted
or required by federal, state, or local statutes.
MEDIA CONTACT Contact with radio, television, or newspaper should
be made with the permission of the administration according to the
established guidelines. The building level administrator should be
notified. No student may have contact with the media during the
school day without approval of the administrator or parents’
permission. No employee should speak on behalf of the MPSD without
express permission from the Superintendent or designee.
MEETINGS OF PROFESSIONAL ORGANIZATIONS Meetings or programs
sponsored by these organizations shall be conducted outside of
normal working hours. Prior approval of the Superintendent is
required in order to :
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• hold meetings on school premises, give information or make
announcements at general faculty meetings,
• send meeting notices through inter-school mail.
NEGLIGENCE It is essential that emphasis be given to the issue of
negligence and legal implications that may arise due to negligence.
Examples of negligence are as follows: 1. Classes and students left
unattended, 2. Improper enforcement of policy on corporal
punishment, 3. Improper enforcement of policy of medications, first
aid, 4. Injury due to carelessness, 5. Interview and release of
student, 6. Improper enforcement of policy of search and seizure,
7. Use of students for off-campus errands, 8. Inappropriate use of
safety procedures, 9. Failure to use safety equipment.
OUTSIDE EMPLOYMENT Teachers shall not engage in any outside
employment which will affect the effectiveness of teaching
responsibilities. Teachers should request permission from the
Superintendent before taking a second job.
OUTSIDE SPEAKERS Teachers are responsible for filing a request with
the building principal at least 10 days in advance of the speaker’s
visit to the building. Request forms may be obtained in the school
office.
POLITICAL ACTIVITY Staff members are not permitted to participate
in political campaigns within the workday. (See GA)
SAFETY EQUIPMENT All employees are encouraged to wear and utilize
safety gear and equipment as appropriate for their jobs during the
work day. Failure to do so is considered negligence.
SEXUAL HARASSMENT MPSD will not tolerate sexual harassment of
employees or students. Sexual harassment may include, but not be
limited to the following:
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1. verbal or physical sexual advances, 2. request for sexual
favors, 3. sexual teasing, kidding, double entendre, or 4.
suggestions that sexual favors would influence job security
or
promotion.
Claims of sexual harassment should be reported to the principal or
immediate supervisor unless that person is involved. In such case,
the situation should be reported to the Executive Director of Human
Resources. Any employee found to have engaged in sexual harassment
shall be subject to warning, suspension or termination.
SUBSTITUTE TEACHERS Principals or designees are responsible for
securing substitute teachers and should be notified of a teacher’s
absence at the earliest possible time. Teachers should make
available class rolls and lesson plans so that the school day may
continue in a smooth manner.
TELEPHONES School telephones are for school business. Personal
calls should be kept to a minimum. Long distance calls made from
school telephones should be charged to the caller’s personal number
or a calling card. Personal long distance calls should not be
charged to the school number. Any non-compliance to this policy
will be noted and the caller will be charged.
ELECTRONIC DEVICES No staff member in any school in the Meridian
Public School District shall have on campus such items as beepers,
cell phones, radios, or other electronic devices that are not used
in the instructional program and/or in a job-related manner. If
such an item is brought on campus without administrative
authorization, the owner may be required to relinquish the item to
the supervisory staff.
However, a school site may decide to implement guidelines that
allow for limited use of electronic devices. These guidelines may
address the use of cell phones during planning time and after
dismissal of students. They may also address emergency needs or
other extenuating circumstances.
TOBACCO The use of tobacco products on educational property is
prohibited. “Tobacco products” means any substance that contains
tobacco including, but not limited to, cigarettes, cigars, pipes,
snuff, smoking tobacco or smokeless tobacco.
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“Educational property” means any public school building or bus,
public school campus, grounds, recreational area, athletic field,
or other property owned, used or operated by any local school
board, school, or director for the administrator of any public
educational institution or during a school-related activity;
provided, however, that the term “educational property: shall not
include any sixteenth section school land or lien land on which is
not located a public school building, public school campus, public
school recreational area or public school athletic field. Employees
in violation of these policies will be subject to disciplinary
action, including possible termination of employment. (See
GA)
TRANSPORTATION Any person transporting students to or from a school
activity must use a state- approved school bus and be certified by
the State Department of Education. Students may be transported only
in state-certified vehicles.
TUTORING Teachers may not tutor their own students privately for
profit. Other tutoring should be conducted outside school
hours.
VACANCIES Announcements of vacancies will be posted and will
include the following information: 1. Title of position 2.
Description of job 3. Qualifications 4. Salary based on district
salary schedule 5. How to apply 6. Name, address, and telephone
number of employer 7. Contact person 8. Deadline for application 9.
Equal opportunity statement
If a position for a certified staff member becomes vacant during or
shortly after the beginning of the school year and the position
must be filled immediately in order to avoid interruption of the
instructional program, the administration shall be free to fill the
position without delay and without formal notification of all
personnel. Notifications of open positions will be posted in each
school and will be updated periodically.
WORKER’S COMPENSATION
If an employee is injured on the job and must miss work due to a
job-related injury, the employee shall be eligible for school
district benefits in accordance with the worker’s compensation
guidelines. (See Policy GA)
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Meridian, MS 39307
Elementary Schools Crestwood
Oakland Heights 601 59th Avenue
601-484-4983
601-484-4450
601-484-4472
601-484-4439 MHS-9th Grade: 601-696-7295
601-483-3331
601-484-4493
Northwest 4400 32nd Street
Parkview
Carver 8th Street
Print Shop
B Street
ASBESTOS NOTIFICATION
On October 30, 1987, the Environmental Protection Agency published
the Asbestos-Containing Materials in Schools Rule (40 CRF Part 763
Subpart E). This new rule requires all public and private schools
to inspect for friable and non-friable asbestos, develop asbestos
management plans that address asbestos hazards in school buildings,
implement response actions in a timely fashion and report results
of the assessment studies to school employees and parent/teacher
organizations.
We are pleased to announce that none of our schools contain any
friable asbestos. Friable asbestos is material that is easily
crumbled and may release harmful fibers into the environment.
Friable asbestos may cause severe health problems.
Your building does, however, contain non-friable asbestos building
materials such as floor tile, pipe insulation, boiler insulation,
flue pipes, ceiling tile sheeting and, in a few cases, sprayed-on
material that has been encapsulated. None of this material poses a
health hazard as long as it remains undamaged. Through a program of
training and surveillance, we are certain that these materials will
pose no health hazard until they are removed.
A copy of the inspection and management plan is available for your
examination in the administrative office of your school.
For further information, interested persons should contact:
Jack Massey Asbestos Coordinator Meridian Public Schools
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Meridian Public School District 1019 25th Avenue Meridian, MS 39301
Phone: 601-483-6271 Fax: 601-484-4917
www.mpsd.k12.ms.us