The Policies of the Board of Education

IV. Staff Personnel

400.1 GENERAL STAFF ETHICS
Adopted: June 14, 1990
Reviewed: December, 2007

            An effective educational program requires the services of people of integrity, high ideals, and human understanding. To maintain and promote these essentials, all employees of School District 140 are expected to maintain high standards in their school relationships with students, parents and legal guardians, members of the public, and each other. Employees shall always strive to:

            A.      Maintain just and courteous professional relationships with pupils, parents            and legal guardians, staff members, and others.

            B.      Maintain their own efficiency and knowledge of the developments in their             fields of work.

            C.      Transact any and all official business with the properly designated             authorities of the school system.

            D.      Establish friendly and intelligent cooperation between the community and             the school system.

            E.      Avoid and guard against improperly using school contacts and privileges to             promote partisan politics, sectarian religious views, or selfish propaganda of any             kind.

            F.      Avoid malicious or unproductive criticism of other staff members and to             make constructive criticism in a mannerly fashion directly to the appropriate             administrator and, if necessary, to the Superintendent.

            G.      Protect all school properties, equipment, and materials from misuse or             damage.


400.2 COMMUNICATION WITH THE BOARD OF EDUCATION
Adopted: June 14, 1990
Reviewed: December, 2007

            The Board of Education desires to maintain open channels of communication between itself and staff. The basic line of communication is through the Office of the Superintendent, as hereinafter described.

400.2.1 FORMAL COMMENTS AND REPORTS FROM STAFF
Adopted: June 14, 1990
Reviewed: December, 2007

            Formal communications or reports to the Board of Education or any Board of Education committee from Building Principals, supervisors, teachers, or other staff members shall be submitted to the appropriate administrator as shown on the Organizational Chart for transmittal to the Office of the Superintendent.

400.2.2 APPEALS
Adopted: June 14, 1990
Reviewed: December, 2007

            Any appeal from an administrative decision or practice which an employee desires to bring to the Board of Education shall be made known to the Superintendent and processed through the appropriate grievance procedure. The Superintendent shall establish administrative procedures for appeals which shall apply to those situations not covered by collective bargaining agreements or other specific policies of the Board of Education.

400.2.3 BOARD OF EDUCATION COMMUNICATIONS TO STAFF
Adopted: June 14, 1990
Reviewed: December, 2007

            Official communications, policies, and directives from the Board of Education to employees will normally be communicated through the Superintendent. The Superintendent may employ all such media as are reasonable and appropriate to keep staff fully informed of the Board of Education's problems, concerns, and actions.

400.3 CERTIFICATED PERSONNEL

400.3.1 QUALIFICATION AND CERTIFICATION
Adopted: June 14, 1990
Reviewed: December, 2007

            All employees regularly required to be certified under the laws relating to certification shall be responsible for securing and maintaining valid Illinois certificates which legally qualify them for the duties for which they are assigned. Certificates must be placed on file in the Superintendent's office and must be accompanied by official transcript(s) of college credits. They shall possess such other qualifications as may be established for their respective positions by the Board of Education.

400.3.2 HIRING
Adopted: June 14, 1990
Reviewed: December, 2007

            The Board of Education employs all certified staff members. The employment of any certificated employee is not official until the contract is approved by the Board of Education and signed by the candidate. The Superintendent shall develop a recruitment administrative procedure. Candidates shall be evaluated and interviewed by appropriate School District administrators. The Superintendent and Building Principal shall recommend the best overall qualified candidates to the Board of Education for employment. The Board of Education believes that the quality of instruction is enhanced by a staff with a wide variation in educational preparation, background, and previous experience. Accordingly, effort will be made to maintain this variation in the staff and among other relevant factors the administration's recommendations for employment should reflect this belief. The Board of Education is an Equal Opportunity Employer.

400.3.3 SALARY AND BENEFITS
Adopted: June 14, 1990
Reviewed: December, 2007

            The salary and benefits for those certified employees covered by the collective bargaining agreement between the Board of Education and the Teachers' Association shall be as set forth and provided for in the current agreement. The salary and benefits provided to all other certified employees shall be as provided from time to time by the Board of Education.

400.3.4 ASSIGNMENTS AND TRANSFERS
Adopted: June 14, 1990
Revised: July 25, 1996
Reviewed: December, 2007

            Whereas, the basic consideration in the assignment of certificated personnel in School District 140 is the well-being of the program of instruction, the Superintendent shall assign and transfer staff as deemed appropriate to best serve the instructional needs of the School District.

400.3.5 TIME SCHEDULES
Adopted: June 14, 1990
Reviewed: December, 2007

            Instructional personnel, librarians, guidance counselors, and other certificated personnel are required to be on duty in the school a minimum of seven hours each day, including lunch. The duty time for certified employees is delegated by the Building Principal of each school. Consequently, hours of certified employees in the building may vary, but all certified personnel work the same minimum number of hours each day. The Building Principal is charged with the responsibility of seeing that the minimum standard is met. Deviation from established hours can be approved only by the Superintendent or the Assistant Superintendent of Instruction.

400.3.6 WORK LOAD
Adopted: June 14, 1990
Reviewed: December, 2007

            The Board of Education reserves to itself the determination of class size and work loads. However, the Board of Education recognizes that a teacher's primary duty is to teach, and reasonable effort shall be made to confine teachers' activities to this primary responsibility. Therefore, the Superintendent shall strive to equalize the teaching load.

400.3.7 VISITATIONS AND CONFERENCES
Adopted: June 14, 1990
Reviewed: December, 2007

            Certified employees authorized by the Superintendent to represent the school system at educational meetings and conferences and on Illinois State Department of Education committees will be allowed expenses and salary in conformance with administrative procedures approved by the Board of Education. Certified employees other than those selected as official representatives may be allowed by the Superintendent to attend recognized educational meetings and conferences with no loss of salary, but without allowance for expense.

400.3.8 PERSONNEL FILES
Adopted: June 14, 1990
Reviewed: December, 2007

            Only one official personnel file will be kept for each certified employee. This official personnel file shall be located in the administrative offices of the School District.

400.3.9 STAFF INVOLVEMENT IN DECISION-MAKING
Adopted: June 14, 1990
Reviewed: December, 2007

            The Board of Education encourages certified employees to participate in decision making for the School District. To this end, the Superintendent is authorized to establish such committees, as necessary, to recommend policies and rules for the proper functioning of the School District. All certified employees are encouraged to assist in the formulation of recommended educational programs for the School District.

400.3.10 STUDENT RELATIONS
Adopted: June 14, 1990
Reviewed: December, 2007

            Certified employees are expected to regard each student as an individual and to accord each the rights and respect due any individual. The role of a certified employees shall be seen, not solely as directors or controllers, but also as resource persons, aides, and guides in the learning processes. Certified employees shall provide for the fullest self-determination by each student in regard to his or her learning program, consistent with School District goals and proper discipline. Students are to be treated with courtesy and consideration. Neither insults nor sarcasm shall be used as a way of forcing compliance with requirements or expectations.

400.3.11 EVALUATION
Adopted: June 14, 1990
Reviewed: December, 2007

            Certified employees shall be evaluated in accordance with the procedures of the School District's evaluation plan in effect from time to time in the School District. This plan is maintained in accordance with the requirements and provisions of Article 24A of The Illinois School Code.

400.3.12 SUSPENSION
Adopted: June 14, 1990
Reviewed: December, 2007

I.          INTRODUCTION

            This policy is intended to clarify the Board of Education's and the Superintendent's power to discipline teachers or other certificated employees and protect the best interests of the School District through a means other than immediate discharge. Many authorities in the field of employer-employee relations have written that employers should have the authority to administer a range of discipline short of discharge. A 1980 decision by the Illinois Supreme Court, however, suggests that if a School District wishes to have the option of suspending teachers or other certificated employees as opposed to discharging them, a written suspension policy must be adopted by the Board of Education. In the absence of a written suspension policy, a Board of Education faced with poor work performance or misconduct by a teacher or other certificated employee often has few options, and often only one -- to discharge the teacher or other certificated employee.

            This Board of Education feels that it is in the best interests of the School District, the students, and other employee for it to have methods other than dismissal to discipline teachers or other certificated employees for poor performance or acts of misconduct. The policy below was developed after a review of numerous case decisions, statutes, civil service codes, and municipal ordinances. It is designed both to alert teachers or other certificated employees as to the types of action which can lead to discipline and to afford teachers or other certificated employees with an opportunity to challenge suspensions.

            Nothing contained in the policy limits the right of the Board of Education to dismiss or otherwise discipline, rather than first suspend, a teacher or other certificated employee for any act of misconduct or circumstance set forth below or to suspend a teacher or other certificated employee pending dismissal.

II.         SHORT TERM SUSPENSION

            A teacher or other certificated employee guilty of misconduct (as defined below) may be suspended with or without pay by the Board of Education for a period of up to ten (10) school days for each incident of misconduct. In cases of emergency, the Superintendent may suspend a teacher or other certificated employee pending Board of Education review of the matter. Emergency suspension, however, cannot exceed three (3) school days. Emergencies are defined as situations where the continuing presence of a teacher or other certificated employee endangers the physical safety of employees, students, or other persons at school or at school-sponsored activities, endangers school property, or interferes with the educational process. The total number of days a teacher or other certificated employee can be suspended, including emergency suspensions by the Superintendent, is ten (10) school days for each incident of misconduct.

III.         GROUNDS

            Misconduct which can result in either dismissal, suspension, or other disciplinary action, includes, but is not limited to, the behavior described below:

            A.      The behavior set forth in this sub-section constitutes misconduct whether             such behavior occurs on school premises, at school-sponsored activities,             wherever located, or otherwise in the performance of his or her duties.

                      1.      Use, possession, sale, delivery, or being under the influence of                       intoxicants, i.e., alcohol, drugs, or narcotics not medically prescribed and                       otherwise prohibited by law.

                      2.      Insubordinate acts such as failing to follow directives from supervisors                       or failing to comply with district, state or federal rules and regulations, or                       statutory provisions governing the conduct of schools.

                      3.      Neglect of duties, in whole or in part, such as the failure to perform or                       tardiness in performing school duties, as well as neglecting or unnecessarily                       delaying in the making of statistical or other reports required by school                       officers.

                      4.      Unexcused absence from duties relating to the school program,                       including absence from required meetings.

                      5.      Misrepresentation or withholding of information relevant to the                       conduct of the schools or the performance or discipline of students,                       teachers or other certificated employees, or other employees.

                      6.      Action or failure to act when such results in endangering the physical                       safety of other persons or which endangers the property of the School                       District or others.

                      7.      Verbal or physical abuse of employees, students, or parents or legal                       guardians of students, or verbal or physical abuse of other persons.

                      8.      Failure to protect or account for school property.

                      9.      Disruption of the orderly conduct of the schools.

                      10.    Failure to supervise adequately students or activities.

                      11.    Conduct or activities which are unbecoming a teacher or other                       certificated employee.

                      12.    Willful failure to report an instance of suspected child abuse and/or                       neglect as required by the "Abused and Neglected Child Reporting Act".

                      13.     Any ground or cause for dismissal stated in Section 10-22.4 of                       The Illinois School Code.

            B.       The behavior set forth in this sub-section constitutes misconduct without             reference to where it occurs:

                      1.      Use, possession, sale, delivery or being under the influence of                       narcotics or drugs not medically prescribed and otherwise prohibited                       by law.

                      2.      Conduct or activity which is unbecoming a teacher or other                       certificated employee or has a substantial adverse effect on any school                       program or on any student or employee of the school or which substantially                       diminishes the effectiveness of the teacher or other certificated employee                       in the performance of his or her duties.

IV. PRE-SUSPENSION PROCEDURES

            Prior to the Board of Education (or the Superintendent in case of emergencies) suspending any teacher or other certificated employee, the Superintendent or his or her designee of the Board of Education, shall meet with the teacher or other certificated employee, explain the nature of the alleged misconduct, allow the employee to admit, deny, or explain the incident or conduct in question, and advise of the employee's right to appear in person before the Board of Education for review of any suspension. A written report of this meeting shall be prepared and forwarded to the Board of Education by the Superintendent or his or her designee. Upon review of the report, the Board of Education may suspend the teacher or other certificated employee or take whatever other disciplinary action it deems appropriate. If the employee is suspended by the Superintendent or the Board of Education, the employee, within a reasonable time of the suspension, shall be given a written notice advising of the suspension, setting the reasons therefore, the duration thereof, and the employee's right to appear in person before the Board of Education for review of the suspension.

V. POST-SUSPENSION PROCEDURES

            Suspended teachers or other certificated employees may request a review of their suspension before the Board of Education. Requests for a review must be made in writing by personal service or by certified mail, return receipt requested, to the Superintendent, Secretary of the Board of Education, or President of the Board of Education, no later than five (5) school days after the beginning of the suspension.

            If the teacher or other certificated employee requests a hearing before the Board of Education, the procedures which will usually be followed are set forth below. Departure from the procedures set forth below shall not, however, invalidate the suspension or the hearing.

            A.      The employee will be required first either to admit or deny the conduct                       charged.

            B.      The employee may be represented by counsel.

            C.      The hearing shall be informal and technical rules of evidence shall not be                       applicable.

            D.      An employee shall have the right to cross-examine witnesses and to                       introduce evidence.

            E.      A reasonable number of witnesses, as determined by the Board of                       Education, may be called by either the Superintendent or by                       the employee.

            F.      Either party may record the proceedings at his or her own expense.

            G.      The hearing shall be held in executive session.

            H.      Absent good cause shown, the failure of an employee to request a review                       or to appear at a review, once requested, shall constitute a waiver of                       the right to a review.

            I.      The Board of Education's decision shall be final.

            J.      If the suspension is reversed, the employee shall be reimbursed for lost                      salary and any reference to the suspension shall be expunged from                      the employee's personnel file.

VI. SUSPENSION IN EXCEPTIONAL CIRCUMSTANCES

            Circumstances involving a teacher or other certificated employee may arise on rare occasions which are largely indefinable, unforeseeable and unpredictable, but which substantially interfere with or reflect adversely on the educational process or place the certificated employee in a position that such employee is not an acceptable presence or influence within the educational system on a temporary basis. Such circumstances may include, but are not limited to, arrest or indictment for a felony, an infamous crime, a crime involving moral turpitude or other alleged misconduct so truly gross as to be infamous in nature.

            In such event, the Board of Education may suspend such a teacher or other certificated employee with or without pay as the best interests of the School District may require for a period as may be required in the judgment of the Board of Education. Provided, however, the employee shall be restored to duty with the School District, shall receive all pay withheld as a result of the suspension, and shall have any references to the suspension expunged from the employee's personnel file, if:

            A.      The employee, if indicted or arrested, is not convicted;

            B.       It is determined by the Board of Education that the conduct of the teacher                       or other certificated employee does not warrant dismissal or                       suspension; and

            C.       It is determined by the Board of Education that the employee was not at                       fault in the circumstances.

In addition, no such suspension or other proceedings shall be taken without extending all required due process rights to the teacher or other certificated employee in a timely manner.

400.3.13 STUDENT TEACHERS
Adopted: June 14, 1990
Revised: December 6, 2007

            Contractual arrangements may be made with colleges or universities who supply student teachers and student teachers may be utilized as provided by the provision of The Illinois School Code. In this regard:

            A.      The responsibilities of the school system shall be as follows:

                      1.      To assure that the cooperating teacher is qualified scholastically,                       educationally, and of proper character;

                      2.      To select the cooperating teachers from those who are genuinely                       interested and willing to cooperate with the program;

                      3.      To reserve the right to interview and otherwise screen applicants for                       practice teaching opportunities and to control the duration of the                       assignments agreed upon;

                      4.      To encourage student teacher visits in different levels of instruction                       early in his or her student teaching assignment;

                      5.      To assure that the cooperating teacher is responsible for all areas                       of instruction, grades, and communication. The cooperating teacher                       is responsible for classroom instruction and management; and

                      6.      To see that the student teacher is not used as a substitute teacher.


            B.      The responsibilities of the college shall be as follows:

                      1.      To arrange placement procedures for each student teacher to the                       satisfaction of the school system; and

                      2.      To provide proper collegiate supervision for student teachers.


            C.      The responsibilities of the student teacher shall be as follows:

                      1.      To maintain the same standards as the employed faculty; and

                      2.      To attend all professional meetings at the direction of the                       cooperating teachers and administrators.

            All student teachers must be interviewed and accepted by the Building Principal and cooperating teacher prior to beginning student teaching. The Superintendent or his or her designee will have final authorization regarding assignments of student teachers.

            All student teachers must submit to a Criminal Background Investigation and execute any necessary forms for the Illinois Department of State Police to conduct the investigation in accordance with the general requirements applicable to all employees. The Superintendent may establish such further or additional administrative procedures as he or she may deem appropriate related to obtaining or using student teachers.

400.4 EDUCATIONAL SUPPORT PERSONNEL

400.4.1 GENERAL AND EMPLOYMENT AT WILL
Adopted: June 14, 1990
Revised: June 15, 2000
        December 6, 2007

           The School District will provide in its budget sufficient monies to maintain adequate educational support personnel to efficiently operate the School District. The Board of Education shall maintain a list of the job categories of educational support personnel. The Superintendent will annually make recommendations to the Board of Education concerning the needs in these categories. The employment of all educational support personnel is subject to Board of Education approval. All educational support personnel are responsible to the Office of the Superintendent for the fulfillment of their responsibilities, as outlined in the Job Description Manual prepared by the Superintendent.

           The Superintendent will bring to the Board of Education the names and salaries of all regularly employed educational support personnel for approval and ratification. Unless specifically provided to the contrary in an applicable collective bargaining agreement, all educational support personnel are employed at the will of the Board of Education. Nothing in these policies is intended to change that relationship or create any contractual rights for educational support personnel. Rather, the Board of Education reserves to itself the sole discretion to alter or eliminate benefits or procedures at any time. Upon employment, educational support personnel will serve a probationary period.

400.4.2 QUALIFICATIONS AND DUTIES
Adopted: June 14, 1990
Revised: December 6, 2007

           Persons employed must have sufficient skills to perform the duties outlined in the respective job descriptions. They must be capable of performing the job duties of the position, be dependable, and be able to follow directions.

400.4.3 RECRUITMENT AND HIRING
Adopted: June 14, 1990
Reviewed: December, 2007

           The Superintendent or his or her designee shall take appropriate action to advertise for needed educational support personnel. The Board of Education is an equal opportunity employer. Applicants will be screened and interviewed in accordance with administrative procedures established by the Superintendent. Recommendations for employment will be made to the Board of Education by the Superintendent and Building Principal. The employment of any educational support employee is not official until approved by the Board of Education.

400.4.4 DISMISSAL
Adopted: June 14, 1990
Reviewed: December, 2007

           The Superintendent shall recommend dismissal to the Board of Education of any educational support employee whose job performance is, after reasonable warning, unsatisfactory. If, in the judgment of the Superintendent, the continued employment of any educational support employee is detrimental to the School District, the Superintendent may immediately recommend dismissal to the Board of Education. Nothing herein shall abrogate any procedural rights the employee may have, if any, under any applicable collective bargaining agreement.

400.4.5 WORKLOAD AND SCHEDULE
Adopted: June 14, 1990
Reviewed: December, 2007

           Except as may otherwise be provided in any collective bargaining agreement applicable to the employee, the Superintendent or his or her designee shall determine the work assignments, hours, and duties of all educational support personnel.

400.4.6 SALARY AND BENEFITS
Adopted: June 14, 1990
Reviewed: December, 2007

           Except as may be otherwise provided in any collective bargaining agreement applicable to the employee, the salaries and benefits of educational support personnel shall be as from time to time determined by the Board of Education.

400.4.7 SUSPENSION
Adopted: June 14, 1990
Reviewed: December, 2007

I.         INTRODUCTION

           This policy is intended to clarify the Board of Education's and the Superintendent's power to discipline educational support personnel (hereinafter referred to as employees) and protect the best interests of the School District through a means other than immediate discharge. Many authorities in the field of employer-employee relations have written that employers should have the authority to administer a range of discipline short of discharge. In the absence of a written suspension policy, a Board of Education faced with poor work performance or misconduct by an employee often has few options, and often only one -- to discharge the employee.

           This Board of Education feels that it is in the best interests of the School District and the employees for it to have methods other than dismissal to discipline employees for poor performance or acts of misconduct. The policy below was developed after a review of numerous case decisions, statutes, civil service codes, and municipal ordinances. It is designed both to alert employees as to the types of action which can lead to discipline and, except as otherwise provided below in this Section, to afford them the opportunity to challenge suspensions.

           Nothing contained in the policy limits the rights of the School District to dismiss or otherwise discipline, rather than first suspend, an employee for any act of misconduct or circumstance set forth below or to suspend an employee pending dismissal.


II.       SHORT TERM SUSPENSION

           An employee guilty of misconduct (as defined below) may be suspended with or without pay by the Board of Education or the Superintendent for a period of up to ten (10) school days for each incident of misconduct.

           In addition, in cases of emergency, the Superintendent, or his or her designee, may suspend the employee pending a review of the matter by either the Board of Education or the Superintendent. Emergency suspension, however, cannot exceed three (3) school days. Emergencies are defined as situations where the continuing presence of an employee endangers the physical safety of other employees (certified or non-certified), students, or other persons at school or at school-sponsored activities, endangers school property, or interferes with the educational process.

           The total number of days an employee can be suspended, including emergency suspensions by the Superintendent, or his or her designee, is ten (10) school days for each incident of misconduct.


III.      GROUNDS

           Misconduct which can result in either dismissal, suspension, or other disciplinary action, includes, but is not limited to, the behavior described below.

           The behavior set forth in this section constitutes misconduct without reference to where it occurs or when it occurs, on or off duty, unless specifically designated otherwise, provided, however, that any such off duty conduct subject to discipline hereunder must have an adverse effect on the School District or its programs, or on any other person employed by the School District, or must diminish the effectiveness of the employee in the performance of his or her duties:

           A.      Fraud in securing employment.

           B.      Incompetence in the performance of the duties of the position. The term                     "incompetence" shall mean a lack of ability, knowledge, or fitness to perform                      duties which are reasonable within the scope of employment.

           C.      Inefficiency in the performance of the duties of the position. The term                      "inefficiency" shall mean performance of the duties of the position at a level                      lower than ordinarily expected of other employees in similar positions                      essentially as a consequence of either a lack of effort or improper                      motivation.

           D.      Involvement in the sale, delivery, receipt, possession or use of any drug                      or narcotic substance not medically prescribed and otherwise prohibited                      by law.

           E.       Intoxication or being under the influence of, or the consumption of,                      alcohol while on duty.

           F.       Insubordinate acts such as failing to follow directions from supervisors                      or failing to comply with School District, state or federal rules and                      regulations, or statutory provisions governing the conduct of schools.

           G.       Neglect of duties, in whole or in part, such as the failure to perform or                      tardiness in reporting to or performing assigned duties.

           H.       Fraudulent misrepresentation with regard to the request for or utilization                      of sick leave, personal business leave, or any other leaves of absence.

           I.        Misrepresentation or withholding of information relevant to the conduct                      of the schools or the performance of other employees.

           J.        Action or failure to act which endangers the physical safety of other                      persons or the property of the School District or others.

           K.      Negligent or willful acts which cause damage to School District property                      or waste of School District supplies.

           L.       Improper use of School District property or equipment.

           M.      Use of offensive language, offensive conduct, or discourteous treatment                      to other School District employees (certified and non-certified employees)                      or members of the public where such person can reasonably believe                      that the employee is acting within the scope of his or her employment.

           N.      Disruption of the orderly conduct of the schools.

           O.      Such other conduct or activities which are unbecoming an employee.

IV.      PRE-SUSPENSION PROCEDURES

           The Superintendent or the Board of Education may suspend the employee:

           A.       Except as otherwise provided herein, if the Superintendent acts to suspend                      the employee, the Superintendent shall meet with the employee prior to                      the suspension (except in the case of emergency suspensions), explain the                      nature of the alleged misconduct, allow the employee to admit, deny,                      or explain the incident or conduct in question, and advise of the employee's                      right to appear in person before the Board of Education for review                      of any suspension. A written report of this meeting shall be prepared and                      forwarded to the Board of Education by the Superintendent or his or her                      designee. Upon review, the Board of Education may confirm, reverse,                      increase, or reduce the suspension by the Superintendent, or take                      whatever other disciplinary action it deems appropriate.

           B.       Except as otherwise provided herein, if the Board of Education acts to                      suspend the employee, the Superintendent or his or her designee of                      the Board of Education shall meet with the employee prior to the suspension                      for the purpose of discussing the alleged misconduct. A written report                      of this meeting shall be prepared and forwarded to the Board of Education                      by the Superintendent or his or her designee. Upon receipt of the report,                      the Board of Education shall hold a hearing to determine whether a                      suspension or other appropriate disciplinary action shall be taken. The                      employee will be notified of the time and place of this meeting and the                      reasons therefore. The employee may, at his or her option, appear at                      this hearing to respond to the charges. The procedure set forth in                      Paragraph V-A, 1 through 7, below, shall usually be followed. Departure                      from the procedures set forth below shall not, however, invalidate the                      suspension or the hearing. The failure of an employee to appear at this                      hearing shall constitute a waiver of the right to a hearing. The Board of                      Education's decision in this matter shall be final.

V.      POST-SUSPENSION PROCEDURES

           Except as otherwise provided herein below, if the employee is suspended by the Superintendent, the employee, within a reasonable time of the suspension, shall be given a written notice advising of the suspension, stating the reasons therefore, the duration thereof, and the employee's right to appear in person before the Board of Education for review of the suspension.

           Requests for such a review of any suspension must be made in writing by personal service or by certified mail, return receipt requested, to the Superintendent, Secretary of the Board of Education, or President of the Board of Education, no later than five (5) school days after the beginning of the suspension.

           A.      If the employee requests a hearing to review the suspension before the Board of Education, the procedures which will usually be followed are set forth below. Departure from the procedure set forth below shall not, however, invalidate the suspension or the hearing.

                     1.      The employee will be required first either to admit or deny the conduct                                charged.

                     2.      The employee may be represented by counsel.

                     3.      The hearing shall be informal and technical rules of evidence shall not                                be applicable.

                     4.      An employee shall have the right to cross-examine witnesses and to                                introduce evidence.

                     5.      A reasonable number of witnesses, as determined by the Board of                                Education, may be called by either the Superintendent or by the                                employee.

                     6.      Either party may record the proceedings at his or her own expense.

                     7.      The hearing shall be held in executive session.

                     8.      Absent good cause shown, the failure of an employee to request a                                review or to appear at a review, once requested, shall constitute a                                waiver of the right to a review.

                     9.      The Board of Education's decision shall be final.

                     10.     If the suspension is reversed, the employee shall be reimbursed for                                lost salary and any reference to the suspension shall be expunged                                from the employee's personnel file.

VI.      SUSPENSION IN EXCEPTIONAL CIRCUMSTANCES

          Circumstances involving an employee may arise on rare occasions which are largely indefinable, unforeseeable and unpredictable, but which substantially interfere with or reflect adversely on the educational process or place the employee in a position that such employee is not an acceptable presence or influence within the educational system on a temporary basis. Such circumstances may include, but are not limited to, arrest or indictment for a felony, an infamous crime, a crime involving moral turpitude or other alleged misconduct so truly gross as to be infamous in nature.

          In such event, the Board of Education may suspend such an employee with or without pay as the best interests of the School District may require for a period as may be required in the judgment of the Board of Education. Provided, however, the employee shall be restored to duty with the School District, shall receive all pay withheld as a result of the suspension, and shall have any reference to the suspension expunged from the employee's personnel file, if:

           A.      The employee, if indicted or arrested, is not convicted;

           B.      It is determined by the Board of Education that the conduct of the            employee does not warrant dismissal or suspension; and

           C.      It is determined by the Board of Education that the employee was not            at fault in the circumstances.

           In addition, no suspension or other proceeding under this section shall be taken without extending all required due process rights to the employee in a timely manner.


VII.     AT-WILL EMPLOYEES

           For all educational support personnel employees of this School District who are hired on an "at-will" basis and who receive a salary at an hourly (not monthly or annual) rate, the Superintendent may suspend such employee. The Superintendent or his or her designee shall meet with the employee prior to the suspension (except in the case of emergency suspension), explain the nature of the alleged misconduct, allow the employee to admit, deny, or explain the incident or conduct in question and advise the employee as to when the suspension decision will be made. Once such suspension decision is made, it will be communicated in writing to the employee. Such decision will be final. The Superintendent will inform the Board of Education of all suspensions of employees.

400.5 GENERAL PERSONNEL POLICIES

400.5.1 CRIMINAL BACKGROUND INVESTIGATION
Adopted: June 14, 1990
Revised: June 18, 1998
     September 14, 2004
       December 6, 2007

             All applicants for employment with the School District are required as a condition of employment to authorize a fingerprint-based criminal history records check to determine if they have ever been convicted of any of certain offenses set forth in The Illinois School Code.  Each applicant for employment shall furnish the School District a signed authorization to allow for such an investigation.  Upon receipt of the authorization, the School District shall submit the applicant's name, sex, race, date of birth, social security number, fingerprint images, and other identifiers as prescribed to the Illinois Department of State Police on the form prescribed by the Illinois Department of State Police.  Any information concerning the record of convictions obtained by the School District shall be confidential and may be made known only to the President of the Board of Education, the Superintendent of Schools or his or her designee.  A copy of any record of conviction obtained by the School District shall be given to the applicant.  The School District shall not knowingly employ any person for whom a criminal history records check has not been initiated nor shall the School District knowingly employ a person who has been convicted for committing or attempting to commit any one or more of the offenses as described and set forth in Section 5/10-21.9 of The Illinois School Code.  The School District shall not knowingly employ any person who has been convicted for committing or attempt to commit any offense in any other state or against the laws of the United States, which if committed or attempted in this state, would have been punishable as one or more of the offenses set forth in Section 5/10-21.9 of The Illinois School Code.

             The provisions of this policy apply to all employees of firms holding contracts with the School District who have direct daily contact with the pupils of any school in the School District.  In addition, this policy shall apply to any person who performs services for the School District and who is to have any recurring direct contact with the pupils of any school in the School District.

400.5.1.1 EVIDENCE OF PHYSICAL FITNESS
Adopted: June 15, 2000
Reviewed: December, 2007

             Subsequent to an offer of employment, all new employees of the District must present evidence of physical fitness to perform the essential functions of the job and freedom from communicable disease. This evidence shall consist of a physical examination and tuberculin skin test and, if appropriate, an x-ray, made by a physician licensed to practice medicine and surgery in all its branches. Employment shall be conditioned upon the presentation of such evidence and the cost of examination shall rest with the employee. The Superintendent may establish such administrative procedures as may from time to time be deemed appropriate to implement the provisions of this policy including the required components of physical examinations necessary for particular job classifications.

400.5.2 HOSPITALIZATION INSURANCE
Adopted: June 14, 1990
Reviewed: December, 2007

I.        PRESENT EMPLOYEES

           The Board of Education will make available a hospitalization insurance plan for all full-time employees. The amount contributed by the Board of Education and the coverage shall be established periodically by the Board of Education.

II.       ON-LEAVE EMPLOYEES

           Employees on approved leaves may, at their expense, continue in the Group Hospitalization Plan, so long as the insurance company writing such coverage or the plan rules and regulations continues to allow their participation. Participation in the Group Hospitalization Plan will be for the duration of approved leave. Checks from on-leave employees for their monthly coverage must be received in the School District administrative office no later than the fifth day of the month. Failure of the on-leave employee to forward payment by the due date shall result in that employee being dropped from the Group Hospitalization Plan.

III.      RETIRING EMPLOYEES

           A.      Full-time employees who have been in continuous employment for ten            (10) or more years may continue their existing coverage in the Group            Hospitalization Plan, in accordance with the above established procedures            for on-leave employees stated within this policy.

           B.      The Board of Education will, however, pay for the health insurance plan for            those retired employees who have been employed in School District 140 for            twenty (20) years or more, and have accumulated a minimum of one hundred            eighty (180) sick leave days, on the same basis (up to a maximum of the same            dollar amount) as paid immediately before retirement, but in no event shall            the Board of Education contribute a sum greater than the amount contributed            from time to time for current employees in the same category. Upon the death of            the retiree, their spouse may continue in the Group Hospitalization Plan, as an            individual, only if they were previously covered in the retiree's Hospitalization Plan            and in accordance with the above established procedures for on-leave employees.            This item III-B shall only apply to personnel employed by the School District on or            before the date on which this policy was adopted.


IV.       TERMINATED EMPLOYEES

           Terminated employees may, at their expense, and to the extent mandated by law, continue to participate in the School District's Group Hospitalization Plan in accordance with the provisions and requirements of law.

400.5.3 JURY DUTY
Adopted: June 14, 1990
Revised: June 15, 2000
Reviewed: December, 2007

           Persons called for jury duty will provide the School District administrative office with a copy of the notice of jury summons and will incur no loss of pay during the period of duty.

           Upon completion of jury duty services, a copy of the check (stipend) the employee receives must be sent to the School District administrative office as verification.

400.5.4 SOLICITATION RULES
Adopted: June 14, 1990
Reviewed:December, 2007

           To better provide and assure an appropriate educational environment without undue interruption, the following rules apply to solicitation of employees or solicitation by employees:

           A.      During working time, employees may not solicit participation in, or            contributions to, activities not sponsored by the School District.

           B.      During non-working time, employees may solicit participation in, or            contributions to, activities not sponsored by the School District.

           C.      Persons who are not employees of the School District may not solicit            employees on school property during the work day, except for authorized            agents of an exclusive bargaining representative who may, after notifying the            office of the attendance center, meet with employees in the bargaining unit            during the employees' non-duty time.

           D.      For purposes of these rules, solicitation includes, but is not necessarily            limited to, distribution of literature.

           E.      Solicitation of any type may not take place in the presence of students.

           F.      Failure to comply with these rules may result in disciplinary action.

400.5.5 REPORTING CHILD ABUSE/NEGLECT
Adopted: June 14, 1990
Reviewed: December, 2007

           Employees of the School District who have reasonable cause to believe that a child known to them in their professional or official capacity may be an abused and/or neglected child shall immediately report or cause a report of such to be made to the Department of Children and Family Services as required by law. Any employee who has reasonable cause to suspect that a child known to him or her in his or her professional capacity has died as a result of abuse and/or neglect shall immediately report his or her suspicion to the appropriate medical examiner or coroner.

           The Superintendent shall establish administrative procedures for the reporting of suspected child abuse and/or neglect, which administrative procedures shall be made known to all School District employees who are required to report child abuse and/or neglect. The Superintendent shall also establish administrative procedures to ensure that employees who are required to report child abuse or neglect and who were hired after July 1, 1986, sign the necessary statement indicating their awareness of reporting requirements.

400.5.6 EMPLOYEE INVOLVEMENT IN ANY NON-SCHOOL-SPONSORED STUDENT ACTIVITIES
Adopted: June 14, 1990
Reviewed: December, 2007

           Of those activities and programs which occur outside of the School District's regular academic curriculum, only those specifically designated or approved by the Board of Education or by the Superintendent of Schools as school-sponsored activities shall be considered to be school-sponsored. Any School District employee who supervises, organizes, or in any way participates in an activity involving School District students which has not been designated or approved as a school-sponsored activity shall give notice to the participants that the employee's involvement in no way makes the activity a school-sponsored one. The employee shall also send a written notice to the parents and legal guardians of those students participating in an activity which is not school-sponsored, advising the parents and legal guardians that such activity is not sponsored or approved by the School District. A copy of such notice must be delivered to the Superintendent.

400.5.7 COMMUNICABLE DISEASES
Adopted: June 14, 1990
Revised: December 6, 2007

            The purpose of this policy is to address potentially sever community health problems and to balance the interest of an employee with a communicable disease in continuing to attend work and the interests of students and other employees not to be subjected to an unreasonable risk of contracting a communicable disease from the afflicted employee. For purposes of this policy, communicable diseases are Acquired Immune Deficiency Syndrome (AIDS), Human Immunodeficiency Virus (HIV), Hepatitis and other diseases designated as communicable by the Illinois Department of Public Health in its Rules and Regulations for the Control of Communicable Diseases, as amended from time to time.

            It is the general intention of the Board to handle each case of a communicable disease on a individualized basis. If the Superintendent has reason to believe that an employee has a communicable disease or if the employee reports his/her diagnosis to the building principal, the following steps shall be taken as soon as reasonably possible:

           The Superintendent my establish regulations to implement this policy, provide for the protection of the health of employees and students, and recognize any due process and special education interests of employees who may suffer from a communicable disease.

           The use of sick leave and other benefits in connection with the communicable disease shall be permitted on the same basis as any other employee illness. The Superintendent will assure that an employee who reveals the fact that they have contracted a communicable disease will have his/her status safeguarded in accordance with federal and state statutes dealing with confidentiality and that the employee’s civil rights will be protected. Information about an employee who has, or is suspected of having, a communicable disease shall be communicated only to those persons authorized by the Building Principal or Superintendent, unless an emergency involving a risk of transmission of the disease reasonably requires disclosure for the protection of the employee or others.

EDUCATIONAL ACTIVITIES

           The Superintendent shall periodically provide educational activities and information for employees with respect to communicable diseases, including hygienic practices for handling body fluids, such as blood, mucus, semen, and waste products.

ESTABLISHMENT OF ADMINISTRATIVE PROCEDURES

           The Superintendent shall establish administrative procedures to implement this policy, provide for the protection of the health of employees and students, and recognize any due process and special interests of employees who have, or are suspected of having, a communicable disease.

400.5.8 ATTENDANCE AT PROFESSIONAL MEETINGS
Adopted: June 14, 1990
Reviewed: December, 2007

           Employees shall be reimbursed for pre-approved attendance at conferences, workshops, or other professional activities related to their duties. The employee must submit an itemized verified expense voucher showing the amount of actual expenses with receipts attached where possible. The Superintendent shall establish administrative procedures for the approval of employee attendance and for the approval of requests for reimbursement.

400.5.9 REQUIRED IN-DISTRICT TRAVEL
Adopted: June 14, 1990
Reviewed: December, 2007

           Employees who are required to travel within the boundaries of the School District in order to perform their job duties shall, in accordance with administrative procedures established by the Superintendent, be reimbursed for each mile traveled at the Internal Revenue Service rate in effect from time to time during each school term.

400.5.10 LEAVES OF ABSENCE AND TEMPORARY ILLNESS
Adopted: June 14, 1990
Revised: July 20, 1995
Reviewed: December, 2007

           When unable to work due to any illness or injury, classified employees may be entitled to such leave or leaves of absence under the terms of Board of Education Policy No. 400.5.13, Parental Leave. In such cases, leaves will be provided as may be so required. The Board of Education may also grant additional leave time without pay or benefits under unusual circumstances and when such a leave is determined by the Board of Education to be in the best interests of the School District. No such leave shall be granted for more than ninety (90) calendar days beyond the exhaustion of all other available leave.

           When a classified employee is absent and unable to work due to any physical or mental incapacity due to any illness or injury, the employee shall be deemed temporarily ill or incapacitated if the absence is for a period of not more than ninety (90) consecutive calendar days, or intermittently for more than sixty (60) work days in a fiscal year. An employee absent for more than ninety (90) consecutive calendar days or for sixty (60) work days in a fiscal year shall be deemed permanently ill or incapacitated. Any classified employee who has exhausted all of his or her available sick leave and any available FMLA leave pursuant to Board of Education Policy No. 400.5.13, Parental Leave, and who is unable to return to work after ninety (90) consecutive calendar days shall be granted an unpaid leave of absence for a period not to exceed ninety (90) calendar days from the date of exhaustion of available sick and FMLA leave. If the employee does not return to work within that ninety (90) day leave, his or her employment with the School District will be terminated, effective the next day.

400.5.11 VACATION USE
Adopted: June 14, 1990
Reviewed: December, 2007

           Employees who are entitled to vacation shall earn vacation on a yearly basis. Vacation time will, however, accrue pro rata on a monthly basis for twelve (12) months from the date of employment. Vacations are to be scheduled with the appropriate administrator. The administration may allow employees to use accrued vacation prior to expiration of the twelve (12) month period within which it is earned.

400.5.12 ABSENCE
Adopted: June 14, 1990
Reviewed: December, 2007

           It is required that there be submitted to the Superintendent's office, by the employee returning from an absence for any reason, a "Cause of Absence" form. This applies to absences of any duration (hour[s], day[s], etc.).

           A Daily Building Absentee Report will be submitted by each Building Principal to the School District administrative office, listing all absent employees. These reports are to be forwarded at the close of each day so that they are received the following morning in the School District administrative office.

400.5.13 PARENTAL LEAVE
Adopted: June 14, 1990
Revised: August 26, 1993
                  June 18, 1998
           December 6, 2007

I.        FAMILY AND MEDICAL LEAVE

           Eligible employees may take up to a total of 12 work weeks of leave during any 12 month period for any one or more of the following reasons:

           a.      the birth of the employee's son or daughter, and to care for the newborn            child;

           b.      the placement with the employee of a son or daughter for adoption or foster            care, and to care for the newly placed child;

           c.      to care for the employee's spouse, son, daughter or parent with a serious            health condition; and

           d.      because of a serious health condition that makes the employee unable to            perform one or more of the essential functions of his or her job.

           An eligible employee is any employee who has been employed by Kirby School District 140 for at least 12 months (need not be consecutive) and for at least 1250 hours of service during the 12-month period immediately preceding the commencement of the leave.

           The 12-month period in which the 12 work week leave entitlement occurs shall be a rolling 12-month period measured backward from the date an employee uses any FMLA leave. Thus, each time an employee takes FMLA leave, the remaining leave entitlement would be any balance of the 12 work weeks which has not been used during the immediately preceding 12 months.

           For the purposes of this policy, a "serious health condition" entitling an employee to FMLA leave means an illness, injury, impairment, or physical or mental condition that involves:

           A.      Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential            medical care facility, including any period of incapacity, or any subsequent            treatment in connection with such inpatient care; or

           B.      Continuing treatment by a health care provider. A serious health condition            involving continuing treatment by a health care provider includes any one or            more of the following:

                     1.      Period of incapacity of more than three consecutive calendar days,                                and any subsequent treatment or period of incapacity relating to the                                same condition that also involves:

                               a).      treatment two or more times by a health care provider, or

                               b).      treatment by a health care provider on at least one occasion                                which results in a regimen of continuing treatment under the                                supervision of the health care provider.

                     2.      any period of incapacity due to pregnancy or for prenatal care;

                     3.      any period of incapacity or treatment for such incapacity due to a                               chronic serious health condition;

                     4.      a period of incapacity which is permanent or long-term due to a                                condition for which treatment may not be effective;

                     5.      any period of absence to receive multiple treatments by a health                                care provider, either for restorative surgery after an accident or                                other injury, or for a condition that would likely result in a period of                                incapacity of more than three consecutive calendar days without                                medical intervention or treatment.

           The determination as to whether or not a condition is a "serious health condition" as that term is defined in the Family and Medical Leave Act and the federal regulations promulgated thereunder shall be made by the Superintendent on a case by case basis.

            Family or medical leave may be taken intermittently or on a reduced leave schedule when medically necessary. Leave may not be taken intermittently or on a reduced leave schedule because of the birth or placement of a child for adoption or foster care, unless the mother or the child has a serious health condition. Leave may not be taken in increments of less than one hour. Employees needing intermittent leave or leave on a reduced leave schedule must attempt to schedule the leave so as not to disrupt the operations of the School District. Certification of the medical necessity of intermittent leave or leave on a reduced leave schedule may be required.

           Health insurance shall be maintained for the duration of the 12 work weeks of leave for those employees with coverage under the School District's plan. The terms and conditions of health insurance coverage, including any applicable premium contribution by the employee, shall remain the same during family or medical leave. Employees on leave must make timely payment of any employee portion of the medical insurance premium. If an employee's premium payment is more than 30 days late, coverage may be dropped 15 days after written notice to the employee.

           Employees failing to return to work after expiration of family or medical leave shall be responsible for reimbursement of the School District's share of health insurance premiums to the School District for any period of unpaid leave, unless the reason the employee does not return to work is due to:

           A.      The continuation, recurrence or onset of a serious health condition of            the employee or the employee's immediate family member which would            otherwise entitle the employee to leave under this policy;

           B.      Other circumstances beyond the control of the employee; or

           C.      An employee is granted long-term parental leave pursuant to Part II            of this Policy.

           A request for family or medical leave should be made 30 days in advance, when the need for the leave is foreseeable. Such requests should be made to the Superintendent. When unforeseen events occur that requires family or medical leave, employees must give notice to the Superintendent as soon as practical, but not later than two (2) days after the employee learns of the need for leave.

           Requests for family or medical leave or for extensions of such leave must be substantiated by medical certification or such other documentation as is accepted by the Superintendent or his/her designee as sufficient under the circumstances to establish entitlement to the leave. A form for such certification is included with the Administrative Procedures.

           Employees on family and medical leave shall report their status and intent to return to work to their immediate supervisor at least once every two weeks.

           When medical leave was granted due to an employee's own serious health condition, the employee must obtain and present, at the employee's expense, certification from the employee's health care provider that the employee is able to resume work at the time the employee seeks reinstatement. Second and third opinions with respect to any medical certification may be sought by the School District at its expense. The health care provider for any such second or third opinions shall be designated by the School District.

           Eligible employees who have any accrued paid vacation or personal leave must substitute all such available paid leave as part of the 12 work weeks of FMLA leave when the leave is occasioned by the birth of a child, placement of a child for adoption or foster care, or to care for a spouse, child or parent who has a serious health condition. Eligible employees who have any accrued paid sick leave must substitute all such available paid leave as part of the 12 work weeks of FMLA leave when the leave is occasioned by the employee's own serious health condition or other circumstances that would qualify for the use of paid sick leave. Eligible employees may at their option substitute any accrued paid vacation or personal leave as part of the 12 work weeks of FMLA leave when the leave is occasioned by their own serious health condition. Employees may not substitute accrued paid sick leave when the reason for the leave does not qualify for the use of paid sick leave. Upon exhaustion of all qualifying accrued paid leave that is substituted for FMLA leave, any remaining portion of FMLA leave shall be unpaid.

           Vacation and sick days do not continue to accrue during family or medical leave. Holiday pay will be provided if the holiday falls within the period of the employee's substituted paid leave. Otherwise, no holiday pay will be paid during family or medical leave.

           Employees taking family or medical leave shall be restored to their previous position or to an equivalent position in accordance with the Family and Medical Leave Act.

II.       LONG-TERM PARENTAL LEAVE

           An employee who is unable to work due to a disability caused or contributed to by pregnancy, childbirth, or related medical conditions may utilize available sick leave for such absences in the same manner as it may be used for any other sickness or disability.

           As an alternative to the use of any available paid sick leave or to the use of FMLA leave as provided in Part I above, an employee may, at the employee's option, request a long-term parental leave. A long-term parental leave of absence, without pay, may be granted to any employee. If long-term parental leave is granted, it shall run concurrently with any available family or medical leave granted pursuant to Part I of this Policy.

           Conditions for Granting Long-Term Parental Leave. When granted, a long-term parental leave shall be subject to the following conditions and limitations:

                     1.      All requests for long-term parental leaves must be submitted in writing                                to the Superintendent at least three (3) months prior to the date                                requested for commencement of the leave. The request is to include a                                statement as to the expected delivery date or placement for adoption                                date and the requested dates for both the commencement and                                termination of the leave.

                     2.      The long-term parental leave shall begin on the date requested by the                                employee if approved by the Board of Education, provided,                                however, that a long-term parental leave must begin on a date not                                later than the date of delivery or the date of placement of the                                child with the employee for adoption.

                     3.      A long-term parental leave may be granted for the remainder of the                                school year in which the leave begins and at the employee's                                request, for one (1) additional school term; return must be at the                                beginning of a school year, unless another return date is requested                                and approved by the Board of Education. The return date shall be                                requested and agreed upon prior to the granting of the leave.                                The Board of Education may in its sole discretion upon request by the                                employee grant a modification of the previously agreed return date.

                     4.      An employee on long-term parental leave is subject to dismissal due to                                a reduction in force on the same terms as employees not on leave.


           Benefit of the Leave. Long-term parental leaves are without pay. No benefits shall be available to employees on long-term parental leave, except those specifically stated herein below.

                     1.      An employee on long-term parental leave may continue to                                participate in the School District's group insurance plans provided the                                employee pays the total cost of the premium for the period of                                leave, provided, however, that the School District shall maintain the                                employee's coverage under any applicable group health plan for a                                period of 12 work weeks from the commencement of the leave under                                the same terms and conditions that would have been provided if the                                employee continued to work.

                     2.      An employee on long-term parental leave shall suffer no loss                                of accrued sick leave or accrued seniority, but substitution of paid                                leave may occur as set forth in Part I above during any period of                                concurrent FMLA  leave. Neither sick leave nor seniority shall accrue                                during the leave. No paid sick leave may be used by an employee on                                long-term parental leave.

                     3.      Upon returning from a long-term parental leave, the employee shall be                                assigned to an available position for which the employee is qualified.

III.       APPLICABILITY

           To the extent of any direct conflict between the provisions of the policy and the provisions of any collective bargaining agreement, such provisions of the collective bargaining agreement shall control to the extent of the contract.

400.5.14 MINORITY RECRUITMENT
Adopted: January 24, 1991
Reviewed: December, 2007

           The Board of Education is desirous of employing and maintaining a culturally and socially diverse staff. To that end, it is the goal of the Board of Education to employ qualified minority personnel in all employment positions, including certificated and non-certificated areas of employment, including but not limited to custodians and teacher aides.

           It is the intent to have those minority applicants who, in the judgment of the Board of Education, are most qualified for the position for which they have applied.

           The Superintendent shall take appropriate measures to implement this policy and direct other administrators to proceed in methods they deem necessary to meet the goals and objectives of the Board of Education.

           This policy statement is not intended to constitute a contractual obligation or commitment.

400.5.15 WEB PAGE POLICY
Adopted: June 15, 2000
Reviewed: December, 2007

I.        APPLICATION

           This policy applies to web pages published on the District server and to District Web Pages wherever published.

II.       OWNERSHIP AND CONTROL

           All Web Pages placed on the District server are the property of the District. The District reserves the absolute right to determine whether any page is published on the District server as well as the absolute right to delete any files that exist on the District server. Any District Web Page published on any server shall remain the property of the District and shall be subject to the provisions of this policy.

III.       CONTENT STANDARDS

            All subject matter and links on District Web Pages must relate to curriculum and instruction, school activities, or information about District 140 or its mission. Information about parent groups, other governmental entities, or non-profit organizations exclusively devoted to community interests or child welfare may also be included. No material shall