Foreword contained herein are the regulations and/or procedures formulated by the administrators of the Buffalo City School District. The organizing system in this manual utilizes the same numerical coding as in the Buffalo City School District Policy
BLOOD AND BODY FLUIDS INCIDENT FORM
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- NEW YORK STATE DEPARTMENT OF HEALTH
BLOOD AND BODY FLUIDS INCIDENT FORMName ____________________________________________________________ S.S. # __________________________ Home Address _____________________________________________________ Home Phone _____________________ School ___________________________________________________________ School Code _____________________ Position ____________________________ Supervisor/School Nurse _________________________________________ DESCRIPTION OF INCIDENT Briefly describe what happened ___________________________________________________________________ Date of Incident ______________________ (use back if necessary) 2) Complete the following section: a. Wounds 1. Did the incident involve a wound [ ] yes [ ] no 2. Did the wound result in visible bleeding [ ] yes [ ] no 3. Was the wound caused by: [ ] needle [ ] human bite [ ] other sharp instrument (specify) ___________________________________________ [ ] other (specify) __________________ 4. Was the object causing the wound covered with blood/body fluids? [ ] yes [ ] no b. Blood/Body fluid exposure to mucous membranes 1. Did the individual's blood/body fluids come in contact with your body? [ ] yes [ ] no 2. What was the substance to which you were exposed? [ ] N/A; I was not exposed [ ] blood [ ] feces [ ] emesis (vomit) [ ] sputum [ ] sexual fluids 3. If the substance was anything other than blood, was there any blood visible in the fluid? [ ] N/A [ ] yes [ ] no [ ] unknown 4. What part of your body was exposed to the substance? (check all that apply) [ ] mouth [ ] eyes [ ] nose [ ] ears [ ] skin (specify location) [ ] none [ ] other (specify) _____________________________________________________________________ 3) How long was your body part in contact with substance? a. If the exposure was to your skin, was your skin bruised in any way? [ ] yes [ ] no b. What was the nature of your skin abrasion? [ ] acne [ ] dermatitis [ ] cracks due to dry skin [ ] unhealed cuts or scratches [ ] no skin abrasion [ ] other (specify) _______________________________ 4) Which of the following procedures were being used at the time of the incident? (check all that apply) [ ] cuts/open wounds covered with bandages [ ] mask (vinyl/latex) [ ] gloves [ ] pocket ventilator/ambu bag [ ] goggles/glasses [ ] other (specify)
[ ] changed clothes [ ] flushed eyes/rinsed mouth [ ] showered [ ] other (specify) _________________________ 6) The supervisor/school nurse was notified as follows: Date _______________________ Time ________________ 7) Medical Intervention - in the event of contact with blood and/or body fluid it is suggested that you discuss with school nurse: a. HBV antibody or previous vaccination status for HBV. b. The need for HBV/HIV antibody testing. c. Notifying your physician or health care provider of the exposure to blood and body fluids immediately. 8) Return this completed form to supervisor/school nurse. 9) In case of incident or injury to the school nurse/health professional: a. Report incident to supervisor. b. Complete form. 2005 5691R 1 of 6
Operations SUBJECT: COMMUNICABLE DISEASES Definitions Communicable Disease - A disease caused by an infectious agent (bacterial, viral, parasitic, other) which can be spread from one individual to others. Agent - Pathogenic bacteria, viruses, parasites or toxins which cause disease. Host - Individual either infected with pathogenic agent or susceptible to infection. Environment - All factors external to the agent and host which must be present to facilitate spread of agent. School Health Service Personnel - School Physician, School Nurse Practitioner, School Nurse and other professional persons employed to render health care and services. Delegation of Authority The Superintendent of Schools is authorized to implement this regulation in accordance with the New York State Education Law, Public Health Law, and Sanitary Code. Primary responsibility for implementation of this regulation lies with the Building Principal and School Nurse, with advice from the Director of Health Related Services or Erie County Department of Health. All School Health Service Personnel are charged with the responsibility to inform and advise Administration about current scientific knowledge concerning communicable disease control. Basic Assumptions The spread of communicable disease is halted by any one of the following: Decreasing the pathogenicity of the agent; Decreasing the susceptibility of the host; Changing the environment which makes the spread of disease possible. The focus of communicable disease control is prevention through: Immunization; Cleanliness and Sanitation; Health Education; Case finding by School Personnel; (Continued) 2005 5691R 2 of 6
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Isolation, as appropriate, of person with communicable disease from others in the school setting; Encouragement of appropriate medical management. Isolation of Person With Communicable Disease Students Any student who shows symptoms of any communicable or infectious disease which is reportable under the Public Health Law and the State Sanitary Code that imposes a significant risk of infection of others in the school shall be immediately excluded from school until one of the following requirements for readmittance is fulfilled: Submission of a certificate from the student's physician attesting to recovery; Submission of a permit for readmittance to school, issued by the local health officer; Submission of authorization for readmission issued by the Buffalo City School District medical examiner. If it is determined by the School Health Service Personnel that a student's physical condition endangers the health or safety of the individual or others, that individual may be suspended from school under the authority of, and in accordance with procedures established by Education Law Section 3214. This determination will be in accordance with informed medical opinion as to the infectiousness of the agent, the mode of transmission, the seriousness of the disease, and the treatment regimen. The goal is to prevent the spread of communicable disease and to facilitate the ill individual's return to health. The Director of Health Related Services shall immediately notify the local public health agency of any disease reportable under the Public Health Law. If a student with a communicable disease is not required to be excluded from school, an individual care plan will be developed by the School Health Service Personnel, in conjunction with other appropriate building personnel, to include methods to prevent the spread of infection to others and to reduce the risk of exacerbation of the student's disease. Decisions regarding the type of educational program and care setting for a student with a communicable disease shall be based on: The age, behavior, neurological development, and physical condition of the child; (Continued) 2005 5691R 3 of 6
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The expected interaction of the child with others in the school setting; The risks and benefits to both the ill student and to others in that setting; and 4) Other relevant criteria. If the student is excluded from school as a result of the communicable disease, the school administration shall provide said student with an adequate alternative education. If a student with a communicable disease is suspected to be a child with a disability, such as to require special education by reason of his/her health impairment, the student shall be referred to the School District Committee on Special Education (CSE). The CSE shall conduct an evaluation and determine if the student is a child with a disability. Employees When the Superintendent has reasonable cause to believe that an employee has a communicable disease, the Superintendent shall: Report the full name and address of the employee to the local health officer; Request the Board of Education to require the employee to submit to an examination by the School Physician/Nurse Practitioner; and Require the employee to grant written authorization for the release of medical reports, and for his/her personal physician to discuss the matter with the School Physician/Nurse Practitioner. If it is determined that the employee has a disease which is designated as communicable by the State Sanitary Code, the Superintendent of Schools shall refer the matter to the School Physician/Nurse Practitioner who shall isolate the employee pending official action by the local health officer. If the disease is highly communicable, but not designated as such by the State Sanitary Code, or if the School Physician/Nurse Practitioner determines that the individual is endangering himself/ herself by continuing to work, the employee is encouraged and may be required to remain at home and seek appropriate medical management. An employee with a communicable disease shall be granted paid sick leave in accordance with the applicable collective bargaining agreement. (Continued) 2005 5691R 4 of 6
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If an employee with a communicable disease is able to be in school and there is little risk to others (as determined by their private physician), the administration will attempt to accommodate the work environment to assist the individual. A plan will be developed as necessary to protect the ill individual and to prevent the spread of infection to others in the school setting. Said plan may include reassignment of the employee to a position where he/she works in isolation or limited contact with others. If the School Physician/Nurse Practitioner determines that 1) the employee has a currently contagious disease or infection and 2) the presence of the employee on the job is and will continue to constitute a direct threat to the health, safety or welfare of that employee or other individuals by reason of his/her currently communicable disease or that the employee is unable to perform the duties of the job by reason of his/her currently communicable disease, such employee shall be removed from the regular workplace and his/her employment may be terminated or suspended in accordance with applicable statutes and regulations. Any employee, contagious or not, who is unable to perform his/her customary duties or those of any alternative assignment, shall be terminated or placed on disability retirement. The Superintendent of Schools shall see that procedural protections are complied with in any decision to terminate or retire an employee. Encouragement of Appropriate Medication Management In addition to the above procedures, any individual with a suspected communicable disease will be referred to his/her family. As appropriate, School Health Service Personnel will: Advise the seeking of professional care or advice from the physician, pharmacist, clinic or other; Aid the individual in complying with the treatment regimen in cooperation with the primary health care provided; Encourage follow-up; and Act as a resource to the family to facilitate the individual's return to optimum health. School attendance will be either encouraged or discouraged in the best interest of the ill individual. Employee Obligation No susceptible employee shall be required to work with or to have personal contact with an individual with a communicable disease unless safeguards have been made to avoid the spread of the disease within the school setting. (Continued) 2005 5691R 5 of 6
Operations SUBJECT: COMMUNICABLE DISEASES (Cont'd.) In the event that alternate instruction is planned which requires personal contact with an infected student, a school employee may decline such assignment without penalty. Confidentiality The individual's privacy shall be protected by school personnel. Except as otherwise required by law, the identity of any individual with a communicable disease shall not be revealed. All records shall be confidential. Except if otherwise authorized by the infected employee, student or person in parental relation, the only persons who will be informed of an infected individual's condition are those who: Require such knowledge to assure proper care of the ill individual; or Should be informed to detect situations where the potential for transmission may increase; or Are individuals who, in the judgment of the family and School Health Service Personnel, should have such knowledge. Cleanliness and Sanitation Pursuant to the Public Health Law, Regulations of the Commissioner of Education, and Recommendation of the CDC (Center for Disease Control), the School Administration shall establish, and all school personnel shall comply with, routine procedures for handling body fluids and wastes and storing, handling, and disposing of hypodermic syringes and needles. Procedures will be developed by the Superintendent of Schools. Handwashing is fundamental in the prevention of the spread of infection. All personnel and students are required to thoroughly wash their hands with soap and water before handling food, after toileting, and after handling body fluids and discharges. Under the authority of the Food Service Director, all Food Service Personnel are required to comply with the New York State Sanitary Code to best avoid the spread of food borne infection. Under the authority of the Superintendent, all school buildings will be cleaned and maintained so as to best prevent the spread of infection. (Continued) 2005 5691R 6 of 6
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2005 5692R 1 of 2
Operations SUBJECT: HUMAN IMMUNODEFICIENCY VIRUS (HIV) RELATED ILLNESSES: EMPLOYEES Confidentiality Definitions (Public Health Law, Section 2780) "Confidential HIV related information" means any information, obtained from individuals who provide health or social services or through a written authorization for disclosure of such information, concerning whether an individual has been the subject of an HIV related test, or has HIV infection, HIV related illness or AIDS, or information which identifies or reasonably could identify an individual as having one (1) or more of such conditions. "Capacity to consent" means an individual's ability, determined without regard to such individual's age, to understand and appreciate the nature and consequences of a proposed health care service treatment or procedure, and to make an informed decision concerning such service, treatment or procedure. It is the responsibility of the HIV counselor to determine an individual's capacity to consent to medical care. "Release of confidential HIV related information" means a written authorization for disclosure of confidential HIV related information which is signed by an individual who is the subject of an HIV related test or who has been diagnosed as having HIV infection, AIDS or an HIV related illness or a person authorized by law to consent to health care for that individual. Disclosure must be on a form approved by the New York State Department of Health. Release of Information Pursuant to New York State law, school officials and employees are required to keep HIV-related information confidential. The information cannot be disclosed to any person except under the following circumstances: The protected individual or a person with the capacity to consent has completed and signed a Health Department Authorization for Release form; A court order has been issued; or The person to whom the information has been furnished is authorized under the state law to receive the information without a release form (e.g., physicians providing care to the individual, agencies monitoring care, insurance companies for reimbursement purposes). (Continued) 2005 5692R 2 of 2
Operations SUBJECT: HUMAN IMMUNODEFICIENCY VIRUS (HIV) RELATED ILLNESSES: EMPLOYEES (Cont'd.) Employment No disciplinary action or other adverse personnel action shall be taken against an employee solely because he/she has AIDS or HIV infection. Action may be taken against an employee only if he/she is disabled and the disability interferes with his/her ability to perform in a reasonable manner the activities involved in the job or occupation. The District shall make such reasonable accommodations to enable the employee to perform employment duties as may be required by federal or state law. Testing No HIV-related testing of any employee shall be conducted without the receipt of a written "informed consent" document signed by the subject of the test (if he/she has the capacity to consent) or a person authorized pursuant to law to consent to health care for the individual, unless otherwise authorized or required by a state or federal law. 2005 5692R.1 1 of 2
Operations SUBJECT: HUMAN IMMUNODEFICIENCY VIRUS (HIV) RELATED ILLNESSES: STUDENTS Admission and Enrollment Every effort shall be made not to exclude HIV infected students, or place such students in a restricted environment. On occasion, where the unique circumstances of the student's condition, apart from the mere existence of HIV infection or AIDS virus, warrant programmatic modifications for the benefit of the student, a referral will be made to the Committee on Special Education (CSE) for evaluation and recommendation. The CSE will then determine whether the student should be classified pursuant to the Commissioner's Regulations on students with disabilities and, if determined to be "educationally disabled," will recommend an appropriate educational placement. If the parent/guardian disagrees with the CSE recommendation, he/she is entitled to due process under appeal procedures set forth in state and federal law. If a hearing is requested by the parent/guardian, the student will remain in his/her current placement pending all proceedings unless a court order is obtained. Confidentiality Definitions (Public Health Law, Section 2780) "Confidential HIV related information" means any information, obtained from individuals who provide health or social services or through a written authorization for disclosure of such information, concerning whether an individual has been the subject of an HIV related test, or has HIV infection, HIV related illness or AIDS, or information which identifies or reasonably could identify an individual as having one (1) or more of such conditions. "Capacity to consent" means an individual's ability, determined without regard to such individual's age, to understand and appreciate the nature and consequences of a proposed health care service treatment or procedure, and to make an informed decision concerning such service, treatment or procedure. It is the responsibility of the HIV counselor to determine an individual's capacity for consent to medical care. "Release of confidential HIV related information" means a written authorization for disclosure of confidential HIV related information which is signed by a student who has been determined as having the capacity to consent who is the subject of an HIV related test or who has been diagnosed as having HIV infection, AIDS or an HIV related illness or a person authorized by law to consent to health care for that individual. Disclosure must be on a form approved by the New York State Department of Health. (Continued) 2005 5692R.1 2 of 2
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5692F
AIDS Institute AUTHORIZATION FOR RELEASE OF CONFIDENTIAL HIV* RELATED INFORMATION Confidential HIV Related Information is any information indicating that a person had an HIV related test, or has HIV infection, HIV related illness or AIDS, or any information which could indicate that a person has been potentially exposed to HIV. Under New York State Law, except for certain people, confidential HIV related information can only be given to persons you allow to have it by signing a release. You can ask for a list of people who can be given confidential HIV related information without a release form. If you sign this form, HIV related information can be given to the people listed on the form, and for the reason(s) listed on the form. You do not have to sign the form, and you can change your mind at any time. If you experience discrimination because of release of HIV related information, you may contact the New York State Division of Human Rights at (212) 961-8624 or the New York City Commission of Human Rights at (212) 306-7500. These agencies are responsible for protecting your rights.
My questions about this form have been answered. I know that I do not have to allow release of HIV related information, and that I can change my mind at any time. ___________________________ ___________________________________________ Date Signature *Human Immunodeficiency Virus that causes AIDS. DOH-2557 (3/97) 5692F.1
1 of 2 The University of the State Of New York Education Department Authorization for Release of Confidential HIV*
Approved by: Schools and the Board of Education New York State Department of Health OC – 1 (6/89) Confidential HIV Related Information means any information indicating that a person had an HIV related test, or has HIV infection, HIV related illness or AIDS, or any information which could indicate that a person has been potentially exposed to HIV. Under New York State Law, except for certain people, confidential HIV related information can only be given to persons you allow to have it by signing this form. You may ask for a list of people who can be given confidential HIV related information even without this form. If you sign this form, HIV related information can be given to the people listed on the form, and for the reason(s) listed on the form. You do not have to sign the form, and you can change your mind at any time. If you experience discrimination because of the release of HIV related information, you may contact the New York State Division of Human Rights at (212) 870-9624 or the New York City Commission of Human Rights at (212) 566-5493. These agencies are responsible for protecting your rights. NAME OF PERSON WHOSE HIV RELATED INFORMATION WILL BE RELEASED _______________________________________________________________________________________________ NAME AND ADDRESS OF PERSON SIGNING THIS FORM (IF OTHER THAN ABOVE)
STREET CITY STATE ZIP CODE _______________________________________________________________________________________________ RELATIONSHIP TO PERSON WHOSE HIV INFORMATION WILL BE RELEASED
Names and addresses of the superintendent of schools and individual members of the Board of Education (Board of Trustees) of the above named school district who will be given HIV related information: SUPERINTENDENTS NAME _______________________________________________________________________________________________ STREET CITY STATE ZIP CODE
NAME
STREET CITY STATE ZIP CODE
*Human Immunodeficiency Virus that causes AIDS. (Continued) 5692F.1
2 of 2 NAME ___________________________________________________________________________________________ STREET CITY STATE ZIP CODE ___________________________________________________________________________________________ NAME
STREET CITY STATE ZIP CODE
NAME
STREET CITY STATE ZIP CODE
NAME
STREET CITY STATE ZIP CODE
NAME
STREET CITY STATE ZIP CODE
NAME
STREET CITY STATE ZIP CODE
Reason for release of HIV related information: [ ] To approve the recommendation of the ____________________________________ CSE as required by law. (Name of District) [ ] Other (explain in full, use additional sheet(s) if necessary) ________________________________________ ___________________________________________________________________________________________ ___________________________________________________________________________________________
Time during which release is authorized: FROM: ________/________/________ TO: ________/________/________ Month Day Year Month Day Year My questions about this form have been answered. I know that I do not have to allow release of HIV related information, and that I can change my mind at any time. ________________________________________________________ ________________________ Signature Date 2005 5741R 1 of 3
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Idling school buses can pollute air in and around the bus, and pose a health risk to students, staff, drivers, and the community at large. Exhaust from buses at idle can also enter school buildings through air intakes, doors and open windows. Idling buses also waste fuel and financial resources and extended idling causes engine damage. The District recognizes the need to promote the health and safety of District students and staff and to protect the environment from harmful emissions found in bus exhaust by eliminating the unnecessary idling of all school buses on school property including all schools within the District or at any school or school related activities to which District students are transported. For purposes of this regulation, an "idling school bus" shall mean a school bus that is parked or stopped at a school or other location and has its engine running. This regulation applies to the operation of every District-owned and/or contracted school bus. Further, the District shall strive to eliminate all unnecessary idling of school buses such that idling time is minimized in all aspects of school bus operation. In accordance with the Regulations of the State Department of Environmental Conservation (DEC), excessive idling of certain vehicles is illegal in New York State. State regulations provide in part that buses exceeding 8,500 pounds and designed primarily for transporting persons or properties (i.e., a "heavy duty vehicle") shall not idle for more than five (5) consecutive minutes when not in motion unless otherwise authorized by the regulations. Significantly, the state regulations apply to a heavy duty vehicle whether or not powered by a diesel or non-diesel fueled engine. Further, the five (5) consecutive minute limitation on idling applies to buses whether owned, operated or leased; or to one who owns, leases or occupies land and has the actual or apparent dominion or control over the operation of the bus present on such land. Buses should not idle while waiting for students during field trips, extracurricular activities or other events where students are transported off school grounds. Exceptions Exceptions to the five (5) consecutive minute limitation on idling of school buses will be as enumerated in state regulations and include, but are not limited to, the following: The bus is forced to remain motionless because of the traffic conditions over which the driver has no control; and Auxiliary function such as wheelchair lifts IF the operation requires the engine to continue running. When operation of the vehicle is required for maintenance, including necessary pre-trip safety inspections. (Continued) 2005 5741R 2 of 3
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When school bus drivers arrive at loading or unloading areas to drop off or pick up passengers, they should turn off their bus engines as soon as possible if they are going to be in the area for more than five (5) minutes to eliminate idling time and reduce harmful emissions. The school bus should not be restarted until it is ready to depart unless otherwise authorized pursuant to state regulations. Train bus drivers (and/or require such training to be provided by vendors/contract bus companies) to understand and follow idling guidelines and reinforce smart driving practices. Consider technology options to help with cabin comfort, and extreme weather and equipment operation. Require diesel school buses to use ultra low sulfur diesel fuel. If buses need engine operation to activate safety equipment such as flashing lights, consider changing circuit configurations to permit battery operation. Remember to follow state idling laws and/or regulations. Spot check loading and unloading areas, delivery areas and bus depots for adherence to the idling guidelines. Ensure buses are regularly maintained. At school bus depots, limit the idling time to no more than what is permitted by state regulations. Recognize drivers who successfully reduce idling. Evaluate parking and drop off patterns to reduce unnecessary idling. Bus Driver Training The Director of Transportation shall provide training to District bus drivers/transportation personnel on the District's idling reduction program and other practices for environmentally friendly bus operations to reduce school bus emissions and minimize exposure to bus exhaust. (Continued) 2005 5741R 3 of 3
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Also, as may be applicable, the District shall ensure that each vendor/contract bus company receives a copy of the District policy and/or administrative regulations regarding idling of school buses and shall provide any educational materials, guidelines and/or procedures developed by the District with regard to meeting training requirements of the District's idling reduction program. The vendor shall provide training for all currently employed bus drivers/transportation personnel. The vendor/contract bus company must also ensure that newly hired bus drivers, upon employment, are informed of the District policy and/or regulations and provided appropriate training regarding the idling of school buses. Publication of District's Idling Reduction Program District policy and/or administrative regulations regarding the idling of school buses shall be posted at the Transportation Department and bus garage. Sanctions for Violation of District Policy and/or Regulations District employed bus drivers as well as other District employees who are known to have engaged in prohibited behavior with regard to excessive idling of school buses are subject to disciplinary action pursuant to the applicable collective bargaining agreement, as well as the sanctions provided for in law and/or regulations. Any significant violations by vendors/contract bus companies of District policy and/or regulations regarding excessive idling of school buses shall be dealt with in an appropriate manner to affect corrections; and they may be subject to sanctions provided for in law and/or regulations. The District will monitor and enforce compliance with District policy and/or regulations; and any person may report incidents of noncompliance by contacting the Director of Transportation. 2005 6000 Personnel
Form: Notice to Employees and Volunteers Engaged in Work on Federal Grants 6151F Form: Certification Regarding Drug-Free Workplace Requirements 6151F.1
Reimbursement 6160R Regulation: Reimbursement of Board Member Expenses 6160R.1 Form: Application for Short-Term Absence/Leave from Regular Duty 6160F Form: Travel Claim Form 6160F.1
2005 6000 Personnel
Form: Acceptable Use Procedure for Technology 6470F FAMILY AND MEDICAL LEAVE ACT Regulation 6551R Regulation: Your Rights Under the Family and Medical Leave Act 6551R.1 Form: Family Leave/Medical Leave Application 6551F
2005 6061R 1 of 4
Effective February 2, 2004, all new teachers in the District holding an initial certificate must complete a mentored teaching experience within their first year of employment as a teacher; and the District must incorporate the design and planning of such mentored experiences for all first-year teachers in its employ into the Professional Development Plan. The Professional Development Plan shall describe how the District will provide a mentoring program for teachers who must participate in a mentoring program to meet the teaching experience requirement for the professional certificate as prescribed by Commissioner's Regulations. The mentoring program shall be developed and implemented consistent with any collective bargaining obligation required by Article 14 of the Civil Service Law (i.e., the Taylor Law); however, Commissioner's Regulations do not impose a collective bargaining obligation that is not required by the Taylor Law. Key Elements of the Mentoring Program In accordance with Commissioner's Regulations, the Professional Development Plan shall describe the following elements of the mentoring program: 1) The procedure for selecting mentors, which shall be published and made available to staff of the District and, upon request, to members of the public; 2) The role of mentors, which shall include but not be limited to providing guidance and support to the new teacher; 3) The preparation of mentors, which may include but shall not be limited to the study of the theory of adult learning, the theory of teacher development, the elements of the mentoring relationship, peer coaching techniques, and time management methodology; 4) Types of mentoring activities, which may include but shall not be limited to modeling instruction for the new teacher, observing instruction, instructional planning with the new teacher, peer coaching, teamed teaching, and orienting the new teacher to the school culture; and 5) Time allotted for mentoring, which may include but shall not be limited to scheduling common planning sessions; releasing the mentor and the new teacher from a portion of their instructional and/or non-instructional duties; and providing time for mentoring during Superintendent conference days, before and after the school day, and during summer orientation sessions. (Continued) 2005 6061R 2 of 4
(Continued) 2005 6061R 3 of 4
SUBJECT: MENTORING PROGRAMS FOR FIRST-YEAR TEACHERS (Cont'd.) These records shall be maintained by the District for at least seven (7) years from the date of completion of the mentoring activity and shall be available for review by the State Education Department. *Guidelines for Implementing District-Based Teacher Mentoring Programs 1) In designing and implementing a new teacher-mentoring program, key decisions and actions must be considered during the course of implementation such as deciding on desired goals and outcomes which are clearly defined for all mentors and novice teachers, as well as the entire school community; developing or identifying program evaluation models and identified program outcomes; and implementing, assessing, and modifying program components as appropriate. 2) Mentors should be selected based on mastery of pedagogical skills, content knowledge, teaching experience, interpersonal skills and a willingness to serve as a mentor. Other criteria to consider include leadership qualities, organizational skills, experience with informal mentoring, a positive attitude toward professional growth, enthusiasm for teaching, and the ability to see different ways to accomplish a purpose or goal. The procedures and criteria for the selection of teacher mentors should be clearly articulated to the public. 3) Whether the role of the mentor is defined as strictly one of guidance or one of evaluation as well as guidance, the presence of a mentoring program should never be construed as limiting or replacing the process of annual professional performance reviews conducted by school administrators or others who supervise the beginning teacher. The mentor program should complement the annual professional performance review process, sharing the common goal of excellent teaching and increasing student achievement. 4) Teacher mentoring programs should be overseen and coordinated by an identified person or small group who will attend to such matters as working with building principals to schedule program activities including conferencing, classroom observations, or mentor training. *Frequently Asked Questions (FAQs) about New York State Certification 1) If a teacher has had at least two (2) years of teaching prior to service in a public school under an initial certificate, the teacher is exempt from the requirement to complete a mentored experience. (Continued) *Based on and excerpted from guidance document of the same name developed by the Office of Teaching Initiatives. 2005 6061R 4 of 4
2) Whether the District needs to provide mentoring experiences for per diem substitute teachers it employs who hold initial certificates depends on the duration of the employment. If the initial certificate holder is in his/her first year of teaching and is employed in the District for more than forty (40) days, the District must provide mentoring to such long-term substitute teachers. If the initial certificate holder is in his/her first year of teaching and is employed in the District forty (40) days or less, the District is not obliged to provide mentoring to such short-term substitute teachers. 3) The obligation for a mentored experience in the first year of the teaching profession pertains to classroom teachers holding initial certificates only. The obligation does not extend to paraprofessionals in the employ of the District. 4) After February 2, 2004, teachers with New York State initial teaching certificates must complete a mentored experience in their first year in the teaching profession. The District must plan and implement teacher mentoring programs to serve teachers in its employ who are obligated to have such mentored experiences, in any school within the District. Under No Child Left Behind (NCLB) legislation, NCLB-mandated teacher mentoring is school-centered and not necessarily limited to first-year teachers. However, the mentoring program for new teachers described in the Professional Development Plan and NCLB-mandated mentoring provided in the context of school improvement plans should be coordinated. For example, the mentor selection process designed and reflected in the Professional Development Plan for initial certificate holders might be employed to select mentors for NCLB-mandated mentoring. 5) Commissioner's Regulation for District for professional development and mentoring experiences for initial certificate holders does not apply to non-public schools. 6) Teachers who hold Transitional B and Transitional C teaching certificates must receive mentoring, but there are differences in regulatory mandates for these certificate holders versus those for the initial certificate holder. (A comparison chart is provided in the guidance document referenced above.) 2005 6110R 1 of 7
SUBJECT: CODE OF ETHICS FOR SCHOOL BOARD MEMBERS, OFFICERS, AND EMPLOYEES Purposes The purposes of this Code of Ethics are: 1) To establish high standards of ethical conduct for School Board members, officers and employees of the Board of Education of the City of Buffalo; 2) To afford Board members, officers and employees of the Board clear guidance to such standards; 3) To promote public confidence in the integrity of the governance and administration of the Board of Education of the Buffalo School District and its agencies and administrative offices and subdivisions (collectively referred to in this Code as the Board); 4) By requiring public disclosure of financial interests that may influence or be perceived to influence the actions of Board members, officers and employees; to facilitate consideration of potential problems before they arise; minimize unwarranted suspicion; and enhance the accountability of government to the people; and 5) To provide for the fair and effective administration of this Code. Application of Other Laws This Code does not supersede the requirements of Article 18 General Municipal Law or any other applicable law, regulation, or order. General Prohibition An officer or employee of the Board of Education (including Members of the Board, who shall be considered officers under this Code of Ethics) shall not, in his/her official position or office, take or fail to take any action (other than ministerial action) in a manner which may result in a personal financial benefit (other than services or benefits generally available to residents of the City) for any of the following persons: 1) The officer or employee; 2) His/her outside employer or business; 3) A customer, client or business associate; or (Continued) 2005 6110R 2 of 7
4) A contributor or an affiliate of a contributor that has made political contributions (within the meaning of Section 14-100(9) of the Election Law) of more than one thousand dollars ($1,000) in the aggregate during the past twenty four (24) months in connection with the nomination or election of the officer or employee as a candidate for public office, provided that this clause (4) may be waived by written decision of the Commission on Ethics upon specific findings showing that such waiver is in the public interest. Recusal An officer or employee shall promptly recuse himself/herself from acting, formally or informally, on a matter before the Board, when acting on the matter or failing to act on the matter may financially benefit any of the persons listed in the subheading "General Prohibition" above, except in a case where the prohibition of clause (4) of said subheading has been waived by the Commission on Ethics. In addition, he/she shall promptly make disclosure of the reason for such recusal in accordance with the subheading "Transactional Disclosure" of this Code. Gifts and Favors An officer or employee shall not solicit anything of value from any person who has received or sought a financial benefit from the Board nor accept anything of value from any person who has received or sought a financial benefit from the Board within the past twenty-four months, with the following exceptions: 1) A gift from a parent, spouse or child; 2) Attendance at a public social event; 3) Attendance at a social event arising from normal hospitality, with a value of seventy five dollars ($75) or more; 4) A gift to the Board itself; 5) A public award from a charitable organization. Representation and Assistance An officer or employee shall not represent or assist any other person in any matter the person has with the Board nor represent or assist any other person in any matter in which the Board has an adverse interest, except that an officer or employee may assist another person, without compensation, (Continued) 2005 6110R 3 of 7
in a ministerial matter or in the performance of the officer's or employee's official duties (including public advocacy by a Board Member of constituent interests). Confidential Information An officer, employee, or former officer or employee shall not disclose any confidential information or use it to further anyone's personal interests. Political Solicitation An officer or employee shall not request or authorize anyone else to request any subordinate of the officer or employee, or any person who has sought or received a financial benefit from the Board within the previous twenty-four months, to make a political contribution. Revolving Door An officer or employee shall not appear or practice before the Board, except on his/her own behalf; or work for compensation on any matter before the Board, except on behalf of the Board, for a period of one year after the termination of his/her Board employment, nor at any time if he/she personally worked on the matter while employed by the Board. This prohibition may be waived by written decision of the Commission on Ethics upon specific findings showing that such waiver is in the public interest or will prevent undue hardship without harm to the public interest. Personnel Recommendations by Board Members In making any recommendation for appointment by the Superintendent to a position of employment by the Board, a Member of the Board shall take care not to create the impression that his/her vote or action on any other Board matter will be influenced by such appointment. Inducement of Others An officer or employee shall not induce or aid another officer or employee of the Board to violate any of the provisions of this Code of Ethics or any other applicable law, regulation, order or rule. Transactional Disclosure Whenever an officer or employee (a) is required to recuse himself/herself under the subheading "Recusal" of this Code of Ethics, or (b) is requested or proposes to take any action or fail to take any (Continued) 2005 6110R 4 of 7
action (other than ministerial action) in a manner which may result in a personal financial benefit (other than services or benefits generally available to residents of the City) for a close relative (parent, child, spouse or sibling) or a member of his/her household or for an employer or business associate of such a relative or member of the household, then, in either event, he/she shall promptly inform his/her superior (except in the case of a Member of the Board, who shall inform the President of the Board) and shall promptly file with the Superintendent a signed statement disclosing in reasonable detail the reason for recusal under clause (a) or the relationship and potential personal financial benefit referred to in clause (b) of this sentence. The Superintendent shall promptly transmit copies of the statement to the Board of Education and the Commission on Ethics. If the officer or employee is required to recuse himself/herself, he/she shall immediately refrain from participating further in the matter. Commission on Ethics: Establishment The Commission on Ethics shall have five members appointed by the Board of Education on the affirmative vote of at least five Members of the Board. No more than one member of the Commission shall be an officer or employee of the Board of Education. The members of the Commission on Ethics shall be appointed for staggered terms of five years, commencing on July 1 and expiring on June 30; provided, however, that the first Commission appointed under this provision shall consist of five members appointed for terms expiring respectively on June 30 of the first, second, third, fourth, and fifth calendar years following the calendar year of appointment. Upon the expiration of each term, an appointment shall be made for the following five year term. In the event of any vacancy, a member shall be appointed for the balance of such term. At its first meeting each year, the Commission shall elect its own Chair for that year. Power and Duties The responsibilities of the Commission on Ethics shall be: 1) To render advisory opinions to Board officers and employees; 2) To waive the prohibition of subheading "General Prohibition," clause (4) or subheading "Revolving Door" as provided therein; 3) To recommend to the Board of Education amendments to this Code; 4) To oversee the filing of financial disclosure statements and review such statements, as provided by subheading "Review of Disclosure Statements: Notification of Requirement" of this Code; (Continued) 2005 6110R 5 of 7
SUBJECT: CODE OF ETHICS FOR SCHOOL BOARD MEMBERS, OFFICERS, AND EMPLOYEES (Cont'd.) 5) To review complaints and information indicating non-compliance, as provided by subheading "Review of Complaints and Information Indicating Non-Compliance" of this Code; and 6) To recommend disciplinary action, as provided by subheading "Recommendation of Disciplinary Action" of this Code. Review of Disclosure Statements: Notification of Requirement 1) The Commission shall provide forms for transactional disclosure statements pursuant to subheading "Transactional Disclosure" of this Code. Within thirty (30) days after the filing of any transactional disclosure statement, the Commission shall review such statement. 2) If a person required to file a disclosure statement has failed to file a disclosure statement or has filed a deficient statement, the Commission shall notify the reporting person in writing, state the failure to file or detail the deficiency, provide the person with a fifteen-day period to cure the deficiency, and advise the person of the penalties for failure to comply. Such notice shall be confidential. If the person fails to make such filing or fails to cure the deficiency within the specified time period, the Commission shall send a notice of delinquency: a. To the reporting person; b. To the Superintendent; and c. To the Board. Review of Complaints and Information Indicating Non-Compliance Any person may file with the Commission on Ethics a written complaint questioning the compliance by a Board officer or employee with the Code of Ethics. On such complaint the Commission shall, or on any other information the Commission may, conduct a confidential preliminary review of a complaint or information raising a substantial question as to such compliance. The Commission shall give such Board officer or employee an opportunity to be heard. The Commission shall complete its preliminary review within ninety (90) days after receipt of a complaint or institution by the Commission of a preliminary review, as the case may be, except to the extent delayed by the circumstances beyond the control of the Commission. Upon completion of its review, the Commission shall forthwith render a report stating whether or not it has found reasonable cause to refer the matter to an appropriate authority for further consideration or action. If the Commission (Continued) 2005 6110R 6 of 7
SUBJECT: CODE OF ETHICS FOR SCHOOL BOARD MEMBERS, OFFICERS, AND EMPLOYEES (Cont'd.) finds no such reasonable cause, it shall forthwith transmit copies of its report to the complaining person and to the subject officer or employee, but shall not make any other disclosure of the matter unless the subject officer or employee waives the confidentiality thereof. If the Commission finds reasonable cause, it shall forthwith: 1) Transmit its report to the Superintendent and the Board of Education for such further consideration or action as they may deem appropriate; or 2) Initiate a hearing in accordance with subheading "Recommendation of Disciplinary Action" of this Code of Ethics. Upon transmittal of a report finding reasonable cause or initiation of a hearing, the report and all records pertaining to the Commission's review of the matter shall become matters of public record. After transmitting its report to the Superintendent and Board, the Commission may request them to inform the Commission of further actions in respect to the matter. Recommendation of Disciplinary Action Subject to Section 75 of the New York Civil Service Law and any applicable collective bargaining agreement, and after a hearing providing for due process procedural mechanisms, the Commission on Ethics may recommend appropriate disciplinary action, which may include suspension or termination of employment, to the officer or body authorized to impose such sanctions upon an officer or employee found guilty of violation of this Code. The Commission shall conduct and complete the hearing with reasonable promptness. Legal Counsel Upon request by the Commission on Ethics, the Corporation Counsel shall provide legal advice and representation to the Commission. Upon such occasions as the Corporation Counsel or the Commission shall consider it appropriate that the Commission have outside counsel, the Commission may retain such counsel to serve with respect to particular matters. If feasible, the Commission shall request such outside counsel to serve without compensation and for the public good. Confidentiality 1) Notwithstanding the provisions of Article 6 of the Public Officers Law, the only records of the Commission on Ethics that shall be available for public inspection are: a. Decisions to waive or not to waive the prohibition of subheading "General Prohibition," clause (4) or subheading "Revolving Door"; (Continued) 2005 6110R 7 of 7
b. Transactional disclosure statements under subheading "Transactional Disclosure"; c. Notices of delinquency sent under subheading "Review of Disclosure Statements: Notification of Requirement"; d. Notices of reasonable cause sent under subheading "Review of Complaints and Information Indicating Non-Compliance"; and e. Recommendations of disciplinary action under subheading "Recommendation of Disciplinary Action." 2) Notwithstanding the provisions of Article 7 of the Public Officers Law, no meeting or proceeding of the Commission on Ethics shall be opened to the public, except if expressly provided otherwise by the Commission on Ethics. 2005 6121R 1 of 2
- recruitment policies and practices - advertising - application procedures - testing and interviewing practices
- selection practices - application of nepotism policies - demotion, lay off, termination - tenure
- wages and salaries - extra compensations
- classification and position descriptions - lines of progression - seniority lists - assignment and placement
- leaves for temporary disability - childbearing leave and related medical conditions - childrearing leave (Continued) 2005 6121R 2 of 2
6) Fringe benefits, including: - insurance plans - retirement plans - vacation time - travel opportunities - selection and support for training - employer-sponsored programs 7) Labor organization contracts or professional agreements. NOTE: Refer also to Regulation #3420R -- Anti-Harassment in the School District 2005 6150R Personnel
The District will use the following principles as guides for the development of its substance use/abuse prevention efforts and for any disciplinary measures related to alcohol and other substances: 1) While the District can and must assume a leadership role in alcohol, tobacco, and other substance use/abuse prevention, this goal will be accomplished only through coordinated, collaborative efforts with parents/guardians, students, staff, and the community as a whole. 2) Alcohol, tobacco, and other substance use/abuse is preventable and treatable. 3) Alcohol and other substance use/abuse inhibits the District from carrying out its central mission of educating students. 4) The behavior of the Board of Education, the administration, and all school staff should model the behavior asked of students. The Board of Education recognizes that the problems of alcohol and other substance use/abuse are not limited to the student society. As such, the Board has established an Employee Assistance Program that provides appropriate, confidential prevention, intervention, assessment, referral, support, and follow-up services for District staff who seek assistance with alcohol and other substance use/abuse related problems, emotional problems, mental illness, and other human problems. District staff will be informed about the services they can receive through the Employee Assistance Program. 2005 6151R Personnel Download 1.47 Mb. Share with your friends:
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