Duncanville
Independent School District
STAFF HANDBOOK
2021-2022
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Table of Contents
Introduction ......................................................................................................................................... 9
District Information ............................................................................................................................ 9
Description of the District ............................................................................................................................. 9
Mission Statement ......................................................................................................................................... 9
Vision Statement ........................................................................................................................................... 9
Motto ............................................................................................................................................................. 9
Strategic Plan ................................................................................................................................................ 9
Core Values ................................................................................................................................................... 9
Duncanville ISD Strategic Priorities and Goals ............................................................................................ 9
Board of Trustees ........................................................................................................................................ 10
Board Meetings ........................................................................................................................................... 10
2021-2022 Meeting Schedule (Dates Subject to Change) .......................................................................... 10
Administration ............................................................................................................................................ 10
School Calendar .......................................................................................................................................... 10
Helpful Contacts ......................................................................................................................................... 10
Departments ................................................................................................................................................ 10
Campuses .................................................................................................................................................... 10
Employment ...................................................................................................................................... 11
Diversity Action Plan: Equal Employment Opportunity ............................................................................ 11
Job Vacancy Announcements ..................................................................................................................... 11
Job Posting Requirement ............................................................................................................................ 11
Exceptions to the Ten-Day Posting Requirement ....................................................................................... 11
Reduction in Force ...................................................................................................................................... 12
Employment Status ..................................................................................................................................... 12
Contract and Non-Contract Employment ................................................................................................... 12
Probationary Contracts ................................................................................................................................ 12
Term Contract ............................................................................................................................................. 12
Non-Certified Professional and Administrative Staff Contracts ................................................................. 12
Paraprofessional and Auxiliary Staff .......................................................................................................... 12
Certification and Licenses ........................................................................................................................... 12
Recertification of Employment Authorization ............................................................................................ 13
Employment-Related Policies ..................................................................................................................... 13
Schedules .................................................................................................................................................... 13
Assignments ................................................................................................................................................ 14
Staff Member ID Cards and Time Management System ............................................................................ 14
Full-time Teachers/Librarians ..................................................................................................................... 14
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Half-time Teachers ...................................................................................................................................... 14
Duties .......................................................................................................................................................... 14
Faculty Meetings ......................................................................................................................................... 14
Staff Member Arrests and Convictions ....................................................................................................... 14
Searches and Alcohol and Drug Testing ..................................................................................................... 15
Commercial Driver’s License ..................................................................................................................... 15
Health Safety Training ................................................................................................................................ 15
Reassignments and Transfers ...................................................................................................................... 15
Breaks for Expression of Milk .................................................................................................................... 16
Workload and Work Schedules ................................................................................................................... 16
Notification to Parents Regarding Qualifications ....................................................................................... 16
Outside Employment and Tutoring ............................................................................................................. 16
Performance Evaluation .............................................................................................................................. 16
Staff Involvement ........................................................................................................................................ 17
Staff Development ...................................................................................................................................... 17
Termination of Employment ............................................................................................................. 17
Resignations ................................................................................................................................................ 17
Dismissal or Non-Renewal of Contract Staff.............................................................................................. 17
Dismissal of Non-Contract Staff ................................................................................................................. 18
Discharge of Convicted Employees ............................................................................................................ 18
Exit Interviews and Procedures ................................................................................................................... 18
Reports to Texas Education Agency ........................................................................................................... 18
Reports Concerning Court-Ordered Withholding ....................................................................................... 19
Renewal/Non-Renewal ............................................................................................................................... 19
Employment After Retirement .................................................................................................................... 19
Compensation and Benefits .............................................................................................................. 20
Salaries, Wages, and Stipends..................................................................................................................... 20
Annualized Compensation .......................................................................................................................... 20
Verification of Pay ...................................................................................................................................... 20
Pay for Salary Errors in Prior Years ........................................................................................................... 20
Staff Classifications .................................................................................................................................... 21
Processing IRS W-4 forms .......................................................................................................................... 21
Extra Duty Compensation ........................................................................................................................... 21
Compensatory or “Comp” Time ................................................................................................................. 21
Automatic Payroll Deposit .......................................................................................................................... 21
Payroll Deadlines ........................................................................................................................................ 21
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Payroll Delivery .......................................................................................................................................... 22
Pay Upon Separation from the District ....................................................................................................... 22
Payroll Schedule ......................................................................................................................................... 22
2021-2022 Pay Schedule ............................................................................................................................. 22
Payroll Deductions ...................................................................................................................................... 23
Overtime Compensation ............................................................................................................................. 24
Authorization for Overtime ......................................................................................................................... 24
Travel Expense Reimbursement ................................................................................................................. 24
Health, Dental, and Life Insurance ............................................................................................................. 24
Supplemental Insurance Benefits ................................................................................................................ 25
Cafeteria Plan Benefits (Section 125) ......................................................................................................... 25
Workers’ Compensation Insurance ............................................................................................................. 25
Unemployment Compensation Insurance ................................................................................................... 25
Teacher Retirement ..................................................................................................................................... 25
Leaves and Absences ........................................................................................................................ 25
Use of Leave ............................................................................................................................................... 26
State Personal Leave ................................................................................................................................... 26
State Sick Leave .......................................................................................................................................... 27
Local Leave ................................................................................................................................................. 27
Vacation ...................................................................................................................................................... 28
Family and Medical Leave Act (FMLA) - General Provisions .................................................................. 28
Local Procedures for Implementing Family and Medical Leave Provisions .............................................. 29
Temporary Disability Leave ....................................................................................................................... 30
Workers’ Compensation Benefits ............................................................................................................... 30
Assault Leave .............................................................................................................................................. 31
Sick Leave Bank ......................................................................................................................................... 31
Jury Duty ..................................................................................................................................................... 31
Compliance with a Subpoena ...................................................................................................................... 31
Truancy Court Appearances........................................................................................................................ 31
Military Leave ............................................................................................................................................. 32
Staff Relations and Communications................................................................................................ 32
Staff Recognition and Appreciation ............................................................................................................ 32
District Communications ............................................................................................................................ 32
Open Records Requests .............................................................................................................................. 32
Complaints and Grievances .............................................................................................................. 33
Staff Conduct and Welfare................................................................................................................ 34
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Standards of Conduct .................................................................................................................................. 34
Texas Educators Code of Ethics ................................................................................................................. 34
Enforceable Standards................................................................................................................................. 34
Dress Code for Staff Members .................................................................................................................... 35
Discrimination, Harassment, and Retaliation.............................................................................................. 36
Harassment of Students ............................................................................................................................... 36
Sexual Abuse and Maltreatment of Children .............................................................................................. 37
Reporting Suspected Child Abuse .............................................................................................................. 37
Reporting Crime .......................................................................................................................................... 38
Scope and Sequence .................................................................................................................................... 38
Technology Resources ................................................................................................................................ 38
Acceptable Use of Electronic Communications Systems ................................................................. 38
Appropriate Use .......................................................................................................................................... 38
Inappropriate Use ........................................................................................................................................ 39
Professional Internet Posting/Electronic Media .......................................................................................... 39
Personal Internet Posting/Electronic Media ................................................................................................ 39
Use of Personal Electronic Devices ............................................................................................................ 40
Use of Electronic Communication with Students ....................................................................................... 40
Data Security ............................................................................................................................................... 41
Consequences for Inappropriate Use .......................................................................................................... 41
Social Media Guidelines for Staff ............................................................................................................... 41
Public Information on Private Devices ....................................................................................................... 42
Criminal History Background Checks ........................................................................................................ 42
Staff Member Arrests and Convictions ....................................................................................................... 43
Alcohol and Drug-Abuse Prevention .......................................................................................................... 43
Tobacco Products and E-Cigarette Use ...................................................................................................... 43
Fraud and Financial Impropriety ................................................................................................................. 43
Conflict of Interest ...................................................................................................................................... 44
Gifts and Favors .......................................................................................................................................... 44
Copyrighted Materials................................................................................................................................. 44
Associations and Political Activities ........................................................................................................... 44
Charitable Contributions ............................................................................................................................. 44
Safety .......................................................................................................................................................... 45
Possession of Firearms and Weapons ......................................................................................................... 45
Visitors in the Workplace ........................................................................................................................... 45
Asbestos Management Plan ........................................................................................................................ 45
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Pest Control Treatment ............................................................................................................................... 45
General Procedures ........................................................................................................................... 45
Emergency School Closing ......................................................................................................................... 45
Emergencies ................................................................................................................................................ 46
Purchasing Procedures ................................................................................................................................ 46
Name and Address Changes ....................................................................................................................... 46
Personnel Records ....................................................................................................................................... 46
Facility Use ................................................................................................................................................. 47
Staff Parking Guidelines ............................................................................................................................. 47
Student Issues.................................................................................................................................... 47
Equal Educational Opportunities ................................................................................................................ 47
Student Records .......................................................................................................................................... 47
Parent and Student Complaints ................................................................................................................... 48
Administering Medication to Students ....................................................................................................... 48
Dietary Supplements ................................................................................................................................... 48
Psychotropic Drugs ..................................................................................................................................... 48
Student Conduct and Discipline .................................................................................................................. 48
Student Attendance ..................................................................................................................................... 48
Student Accidents Occurring on School Property ...................................................................................... 49
Bullying....................................................................................................................................................... 49
Hazing ......................................................................................................................................................... 49
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Introduction
The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. The
Duncanville ISD Staff Handbook is neither a contract nor a substitute for the official district policy manual, nor is it intended to alter
the at-will status of noncontract staff members in any way. Rather, it is a guide to and a brief explanation of district policies and
procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook
provisions that are not compatible with the change. For more information, staff members may refer to the policy codes that are
associated with handbook topics, confer with their supervisors, or call the appropriate district office. District policies can be accessed
online at www.duncanvilleisd.org.
Suggestions for additions and improvements to this handbook are welcome and may be sent to Kathleen Brown, Chief Human
Resources Officer.
District Information
Description of the District
Covering approximately 30 square miles, the Duncanville Independent School District is home to more than 60,000 residents and
encompasses portions of the city of Dallas, small portions of DeSoto and Cedar Hill, and all of the city of Duncanville. The district
offers many attractive features to families as a culturally rich environment with rigorous coursework, numerous enrichment programs,
nationally recognized career and technology programs and an educational setting focused on preparing children to succeed in an ever-
changing world. The district is located in the southwest region of Dallas County, Texas and employs nearly 1,700 dedicated staff,
including 750 teachers, making the district one of the largest employers in the area. Duncanville ISD educates approximately 13,000
students at 18 campuses. These include nine elementary schools, three intermediate and three middle schools, one comprehensive high
school, a Collegiate Academy at Duncanville High School, STEAM Academy at Kennemer Middle School, and two alternative
campuses. Grade levels are divided into elementary, serving students in grades Pre-K through four; intermediate, serving grades five
and six; middle school for students in grades seven and eight; and high school for students in ninth through twelfth grades.
Mission Statement
Policy AE
Duncanville ISD: We engage, equip, and empower all scholars to achieve their unique potential.
Vision Statement
Duncanville ISD: Where dreams are inspired and excellence is achieved.
Motto
Writing Success Stories, One Student at a Time
Strategic Plan
The Duncanville Independent School District established a clear direction for the district through the development of the strategic
plan. The plan was developed by a planning committee that included teachers, principals, parents, student, community and school
board members. The strategic plan provides a roadmap for the district from 2021-2026 with a focus on the mission, vision, and values
of Duncanville ISD.
Core Values
Professionalism
Accountability
Nurturing, safe environments
Transparent communication
Honesty, integrity, and ethics
Everyone contributing to student success
Relationships, equity, and inclusion
Students as our top priority
Duncanville ISD Strategic Priorities and Goals
1. Student Academic Success
2. Students, Families, and Community Connections
3. Personnel and Professional Growth
4. Operational Excellence
5. Financial Stewardship and Facilities
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Board of Trustees
Policies BA, BB series, BD series, and BE series
Texas law grants the Board of Trustees the power to govern and oversee the management of the district’s schools. The Board is the
policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of
the superintendent and other professional staff, and facilities. The Board has complete and final control over school matters within
limits established by state and federal laws and regulations.
The Board of Trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational
program for the district’s children. Duncanville trustees are elected at-large, and serve three-year terms. Trustees serve without
compensation, must be registered voters, and must reside in the district.
Board Meetings
The Duncanville ISD School Board meets monthly at the Duncanville Education Plaza, located at 710 S. Cedar Ridge Drive,
Duncanville, TX 75137. Board meetings begin with a briefing session at 6:30 pm. The regular portion of the Board meeting begins at
7:00 pm. Individuals wishing to address the Board may do so during the Public Forum/Communications from the Public agenda item.
Those wishing to speak during this time must complete a Public Forum Card, available near the Board Room entrance. Cards must be
placed in the Forum box located in the same area. The Board may not address comments made during Public Forum.
Board meeting agendas are published online at www.duncanvilleisd.org and are posted at the Education Plaza (710 S. Cedar Ridge
Dr.) 72 hours prior to the scheduled meeting date and time. The written notice will show the date, time, place, and subjects of each
meeting. In emergencies, a meeting may be held with a one-hour notice.
All meetings are open to the public. In certain circumstances, Texas law permits the Board to go into a closed session from which the
public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property
acquisition, certain personnel matters including staff member complaints, security matters, student discipline, or consulting with
attorneys regarding pending litigation. Board meetings are taped and on the district’s website at: www.duncanvilleisd.org.
2021-2022 Meeting Schedule (Dates Subject to Change)
August 16, 2021
September 20, 2021
October 18, 2021
November 15, 2021
December 13, 2021
January 10, 2022
February 28, 2022
March 21, 2022
April 18, 2022
May 16, 2022
June 20, 2022
Administration
The role of Duncanville ISD Administration is to support and serve district schools. Off campus administrators are at the Duncanville
ISD Education Plaza which is located at 710 S. Cedar Ridge Dr., where the offices of the Superintendent, Chief of Schools,
Curriculum & Instruction, Budget & Finance, Human Resources, School Improvement & Strategic Initiatives, Student Support &
Parent Relations, Communications & Public Relations, Special Education, Staff Development, Federal Programs, and Bilingual/ESL
are housed.
School Calendar
See the Duncanville ISD website for 2021-2022 calendar: https://www.duncanvilleisd.org/calendar
Helpful Contacts
From time to time, staff members have questions or concerns. If those questions or concerns cannot be answered by supervisors or at
the campus or department level, staff members are encouraged to contact the appropriate department listed below.
Departments
Education Plaza 972-708-2000
Athletics 972-708-2150
Child Nutrition Services 972-708-2328
District Voice Mail 972-708-2200
Maintenance/Custodial 972-708-2260
Media Center 972-708-3570
Purchasing/Warehouse 972-708-2272
Safety & Security 972-708-2270
Technology/PEIMS 972-708-2300
Transportation 972-708-2280
Campuses
Duncanville High School 972-708-3700
PACE High School 972-708-2470
SUMMIT Education Center 972-708-2570
Byrd Middle School 972-708-3400
Kennemer Middle School 972-708-3600
Reed Middle School 972-708-3500
Brandenburg Intermediate 972-708-3100
Daniel Intermediate 972-708-3200
Hardin Intermediate 972-708-3300
Acton Elementary 972-708-2400
Alexander Elementary 972-708-2500
Bilhartz Elementary 972-708-6600
Central Elementary 972-708-2600
Fairmeadows Elementary 972-708-2700
Hastings Elementary 972-708-2800
Hyman Elementary 972-708-6700
Merrifield Elementary 972-708-2900
Smith Elementary 972-708-3000
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Employment
Diversity Action Plan: Equal Employment Opportunity
Policies DAA, DIA
It has been and continues to be the policy of the Duncanville Independent School District as an Equal Opportunity Employer that all
persons will receive equal employment opportunities in accordance with their job-related qualifications, without regard to race, creed,
color, sex (including pregnancy, sexual orientation, or gender identity), disability, veteran status, religion, genetic information, age or
national origin. Additionally, the District does not discriminate against a staff member or applicant who acts to oppose such
discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Equal employment
opportunities include, but are not limited to recruitment, selection, placement, training, promotion, transfer, demotion, rate of pay,
benefits, layoffs, terminations, social and recreational programs, and other conditions, obligations and benefits of employment. The
Board of Trustees, the superintendent and all persons associated with the Duncanville Independent School District are committed to
the spirit and letter of the District policy.
In accordance with Title IX, the district does not discriminate on the basis of sex and is required not to discriminate on the basis of sex
in its educational programs or activities. The requirement not to discriminate extends to employment. Inquiries about the application
of Title IX may be referred to the district’s Title IX coordinator, to the Assistant Secretary for Civil Rights of the Department of
Education, or both.
The objective of the Duncanville Independent School District has always been to base employment decisions solely upon job-related
criteria and requirements and an individual's related qualifications and abilities. The Duncanville Independent School District
continuously looks for ways to identify and develop a broad range of applicant sources in its employment activities. To achieve its
objectives, the Duncanville Independent School District emphasizes to applicants, staff members, students, parents, the community,
and others that opportunities in the Duncanville Independent School District are made available on a nondiscriminatory basis.
Equal Employment Policy - Should any staff member or other individual have questions concerning the Duncanville Independent
School District's equal employment opportunity policies or practices, that person is encouraged to discuss these matters with the Chief
of Staff, the Human Resources Department, or the Superintendent.
Staff members with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or
military status should contact Kathleen Brown, Chief Human Resources Officer and the District Title IX Coordinator at 710 S. Cedar
Ridge Dr., Duncanville, TX 75137, kbro[email protected]rg, 972-708-2030.
Staff members with questions or concerns about discrimination on the basis of a disability should contact Karin Holacka, Chief of
School Improvement and Strategic Initiatives and the District ADA / Section 504 Coordinator.
Job Vacancy Announcements
Policy DC
Announcements of job vacancies by position and location are posted on a regular basis on the district’s website. Vacancy notices will
be posted on the Duncanville ISD website. The notice will include a basic description of the job and essential credentials.
Job Posting Requirement
Applies to all positions for which a certificate or license is required as provided by Section 21.003; this therefore includes
classroom teachers.
Prior to filling a vacancy, requires a ten-day posting period for all jobs that do not affect the safety of the students;
Posting of the position:
o The district's website; and
o The district must provide staff members a "reasonable opportunity" to apply for the position.
Exceptions to the Ten-Day Posting Requirement
A position that affects the safety and security of a student, as determined by the board of trustees; or
If, during the school year, the district must fill a vacant position held by a teacher, as defined by Section 21.201, in less than
10 school days.
Professional personnel seeking employment must file an application with complete college and certification credentials. After the
screening process, selected applicants may be invited for an interview by the appropriate administrator. Prior to making a
recommendation for employment, a thorough investigation is made of the applicant. Qualifications considered desirable are academic
competence, success, and the personal qualities necessary for working in close association with students, parents, and the community.
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The superintendent has sole authority to make recommendations to the board regarding selection of contractual personnel. The board
retains final authority to hire central administration contractual personnel and principals but delegates to the superintendent final
authority to hire all contractual personnel below the level of campus principal. The board delegates to the superintendent final
authority to employ and dismiss non-contractual staff members on an at-will basis. DC (LOCAL)
When a job vacancy occurs among auxiliary or support staff, all current applications are considered and screened. Consideration is
given to each applicant based on leadership potential, ability to perform the job, attendance record and dependability, past evaluations,
experience, and other criteria.
Reduction in Force
A reduction in force (RIF) may take place when the Board determines that financial exigency or program change requires the discharge
or non-renewal of one or more staff members. Such a determination constitutes sufficient cause for discharge or non-renewal of a staff
member’s contract and services. DFF (LOCAL)
Employment Status
The District adheres to state law that mandates the following categories of full-time certified professional staff: certified central office
and campus administrators, teachers, librarians, full-time registered nurses, and counselors under a term contract as defined in Texas
Education Code 5.001(2), and these staff members do not have a contractual property interest beyond its term. Staff in all other
positions are employed at-will or by a contract that is not subject to the procedures for non-renewal or termination under Chapter 21 of
the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the
district.
Contract and Non-Contract Employment
Policy DC series
State law requires the district to employ all full-time professional staff in positions requiring a certificate from the State Board for
Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Staff in all other positions are employed
at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education
Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.
Probationary Contracts
A probationary contract will be issued to a person who is employed by the Duncanville Independent School District for the first time
or who has not been employed by the District for two consecutive years. Nurses and full-time professional staff new to the district and
employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former
staff members who are hired after a two-year lapse in district employment or staff members who move to a position requiring a new
class of certification may also be employed by probationary contract. Probationary contracts are one-year contracts. The probationary
period for those who have been employed in public schools for at least five of the eight years preceding employment with the district
may not exceed one school year. For those with less experience, the probationary period will be three school years (i.e., three one-year
contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be
given. DCA (LEGAL)
Term Contract
A term contract will be issued after a contractual staff member has successfully completed his/her probationary period as prescribed
under Chapter 21 of the Texas Education Code (DCB LEGAL). A term contract will be in writing and include the terms of
employment as prescribed under Chapter 21, Subchapter E; the Board may include other provisions in a term contract that are
consistent with this subchapter. Each term contract is subject to the approval of the Board and there is no property interest in a term
contract beyond its term. The Board shall provide each staff member employed under a term contract with a copy of the staff
member's contract. District Employment-Related Policies are shown on page 13 of this handbook and are also available on the District
website.
Non-Certified Professional and Administrative Staff Contracts
Staff members in professional and administrative positions that do not require SBEC certification (such as non-instructional
administrators) are employed by one-year contracts that are not subject to the procedures for non-renewal under the Texas Education
Code.
Paraprofessional and Auxiliary Staff
All paraprofessional and auxiliary staff, regardless of certification, are employed at will and not by contract. Employment is not for
any specified term and may be terminated at any time by either the staff member or the district.
Certification and Licenses
Professional staff whose positions require SBEC certification or professional license are responsible for taking actions to ensure their
credentials do not lapse. Staff members must submit documentation that they have passed the required certification exam and/or
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obtained or renewed their credentials to Human Resources in a timely manner. Employees licensed by the Texas Department of
Licensing and Regulations (TDLR) must notify Human Resources when there is action against, or revocation of, their license.
A certified staff member‘s contract may be voided without Chapter 21 due process and employment terminated if the individual does
not hold a valid certificate or fails to fulfill the requirements necessary to extend a temporary certificate, emergency certificate,
probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual‘s
failure to comply with criminal history background checks. Contact the Human Resource Department if you have any questions
regarding certification or licensure requirements.
All professional personnel shall hold valid Texas Certificates, out-of-state certification, or shall provide evidence of eligibility for
certification and/or appropriate license. The State Board of Educator Certification is charged with regulating and overseeing the State's
certification of professional staff. Questions concerning certification should be directed to the District's Human Resources Office.
Each person who holds a Texas Standard certificate is responsible for renewing the certificate and paying a fee for late renewal.
Failure to receive notice of the renewal requirement or deadline does not excuse the individual’s obligation to renew or pay
applicable fees.
To be eligible for certificate renewal, an individual must:
Successfully complete a criminal history review;
Not be in default on a student loan or in arrears of child support;
Complete the appropriate clock hours of continuing professional education (CPE); and
Pay the renewal fee.
Any person who fails to satisfy all of the certificate renewal requirements will be moved to inactive status and will be ineligible for
employment in a Texas public school district. For more information, contact SBEC at http://tea.texas.gov/ or call 888-863-5880.
Recertification of Employment Authorization
Policy DC
At the time of hire, all employees must complete the Employment Eligibility Verification Form (Form I-9) and present documents to
verify identity and employment authorization.
Employees whose immigration status, employment authorization, or employment authorization documents have expired must present
new documents that show current employment authorization. Employees should file the necessary application or petition sufficiently
in advance to ensure that they maintain continuous employment authorization or valid employment authorization documents. Contact
Human Resources if you have any questions regarding reverification of employment authorization.
Employment-Related Policies
The following Board policies may be of interest to our staff and are readily available to district personnel by visiting the Duncanville
ISD website and selecting Parent Resources, Policies, and Policy Online. All Duncanville ISD Policies can be found at:
http://pol.tasb.org/Home/Index/363.
DAA Equal Employment Opportunity
DBD Conflict of Interest
DBF Non-school Employment DC Employment Practices DCB Term Contracts
DEA Salaries, Wages, Stipends DEC Leaves and Absences DFD Hearings before Hearing DFE Resignation
DFF Reduction in Force
DGBA Employee Complaints/Grievances
DH Standards of Conduct
DHE Searches and Alcohol/Drug Testing
DI Welfare
DIA Freedom from Harassment DFAC Return to Probationary Status DK Assignment and Schedules DFBA Termination during
Contract DN Performance Appraisal
DFBB Non-renewal
DNA Evaluation of Teachers
DNB Evaluation of Other Professional Examiner Employees
Schedules
Working hours for Duncanville ISD Central Office personnel:
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Monday-Thursday, 8:00 am-4:30 pm; Fri, 8:00 am-4:00 pm
Working hours for campus personnel:
Elementary Monday-Friday, 7:45 am-3:45 pm
Intermediate Monday-Friday, 8:15 am-4:15 pm
Middle School Monday-Friday, 8:45 am-4:45 pm
High School Monday-Friday, 7:15 am-3:15 pm
NOTE: Schedules may vary based on needs – check with your Campus Administrator for your schedule. Summer hours of operation
may be modified with the approval of the superintendent.
Assignments
Teachers shall be assigned in areas or subjects for which they have completed an approved program of teacher education and
certification. Campus assignments and reassignments will be made by the principal and shall be consistent with District policy and
equal opportunity employment.
All personnel are employed subject to assignment and reassignment by the superintendent or an officially designated representative at
any time. Assignments and / or additional duties shall be based on the overall needs of the District. Any staff member may request
assignment to another position within the District for which he or she is qualified.
Staff Member ID Cards and Time Management System
Duncanville ISD uses a district-wide timekeeping system that is to be used by all hourly staff members in an effort to provide
consistent timekeeping.
All staff members are required to wear ID cards and paraprofessionals and auxiliary are required to swipe their card through time clock.
Staff members are not to "swipe in" or "swipe out" for co-workers at any time or under any circumstances.
All staff will have access to a time clock to check in and check out as needed. Each ID card will have the staff member's picture.
Failure to adhere to procedures and policies associated with the timekeeping system will be automatic grounds for being placed on
probation, suspension, and even termination.
Full-time Teachers/Librarians
1. Each full-time teacher, including a teacher who directs extracurricular activities, must teach an average of four hours a day.
2. Planning and preparation time for teachers is at least 450 minutes each two-week period in increments of not less than 45
minutes.
3. The district must provide full-time teachers and Librarians with a duty-free lunch period of at least 30 minutes. Exception: If
necessary because of a personnel shortage, extreme economic conditions, or unavoidable or unforeseen circumstances, the
District may require a classroom teacher or Librarian entitled to a duty-free lunch to supervise students during lunch.
4. Itinerant teachers may be assigned duty at the home school, but not at both schools.
Half-time Teachers
1. A half-time teacher may be assigned no more than three class periods, which must be consecutive. At the secondary level, a
half-time teacher may be assigned two classes and a homeroom period, but may not have a homeroom period assigned with
three classes.
2. Half-time teachers with three classes may not be assigned duty.
Duties
Teachers should become familiar with the provisions of the District and campus handbooks that constitute an expression of the
administrative procedures for the guidance of the teacher in the Duncanville ISD workplace.
Faculty Meetings
Principals may call faculty meetings whenever it would be in the best interest of their campus. These meetings may be held within the
working day or beyond the normal working hours, if needed. Faculty meetings may be scheduled or called with reasonable advance
notice.
Staff Member Arrests and Convictions
A staff member must report to the principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no
contest or a plea of guilty, or other adjudication of any felony, any offense involving moral turpitude, and any of the offenses listed
below:
Crimes involving school property or funds
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Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle
any person to hold or obtain a position as an educator
Crimes that occur wholly or in part of school property or at a school-sponsored activity
Crimes involving moral turpitude. Moral turpitude includes, but is not limited to, the following:
o Dishonesty
o Fraud
o Deceit
o Theft
o Acts constituting abuse under the Texas Family Code
o Misrepresentation
o Deliberate violence
o Drug or alcohol related offenses
o Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor
Searches and Alcohol and Drug Testing
Policy DHE
Non-investigatory searches in the workplace, including accessing a staff member’s desk, file cabinets, or work area to obtain
information needed for usual business purposes, may occur when a staff member is unavailable. Therefore, staff members are hereby
notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct
searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory
search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the staff
member, the staff member’s personal items, and work areas including district-owned computers, lockers, and private vehicles parked
on district premises or work sites or used in district business.
Commercial Driver’s License
Any staff member whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all
drivers who operate a motor vehicle designed to transport 16 or more people counting the driver, drivers of large vehicles, or drivers
of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other staff members who primarily perform duties
other than driving are subject to testing requirements if their duties include driving a commercial vehicle.
Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when
reasonable suspicion exists, at random, when a staff member returns to duty after engaging in prohibited conduct, and as a follow-up
measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted if a staff member
who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.
All staff members required to hold a CDL or who otherwise are subject to alcohol and drug testing will receive a copy of the district’s
policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs.
Staff members with questions or concerns relating to alcohol and drug policies and related educational material should contact the
Director of Transportation.
Health Safety Training
Policies DBA, DMA
Certain staff members who are involved in physical activities for students must maintain and submit to the district proof of current
certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED), and
extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the
American Heart Association or another organization that provides equivalent training and certification.
School nurses and employees with regular contact with students must complete a Texas Education Agency approved, online training
regarding seizure disorder awareness, recognition, and related first aid.
Reassignments and Transfers
Policy DK
All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee
determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position,
department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the
principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or
supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a
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dual-assignment contract. Staff members who object to a reassignment may follow the district process for staff complaints as outlined
in this handbook and district policy. DGBA (LOCAL)
A staff member with the required qualifications for a position may request a transfer to another campus or department. A written
request for transfer must be completed and signed by the staff member and the staff member’s supervisor. A teacher requesting a
transfer to another campus before the school year begins must submit his or her request in the time frame specified each year by the
Human Resources Department. Requests for transfer during the school year will be considered only when the change will not
adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the Human Resources
office and must be approved by the receiving supervisor.
Breaks for Expression of Milk
Policies DEA, DEAB, DG
The district supports the practice of expressing breast milk and makes reasonable accommodations for the needs of employees who
express breast milk. A place, other than a multiple user bathroom, that is shielded from view and free from intrusion from other
employees and the public where the employee can express breast milk will be provided.
A reasonable amount of break time will be provided when the employee has a need to express milk. For nonexempt employees, these
breaks are unpaid and are not counted as hours worked. Employees should meet with their supervisor to discuss their needs and
arrange break times.
Workload and Work Schedules
Policies DEA, DK, DL
Professional Staff - Professional staff members and academic administrators are exempt from overtime pay and are employed on a
10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the
work schedule for teachers and all school holidays. Notice of work schedules including start and end dates and scheduled holidays will
be distributed each school year.
Classroom teachers will have planning periods for instructional preparation including conferences. The schedule of planning periods is
set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes within
the instructional day. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require
teachers to supervise students during lunch one day a week when no other personnel are available.
Paraprofessional and Auxiliary Staff - Support staff members are employed at will and receive notification of the required duty
days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary staff members must be
compensated for overtime and are not authorized to work in excess of their assignment without prior approval from their supervisor.
See Overtime Compensation on page 23 for additional information.
Notification to Parents Regarding Qualifications
Policies DK, DBA
In schools receiving Title I funds, the district is required by the Every Student Succeeds Act (ESSA) to notify parents at the beginning
of each school year that they may request information regarding the professional qualifications of their child’s teacher. ESSA also
requires that parents be notified if their child has been assigned or taught for four or more consecutive weeks by a teacher who does
not meet applicable state certification or licensure requirements.
Texas law requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to a teacher who
does not hold an appropriate teaching certificate. This notice is not required if parental notification under ESSA is sent.
Inappropriately certified or uncertified teachers include individuals on an emergency permit (including individuals waiting to take a
certification exam) and individuals who do not hold any certificate or permit. Information relating to teacher certification will be made
available to the public upon request. Staff members who have questions about their certification status can call the Human Resources
Department.
Outside Employment and Tutoring
Policy DBD
Staff members are required to disclose in writing to their immediate supervisor any outside employment that may create a potential
conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside
employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.
Performance Evaluation
Policy DN Series
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Evaluation of a staff member’s job performance is a continuous process that focuses on improvement. Performance evaluation is
based on a staff member’s assigned job duties and other job-related criteria. All staff will participate in the evaluation process with
their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports,
correspondence, and memoranda also can be used to document performance information. All staff will receive a copy of their written
evaluation, participate in a performance conference with their supervisor, and have the opportunity to respond to the evaluation.
Upon receiving a report, a nursing review committee may review a nurse’s nursing services, qualifications, and quality of patient care,
as well as the merits of a complaint concerning a nurse, and a determination or recommendation regarding a complaint. A nurse may
request, orally or in writing, a determination by the committee regarding conduct requested of the nurse believed to violate the nurse’s
duty to a patient.
Staff Involvement
Policies BQA, BQB
At both the campus and district levels, Duncanville ISD offers opportunities for input in matters that affect staff and influence the
instructional effectiveness of the district. As part of the district’s planning and decision-making process, staff members are elected to
serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are
available in each campus office.
Staff Development
Policy DMA
Staff development activities are organized to meet the needs of staff members and the district. Staff development for instructional
personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement
plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet
specific licensing requirements (e.g., bus drivers) and continued staff skill development.
Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate
documentation.
Termination of Employment
Resignations
Policy DFE, DHB
Contract Staff - Contract staff members may resign their position without penalty at the end of any school year if written notice is
received at least 45 days before the first day of instruction of the following school year. A written notice of resignation should be
submitted to the Chief Human Resources Officer. Contract staff members may resign at any other time only with the approval of the
superintendent or the board of trustees. Resignation without consent may result in disciplinary action by the State Board for Educator
Certification (SBEC).
The principal is required to notify the superintendent of an educator’s resignation within seven business days following an alleged
incident of misconduct for any of the acts listed in Reports to the Texas Education Agency on page 18. The superintendent will notify
SBEC when a staff member resigns and there is evidence to indicate that the staff member has engaged in such conduct.
Non-Contract Staff - Noncontract staff members may resign their position at any time. A written notice of resignation should be
submitted to their supervisor at least two weeks prior to the effective date. Staff members are encouraged to include the reasons for
leaving in the letter of resignation but are not required to do so.
The principal is required to notify the superintendent within seven business days following an alleged incident of misconduct of abuse
of a student, or was involved in a romantic relationship with or solicited or engaged in sexual conduct with a student or minor. The
superintendent will notify TEA within seven business days of receiving a report from a principal, or of knowing about an employee’s
resignation or termination following an alleged incident of misconduct described above.
Dismissal or Non-Renewal of Contract Staff
Policy DF Series, DHB
Staff members on probationary, term, and continuing contracts can be dismissed during the school year according to the procedures
outlined in district policies. Staff members on probationary or term contracts can be non-renewed at the end of the contract term.
Contract staff dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice
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of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The timelines and
procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to a
staff member.
The principal is required to notify the superintendent within seven business days following an alleged incident of misconduct for any
of the acts listed in Reports to Texas Education Agency on page 18. The superintendent will notify SBEC when an employee is
terminated and there is evidence to indicate that the employee has engaged in such misconduct.
Advance notification requirements do not apply when a contract staff member is dismissed for failing to obtain or maintain
appropriate certification or whose certification is revoked for misconduct. Information on the timelines and procedures can be found in
the DF series policies that are provided to staff or are available online.
Dismissal of Non-Contract Staff
Policy DCD
Noncontract staff members are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a
hearing. It is unlawful for the district to dismiss any staff member for reasons of race, color, religion, sex, national origin, age,
disability, military status, genetic information, any other basis protected by law, or in retaliation for the exercise of certain protected
legal rights. Noncontract staff members who are dismissed have the right to grieve the termination. The dismissed staff member must
follow the district process outlined in this handbook when pursuing the grievance (see Complaints and Grievances, page 33).
Discharge of Convicted Employees
Policy DF
The district shall discharge any employee who has been convicted of or placed on deferred adjudication community supervision for an
offense requiring the registration as a sex offender or convicted of a felony under Title 5 Penal Code if the victim was a minor.
If the offense is more than 30 years before the date the person’s employment began or the person satisfied all terms of the court order
entered on conviction the requirement to discharge does not apply.
Exit Interviews and Procedures
Policies DC and CY
Exit interview forms will be provided for all staff leaving the District. Information on the continuation of benefits will be mailed to the
separating staff member. Separating staff members are asked to provide the District with a forwarding address and phone number and
complete a questionnaire that provides the District with feedback on his or her employment experience. All District issued keys,
books, property including intellectual property and equipment must be returned upon separation from employment. The District may
withhold the cost of any unreturned items from the final paycheck.
Reports to Texas Education Agency
Policies DF, DHB, DHC
Certified Employees. The resignation of termination of a certified employee must be reported to the Division of Investigations at
TEA whenever the termination is based on a determination evidence that the employee was involved in any of the following:
Any form of sexual or physical abuse of a minor, or any other unlawful con-duct with a student or a minor
Soliciting or engaging in sexual conduct or a romantic relationship with a student or minor
The possession, transfer, sale, or distribution of a controlled substance
The illegal transfer, appropriation, or expenditure of district or school property or funds
An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or
additional compensation
Committing a criminal offense or any part of a criminal offense on district property or at a school-sponsored event
The reporting requirements above are in addition to the superintendent’s ongoing duty to notify TEA when a certified employee has a
reported criminal history. “Reported criminal history” means any formal criminal justice system charges and dispositions including
arrests, detentions, indictments, criminal information, convictions, deferred adjudications, and probations in any state or federal
jurisdiction that is obtained by a means other than the Fingerprint-based Applicant Clearinghouse of Texas (FACT).
Noncertified Employees. The voluntary or involuntary separation of a noncertified employee from the District must be reported to
the Division of Investigations at TEA by the superintendent if there is evidence the employee abused or otherwise committed an
unlawful act with a student or minor, was involved in a romantic relationship with a student or minor, or solicited or engaged in sexual
contact with a student or minor.
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Reports Concerning Court-Ordered Withholding
The district is required to report the termination of staff members who are under court order or writ of withholding for child support or
spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210,158.211). Notice of the
following must be sent to the court and support recipient:
Termination of employment, not later than the seventh day after the date of termination
Staff member’s last known address
Name and address of the staff member’s new employer, if known
Renewal/Non-Renewal
Term contract staff whose contracts are about to expire shall be notified by the Board not later than the tenth day before the last day of
instruction whether the Board intends to renew or not renew the contract. Term contract staff members may be terminated at any time
for: (1) good cause as determined by the Superintendent; or, (2) a financial exigency that requires a reduction in personnel.
Employment After Retirement
Important changes to TRS Employment after Retirement are effective immediately.
Senate Bill 1669, passed by the Texas Legislature and signed by the Governor, changes the Employment after Retirement limits for
TRS Service Retirees. For members who retire after January 1, 2011, Full-Time employment now requires a 12 consecutive month
break in service after retirement or the retiree forfeits the monthly annuity for each month in which that work occurs. For those who
retired before January 1, 2011, a service retiree may work in any capacity without loss of annuity after one month break in service.
TRS Service Retirees who retired before 1/1/2011 no longer have limitations on working in public education after retirement. This
means that these retirees will not be subject to forfeiture of their monthly TRS annuity payments.
Please be aware that the surcharges still apply to the employment of any retiree who retired after 9/1/2005.
Retirees who retired after 1/1/2011 may work under the following conditions without loss of their TRS monthly annuity:
1. As a substitute (taking the place of a current staff member)
2. Half-time or less
3. Substitute and half-time in the same calendar month for no more than half the number of work days in the calendar month
4. Full-time after a 12 consecutive month break in service
Retirees who retired after 1/1/2011 will lose their monthly annuity if they:
1. Work greater than half-time without a 12 consecutive month break in service
2. Work more than half the number of work days in the calendar month when combining substitute and half - time employment
in the same calendar month
3. Work full-time (greater than half-time) without a 12 consecutive month break in service
All full-time exceptions are GONE. The Six Month, Acute Shortage Area, Principal/Assistant Principal, Bus Driver, and Nursing
Faculty Exceptions no longer exist per Senate Bill 1669.
Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Staff
members may contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the
TRS website www.trs.state.tx.us.
Individuals receiving retirement benefits from the Texas Retirement System (TRS) may be employed in part-time positions without
affecting their benefits (see Senate Bill 1669 information above). The amount of time a retiree may be employed without losing
benefits is governed by TRS rules and laws. Service retirees who retire before May 31 may begin working in a Texas public school
one full calendar month after the retirement date under strict conditions. Retiring staff members should consult with TRS officials
about conditions and restrictions on employment after retirement.
Retirees may work in the following capacities:
As a substitute at no more than the daily substitute pay rate. Individual s receiving disability retirements benefits may not
work for more than 90 days in a school year.
On a half-time basis or less during any month, provided they are not also employed as a substitute in that month. Half-time
employment cannot exceed the lesser of 50 percent of the position's full-time load or 92 hours in a month. For bus drivers,
half-day employment is limited to the lesser of one-half the number of workdays or 12 days per calendar month. Work by a
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bus driver for any part of the day counts as a full day.
On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas
public school. Individuals who retire in August may begin employment in October of the year following their retirement.
As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12- month break in service.
Retirees who retired under early age or disability provisions are excluded.
As a full-time bus driver (early age and disability retirees excluded).
Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to
avoid disruption of benefits. Working any part of the month counts as a full month.
Staff members can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. TRS information is also
available on the Web (www.trs.state.tx.us).
Compensation and Benefits
Salaries, Wages, and Stipends
Policies DEA, DEAA, DEAB
Staff members are paid in accordance with administrative guidelines and an established pay structure. The district’s pay plans are
reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt
according to federal law. Professional staff and academic administrators are generally classified as exempt and are paid monthly
salaries. They are not entitled to overtime compensation. Other staff are generally classified as non-exempt and are paid an hourly
wage or salary and receive compensatory time or overtime pay for each hour worked beyond 40 in a workweek. (See Overtime
Compensation, page 23)
All staff members will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers,
librarians, full-time nurses, full-time speech pathologists and full-time counselors will be paid no less than the minimum state salary
schedule. Contract staff members who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary
according to the district’s extra-duty pay schedule.
Staff members should contact the Director of Human Resources for more information about the district’s pay schedules or their own
pay.
Annualized Compensation
Policy DEA
Generally, all professional and paraprofessional staff are paid on the 25th of each month. The District’s pay calendar is included in
this Staff Handbook.
The Duncanville ISD compensation plan provides that professional and paraprofessional staff shall be paid their wages for the school
year once a month throughout a 12-month cycle. This plan applies to all staff members, whether they work 10 months, 11 months or
12 months. The plan ensures that active staff members receive regular paychecks throughout the year, and facilitates payroll
deductions through the summer months for items such as benefit premiums, child support, credit union deductions and organizational
dues.
Hourly staff will be paid on a bi-weekly schedule as provided to their respective transportation, custodial, cafeteria, and manual trades
departments.
Verification of Pay
The Payroll office makes every effort to ensure that each staff member’s pay, leave, and other information are correct. Unfortunately,
however, mistakes can occur. It is the staff member’s responsibility to review their payroll information in the electronic employee
management system (Skyward) each month for accuracy, including but not limited to compensation, leave, federal withholding status,
and deductions.
Pay for Salary Errors in Prior Years
District employees have access to view their salary and stipend, if any, in the electronic employee management system (Skyward).
Therefore, it is the staff member’s responsibility to review their salary annually and to immediately point out questions or concerns in
writing to Human Resources, which will be addressed in a timely manner. It is the practice of the District for any correction to be
limited to the current fiscal year, which is from July 1 through June 30.
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Staff Classifications
Exempt staff are those whose pay is based on a specified salary regardless of the number of hours worked and are exempt from
overtime provisions of the Fair Labor Standards Act.
Non-exempt staff members are defined as those whose pay is based on an hourly rate and are subject to the stipulations of the Federal
Labor Standards Act (FLSA). Non-exempt staff must be paid at least the federal minimum wage for each hour worked and given
overtime pay/comp time of not less than one and a half times their hourly rate for hours worked beyond 40 each week.
Processing IRS W-4 forms
Duncanville ISD is not required to verify the accuracy of the information on a staff member’s W -4; however, the Payroll Office
cannot knowingly accept an invalid form. A form is invalid if it is altered (e.g., sections are crossed out or information other than the
requested entries has been added) or if the staff member indicates that it contains false information.
The Payroll Office will request a new form if they become aware that a W-4 is invalid. If a corrected copy is not submitted to the
Payroll Office, withholding will be based on the most recent correct W-4 on file. If forms are received illegible or incomplete,
withholdings will be made as if the staff member is single and claimed zero allowances.
Those staff members wishing to amend their withholding status can do so at any time by submitting a new W-4. Monthly staff
members would need to submit changes by the fifteenth of each month. Bi-weekly staff members would need to submit changes by
the last day of their pay period.
Extra Duty Compensation
Non-exempt staff members who perform duties outside their assignment must record actual hours worked. Time worked will be
recorded on a Payroll Payment Request Form and approved by their supervisor. These additional duties will be compensated at the
staff member’s regular hourly rate of pay up to 40 hours and 1.5 times the regular rate for hours physically worked over 40 within the
work week. In addition, non-exempt staff members may not volunteer in positions similar to their assignment (i.e., teacher aide helps
with reading group after school).
Exempt staff members who perform duties outside their assignment must do so outside their work schedule and payment will be based
upon a predetermined hourly rate.
Compensatory or “Comp” Time
Policies DEAB, DEC
All Duncanville ISD nonexempt paraprofessional staff are required to complete “Time and Attendance Agreement for Nonexempt
Personnel” form prior to employment. This form states that at the District’s option, nonexempt staff members may receive
compensatory time off, rather than overtime pay, for overtime work.
Compensatory time earned by nonexempt staff members may not accrue beyond a maximum of 60 hours. If a staff member has a
balance of more than 60 hours of overtime, the staff member will be required to use compensatory time, or at the District’s option, the
District will pay the staff member for the compensatory time.
A staff member shall use compensatory time within the duty year in which it was earned. Use of comp time may be at the employee’s
request with supervisor approval, as workload permits, or at the supervisor’s direction. A staff member may be required to use comp
time before using available paid leave (e.g., sick, personal, vacation). If a staff member has any unused compensatory time remaining
at the end of the fiscal year, the District will pay the staff member for the compensatory time.
Automatic Payroll Deposit
All staff members (including substitutes) have their payroll electronically deposited into a designated account. Contact the Business
Services Department for more information about automatic payroll deposit. The Direct Deposit agreement authorizes the District to
initiate credit entries, and if necessary, debit entries and adjustments for any credit entries made in error to the staff member’s
checking account. The staff member will be notified of any deposit made in error to his/her account.
Payroll Deadlines
The payroll deadline for monthly staff is the tenth day of the month. For bi-weekly staff, the deadline is three business days after the
end of the pay period. For substitute staff, the deadline is three business days after the end of the pay period.
The following two (2) information items should be included on all correspondence with the Payroll office:
1. Staff member’s name as it appears on his/her payroll (no nicknames)
2. Staff member’s ID number
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Payroll Delivery
The benefits of Direct Deposit include automatic posting of payroll to individual bank accounts, preventing the possibility of lost
checks. To guarantee a change in direct deposits for monthly staff the direct deposit change form must be received in writing by the
fifteenth of each month. Bi-weekly staff must notify the payroll department in writing five business days prior to their scheduled pay
date. If the change was not received in the allotted time frame, which resulted in a deposit being sent to an invalid account, Payroll
will wait until the money is sent back to Duncanville ISD’s bank, which can take several business days, before reissuing payment.
A staff member’s payroll check information contains detailed information including deductions, withholding information. Staff
members may access their payroll information, including a review of their compensation and the amount of leave accumulated, in the
Employee Access section of SKYWARD.
Pay Upon Separation from the District
Staff members who are paid on a monthly pay schedule and leave Duncanville ISD before completing their calendar year assignment
will be paid a final check in the month following their resignation. Staff members paid on the bi-weekly pay schedule who leave
during the school year will receive a final pay check on the next scheduled pay date.
Final salary payments will be electronically deposited into the staff member’s designated account.
Payroll Schedule
All professional and salaried staff are paid monthly through automatic payroll deposit. Hourly staff are paid every two weeks through
automatic payroll deposit. Substitute staff members are paid monthly, on the 25
th
of each month, and are paid through automatic payroll
deposit.
2021-2022 Pay Schedule
2021-2022 Monthly Pay Schedule
Leave Time Processing Start Date
Leave Time Processing End Date
Check Date
8/11/2021
9/10/2021
9/24/2021
9/11/2021
10/10/2021
10/25/2021
10/11/2021
11/10/2021
11/19/2021
11/11/2021
12/10/2021
12/17/2021
12/11/2021
1/10/2022
1/25/2022
1/11/2022
2/10/2022
2/25/2022
2/11/2022
3/10/2022
3/25/2022
3/11/2022
4/10/2022
4/25/2022
4/11/2022
5/10/2022
5/25/2022
5/11/2022
6/10/2022
6/24/2022
6/11/2022
7/10/2022
7/25/2022
7/11/2022
8/10/2022
8/25/2022
2021-2022 Biweekly Pay Schedule
Pay Period Start Date
Pay Period End Date
Check Date
8/8/2021
8/21/2021
9/3/2021
8/22/2021
9/4/2021
9/17/2021
9/5/2021
9/18/2021
10/1/2021
9/19/2021
10/2/2021
10/15/2021
10/3/2021
10/16/2021
10/29/2021*
10/17/2021
10/30/2021
11/12/2021
10/31/2021
11/13/2021
11/26/2021
11/14/2021
11/27/2021
12/10/2021 *
11/28/2021
12/11/2021
12/24/2021
12/12/2021
12/25/2021
1/7/2022 * ~
12/26/2021
1/8/2022
1/21/2022 * ~
1/9/2022
1/22/2022
2/4/2022
1/23/2022
2/5/2022
2/18/2022
2/6/2022
2/19/2022
3/4/2022
23
2/20/2022
3/5/2022
3/18/2022
3/6/2022
3/19/2022
4/1/2022 *
3/20/2022
4/2/2022
4/15/2022
4/3/2022
4/16/2022
4/29/2022
4/17/2022
4/30/2022
5/13/2022
5/1/2022
5/14/2022
5/27/2022
5/15/2022
5/28/2022
6/10/2022
5/29/2022
6/11/2022
6/24/2022
6/12/2022
6/25/2022
7/8/2022
6/26/2022
7/9/2022
7/22/2022
7/10/2022
7/23/2022
8/5/2022
7/24/2022
8/6/2022
8/19/2022
*For some auxiliary employees, this paycheck may only total 5 work days only due to the Holidays.
~Benefit deductions will not be taken. Only voluntary and legal deductions will be taken.
Payroll Deductions
Policy CFEA
Required Deductions:
Federal Withholding - Figured automatically by the annual income tax withholding percentage method according to the
number of exemptions claimed on the W-4 Form.
Medicare - 1.45% of the gross salary will be deducted each pay period for any person hired after March 31, 1986.
Teacher Retirement - 8% of total gross salary deducted each pay period. Deductions are on a pre-tax basis.
TRS Retirement Insurance - .65% of total gross salary deducted each pay period.
FICA Alternative Plan – Substitute Staff - Effective 8/1/04, 7.5% of total gross salary deducted each pay period on a pre-tax
basis. Applicable only to those staff members who are not eligible for Teacher Retirement System (TRS) membership. The
staff member will contribute into their own personal retirement savings account.
Social Security – Effective 8/1/04, contributions to social security will cease. Alternatively, staff members who are ineligible
for TRS membership will contribute into their own personal retirement savings account. This plan is called the “FICA
Alternative Plan” mentioned above.
Child Support and spousal maintenance, if applicable
Delinquent federal education loan payments, if applicable
Salary deductions are automatically made for unauthorized or unpaid leave.
Optional Deductions:
Additional Federal Withholding - An amount decided by the staff member to be withheld in addition to the required amount
each month. This amount has to be indicated on the staff member’s W-4 form.
403(b) – These amounts are deducted each check on a pre-tax basis and serve as an additional retirement savings method for
the staff member. Contributions are strictly voluntary and the amount is calculated by the staff member’s agent on the basis
of salary.
457 Voluntary Plan – These amounts are deducted each check on a pre-tax basis and serve as an additional retirement savings
method for the staff member. The amount is calculated by the staff member’s agent on the basis of salary.
Health Insurance - These monthly deductions are based upon the type of plan requested and are available on a pre-tax basis.
Premiums are set annually and finalized during August each year.
Life Insurance- Employee & Dependents – This voluntary coverage is available to eligible staff. Premiums are set annually
and finalized during December each year.
Vision Insurance – This voluntary coverage is available on a pre-tax basis to eligible staff. Premiums are set annually
(Sept–Aug) and finalized during August each year. Co-pays and plan maximums are on a calendar year basis.
Disability Insurance – This voluntary coverage is available to eligible staff members through a monthly deduction, in an
amount determined by the plan requested. Premiums are set annually (Sept–Aug) and finalized during August each year. Co-
pays and plan maximums are on a calendar year basis.
Dental Insurance – This voluntary coverage is available on a pre-tax basis to eligible staff. Premiums are set annually and
finalized during December each year.
Professional Dues – These charges are deducted for twelve (12) months, unless otherwise specified by written request. Upon
written request, the staff member can stop this deduction at any time. The remainder of the balance for professional dues will
be deducted upon termination, unless requested otherwise.
Credit Union – Staff member must contact the business office to begin, stop, or change deductions.
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Overtime Compensation
Policies DEAB (LEGAL), DEAB (LOCAL), DEC
The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt
employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not
authorized to work beyond their normal work schedule without advance approval from their supervisor. A nonexempt employee who
works overtime without prior approval will be subject to disciplinary action.
Under the Fair Labor Standards Act, paraprofessionals and auxiliary staff are classified as non -exempt and eligible for overtime
compensation. Overtime is legally defined as all hours physically worked in excess of 40 hours weekly and is not measured by the day
or by the staff member’s work schedule. Staff members must work more than 40 hours in a week to earn overtime compensation, For
the purpose of calculating overtime, the District has designated a workweek as beginning at 12:00 am Sunday and ending at 11:59 pm
Saturday.
At the District’s option, nonexempt employees may receive compensatory time off, rather than overtime pay, for overtime work. The
employee shall be informed in advance if overtime hours will accrue compensatory time rather than pay.
The following applies to all nonexempt staff members:
● Compensatory time earned by nonexempt employees may not accrue beyond a maximum of 60 hours.
● A staff member shall use compensatory time within the duty year in which it is earned.
● If a staff member has any unused compensatory time remaining at the end of a duty year, the District shall pay the employee
for the compensatory time.
● Earned compensatory time shall be used before any available paid state and local leave.
Authorization for Overtime
Policy DEA
Authorization to work beyond a staff member’s regular work schedule must be obtained in advance by the staff member’s supervisor.
Non-exempt staff are not permitted to simply clock in early or clock out late without supervisory approval.
The district compensates overtime for nonexempt staff in accordance with federal wage and hour laws. Only nonexempt staff (hourly
and paraprofessional staff) are entitled to overtime compensation. Nonexempt staff members are not authorized to work beyond their
normal work schedule without advance approval from their supervisor.
All overtime worked must be approved by the supervisor in advance. Supervisors are responsible for preventing unauthorized
overtime and for obtaining conclusive permission for the requested overtime from the Chiefs of Schools, Chief Financial Officer, or
designee. Staff members who work unauthorized overtime may be subject to disciplinary action.
Travel Expense Reimbursement
Policy DEE
Before any travel expenses are incurred by a staff member, the staff member’s supervisor and Business Office must give approval. For
approved travel, staff members will be reimbursed for mileage and other travel expenditures according to the current rate schedule
established by the district. Staff members must submit receipts, to the extent possible, to be reimbursed for expenses other than
mileage.
Health, Dental, and Life Insurance
Policy CRD
Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school employee health insurance
program. The district’s contribution to staff insurance premiums is determined annually by the Board of Trustees. Staff members
eligible for health insurance coverage include the following:
Staff members who are active, contributing TRS members
Staff members who do not contribute to TRS and who are employed for 10 or more regularly scheduled hours per week
TRS retirees who are enrolled in TRS-Care (retiree health insurance program) are not eligible to participate in TRS-ActiveCare.
The insurance plan year is from September 1 through August 31. Current staff members can make changes in their insurance coverage
during open enrollment each year or when they experience a qualifying event (e.g., marriage, divorce, birth). Detailed descriptions of
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insurance coverage, staff member cost, and eligibility requirements are provided to all staff in a separate communication. Staff
members should contact the Payroll/Benefits Department for more information.
Supplemental Insurance Benefits
Policy CRD
At their own expense, staff members may enroll in supplemental insurance programs for Duncanville ISD. Premiums for these
programs can be paid by payroll deduction. Staff members should contact Business Services for more information.
Cafeteria Plan Benefits (Section 125)
Full-time staff members may be eligible to participate in the Cafeteria Plan, Flexible Spending Accounts (Medical Flex Spending and
Dependent Care Reimbursement) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible staff
to pay certain insurance premiums as well as out of pocket expenses on a pretax basis (i.e., health, cancer and/or dental). A third-party
administrator handles staff claims made on these accounts. Staff members may use an optional Debit Card or request refunds utilizing
a claim form provided on the District website under mybenefitshub.com/DUNCANVILLEISD.
New staff members must accept or reject this benefit during their first month of employment. All employees must accept or reject this
benefit on an annual basis and during the specified time period.
Workers’ Compensation Insurance
Policy CRE
The district, in accordance with state law, provides workers’ compensation benefits to staff members who suffer a work- related
illness or are injured on the job. The district has workers’ compensation coverage through a self-funded program called Workers’
Compensation Solutions (WCS) with Edwards Claims Administration as the Third Party Administrator.
Workers Compensation Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific
Workers’ Compensation Benefits are prescribed by law depending on the circumstances of each case.
All work-related accidents or injuries should be reported immediately to your immediate supervisor. Staff members who are unable to
work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’
Compensation Benefits, page 29 for information on use of paid leave for such absences.
Unemployment Compensation Insurance
Policy CRF
Staff members who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation
benefits. Staff members are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the
summer months if they have employment contracts or reasonable assurance of returning to service. Those with questions about
unemployment benefits should contact the Human Resources Department.
Teacher Retirement
Policy DEG
All personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of
Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are eligible to purchase a
year of creditable service in TRS. TRS provides members with an annual statement of their account showing all deposits and the total
account balance for the year ending August 31, as well as an estimate of their retirement benefits.
Staff members who plan to retire under TRS should notify Human Resources as soon as possible. Information on the application
procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-
2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web at www.trs.state.tx.us.
Leaves and Absences
Policies DEC, DECA, DECB
The district offers staff members paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types
of leave available and restrictions on leaves of absence. Staff members who expect to be absent for an extended period of more than
five days should call Human Resources for information about applicable leave benefits, payment of insurance premiums, and
requirements for communicating with the district.
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Use of Leave
Leave is available for the staff member’s use at the beginning of their work assignment; however, state personal and local leave is
earned annually. If a staff member leaves the district before the end of the work year, the cost of any unearned leave days taken shall
be deducted from the staff member’s final paycheck.
Leave must be used in half-day increments for positions that require a substitute. For all other staff, leave shall be recorded on an
hourly basis. However, if a staff member is taking intermittent family and medical leave, leave shall be recorded in one-hour
increments. Earned comp time must be used before any available paid state and local leave. Unless a staff member requests a different
order, available paid state and local leave will be used in the following order:
Local Leave
State sick leave accumulated prior to the 1995-96 school year.
State personal leave
Vacation or non-duty days, if applicable
Staff must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate
form or certification. Any unapproved absences or absences beyond accumulated or available paid leave shall result in deduction
from the staff member’s pay.
Immediate Family. For purposes of leave other than family and medical leave, immediate family is defined as the following:
Spouse
Son or daughter, including a biological, adopted, or foster child, a son- or daughter-in-law, a stepchild, a legal ward, or a
child for whom the employee stands in loco parentis
Parent, stepparent, parent-in-law, or other individual who stands in loco parentis to the employee
Sibling, stepsibling, and sibling-in-law
Grandparent and grandchild
Any person residing in the employee’s household at the time of illness or death
Medical Certification - Any staff member who is absent more than five (5) days because of a personal or family illness must submit a
medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and, in
the case of personal illness, the staff member’s fitness to return to work.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits covered employers and other entities covered by GINA
Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically
allowed by this law. To comply with this law, we ask that staff members and health care providers not provide any genetic information
in any medical certification. Genetic information, as defined by GINA, includes an individual’s family medical history, the results of
an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received
genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully
held by an individual or family member receiving assistive re-productive services.
Continuation of Health Insurance - Staff members on an approved leave of absence other than family and medical leave may
continue their insurance benefits at their own expense. Health insurance benefits for staff members on paid leave and leave designated
under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the district does not
pay any portion of insurance premiums for staff members who are on unpaid leave.
Under TRS-Active Care rules, an employee is no longer eligible for insurance through the District after six months of unpaid leave
other than FML. If a staff member’s unpaid leave extends for more than six months, the district will provide the employee with notice
of COBRA rights.
State Personal Leave
State law entitles all staff members to five days of paid personal leave per year. Personal leave is available for use at the beginning of
the school year. A day of earned personal leave is equivalent to the number of hours per day in an employee’s usual assignment,
whether full-time or part-time. State personal leave accumulates without limit, is transferable to other Texas school districts, and
generally transfers to education service centers. Personal leave may be used for two general purposes: nondiscretionary and
discretionary.
Nondiscretionary - Leave related to the birth or placement of a child and taken within the first year of a child’s birth, adoption, or
foster placement and for personal or family illness, family emergency, a death in the family, or active military service is considered
nondiscretionary leave. Reasons for this type of leave allow very little, if any, advance planning. Nondiscretionary leave may be used
in the same manner as state sick leave.
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Discretionary – Use of state personal leave shall not exceed five consecutive workdays. Leave taken at a staff member’s discretion
that can be scheduled in advance is considered discretionary leave. A staff member wishing to take discretionary personal leave must
submit a written request to his or her principal or supervisor in advance in accordance with administrative regulations. The effect of
the staff member’s absence on the educational program or department operations, as well as the availability of substitutes, will be
considered by the principal or supervisor. NOTE: If you have used all of your Discretionary Personal Leave (Personal Business
Days), as defined in Board Policy DEC (LOCAL), any additional absence coded as Discretionary Personal Leave/Personal
Business Days will result in a loss of pay for that day.
Leave Proration - If an employee separates from employment with the district before his or her last duty day of the year, or begins
employment after the first duty day, state personal leave and local leave will be prorated based on the actual time employed. When an
employee separates from employment before the last duty day of the school year, the employee’s final paycheck will be reduced by
the amount of state personal leave and local leave the employee used beyond his or her pro rata entitlement for the school year.
State & Local Accruals
Vacation Accruals
No. of Days Worked
Days Earned
No. of Months
Days Earned
0-17
0
1
1.0
18-35
0.5
2
1.5
36-53
1.0
3
2.5
54-71
1.5
4
3.0
72-89
2.0
5
4.0
90-107
2.5
6
5.0
108-125
3.0
7
6.0
126-143
3.5
8
7.0
144-161
4.0
9
7.5
162-179
4.5
10
8.0
180+
5.0
11
9.0
12
10.0
Flex Days – Flex Days are awarded to applicable staff members at the beginning of each duty year or upon hire. If a staff member
uses Flex Days, but does not complete the duty year, the days awarded will be withdrawn from available state and/or local day or will
result in a dock of pay. Staff members may carryover up to 5 flex days to the next duty year which must be used by December 31
st
.
The use of this leave is fully defined in Board Policy DEC (LOCAL).
State Sick Leave
State sick leave accumulated before 1995 is available for use and may be transferred to other school districts in Texas.
State sick leave may be used for the following reasons only:
Staff member illness
Illness in the staff member’s immediate family
Family emergency (i.e., natural disasters or life-threatening situations)
Death in the immediate family
Active military service
Local Leave
All full-time professional and paraprofessional staff shall earn five workdays of paid local leave per school year at the same rate as
state personal leave. Local leave may also be used for first-year care following the birth or adoption of a staff member’s son or
daughter, or placement of a child with the staff member for foster care. Full -time auxiliary staff who works a minimum of 30 hours
per week shall earn five workdays of local sick leave per school year. Allocation of local sick leave for auxiliary staff shall begin at
the time of employment. Part-time staff shall not earn local leave. For staff members hired on or after July 1, 2009, local leave shall
accumulate to a maximum of 35 workdays and shall be taken with no loss of pay. For staff members hired prior to July 1, 2009, local
leave shall ac- cumulate without limit and shall be taken with no loss of pay. Local leave shall be used according to the terms and
conditions of state personal leave.
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Vacation
Policy DED
Eligible employees in positions normally requiring 260 days of service annually shall receive paid vacation days These days are
termed “vacation” days. Vacation days are available upon hire and every year thereafter upon the first duty day of the duty year.
Vacation days may be taken during the duty year and shall be taken at such times that will least interfere with the performance of the
employee’s duties and the staffing needs of the District. Staff members are required to obtain advance approval from his or her
supervisor before taking vacation days and must provide sufficient notice to allow the supervisor to consider the District’s staffing
needs before approval of vacation schedules. Vacation days shall be taken during the current duty year and are not carried over to a
subsequent year. Staff members will not be paid for any accrued unused vacation days upon separation from the District, regardless of
whether the separation is voluntary or involuntary.
Family and Medical Leave Act (FMLA) - General Provisions
The following text is from the federal notice, Employee Rights and Responsibilities under the Family and Medical
Leave Act. Specific information that the district has adopted to implement the FMLA follows this general notice.
Basic Leave Entitlement - The FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to
eligible staff for the following reasons:
For incapacity due to pregnancy, prenatal medical care or child birth;
To care for the staff member’s child after birth, or placement for adoption or foster care;
To care for the staff member’s spouse, son or daughter, or parent, who has a serious health condition;
For a serious health condition that makes the staff member unable to perform his/her job.
Military Family Leave Entitlements – An eligible employee whose spouse, son, daughter or parent is on covered active duty or
called to active duty status may use his or her 12-week leave entitlement to address certain qualifying exigencies. Qualifying
exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal
arrangements, attending certain counseling sessions, and attending post -deployment reintegration briefings.
The FMLA also includes a special leave entitlement that permits eligible staff members to take up to 26 weeks of leave to care for a
covered service member during a single 12-month period. A covered service member is (1) a current member of the Armed Forces,
including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was
discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the
eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or
therapy for a serious injury or illness.*
*The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition
of “serious health condition”.
Benefits and Protections - During FML, the employer must maintain the staff member’s health coverage under any “group health
plan” on the same terms as if the staff member had continued to work. Upon return from FML, most staff members must be restored to
their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FML cannot result in the loss
of any employment benefit that accrued prior to the start of a staff member’s leave.
Eligibility Requirements – Staff members are eligible if they have worked for a covered employer for at least 1 year, for 1,250 hours
over the previous 12 months*, and if at least 50 staff members are employed by the employer within 75 miles.
*Special hours of service eligibility requirements apply to airline flight crew employees.
Definition of Serious Health Condition - A serious health condition is an illness, injury, impairment, or physical or mental condition
that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that
either prevents the staff member from performing the functions of his/her job, or prevents the qualified family member from
participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive
calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing
treatment.
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Use of Leave - A staff member does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a
reduced leave schedule when medically necessary. Staff members must make reasonable efforts to schedule leave for planned medical
treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an
intermittent basis.
Substitution of Paid Leave for Unpaid Leave – Staff members may choose or employers may require use of accrued paid leave while
taking FML. In order to use paid leave for FML, staff members must comply with the district’s normal paid leave policies.
Staff Member Responsibilities – Staff members must provide 30 days advance notice of the need to take FML when the need is
foreseeable. When 30 days’ notice is not possible, the staff member must provide notice as soon as practicable and generally must
comply with an employer’s normal call-in procedures.
Staff members must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and
the anticipated timing and duration of the leave. Sufficient information may include that the staff member is unable to perform job
functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care
provider, or circumstances supporting the need for military family leave. Staff members also must inform the employer if the
requested leave is for a reason for which FML was previously taken or certified. Staff members also may be required to provide a
certification and periodic recertification supporting the need for leave.
Employer Responsibilities - Covered employers must inform staff members requesting leave if they are eligible under the FMLA. If
they are eligible, the notice must specify any additional information required as well as the staff member’s rights and responsibilities.
If they are not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform staff if leave will be designated as FML and the amount of leave counted against the staff member’s
leave entitlement. If the employer determines that the leave is not FML, the employer must notify the staff member.
Unlawful Acts by Employers – The FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of
any right protected under the FMLA; discharge or discriminate against any person for opposing any practice made unlawful by the
FMLA or for involvement in any proceeding under or relating to the FMLA.
Enforcement – A staff member may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an
employer.
The FMLA does not affect any Federal or State law prohibiting discrimination or supersede any state or local law or collective
bargaining agreement which provides greater family or medical leave rights.
FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations 29C.F.R. §
825.300 (a) may require additional disclosures.
For additional information:
1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov
Local Procedures for Implementing Family and Medical Leave Provisions
Eligible staff can take up to 12 weeks of unpaid leave in the 12-month period from July 1 to June 30.
Use of Paid Leave - FML runs concurrently with accrued sick and personal leave, temporary disability leave, compensatory time,
assault leave, and absences due to a work-related illness or injury. The district will designate the leave as FML, if applicable, and
notify the staff member that accumulated leave will run concurrently.
Combined Leave for Spouses - Spouses who are employed by the district are limited to a combined total of 12 weeks of FML to care
for a parent with a serious health condition; or for the birth, adoption, or foster placement of a child. Military caregiver leave for
spouses is limited to a combined total of 26 weeks.
Intermittent Leave - When medically necessary or in the case of a qualifying exigency, a staff member may take leave intermittently
or on a reduced schedule. The district does not permit the use of intermittent or reduced -schedule leave for the care of a newborn
child or for adoption or placement of a child with the staff member.
Fitness for Duty – An employee that takes FML due to the staff member’s own serious health condition shall provide, before
resuming work, a fitness-for-duty certification from the health care provider. When leave is taken for the staff member’s own serious
health condition, the certification must address the employee’s ability to perform essential job functions. The district shall provide a
list of essential job functions to the employee with the FML designation notice to share with the health care provider. Fitness for duty
is not required when a staff member returns to work following leave to care for a family member with a serious health condition; to
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care for a child following birth, adoption, or foster care placement; or for qualifying exigency leave.
Reinstatement – Staff members returning to work at the end of FML will be returned to the same position held when the leave began
or to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment.
Failure to Return – If, at the expiration of FML, the staff member is able to return to work but chooses not to do so, the district may
require the staff member to reimburse the district’s share of insurance premiums paid during any portion of FML when the staff
member was on unpaid leave. If the staff member fails to return to work for a reason beyond the employee’s control, such as a
continuing personal or family serious health condition or a spouse being unexpectedly transferred more than 75 miles from the district,
the district may not require the staff member to reimburse the district’s share of the premiums paid.
District Contact – Staff members who require FMLA or have questions should contact Human Resources for details on eligibility,
requirements, and limitations.
Temporary Disability Leave
Any full-time staff member whose position requires certification from the State Board for Educator Certification (SBEC) is eligible
for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot
work for an extended period of time because of a mental or physical disability of a temporary nature. Temporary disability leave must
be taken as a continuous block of time. It may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related
to pregnancy are treated the same as any other temporary disability.
Staff members must request approval for temporary disability leave. A staff member’s notification of need for extended absence due
to his/her own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a
physician’s statement confirming the staff member’s inability to work and estimating a probable date of return. If disability leave is
approved, the length of leave is no longer than 180 calendar days.
If a staff member is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the Board of
Trustees. The staff member may protest the action and present additional evidence of fitness to work.
When a staff member is ready to return to work, the Superintendent or designee should be notified at least 30 days in advance. The
return-to-work notice must be accompanied by a physician’s statement confirming that the staff member is able to resume regular
duties.
Certified staff returning from leave will be reinstated to the school to which they were previously assigned, if an appropriate position
is available. If an appropriate position is not available, the staff member may be assigned to another campus, subject to the approval of
the campus principal. If a position is not available before the end of the school year, the staff member will be reinstated to a position at
the original campus at the beginning of the following school year.
Workers’ Compensation Benefits
A staff member absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income
benefits if the absence exceeds seven calendar days.
A staff member receiving workers’ compensation wage benefits for a job-related illness or injury may choose to use available, partial-
day increments of sick leave or any other paid leave benefits to make up the difference between wage benefits and pre-injury or –
illness wages. While an employee is receiving workers’ compensation wage benefits, the district will charge available leave
proportionately so that the staff member receives an amount equal to the employee’s regular salary.
In case of EMERGENCY, obtain medical treatment immediately!
Supervisor or designee should provide First Report of Employee Injury immediately without injured staff member’s signature
for serious accidents. As with any on the job injury, fax reports as soon as possible to 972-708-2020, Attn: Risk Management.
Any staff member who is injured in the course of employment must notify his/her supervisor immediately, regardless of how minor
the injury may appear to be at the time. Non-medical injury reports can be submitted to Risk Management by interoffice mail.
If non-emergency medical attention is required:
Report Injury to Campus Principal or Department Director/Supervisor.
Complete an Employee Injury Report Form; all questions must be answered and form signed by both staff member and
supervisor. Fax to Risk Management immediately at 972-708-2020.
If staff member will be seeking non-emergency medical attention, complete the Medical Authorization form and Release of
Medical Information.
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Once the staff member returns from medical treatment, fax Work Status Report to Risk Management.
It is the responsibility of the staff member, if taken off work (for any length of time), to notify their Supervisor and Risk
Management (ext. 2000 or 2018). It is the responsibility of the staff member to contact their Supervisor every 30 days
thereafter, until released by the treating physician to return to work.
A message left on voicemail will NOT be considered acceptable as confirmed contact.
Any Department Director who makes the determination that the staff member cannot be accommodated with his/her restrictions is
required to contact Risk Management, at ext. 2000 or 2018.
Assault Leave
Assault leave provides extended job income and benefits protection to a staff member who is injured as the result of a physical assault
suffered during the performance of his/her job. An incident involving an assault is a work-related injury, and should be immediately
reported to Risk Management.
An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only
because that person’s age or mental capacity renders the person non-responsible for purposes of criminal liability.
A staff member who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from
the physical injuries he or she sustained. At the request of a staff member, the district will immediately assign him/her to assault leave.
Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated
with workers’ compensation benefits. Upon investigation, the district may change the assault leave status and charge leave used
against the staff member’s accrued paid leave. The staff member’s pay will be deducted if accrued paid leave is not available.
Sick Leave Bank
The District has established a Sick Leave Bank that full-time staff may join through contribution of local leave. Regulations that have
been established and approved by Board Policy DEC (LOCAL) regarding the Sick Leave Bank are:
1. Membership in the Sick Leave Bank, including the number of days a staff member must donate to become a member;
2. Procedures to request leave from the Sick Leave Bank;
3. The maximum number of days per school year a member employee may receive from the Sick Leave Bank;
4. The committee or administrator authorized to consider requests for leave from the Sick Leave Bank and criteria for granting
requests; and
5. Other procedures deemed necessary for the operation of the Sick Leave Bank.
Jury Duty
Policies DEC, DG
The District may not discharge, threaten to discharge, intimidate, coerce, discipline, reduce the salary of, or otherwise penalize or
discriminate against a staff member because of his/her compliance with a summons to appear as a juror or grand juror or for the staff
member’s attendance or scheduled attendance in connection with the service in any court in the United States. For each regularly
scheduled workday on which a staff member serves in jury duty including service on a grand jury, the District shall pay the staff
member his/her normal daily compensation. A staff member’s accumulated personal leave may not be reduced because of his/her
service in compliance with a summons to appear as a juror. Education Code 22.006
A staff member should report a summons for jury duty to his or her supervisor as soon as it is received and may be required to provide
the district a copy of the summons to document the need for leave. A staff member may be required to report back to work as soon as
they are released from jury duty. The supervisor may consider the travel time required and the nature of the individual’s position
when determining the need to report to work. A copy of the release from jury duty or documentation of time spent at the court may be
required.
Compliance with a Subpoena
Staff members will be paid while on leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative
proceeding and will not be required to use personal leave. Staff members may be required to submit documentation of their need for
leave for court appearances. Absences for court appearances related to personal business shall be deducted from personal leave or will
result leave without pay.
Truancy Court Appearances
A staff member who is a parent, guardian of a child, or a court-appointed guardian ad litem of a child who is required to miss work to
attend a truancy court hearing may use personal leave or compensatory time for the absence. Staff members who do not have paid
leave available will be docked for any absence required because of the court appearance.
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Military Leave
Paid Leave for Military Service – Any staff member who is a member of the Texas National Guard, Texas State Guard, reserve
component of the United States Armed Forces, or a member of a state or federally authorized Urban Search and Rescue Team is
entitled to 15 days of paid leave per fiscal year when engaged in authorized training or duty ordered by proper authority. An additional
seven days of leave per fiscal year are available if called to state active duty in response to a disaster. In addition, a staff member is
entitled to use available state and local personal or sick leave during a time of active military service.
Reemployment after Military Leave – Staff members who leave the district to enter into the United States uniformed services or
who are ordered to active duty as a member of the military force or any state (National or State Guard) may return to employment if
they are honorably discharged. Staff members who wish to return to the district will be reemployed provided they can be qualified to
perform the required duties. Staff members returning to work following military leave should contact Human Resources. In most
cases, the length of federal military service cannot exceed five years.
Continuation of Health Insurance – Staff members who perform service in the uniformed services may elect to continue their health
plan coverage at their own cost for a period not to exceed 24 months. Staff members should contact Business Services - Benefits for
details on eligibility, requirements, and limitations.
Staff Relations and Communications
Staff Recognition and Appreciation
Continuous efforts are made throughout the year to recognize staff members who make an extra effort to contribute to the success of
the district. Staff members are recognized at board meetings, in district newsletters and on the district website, and through special
events and activities.
District Communications
Throughout the school year, the Duncanville ISD Communications Department publishes newsletters, brochures, fliers, calendars,
news releases, and other communication materials. These publications offer staff members and the community information pertaining
to school activities and achievements. These publications include Staff News and the Friday Informer. Other information can also be
found on the Duncanville ISD home page, Facebook, Twitter, and YouTube.
Open Records Requests
Texas Government Code, Chapter 552, gives anyone the right to access government records, and an officer for public information or
the officer’s agent may not ask the reason for the request. All government information is presumed to be available to the public;
however, certain exceptions may apply to the disclosure of the information. Governmental bodies shall promptly release requested
information that is not confidential by law, either constitutional, statutory, or by judicial decision, or information for which an
exception to disclosure has not been sought.
To request information from Duncanville ISD, please contact the office of Communications and Public Relations as outlined below.
1. Please send your request to the District Communications Department.
2. Requests may be sent by email, fax, mail, or in person.
3. Email requests to crittiman@duncanvilleisd.org.
4. Fax requests to 972-708-2020.
5. Hand-deliver or mail requests to the Duncanville ISD Education Plaza at 710 S. Cedar Ridge Dr., Duncanville, Texas 75137.
Procedures to Obtain Information – A request for public information should consist of a written request by mail, fax, email, or in
person according to a governmental body's reasonable procedures. The requestor should include enough description and detail about
the information requested to enable the governmental body to accurately identify and locate the information requested. The requestor
is also expected to cooperate with the governmental body's reasonable efforts to clarify the type or amount of information requested.
Rights of Requestors – You have the right to:
Prompt access to information that is not confidential or otherwise protected.
Receive treatment equal to all other requestors, including accommodation in accordance with the Americans with Disabilities
Act (ADA) requirements.
Receive certain kinds of information without exceptions, like the voting record of public officials, and other information.
Receive a written statement of estimated charges, when charges will exceed $40, in advance of work being started and
opportunity to modify the request in response to the itemized statement.
Choose whether to inspect the requested information (most often at no charge), receive copies of the information or both.
A waiver or reduction of charges if the governmental body determines that access to the information primarily benefits the
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general public.
Receive a copy of the communication from the governmental body asking the Office of the Attorney General for a ruling on
whether the information can be withheld under one of the accepted exceptions, or if the communication discloses the
requested information, a redacted copy.
Lodge a written complaint about overcharges for public information with the Attorney General Office. Complaints of other
possible violations may be filed with the county or district attorney of the county where the governmental body, other than a
state agency, is located. If the complaint is against the county or district attorney, the complaint must be filed with the Office
of the Attorney General.
Responsibilities of Governmental Bodies - All governmental bodies responding to information requests have the responsibility to:
Establish reasonable procedures for inspecting or copying public information and inform requestors of these procedures.
Treat all requestors uniformly and shall give to the requestor all reasonable comfort and facility, including accommodation in
accordance with ADA requirements.
Be informed about open records laws and educate employees on the requirements of those laws.
Inform requestors of the estimated charges greater than $40 and any changes in the estimates above 20 percent of the original
estimate, and confirm that the requestor accepts the charges, or has amended the re- quest, in writing before finalizing the
request.
Inform the requestor if the information cannot be provided promptly and set a date and time to provide it within a reasonable
time.
Request a ruling from the Office of the Attorney General regarding any information the governmental body wishes to
withhold, and send a copy of the request for ruling, or a redacted copy, to the requestor.
Segregate public information from information that may be withheld and provide that public information promptly.
Make a good faith attempt to inform third parties when their proprietary information is being requested from the
governmental body.
Respond in writing to all written communications from the Office of the Attorney General regarding charges for the
information. Respond to the Office of the Attorney General regarding complaints about violations of the Act.
Cost of Records - The requestor must respond to any written estimate of charges within 10 days of the date the governmental body
sent it or the request is considered automatically withdrawn. The requestor may ask the governmental body to determine whether
providing the information primarily benefits the general public, which may result in a waiver or reduction of charges. The requestor
must make a timely payment for all mutually-agreed charges; the district can demand payment of overdue balances exceeding
$100.00, or obtain a security deposit, before processing additional requests.
Information that May be Withheld Due to an Exception - By the 10th business day after a governmental body receives a written
request, a governmental body must:
Request an Attorney General opinion and state which exceptions apply;
Notify the requestor of the referral to the Attorney General; and
Notify third parties if the request involves their proprietary information.
Failure to request an Attorney General opinion and notify the requestor within 10 business days will result in a presumption that the
information is open unless there is a compelling reason to withhold it. Requestors may send a letter to the Attorney General arguing
for release, and may review arguments made by the governmental body. If the arguments disclose the requested information, the
requestor may obtain a redacted copy. The Attorney General must issue a decision no later than the 45th working day from the day
after the attorney general received the request for a decision. The Attorney General may request an additional 10 working day
extension. Governmental bodies may not ask the Attorney General to "reconsider" an opinion.
Complaints and Grievances
Policy DGBA
In an effort to hear and resolve staff concerns or complaints in a timely manner and at the lowest administrative level possible, the
Board of Trustees has adopted an orderly grievance process. Staff members are encouraged to discuss their concerns or complaints
with their supervisors or an appropriate administrator at any time.
The formal process provides all staff with an opportunity to be heard up to the highest level of management if they are dissatisfied
with an administrative response. Once all administrative procedures are exhausted, staff members can bring concerns or complaints to
the Board of Trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is
reprinted in TASB Policy Online: http://pol.tasb.org/Home/Index/363
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Staff Conduct and Welfare
Standards of Conduct
Policy DH
All staff members are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to
students, one another, and the public. Staff members are expected to observe the following standards of conduct:
Recognize and respect the rights of students, parents, other staff, and members of the community.
Maintain confidentiality in all matters relating to students and coworkers.
Report to work according to the assigned schedule.
Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late.
Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may be
cause for disciplinary action.
Know and comply with department and district policies and procedures.
Express concerns, complaints, or criticism through appropriate channels.
Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.
Use district time, funds, and property for authorized district business and activities only.
All district staff should perform their duties in accordance with state and federal law, district policies and procedures, and ethical
standards. Violation of policies, regulations, or guidelines, including intentionally making a false claim, offering false statement, or
refusing to cooperate with a district investigation may result in disciplinary action, including termination. Alleged incidents of certain
misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day after the
superintendent knew of the incident. See Reports to the Texas Education Agency page 18 for additional information. See DHB
(LEGAL).
Texas Educators Code of Ethics
Purpose and Scope - The Texas educator shall comply with standard practices and ethical conduct toward students, professional
colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in
maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and
good moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment
to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of
each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the
community, shall cooperate with parents and others to improve the public schools of the community. This chapter shall apply to
educators and candidates for certification (19 TAC 247.1(b))
Enforceable Standards
1. Professional Ethical Conduct, Practices, and Performance
Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in deceptive practices regarding official
policies of the school district, educational institution, educator preparation program, the Texas Education Agency,
or the State Board for Educator Certification (SBEC) and its certification process.
Standard 1.2 The educator shall not intentionally, knowingly, or recklessly misappropriate, divert, or use monies, personnel,
property, or equipment committed to his or her charge for personal gain or advantage.
Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses, or pay.
Standard 1.4 The educator shall not use institutional or professional privileges for personal or partisan advantage.
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or that are
used to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and
accepted openly from students, parents of students, or other persons or organizations in recognition or
appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.
Standard 1.7 The educator shall comply with state regulations, written local school board policies, and other state and federal
laws.
Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional
qualifications.
Standard 1.9 The educator shall not make threats of violence against school district staff members, school board members,
students, or parents of students.
Standard 1.10 The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state.
Standard 1.11 The educator shall not intentionally, knowingly, or recklessly misrepresent his or her employment history, criminal
history, and/or disciplinary record when applying for subsequent employment.
Standard 1.12 The educator shall refrain from the illegal use, abuse, or distribution of controlled substances and/or abuse of
prescription drugs and toxic inhalants.
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Standard 1.13 The educator shall not consume alcoholic beverages on school property or during school activities when students
are present.
2. Ethical Conduct Toward Professional Colleagues
Standard 2.1 The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure
serves lawful professional purposes or is required by law.
Standard 2.2 The educator shall not harm others by knowingly making false statements about a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school board policies and state and federal laws regarding the hiring,
evaluation, and dismissal of personnel.
Standard 2.4 The educator shall not interfere with a colleague’s exercise of political, professional, or citizenship rights and
responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national
origin, age, gender, disability, family status, or sexual orientation.
Standard 2.6 The educator shall not use coercive means or promise of special treatment in order to influence professional
decisions or colleagues.
Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint with the SBEC or who provides
information for a disciplinary investigation or proceedings under this chapter.
Standard 2.8 The educator shall not intentionally or knowingly subject a colleague to sexual harassment.
3. Ethical Conduct toward Students
Standard 3.1 The educator shall not reveal confidential information concerning students unless disclosure serves lawful
professional purposes or is required by law.
Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely
affects or endangers the learning, physical health, mental health, or safety of the student or minor.
Standard 3.3 The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student.
Standard 3.4 The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an
advantage to a student on the basis of race, color, gender, disability, national origin, religion, family status, or
sexual orientation.
Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse
of a student or minor.
Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student.
Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any person un- der 21 years of age unless
the educator is a parent or guardian of that child or knowingly allow any person under 21 years of age unless the
educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of
the educator.
Standard 3.8 The educator shall maintain appropriate professional educator-student relationships and boundaries based on a
reasonably prudent educator standard.
Standard 3.9 The educator shall refrain from inappropriate communication with a student or minor, including, but not limited
to, electronic communication such as cell phone, text messaging, email, instant messaging, blogging, or other
social network communication. Factors that may be considered in assessing whether the communication is
inappropriate include, but are not limited to:
the nature, purpose, timing, and amount of the communication;
the subject matter of the communication;
whether the communication was made openly or the educator attempted to conceal the communication;
whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic
relationship;
whether the communication was sexually explicit; and
whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual
history, activities, preferences, or fantasies of either the educator or the student.
Dress Code for Staff Members
Policy DH (LOCAL)
An employee’s dress and grooming shall be clean, neat, in a manner appropriate for his or her assignment, and in accordance with any
additional standards established by his or her supervisor and approved by the Superintendent.
All employees should subscribe to and follow a daily minimum dress code that exceeds that of students. Employees should project a
professional image at all times.
Employee ID badges must be worn and prominently displayed while on duty.
Slacks with a professional fit are appropriate. Capri and cropped pants should be no shorter than mid-calf.
Blue jeans may be worn only on Fridays with a school spirit shirt. Spirit t-shirts may be worn on Fridays if professional in
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appearance. Jeans should not be unduly faded or contain holes. Colored jeans may be worn as long as they meet the
professional dress code.
Staff should not wear shorts or gym attire while serving in a classroom or office. Hats, caps, or other head apparel are not
permitted. Exceptions: CTE teachers/coaches may wear appropriate gear for assigned activities.
T-shirts, halter tops, exposed midriffs, strapless and/or low cut tops, exposed backs, spaghetti straps, see-through clothing,
and tank tops are not permitted.
Skirts and dresses should be of a respectable, modest length (at minimum, fingertips). Leggings may be worn under a dress if
the length requirement of the dress is met. Undergarments shall not be visible or exposed.
No shower type flip-flops may be worn at school.
Visible tattoos and similar body paintings that promote violence, are considered offensive, inflammatory or disruptive to the
learning environment are prohibited.
In keeping with professional decorum, hair must be a natural color, ears are the only exposed areas of the body on which
pierced jewelry may be worn and only professional style jewelry is permitted.
Support staff (custodial, food service, maintenance, and transportation staff) shall be neat, clean, and dressed appropriately,
as described in their respective handbooks.
Campus staff may dress casually for calendar designated staff work days as directed by the campus principal or supervisor.
Professional dress is expected for in and out of district workshops and staff development.
All employees are role models and should dress accordingly. Questionable attire will be addressed on an individual basis by
the principal or supervisor.
*Face coverings are highly encouraged for ALL staff members for the 2021-2022 school year.
Discrimination, Harassment, and Retaliation
Policies DH, DIA
Staff members shall not engage in prohibited harassment, including sexual harassment, of other staff members, unpaid interns, student
teachers, or students. While acting in the course of their employment, staff members shall not engage in prohibited harassment of
other persons including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result
in disciplinary action.
Individuals who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such
incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is
the subject of a complaint, the complaint should be made directly to the superintendent. A complaint against the superintendent may
be made directly to the board.
Any staff member who believes that he or she has experienced prohibited conduct based on sex, including sexual harassment, or
believes that another employee has experienced such prohibited conduct, should immediately report the alleged acts. The employee
may report the alleged acts to his or her supervisor, the campus principal, the Title IX coordinator, or the superintendent. The district’s
Title IX coordinator’s name and contact information is listed in the Equal Employment Opportunity section of this handbook.
The link to District policy that includes definitions and procedures for reporting and investigating discrimination, harassment, and
retaliation is provided below:
Policy Online: http://pol.tasb.org/Home/Index/363
Harassment of Students
Policies DF, DH, DHB, FFG, FFH
Sexual and other harassment of students by staff members are forms of discrimination and are prohibited by law. Romantic or
inappropriate social relationships between students and district staff members are prohibited.
Staff members who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus
principal or other appropriate district official. Any district employee who suspects or receives direct or indirect notice that a student or
group of students has or may have experienced prohibited conduct based on sex, including sexual harassment, of a student shall
immediately notify the district’s Title IX coordinator, the ADA/Section 504 coordinator, or superintendent and take any other steps
required by district policy.
All allegations of prohibited harassment of a student by a staff member or adult will be reported to the student’s parents and promptly
investigated. A staff member who knows of or has reasonable cause to believe that child abuse or neglect occurred must also report his
or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting Suspected Child Abuse (see below),
and Bullying page 49, for additional information.
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The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is below:
See Duncanville ISD Policy On-Line specific to Solicitation of a Romantic Relationship in DF (Legal)
and FFH (Local): http://pol.tasb.org/Home/Index/363
Sexual Abuse and Maltreatment of Children
The district has established a plan for addressing sexual abuse and other maltreatment of children which may be addressed at
www.duncanvilleisd.org/. As a staff member, it is important for you to be aware of warning signs that could indicate a child may have
been or is being sexually abused or otherwise maltreated. Sexual abuse in the Texas Family Code is defined as any sexual conduct
harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct
with a child. Maltreatment is defined as abuse or neglect. Anyone who has reasonable cause to believe that a child has been or may be
abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect following the procedures
described above in Reporting Suspected Child Abuse (see below).
Reporting Suspected Child Abuse
Policies DG, FFG, GRA
All staff members with reasonable cause to believe that a child’s physical or mental health or welfare has been adversely affected by
abuse or neglect, as defined by Texas Family Code §261.001, are required by state law to make a report to a law enforcement agency,
Child Protective Services (CPS), or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering the
facility) within 48 hours of the event that led to the suspicion. Alleged abuse or neglect involving a person responsible for the care,
custody, or welfare of the child (including a teacher) must be reported to CPS. Abuse is defined by SBEC and includes the following
acts or omissions:
Mental or emotional injury to a student or minor that results in an observable and material impairment in the student‘s or
minor‘s development, learning, or psychological functioning;
Causing or permitting a student or minor to be in a situation in which the student or minor sustains a mental or emotional
injury that results in an observable and material impairment in the student‘s or minor‘s development, learning, or
psychological functioning;
Physical injury that results in substantial harm to a student or minor, or the genuine threat of substantial harm from physical
injury to the student or minor, including an injury that is at variance with the history or explanation given and excluding an
accident or reasonable discipline; or
Sexual conduct harmful to a student‘s or minor‘s mental, emotional, or physical welfare.
Staff members are required to make a report if they have cause to believe that an adult was a victim of abuse or neglect as a
child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of
another child, elderly person, or disabled person.
Staff members are also required to make a report if they have reasonable cause to believe that an adult was a victim of abuse or
neglect as a child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of
another child, elderly person, or person with a disability.
Reports to Child Protective Services can be made online at https://www.txabusehotline.org/Login/Default.aspx or to the Texas Abuse
Hotline (800-252-5400). State law specifies that a staff member may not delegate to or rely on another person or administrator to
make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability
unless the report is made in bad faith or with malicious intent. In addition, the district may not suspend or terminate the employment
of, or otherwise discriminate against, a professional employee who in good faith reports child abuse or neglect to their supervisor, an
administrator of the facility where the staff member is employed, a state regulatory agency or a law enforcement agency or initiates or
cooperates with an investigation or proceeding by a governmental agency entity relating to an allegation of child abuse or neglect.
A staff member’s failure to make the required report may result in prosecution as a Class A misdemeanor. The offense of failure to
report by a professional may be a state jail felony if it shown the individual intended to conceal the abuse or neglect. In addition, a
certified staff member’s failure to report may result in disciplinary procedures by SBEC for a violation of the Texas Educators’ Code
of Ethics.
Staff members who suspect that a student has been or may be abused or neglected should also report their concerns to the campus
principal. This includes students with disabilities who are no longer minors. Staff members are not required to report their concern to
the principal before making a report to the appropriate agency.
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Reporting the concern to the principal does not relieve the staff member of the requirement to report it to the appropriate state agency.
In addition, staff members must cooperate with investigators of child abuse and neglect. Interference with a child abuse investigation
by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator
against the desires of the duly authorized investigator is prohibited.
Reporting Crime
Policy DG
The Texas Whistleblower Act protects district employees who make good faith reports of violations of law by the district to an
appropriate law enforcement authority. The district is prohibited from suspending, terminating the employment of, or taking other
adverse personnel action against, an employee who makes a report under the Act. State law also provides employees with the right to
report a crime witnessed at the school to any peace officer with authority to investigate the crime.
Scope and Sequence
Policy DG
If a teacher determines that students need more or less time in a specific area to demonstrate proficiency in the Texas Essential
Knowledge and Skills (TEKS) for that subject and grade level, the district will not penalize the teacher for not following the district’s
scope and sequence.
The district may take appropriate action if a teacher does not follow the district’s scope and sequence based on documented evidence
of a deficiency in classroom instruction. This documentation can be obtained through observation or substantiated and documented
third-party information.
Technology Resources
Policy CQ
Duncanville ISD provides technology resources to its students and staff to support the District’s vision for 21st century learners. The
use of DISD technology resources is a privilege, not a right, and should be treated as DISD firmly believes that the value of providing
information, interaction, and research capabilities far outweighs the possibility that users may obtain material that is not consistent
with the educational goals of the district.
In accordance with the Children's Internet Protection Act (CIPA), Duncanville Independent School District educates staff and students
regarding appropriate online behavior to insure Internet safety and has deployed filtering technology and protection measures to
restrict access to inappropriate content such as those that are illegal, harmful, or contain potentially offensive information. While
every effort is made to provide the most secure and optimal learning environment, it is not possible to absolutely prevent access
(accidental or otherwise) to inappropriate content. It is therefore each employee’s responsibility to follow the guidelines for
appropriate and acceptable use. [See policy DH]
Electronic mail transmissions and other use of technology resources are not confidential and can be monitored at any time to ensure
appropriate use.
The technology resources are defined as the District’s network (including wireless access), servers, computer workstations,
peripherals, applications, databases, online resources, Internet access, electronic mail, digitized information,
telecommunication devices, and any other technology designated for use by students, including all new technologies as they
become available.
Acceptable Use of Electronic Communications Systems
Appropriate Use
You must comply with all district policies, guidelines and Federal and State law. Failure to do so can result in suspension of
access or termination of privileges and may lead to disciplinary action. Staff members with questions about computer use and
data management can contact the Director of Technology.
Employees will be assigned an individual account for hardware and Internet access, and are responsible for maintaining the
security of your account password. You may not share your password with others.
The account is to be used mainly for purposes related to educational programs, school operations, and performance of job
responsibilities, but some limited personal use is permitted. [See Policy CQ]
Employees shall report any security breach or inappropriate websites not being filtered to the system administrator using the
Website Block/Unblock Request, accessed through the Staff Portal. [See policy DH.]
Teachers/Staff are responsible for proper care of district equipment [See Policy CQ] and report malfunctioning equipment in
a timely manner to the Technology Help Desk. [See Policy CL]
Teachers/Staff make reasonable effort to ensure that district equipment is not stolen from unmonitored classrooms or vehicles
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Inappropriate Use
Attempting to or harming equipment, materials or data.
Using the system for any illegal purpose, including by not limited to gambling.
Disabling or attempting to disable any Internet filtering device.
Encrypting communications to avoid security review.
Borrowing someone's account without permission.
Forgery or pretending to be someone else when sending or receiving messages.
Attempting to send anonymous messages of any kind.
Violation of copyright laws is prohibited.
Intentionally introducing a virus to the computer system.
Submitting, publishing or displaying any defamatory, cyber bullying, inaccurate, racially offensive, abusive, obscene,
profane, sexually oriented, or threatening materials or messages either public or private. [See Policy DF]
Wasting school resources through improper use of the computer system.
Gaining unauthorized access to restricted information or resources including, not limited to, opening, viewing, using, or
deleting files belonging to another system user without permission.
Using the network for individual financial gain, political or commercial activity.
Posting personal information or images about students or others (i.e., addresses, phone numbers, and pictures).
Professional Internet Posting/Electronic Media
The district reserves the right to remove, disable, and provide feedback regarding professional social media sites that do not adhere to
district policy or standards of operation. If an employee’s use of electronic media interferes with the employee’s ability to effectively
perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. [See
Policy DH (Exhibit)]
The following guidelines will apply for any employee who uses electronic media for professional purposes:
Professional sites should include language identifying the sites as professional social media sites of the district or campus.
Employees should exercise caution, sound judgment, and common sense when using professional social media sites. The
employee should regularly monitor professional social media sites to protect the school community.
When establishing professional social media sites, supervisors and employees should consider the intended audience for the
site and consider the level of privacy assigned to the site, specifically, whether the site should be a private network or a public
network.
Any media inquiries received via professional social media sites should be referred to the district’s Communications
Department in compliance with the district’s Media Guidelines.
Personal Internet Posting/Electronic Media
Policy CQ, DH
Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (email), web logs
(blogs), wikis, electronic forums (chat rooms), video-sharing websites (e.g., YouTube), editorial comments posted on the Internet, and
social network sites (e.g., Facebook, Twitter, LinkedIn, Instagram). Electronic media also includes all forms of telecommunication
such as landlines, cell phones, and web-based applications.
As role models for the district’s students, staff members are responsible for their public conduct even when they are not acting as
district staff members. Staff members will be held to the same professional standards in their public use of electronic media as they are
for any other public conduct. [See Policy DH.]
If a staff member’s use of electronic media interferes with his/her ability to effectively perform his or her job duties, the staff member
is subject to disciplinary action, up to and including termination of employment. [See Policy DH (Exhibit).] If a staff member wishes
to use a social network site or similar media for personal purposes, he/she is responsible for the content on the his/her page, including
content added by the staff member, his/her friends, or members of the public who can access the staff member’s page, and for Web
links on the staff member’s page. The staff member is also responsible for maintaining privacy settings appropriate to the content.
The following guidelines will apply for any employee who uses electronic media for personal purposes:
The employee’s use of electronic media for personal purposes should impose no tangible cost on the District; should not
unduly burden the District’s technology resources; and should have no adverse effect on an employee’s job performance or
on a student’s academic performance. [See Policy CQ]
If an Internet posting makes it clear that the author works for the District, it should include a simple and visible disclaimer
such as, "these are my personal views and not those of the District." When posting your point of view, you should neither
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claim nor imply you are speaking on the District's behalf, unless you are authorized in writing by the Superintendent or his
designee, the Chief Communications Officer.
The employee shall not use the district’s logo or other copyrighted material of the district without express, written consent.
The employee is prohibited from knowingly communicating with students through a personal social net- work page; the staff
member must create a separate social network page (“professional page”) for the purpose of communicating with students.
The staff member must enable administration and parents to access the staff member’s professional page.
The staff member shall not use the district’s logo or other copyrighted material of the district without express, written
consent.
The staff member continues to be subject to applicable state and federal laws, local policies, administrative regulations, and
the Code of Ethics and Standard Practices for Texas Educators, even when communicating regarding personal and private
matters, regardless of whether the staff member is using private or public equipment, on or off campus. These restrictions
include:
o Confidentiality of student records. [See Policy FL]
o Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional
purposes or is required by law. [See DH (EXHIBIT)]
o Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA]
o Copyright law [See Policy CY]
o Prohibition against harming others by knowingly making false statements about a colleague or the school system. See
DH (EXHIBIT)]
See Use of Electronic Communication with Students, Staff and Parents, below, for regulations on staff communication with students
through electronic media.
Use of Personal Electronic Devices
The District is not responsible for any damaged, lost, or stolen electronic device. The District is not responsible for personal property
used to access District computers or networks or for District-provided Internet access on personal learning devices. The District will
not be responsible for unauthorized financial obligations resulting from District- provided access to the Internet.
Use of Electronic Communication with Students
Policy DH
A certified or licensed staff member, or any other staff member designated in writing by the superintendent or a campus principal,
may use electronic communication with students who are currently enrolled in the district. The staff member must comply with the
provisions outlined below. All other staff are prohibited from communicating with students who are enrolled in the district through
electronic media.
A staff member is not subject to these provisions to the extent the staff member has a social or family relationship with a student. For
example, a staff member may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who
is a friend of the staff member’s child, or a member or participant in the same civic, social, recreational, or religious organization. An
employee who claims an exception based on a social relationship shall provide written consent from the student’s parent. The written
consent shall include an acknowledgement by the parent that:
The employee has provided the parent with a copy of this protocol;
The employee and the student have a social relationship outside of school;
The parent understands that the employee’s communications with the student are excepted from district regulation; and
The parent is solely responsible for monitoring electronic communications between the employee and the student.
The following definitions apply for the use of electronic communication with students:
Electronic communication includes all forms of social media, such as text messaging, instant messaging, electronic mail
(email), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments
posted on the Internet, and social network sites (e.g., Facebook, Twitter, LinkedIn). Electronic communication also includes
all forms of telecommunication such as landlines, cell phones, and Web-based applications.
Communicate means to convey information and includes a one-way communication as well as a dialogue between two or
more people. A public communication by a staff member that is not targeted at students (e.g., a posting on the staff member’s
personal social network page or a blog) is not a communication: however, the staff member may be subject to district
regulations on personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a
student through electronic means is not a communication.
Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license,
and whose job duties may require the staff member to communicate electronically with students. The term includes
classroom teachers, counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed
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therapists, and athletic trainers.
A staff member who uses electronic communication with students shall observe the following:
The staff member shall limit communications to matters within the scope of the staff member’s professional responsibilities
(e.g., for classroom teachers, matters relating to class work, homework, and tests; for a staff member with an extracurricular
duty, matters relating to the extracurricular activity.)
The staff member is prohibited from knowingly communicating with students through a personal social network page; the
staff member must create a separate social network page (“professional page”) for the purpose of communicating with
students. The staff member must enable administration and parents to access the staff member’s professional page.
Teachers/Staff are responsible for monitoring appropriate student use and report any violations. [See Policy CQ]
The staff member shall not communicate directly with any student between the hours of 7:00 pm and 7:00 am. A staff
member may, however, make public posts to a social network site, blog, or similar application at any time. The staff member
does not have a right to privacy with respect to communications with students and parents. The staff member continues to be
subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard
Practices for Texas Educators, including:
o Compliance with the Public Information Act and the Family Educational Rights and Privacy Act
o (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL]
o Copyright law [See Policy CY]
o Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF]
o Upon request from administration, a staff member will provide the phone number(s), social network site(s), or other
information regarding the method(s) of electronic media the staff member uses to communicate with any one or more
currently-enrolled students.
o Upon written request from a parent or student, the staff member shall discontinue communicating with the student
through email, text messaging, instant messaging, or any other form of one-to- one communication.
o A staff member shall notify their supervisor if a student engages in an improper electronic communication with the
employee.
A staff member may request an exception from one or more of the limitations above by submitting a written request to his or
her immediate supervisor and receiving approval.
Data Security
As part of your duties, you may have access to confidential information such as student social security numbers. Caution must be
taken to ensure this data is not exposed to those without an educational need to know. A data file that contains confidential
information could be at risk for inadvertent release, and can damage the financial, professional or emotional futures of others, thus this
information must be handled appropriately. [See Policy CQ]
Limit data exports to only the necessary information on the required people.
Do not leave data files in an unsecure location such as an unattended automobile.
Access to confidential information should be given on an as needed basis. If you are able to access confidential information
that you do not need, you are required to report it to the manager of that data system.
Be very cautious in transporting data files. Data transported on flash drives or external drives can be lost easily.
Cloud based storage systems such as Google Drive and Dropbox are also susceptible to leaks especially if users do not correctly
configure sharing permissions. Therefore public web-based file sharing tools should not be used to store confidential
information.
Data files containing confidential information that are leaving the district via email or on media, must be encrypted.
Employees must comply with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA),
including retention and confidentiality of student and district records.
Consequences for Inappropriate Use
Improper or unethical use may result in disciplinary actions consistent with the administrative procedures and/or the Employee
Acceptable Use Agreement and district policy and if appropriate, and state and federal laws. Failure to abide by guidelines within this
document and other the policies can result in suspension of access or termination of privileges and may lead to disciplinary action.
Staff members with questions about computer use and data management can contact the Director of Technology. Restitution for costs
associated with system restoration, hardware or software costs may also be required.
Social Media Guidelines for Staff
Duncanville ISD recognizes the importance of using social media as a communication and learning tool. The purpose of these
guidelines is to assist district employees in navigating the appropriate use of social media tools. These guidelines are specific to social
media but are not exclusive and are in addition to standards outlined in the Educators’ Code of Ethics. Social media includes any form
of online publication where users post or engage in conversation and includes blogs and social networks. Failure to adhere to these
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guidelines could be cause for disciplinary action.
All staff are expected to serve as positive ambassadors for the District and appropriate role models for students. It is vital that staff
maintain professionalism in their interaction with students and the community, whether in person or online.
Social Media Classroom & Extracurricular Use:
Social media networks are powerful teaching and communication tools that can add great value to classroom instruction. Teachers
may use social media tools where appropriate in addressing an educational goal of the classroom. Social media is also used by
coaches, advisors, sponsors, etc. to communicate and interact with parents and students.
Social media may be used for classroom and extracurricular use under these guidelines:
Inform your supervisor (or designee) when creating social networks for classroom use and make sure parents are aware of the
use and educational purpose.
Use district contact information for creating and maintaining accounts.
Abide by the user guidelines as set by the respective social media site.
Be proactive by stating clearly that the account you create is the official account of the program or class.
Treat the social media account and interactions like a classroom. Monitor closely the interactions between student and deal
with inappropriate use immediately.
FERPA clearance must be checked for any student photo or video posting.
Consult with the district communications department if further guidance is needed.
Social Media Etiquette… Remember:
1. You are Always a Duncanville ISD Employee
a. Internal school discussions or specific information about students or other staff is confidential.
b. Keep the line between personal and professional clear…use your professional social media account for professional use and
your personal account for personal use.
2. Be Professional
a. Represent the values of respect, responsibility, integrity, honesty and teamwork.
b. If you make a mistake, admit it and correct it quickly. Clearly state if you have corrected a previous post.
c. Be cautious about posting video. Video often tells more than you might realize. The video you post will be viewed by the
world.
3. Respect Others and Ensure the Safety of Students
a. You are responsible for what you post, so be certain it is accurate and supports your classroom or program. If you are about to
post something that makes you hesitate, wait a day and talk to your supervisor. Once you post, you cannot take it back.
b. Do not post pictures of students without checking FERPA.
c. As an employee who engages students in social media, you have the responsibility for monitoring the content and addressing
appropriate behavior or activity, including the protection and safety of students.
4. Manage Staff/Student Relationships Carefully
a. Employees are prohibited from establishing personal relationships with students that are unprofessional and thereby
inappropriate. Do not fraternize with students as though they are your peers or friends.
5. Help Build Our Duncanville ISD Community
a. A district’s most valuable asset is its staff and what you publish reflects on the district, school, and program.
b. Posts should be well written with proper grammar, capitalization, and punctuation.
c. Post regularly. Readers will not have a reason to follow you on social media if they cannot expect new content regularly.
Answer questions, thank people, and post accolades…even if it’s just a few words. Make it a two-way conversation.
d. Follow or Like other district social media accounts.
Public Information on Private Devices
Policy DH
Staff members who maintain district information on privately owned devices shall forward or transfer the public information to the
district or a district server to be preserved.
Criminal History Background Checks
Policy DBAA
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Staff members may be subject to a review of their criminal history record information at any time during employment. National criminal
history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain staff members and
entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to
a staff member’s current national criminal history and updates to the staff member’s subsequent criminal history.
Staff Member Arrests and Convictions
Policy DH
A staff member must notify his or her principal or immediate supervisor of within three calendar days of any arrest, indictment,
conviction, no contest or guilty plea, or other adjudication of any felony, and any of the other offenses listed below:
Crimes involving school property or funds
Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle
any person to hold or obtain a position as an educator
Crimes that occur wholly or in part of school property or at a school-sponsored activity
Crimes involving moral turpitude, which include:
o Dishonesty
o Fraud
o Deceit
o Theft
o Misrepresentation
o Deliberate violence
o Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor
o Crimes involving any felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale,
distribution, or conspiracy to transfer, sell, or distribute any controlled substance
o Felonies involving driving while intoxicated (DWI)
o Acts constituting abuse or neglect under the Texas Family Code
If an educator is arrested or criminally charged, the superintendent is also required to report he educator’s criminal history to the
Division of Investigations at TEA.
Alcohol and Drug-Abuse Prevention
Policy DH
Duncanville ISD is committed to maintaining an alcohol-and drug-free environment and will not tolerate the use of alcohol and illegal
drugs in the workplace and at school-related or school-sanctioned activities on or off school property. Staff members who use or are
under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be
dismissed.
See Duncanville ISD Policy On-Line specific to Alcohol and Drug Abuse Prevention in DH (Local):
http://pol.tasb.org/Home/Index/363
Tobacco Products and E-Cigarette Use
Policy DH, FNCA, GKA
State law prohibits smoking, or using tobacco products, or e-cigarettes on all district-owned property and at school-related or school-
sanctioned activities, on or off campus school property. This includes all buildings, playground areas, parking facilities, and facilities
used for athletics and other activities. Drivers of district-owned vehicles are prohibited from smoking, using tobacco products or e-
cigarettes while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in
prominent places in all school buildings.
Fraud and Financial Impropriety
Policy CAA
All employees should act with integrity and diligence in duties involving the district’s financial resources. The district prohibits fraud
and financial impropriety, as defined below. Fraud and financial impropriety include the following:
Forgery or unauthorized alteration of any document or account belonging to the district
Forgery or unauthorized alteration of a check, bank draft, or any other financial document
Misappropriation of funds, securities, supplies, or other district assets including employee time
Impropriety in the handling of money or reporting of district financial transactions
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Profiteering as a result of insider knowledge of district information or activities
Unauthorized disclosure of confidential or proprietary information to outside parties
Unauthorized disclosure of investment activities engaged in or contemplated by the district
Accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials
to the district, except as other-wise permitted by law or district policy
Inappropriately destroying, removing, or using records, furniture, fixtures, or equipment
Failing to provide financial records required by federal, state, or local entities
Failure to disclose conflicts of interest as required by law or district policy
Any other dishonest act regarding the finances of the district
Failure to comply with requirements imposed by law, the awarding agency, or a pass-through entity for state and federal
awards
Conflict of Interest
Policy CB, DBD
Staff members are required to disclose in writing to the district any situation that creates a potential conflict of interest with proper
discharge of assigned duties and responsibilities or creates a potential conflict with the best interests of the district. This includes:
A personal financial interest
A business interest
Any other obligation or relationship
Non-school employment
Employees should contact their supervisor for additional information.
Gifts and Favors
Policy DBD
Staff members may not accept gifts or favors that could influence, or be construed to influence, the staff member’s discharge of
assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the
selection of textbook, electronic textbooks, instructional materials or technological equipment may result in prosecution of a Class B
misdemeanor offense. This does not include staff development, teacher training, or instructional materials such as maps or worksheets
that convey information to students or contribute to the learning process.
Copyrighted Materials
Policy CY
Staff members are expected to comply with the provisions of federal copyright law relating to the unauthorized use, reproduction,
distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.).
Electronic media, including motion pictures and other audiovisual works, are to be used in the classroom for instructional purposes
only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement.
Associations and Political Activities
Policy DGA
The district will not directly or indirectly discourage staff members from participating in political affairs or require any staff member
to join any group, club, committee, organization, or association. Staff members may join or refuse to join any professional association
or organization.
An individual’s employment will not be affected by membership or a decision not to be a member of any staff organization that exists
for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or
conditions of work.
Use of district resources including work time for political activities is prohibited.
The district encourages personal participation in the political process, including voting. Staff members who need to be absent from
work to vote during the early voting period or on election day must communicate with their immediate supervisor prior to their
absence.
Charitable Contributions
Policy DG
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The Board or any staff member may not directly or indirectly require or coerce a staff member to make a contribution to a charitable
organization or in response to a fundraiser. Staff members cannot be required to attend a meeting called for the purpose of soliciting
charitable contributions. In addition, the Board or any staff member may not directly or indirectly require or coerce a staff member to
refrain from making a contribution to a charitable organization or in response to a fundraiser or attending a meeting called for the
purpose of soliciting charitable contributions.
Safety
Policy CK series
The district has developed and promotes a comprehensive program to ensure the safety of its staff, students, and visitors. The safety
program includes guidelines and procedures for responding to emergencies and activities to help reduce the frequency of accidents and
injuries. See Emergencies on page 44 for additional information.
To prevent or minimize injuries to staff members, coworkers, and students and to protect and conserve district equipment, staff
members must comply with the following requirements:
Observe all safety rules
Keep work areas clean and orderly at all times
Immediately report all accidents to their supervisor
Operate only equipment or machines for which they have training and authorization
Possession of Firearms and Weapons
Policies DH, FNCG, GKA
The district abides by local, state, and federal laws pertaining to possession of firearms and weapons. To ensure the safety of all
persons, staff members who observe or suspect a violation of the district’s weapons policy should report it to their supervisor and call
District Security office immediately.
Visitors in the Workplace
Policy GKC
All visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office.
Authorized visitors will receive directions or be escorted to their destination. Staff members who observe an unauthorized individual
on the district premises should immediately direct him or her to the building office or contact the administrator in charge.
Asbestos Management Plan
Policy CKA
The district is committed to providing a safe environment for staff. An accredited management planner has developed an asbestos
management plan for each school. A copy of the district’s management plan is kept in the Maintenance Office and is available for
inspection during normal business hours.
Pest Control Treatment
Policies CLB, DI
Staff members are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the
integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law
and the district’s integrated pest management program.
Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are
generally located on each campus. In addition, individual staff members may request in writing to be notified of pesticide applications.
A staff member who requests individualized notice will be notified by telephone, written or electric means. Pest control information
sheets are available from campus principals or facility managers upon request.
General Procedures
Emergency School Closing
Duncanville ISD may close schools because of severe weather, epidemics or other emergency conditions. The District thoroughly
evaluates conditions for the safety of students, parents and district employees prior to making a decision. If there is a decision to delay
or cancel school, district leaders will make this determination and announce the decision as early as possible.
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When bad weather moves in during the day, the district closely monitors weather reports and road conditions. Please keep in mind that
weather conditions can vary greatly within an area/region. Any decision to release students early due to inclement weather will be
made with primary consideration for getting all students home safely. Parents always have the option to pick their children up at
school at any time they feel is necessary.
Information about school closures or delays are announced through the following platforms:
District website
District mobile app (Duncanville ISD in Google Play and Apple stores)
District Twitter page
District Facebook page
Email to all district families and employees
Televisions stations- Channels 4, 5, 8, and 11
Radio stations- Duncanville Radio 1250 AM, WBAP 820 AM, KRLD 1080 AM, KLIF 570 AM, KVIL 103.7 FM, KLTY
94.9 FM, KLUV 98.7 FM
Total Traffic Network
Emergencies
Policies CKC, CKD
All staff members should be familiar with the safety procedures for responding to a medical emergency. Staff members should locate
evacuation diagrams posted in their work areas and be familiar with shelter in place, lockout, and lockdown procedures. Emergency
drills will be conducted to familiarize staff and students with safety and evacuation procedures. Each campus is equipped with an
automatic external defibrillator. Fire extinguishers are located throughout all district buildings. Staff members should know the
location of these devices and procedures for their use.
Purchasing Procedures
Policy CH
All requests for purchases must be submitted to the purchasing department on an official district purchase order (PO) form with the
appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without
a PO number. The district will not reimburse staff members or assume responsibility for purchases made without authorization. Staff
members are not permitted to purchase supplies or equipment for personal use through the district’s business office. Contact
Purchasing for additional information on purchasing procedures.
Name and Address Changes
It is important that employment records be kept up to date. Address, phone number and other contact information changes must be
amended in SKYWARD Employee Access.
Name changes can only be made in person with the Payroll office located at the Education Plaza. The staff member will be asked to
complete a change of name form and a new I-9. Required documents include a new social security card reflecting the new name.
Personnel Records
Policy DBA, GBA
Most district records, including personnel records, are public information and must be released upon request. In most cases, a staff
member’s personal email address if confidential and may not be released without the staff member’s permission. Staff members may
choose to have the following personal information withheld:
Address
Phone number, including personal cell phone number
Emergency contact information
Information that reveals whether they have family members
The choice to disallow public access to this information or change an existing choice may be made at hiring, termination, or any other
time by submitting a written request to Human Resources. Otherwise, personal information may be released to the public until a
request to withhold the information is submitted or another exception for release of information under law applies. A staff member is
responsible for notifying the district if he or she is subject to any exception for disclosure of personal or confidential information.
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Facility Use
Policies DGA, GKD
Staff members who wish to use district facilities after school hours must follow established procedures. The district Maintenance and
Operations Dept. is responsible for scheduling the use of facilities after school hours, and should be contacted to request the use of
school facilities and to obtain information on the fees charged.
Staff Parking Guidelines
A valid Duncanville ISD parking permit is required to park on any Duncanville ISD campus/facility Monday-Friday 7:00 AM-5:00
PM. Staff members are provided parking access at no charge. Up to three (3) vehicles per employee may be entered. A visit to the
Duncanville ISD Police Department and/or designated location is required to obtain the parking permit.
Each employee must adhere to the following regulations while parked on district campuses/facilities:
● Park in employee designated parking areas only. Authorization to park in special areas can only be granted
by written permission from the Campus Administrator and/or Duncanville ISD Police Department.
● All permits are tied to the vehicle's license plate.
● Parking permits and license plates must be visible at all times.
● Temporary/paper license plates should be used until permanent plates are affixed to the vehicle.
● Vehicle License Plates MUST BE ACCURATE on the registration form. An incorrect number/letter will cause a vehicle to
not be properly identified and may result in further actions.
● Permit owners are responsible for updating their vehicle information/registration form if:
o they purchase and/or acquire a different vehicle
o the vehicle is assigned a new license plate number or
o a temporary vehicle (including family vehicles or rental vehicles) is parked on the district campus/facility. o campus i.e.
rental and/or borrowed
o Temporary vehicles should be removed when they are no longer parking on the district campus/facility.
Parking permits are transferable from the permit owner's vehicle to another vehicle in their possession. The permit is NOT transferable
from person to person.
For additional information regarding vehicle registration, the enforcement of parking guidelines and citations, please visit:
https://police.duncanvilleisd.org/.
Student Issues
Equal Educational Opportunities
Policies FB, FFH
In an effort to promote nondiscrimination and as required by law, Duncanville ISD does not discriminate on the basis of race, color,
religion, national origin, age, sex, or disability in providing education services, activities, and programs, including Career and
Technical Education (CTE) programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the
Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.
Questions or concerns about discrimination against students based on sex, including sexual harassment should be directed to Kathleen
Brown, Chief Human Resources Officer and the District Title IX Coordinator at 710 S. Cedar Ridge Dr., Duncanville, TX 75137,
kbrown@duncanvilleisd.org, 972-708-2030.
Questions or concerns about discrimination on the basis of a disability should be directed to Karin Holacka, Chief of School
Improvement and Strategic Initiatives and the district ADA/Section 504 Coordinator for students at 710 S. Cedar Ridge Dr.,
Duncanville, TX 75137, [email protected]rg, 972-708-2000. All other questions or concerns relating to discrimination based
on any other reasons should be directed to the Superintendent.
Student Records
Policy FL
Student records are confidential and are protected from unauthorized inspection or use. Staff members should take precautions to
maintain the confidentiality of all student records. The following are the only persons who have general access to a student’s records:
Parents: Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a
copy of the court order terminating parental rights
The student (if 18 or older or emancipated by a court)
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School officials with legitimate educational interests
The student handbook provides parents and students with detailed information on student records. Parents or students who want to
review student records should be directed to the campus principal for assistance.
Parent and Student Complaints
Policy FNG
In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the
board has adopted orderly processes for handling complaints on different issues. Any campus office or the superintendent’s office can
provide parents and students with information on filing a complaint.
Parents are encouraged to discuss problems or complaints with the teacher or the appropriate administrator at any time. Parents and
students with complaints that cannot be resolved to their satisfaction should be directed to the campus principal. The formal complaint
process provides parents and students with an opportunity to be heard up to the highest level of management if they are dissatisfied
with a principal’s response.
Administering Medication to Students
Policy FFAC
Only designated staff members can administer prescription medication, nonprescription medication, and herbal or dietary supplements
to students. A student who must take medication during the school day must bring a written request from his or her parent and the
medicine in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be
followed when administering medication to students.
Dietary Supplements
Policies DH, FFAC
District staff are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains
performance-enhancing compounds to a student with whom the staff member has contact as part of his or her school district duties. In
addition, staff members may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-
enhancing dietary supplement to any student.
Psychotropic Drugs
Policy FFAC
A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is
intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering
substance. District staff are prohibited by state law from doing the following:
Recommending that a student use a psychotropic drug
Suggesting a particular diagnosis
Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to
authorize the administration of a psychotropic drug to a student
Student Conduct and Discipline
Policies in the FN Series and FO Series
Students are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook/Student Code of Conduct.
Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that
have been adopted by the district. Other staff members who have concerns about a particular student’s conduct should contact the
classroom teacher or campus principal.
Student Attendance
Policy FEB
Teachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require
minor students to have parental consent before they are allowed to leave campus. When absent from school, the student upon returning
to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in
campus training and in the student handbook. Contact the campus principal for additional information.
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Student Accidents Occurring on School Property
Under state law, school districts are not liable for accidents which occur in schools or on District property; therefore, the Duncanville
ISD is not responsible for medical payments or bills. Parents/students are highly encouraged to sign up for the affordable Student
Accident Insurance provided through Bene-Marc, Inc. and underwritten by The Hartford Insurance Company. Enrollment brochures
can be obtained from the school office. Coverage becomes effective when completed forms and payment are received by the insurance
company.
Bullying
Policy FFI
All staff members are required to report student complaints of bullying, including cyberbullying, to the campus principal. The
district’s policy includes definitions and procedures for reporting and investigating bullying of students is available online at
http://pol.tasb.org/Home/Index/363
Hazing
Policy FNCC
Students must have prior approval from the principal or designee for any type of “initiation rites” of a school club or organization.
While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. Any teacher, administrator, or
staff member who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to
engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator.
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Thank you for choosing Duncanville ISD -
Where dreams are inspired and excellence is achieved.
