Analysis of Communication Tools
JAZZ0102
EDUC566_SampleFacultyHandbook.pdf
2020-2021
CERTIFIED EMPLOYEE
HANDBOOK Updated: July 2020
Published by:
Office of Human Resources and School Accreditation Norfolk Public Schools
512 Philip Avenue - PO Box 139 Norfolk, Nebraska 68702-0139
Telephone: (402) 644-2500 FAX: (402) 644-2506
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Notice of Nondiscrimination
Norfolk Public Schools does not discriminate on the basis of race, color, national origin, sex, disability, religion, age
or other protected status in its programs and activities and provides equal access to the Boy Scouts and other
designated youth groups. The following persons have been designated to handle inquiries regarding the non-
discrimination policies:
Students: Erik Wilson, Director of Student Services, 512 Philip Ave., Norfolk, NE 68701 (402)644-2500
Employees and Others: Angie Baumann, Director of Human Resources and Accreditation, 512 Philip Ave.,
Norfolk, NE 68701 (402)644-2500 ([email protected]).
Complaints or concerns involving discrimination or needs for accommodation or access should be addressed to the
appropriate coordinator. For further information about anti-discrimination laws and regulations, or to file a
complaint of discrimination with the Office for Civil Rights in the U.S. Department of Education (OCR), please
contact OCR at One Petticoat Lane, 1010 Walnut Street, #320, Kansas City, Missouri 64106, (816) 268-0550
(voice), or (877) 521-2172 (telecommunications device).
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Table of Contents
Board Section Policy Page
1 Intent of Handbook 8
2 Information About Norfolk Public Schools 9
3 School Vision and Mission Statement 9
4 Members of the Board of Education 10
5 Administrative Staff 10
6 Grant Coordinators/Facilitators 11
7 NPS Foundation 11
Article 1 – School Calendar and Schedules
Board
Section Policy Page
1 School Calendar 12
2 Daily Schedule 12
3 Severe Weather and School Cancellations 12
4 Employment and Contract Days 4110 13
5 Make-Up Days 4005 14
6 Address Change 14
Article 2 – Community Relations
Board
Section Policy Page 1 Visiting Schools 1010 14 2 Advertising and Promotion 1060 14 3 Community Use of School Facilities 1100 14 4 Recording of Others 1102 15
5 Bulletin Boards, Display Case, and Posted Materials 1110 15 6 Service Animals 1260 15 7 Fund Raising Activities 1300 15 8 Parent Organizations 1410 15 9 School Personnel and the Public 1450 15
10 Weapon-Free Workplace 16
11 Parental Involvement 16
12 Title 1 Parental Involvement 6410 17
Article 3 – Administration
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Board
Section Policy Page 1 Superintendent of Schools 2100 18
2 Principalship 2200 18
3 Associate Superintendent 2221 18
4 Line of Authority 2400 18
5 Administrative Actions in Emergencies 2410 18
6 Administrative Action in Absence of Policy 2440 18
7 Confidentiality of Protected Health Information 18
Article 4 – Business Operations
Board
Section Policy Page 1 Tuition Fees for Non-Resident Students 3050 19 2 Materials Fees 3060 19 3 Summer School Fees 3070 19 4 Sales and Disposal of Books, Equipment/Supplies 3090 19 5 Purchasing 3130 19 6 Inventory of Equipment 3190 19 7 Monies in School Buildings 3200 20 8 Video Surveillance 3231 20 9 Risk Management and Safety Committee 3240 20 10 Trespassers 3250 21 11 Safe Driving Record Standards for Drivers 3410 21 12 Transportation 3520 22 13 Rebates to School Personnel 3550 22 14 Asbestos Information 22
15 Security of Desks and Lockers 22
16 Care of School Property 22
17 Use of Telephone 22
18 Funds 23
Article 5 – Personnel
Board Section Policy Page
1 Recruitment and Selection 4001 23 2 Equal Opportunity Employment 4002 23
3 Anti-discrimination, Anti-harassment and Anti-retaliation, Notice of Nondiscrimination
4003 23
4 Duty Hours of Employees 4004 26 5 Absence of Employees 4005 27 6 Absence From Building 4006 27 7 Returning from Absences 27 8 Family Medical Leave Act 4007 28
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9 Adoption Leave 4008 30 10 Drug and Substance Use and Abuse 4009 30 11 Blood borne Pathogen Compliance 4011 31 12 Infectious Diseases 4012 31 13 Personnel files 4013 31 14 Receiving Agents, Salespersons, and Other Business Representatives 4014 31 15 Intellectual Property and Work-for-Hire 4010 31
16 Unauthorized Purchases 4015 31 17 Use of School Facilities and Equipment by School Employees 4016 31 18 American Civics 8153 32
19 Activity Passes 4017 32 20 Military and Family Military Leave 4022 33
21 Notification of Arrest, Criminal Charges, and Certificate, License or Child Abuse Complaints
4025 33
22 Professional Boundaries Between Employees and Students 4025 35 23 Appropriate Dress 4026 36 24 Assignment of Duties 4130 36 25 Agents/Tutors 4131 37 26 Professional Growth 4140 37 27 Evaluation of Teachers 4150 37 28 Reduction in Force 4160 37 29 Leave of Absence 4170 37 30 Standards of Ethical and Professional Performance 4190 38 31 Outside Employment 40
32 Address Change 40
33 Grievances and Complaints 40
34 Compensation 40
35 Extended Duty Pay 41
36 Benefits 41
37 Payroll Deductions 42
38 Expense Reimbursement 42
39 403(b) Salary Reduction Agreements 42
40 Overtime 43
41 Paid Leave 43
42 Payroll Deductions for Absences in Excess of Paid Leave 44
43 Unpaid Leaves 44
44 Jury Duty Leave 44
45 Subpoena to Testify Leave 44
46 Long Term Leave Communication 44
47 Crisis Team 45
48 State Tournament Guidelines – Grades 7-12 45
Article 6 – Students
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Board
Section Policy Page 1 Assignment of Students 5003 45 2 Student Attendance 5008 45 3 Student Discipline 5101 45 4 Promotion and Retention 5201 46 5 Student Records 5202 46 6 Search and Seizures 5406 46 7 Vandalism 5407 47
8 Requests to Contact Students and Student Interviews by Non-School
Personnel 5413 47
9 Supervision of Students 47 10 Dispensing Medication 6910 48 11 Homeless Students 5418 49 12 Reporting Child Abuse 5402 49 13 Confidentiality of Student Records (FERPA) 50
14 Disclosure of Student Information to Military Recruiters and Colleges 50
15 Student Privacy Protection 50
16 Mental Health Assessment or Service 50
Article 7 – Instruction
Board Section Policy Page
1 Classroom Environment 6111 51
2 Emergencies 6114 51 3 Fire Drills, Emergency Plans 6115 51 4 Ceremonies, Observances, and the Pledge of Allegiance 6117 51 5 Curriculum – Assessments 6211 51 6 Activity Fund Management 6281 53 7 Initiations, Hazing, Secret Clubs, and Outside Organizations 6284 53 8 Parent Request for Exclusion 6320 53 9 Multicultural Education 6370 53
10 Free and Reduced Price Meals 6500 54
11 Computer – Internet Safety and Acceptable Use Policy 6800 54 12 Lesson Plans 55
13 Classroom and School Procedures 55
14 Purpose and Goals of Academic Achievement 57
15 Academic Progress 57
16 Grading 57
17 Recording Grades 58
18 Homework 60
19 Parent-Teacher Conferences 60
Copyright and Fair Use Policy 60
Appendix
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Appendix Page
A S School Calendar 61
B Handbook Receipt Page 62
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Norfolk Public Schools
2020-2021
Certified Staff Handbook FOREWORD
Section 1 Intent of Handbook
Welcome to Norfolk Public Schools! This handbook is intended to be used by certified employees to provide
general information about the district and to serve as a guide to the district’s policies, rules, and regulations, benefits
of employment, and performance expectations. References in this handbook to “certified employees” are intended to apply to all staff required by their position to
hold a teaching or administrative certificate. Each certified employee is responsible for becoming familiar with the handbook and knowing the information
contained in it. Although the information found in this handbook is detailed and specific on many topics, the
handbook is not intended to be all encompassing so as to cover every situation and circumstance that may arise.
This handbook is intended to supplement other documents that deal with your employment, including your
employment obligations and the policies and regulations of the Board of Education. In reading this handbook,
please understand that where a direct conflict exists; state or federal law, the Negotiated Agreement, and NPS Board
of Education policies and regulations adopted after this handbook, will be referenced for decision making.
This handbook does not create a “contract” of employment. Staff positions and assignments which do not legally
require a certificate or are otherwise not protected by the teacher tenure laws may be ended or changed on an “at
will” basis notwithstanding anything in this handbook or any other publication or statement, except for a contract
approved by the Board of Education. The administration will be responsible for interpreting the rules contained in the handbook and shall have the right
to make decisions and make rule revisions at any time. Should a situation or circumstance arise that is not
specifically covered in this handbook, the administration will make a decision based upon applicable school district
policies, state and federal statutes and regulations, and the best interests of the district.
This handbook will be in effect for the 2020-2021 school year and subsequent school years unless replaced by a
later edition.
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Section 2 Information about Norfolk Public Schools
Norfolk Public Schools serves approximately 4,400 students in pre-kindergarten through twelfth grade. All-day
kindergarten is available in all seven elementary schools and (beginning with the 2019-2020 school year), Little
Panthers Preschool will begin operations at its own building located at 2500 Norfolk Ave. Lincoln Elementary also
offers a K-4 Montessori Program. For the upper grades, Norfolk Middle School serves grades 5-6, Norfolk Junior
High serves grades 7-8, and Norfolk Senior High serves grades 9-12. In addition, Alternatives for Success is a
specialized program that provides an alternative, flexible learning environment for 9th through 12th grade students.
Career Academies are also in place at the high school to provide additional career exploration opportunities. Finally,
our High Ability Learner (HAL) program serves intellectually gifted students and our comprehensive special
education (SPED) program provides a wide variety of services for our students with special needs.
The district covers 68.8 square miles in Madison, Pierce, Stanton, and Wayne Counties. Norfolk Public Schools
exceeds accreditation requirements of the Nebraska Department of Education. Norfolk Senior High School also
outperforms accreditation standards set forth by the AdvancED Commission.
Norfolk Public Schools believes that quality education begins with a quality staff and collaborative partnerships with
local businesses and community agencies. Since the first graduating class in 1889, Norfolk Public Schools, in
cooperation with the community, have prepared students for the world beyond the walls of the schools.
Section 3 School Vision and Mission Statement
The Vision of Norfolk Public Schools is to be a top-performing school that provides outstanding educational
opportunities for every student and is a source of pride and an asset to our community.
The Mission of Norfolk Public Schools is to: prepare all students to pursue their goals for the future. An essential
education is one that enables students to reach the following outcomes: A. Proficient in meeting the State’s academic content standards, essential learning outcomes, and such additional
standards as established by the Board of Education. B. Successful at each educational level and in transitioning between those levels from early childhood through
postsecondary education and/or career entry. C. Effective in functioning in and contributing to our culturally diverse democratic society.
The district seeks to satisfy this mission by developing and maintaining:
A. Qualified and competent administrative, teaching, paraprofessional, and other support staff; B. Integrated, planned curriculum that prepares students to achieve state standards and such additional standards as
are established by the Board of Education and to reach the student outcomes identified above. C. Comprehensive support programs and services that meet the diverse needs of all students; D. Safe, clean and supportive facilities and learning environments; E. Implementation of a curriculum that meets the following:
1. Is based on state standards and such additional standards; as are established by the Board of Education; 2. Is appropriate for the developmental level of the students; 3. Addresses diverse learning needs; 4. Instills a passion for learning and the importance of life-long learning; 5. Develops problem solving and critical thinking skills, decision making skills, data gathering, and critical
use of information; 6. Develops expected work ethics, as well as group participation and leadership skills; 7. Incorporates character education and multicultural education, including respect for diversity; 8. Provides for application of technology in all learning areas; 9. Provides access to advanced courses; 10. Implements an organized schedule that is functional and meets student needs in all curriculum areas.
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11. Provides a supportive learning environment which includes: a. A welcoming and inviting structure that is emotionally safe, nurturing, supportive, and disciplined;
b. respect, trust, integrity, and regard for self and others; and honors diversity;
c. Learning as the central purpose with students engaged in meaningful, relevant, and productive learning
experiences; and
d. Implementation of policies and practices that result in an orderly environment with emphasis on
consistent school-wide positive behaviors.
Section 4 Members of the Board of Education
Name Contact Information
Tammy Day [email protected]
Dr. Patti Gubbels (Vice President) [email protected]
Bruce Mitchell [email protected]
Arnie Robinson [email protected]
Robert Waite [email protected]
Sandy Wolfe (President) [email protected]
Section 5 Administrative Staff
Name Position
Dr. Jami Jo Thompson Superintendent of Schools Dr. William Robinson Associate Superintendent of Business Services Angela Baumann Director of Human Resources /School Accreditation Beth Nelson Director of Teaching and Learning Mary Luhr Director of Student Programs Erik Wilson Director of Student Services and School Safety
Derek Ippensen Principal: Norfolk Senior High School/Alternatives for Success Ben Ries Assistant Principal / Activities Director: Norfolk Senior High School Jason Settles Assistant Principal: Norfolk Senior High School John Erwin Assistant Principal: Norfolk Senior High School David Nelson Dean of Students: Norfolk Senior High School Jennifer Robinson Principal: Norfolk Junior High School Josh Weber Assistant Principal, Norfolk Junior High School Beau Viergutz Dean of Students / Assistant Activities Director: Norfolk Junior High School
Chuck Hughes Principal: Norfolk Middle School Renee Rucker Assistant Principal: Norfolk Middle School Trisha Andreasen Principal: Bel Air Elementary School Troy Berryman Principal: Grant Elementary School Haeven Pedersen Principal: Jefferson Elementary School Angie Hausmann Principal: Lincoln Montessori Elementary School
Melissa Jantz Principal: Little Panthers Preschool
Ryan Specht Principal: Washington Elementary Tracy Lichty Principal: Westside Elementary Bruce Strong Principal: Woodland Park Elementary
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Section 6 Grant Coordinators/Facilitators
Name Building Position
Austin Casselberry Norfolk Middle School Aftershock Coordinator Heather Hirsch Little Panthers Preschool Sixpence Family Facilitator Jeff Hoffman Norfolk High School Career Academy Coordinator Kerstin Ditter Little Panthers Preschool Sixpence Family Facilitator
Section 7 Norfolk Public Schools Foundation
Sarah Dittmer Executive Director
Ann Feidler-Klein President
Bobbi Theisen Vice President
Mary Hoien Assistant to the Foundation and Superintendent
Brenda Carhart Treasurer
April Pearson Secretary
Brad Easland Board Member
Dr. Jami Jo Thompson Superintendent of Schools
Sandy Wolfe Board of Education Representative
Sandy Heimes Board Member
Jake Claussen Board Member
Mary Meyer Board Member
Dave Merritt Board Member
Jim Reedy Board Member
Nate Stratton Board Member
Metka Kolm Board Member
Jenna Hatfield - Waite Board Member
Diane Tremain Board Member
Leann Widhalm Board Member
For other staff contacts, please visit the district website at www.norfolkpublicschools.org
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Article 1 – SCHOOL CALENDAR AND SCHEDULES
Section 1 School Calendar
The 2020-2021 School Calendar is attached as Appendix A. Section 2 Daily Schedules
Norfolk Senior High School: Grades 9-12
Students - 8:00 a.m. – 3:25 p.m.
Norfolk Junior High School: Grades 7-8
Students - 8:00 a.m. – 3:25 p.m.
Norfolk Middle School: Grades 5-6
Students - 8:00 a.m. – 3:20 p.m.
Norfolk Elementary Schools: Grades K-4
Students - 8:05 a.m. – 3:15 p.m.
All Teachers: Grades K-12
7:45 a.m. - 3:45 p.m. Section 3 Severe Weather and School Cancellations
The Superintendent is authorized by the Board of Education to close school in case of severe weather.
Representatives of the Superintendent’s staff will notify local news media when inclement weather warrants such
action. The information is broadcast regularly by radio and television stations. Decision to Close Schools. A decision to close school is made when forecasts by the weather service and civil
defense officials indicate that it would be unwise for students to go to school. If possible, a decision about the next
school day will be made by 9 p.m. for announcement during the 10 p.m. news. An early decision is not always
possible because of uncertain weather conditions. School officials will make periodic assessments of conditions
during the night and will decide early in the morning (by 6 a.m. if possible) whether to have school or not. The
decision to cancel school is never an easy one, but the decision will always be made with student and staff safety at
the forefront. In any case, an announcement will be made to the news media when schools will be closed. In some
instances, schools will be open, but certain services may be cancelled (bus transportation, kindergarten, student
activities). Some staff may be designated as being required to come to school even in the event of a school closing. After School Starts. Every attempt will be made to avoid closing school once classes are in session. In some
instances closing school during the day is inevitable if children are to safely return home before the brunt of a major
storm hits. In these cases as much advance notice as possible will be given. If school is closed during the day, staff
will be notified and parents will be notified via various media broadcasts. Teachers will be responsible for
remaining with students until all students have safely left school or the administration has made arrangements for
remaining students.
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Parental Decisions. Parents may decide to keep their children at home in inclement weather because of personal
circumstances. Students absent because of severe weather when school is in session will be marked absent. Parents
should treat the absence like any other absence for legitimate causes provided parents properly notify the school of
their decision. Parents may pick up their children in inclement weather (except in case of a tornado) at any time
during the school day. Students will not normally be dismissed from school during severe weather on the basis of a
telephone request. Emergency Conditions. Norfolk Public Schools uses a Standard Response Protocol (SRP) which, when
implemented, includes the necessity to either evacuate the building or to move to safer areas of the building. All
regular drills are held as required by law throughout the school year. There are plans for Lockdown, Lockout,
Evacuate, and Shelter. School officials are not permitted to release students from the school building during a
tornado warning. In the event of a severe weather warning, staff should implement the school’s designated safety
protocols. Section 4 Employment and Contract Days Policy 4110
A teacher is employed by Norfolk Public Schools when the teacher signs the Teacher’s Contract and the Board of
Education approves such contract of employment. The teacher’s employment continues absent action by the
administration or the Board of Education to non-renew, terminate, amend or cancel the teacher’s employment
contract with the school district, or action by the Board of Education to accept a resignation of employment. On or after March 15
th of each school year a teacher may be requested to accept employment for the next school
year and shall be required to signify such acceptance on March 15 th
or such other date after March 15 th
as may be
designated in the notice. It is important for teachers to respond to the request to signify acceptance because failure
to signify acceptance of employment by the designated date shall constitute cause for amendment of termination of
the teacher’s contract. If a teacher signifies acceptance of employment for the next school year, the teacher may
either be issued a new Teacher’s Contract or a “Contract Renewal Agreement.” Should a teacher wish to resign from employment, the teacher should give written notice of resignation to the
Superintendent. The request to resign will be acted upon by the Board of Education. Mid-year resignations and
resignations given late in the spring for the following school year can present significant planning problems for the
district. If a mid-year resignation is submitted, or a resignation for the following school year is submitted after
March 15 th
or after the teacher has signified acceptance of employment for the next school year, the Board of
Education may act to not accept the resignation unless a suitable replacement can be found. The district will enforce
the continuing contract of teachers accepting employment for the next school year under the provisions of Neb Rev.
Stat. §79-829. Teachers are contracted for 188 days (192 days for new teachers) (hereinafter referred to as the “contract year”).
Such contract days shall be fulfilled by individual teachers on varying schedules as established by the Board of
Education and administration.
Release from Contract
It is the intent of the Norfolk Public Schools Board of Education to assist an employee in his or her professional
growth, professional advancement, and personal needs. To that end an employee under contract will be granted a
release from his or her contract if the request is received on or before March 15 th
. Unless extreme extenuating
circumstances apply, a request for release from contract received after March 15 th
will only be granted after a
suitable replacement has been found. The board of education reserves its right to contact the Nebraska Professional
Practices Commission for those certificated personnel who may breach their contract obligations. Legal Reference:
Neb. Rev. Stat. ' 79-817 Neb. Rev. Stat. ' 79-818 Neb. Rev. Stat. ' 79-819 Neb. Rev. Stat. ' 79-829
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Section 5 Make-Up Days Policy 4005
Any teacher, including those living outside or within the School District, who is absent from school during the
school year due to weather or road conditions may use a personal day. If no personal days are available, the staff
member shall receive a deduction from their salary based on the number of days of service contained in the teacher’s
contract.
All teachers will be required to attend faculty meetings and other designated school events as well as attend pre-
school and post-school workshops and reporting days as determined by the Superintendent. In the event the Norfolk
Public Schools dismisses school more than two (2) school days for snow or other reasons related to inclement
weather prior to March 1st the additional missed days (up to 2) will be made up by eliminating days from Spring
Break. The Superintendent will make the announcement regarding Spring Break Make up Days prior to March 1st.
If additional days of school are missed due to weather after this announcement they will not be made up unless it is
necessary in order to meet NDE’s Instructional Hours Requirement. If additional days are needed for this reason,
parents and staff will be notified as soon as practicable.
Section 6 Address Change
It is necessary that an accurate directory of all employees of the school district be kept in the Central Office.
Employees changing their address or phone number should report such changes to the payroll office at the Central
Office as soon as possible IN WRITING (e-mail notification is appropriate).
Article 2: Community Relations Section 1 Visiting Schools Policy 1010 All visitors to any school building are required to report immediately to the office. All visitors must have a visitor
badge. In addition, any individuals who may create a disruption to the educational program may be removed from
school grounds. Teachers are not to have personal visitors on school property, except on a short-term basis and only with permission
of the building principal. Included in the definition of visitors are family members of the teacher. Visitors should
follow posted procedures for being on school property. Teachers are not to bring their children to school with them
in lieu of taking them to childcare. Section 2 Advertising and Promotion Policy 1060 Advertisements, promotions, soliciting, and fund drives conducted in the school buildings or on school grounds are
sometimes inevitable, sometimes necessary, and sometimes important. Care shall be taken to consider the effects of
such activities upon the student, parents, and the community. Exceptions to advertising and promotion can be
located in school board policy. If approved, copies of all promotional materials to be distributed directly to students
must be provided by the promoter in both English and Spanish. Section 3 Community Use of School Facilities Policy 1100 School facilities are primarily intended for the district’s educational and extracurricular activity programs. School
facilities are, however, made available for use by outside groups to further the interests of the district and the
community. Use by non-school groups is allowed pursuant to an application process and is subject to the terms and
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conditions set forth in school board policy. The application for use of a school facility is listed on our district
website under the “Business Services” tab. Section 4 Recording of Others Policy 1102
To ensure the privacy and confidentiality of student information, no person is authorized to record or transmit any
sound or image of any person (including themselves) without the prior consent or authorization of either (1) the
person or persons being recorded or whose image or sound is being transmitted, or (2) the Superintendent or
Superintendent’s designee. This prohibition applies to all persons, including staff, students and community
members, regardless of the content or context of the image or sound; however, this provision shall not apply to
District-sponsored athletic or activity events where the focus of the recording or transmission is on the student
performances or activity. Nothing in this provision shall prohibit the recording of an Individualized Education
Program meeting if the recording is necessary to ensure that the parent understands the IEP or the IEP process or to
implement other parental rights guaranteed by the Individuals with Disabilities Education Act.
Section 5 Bulletin Boards, Display Case, and Posted Materials Policy 1110 Bulletin boards and display cases are available for school-related and approved materials to be posted and displayed.
Posters to be used in the halls or materials for distribution will need to be approved by the Director of Student
Services or building principal. Posters are not to be attached to any painted wall surfaces. The person or
organization responsible for distributing the posters is responsible to see that all posters are removed within 48 hours
after the event. Section 6 Service Animals Policy 1260 The district will follow the requirements of state and federal law and regulations with regard to service animals.
Legal Reference: Americans with Disabilities Act of 1990 (ADA), 28 CFR §28.104 and §35.136; Section 504 of the Rehabilitation Act of
1973 (Section 504); and Neb. Rev. Stat. §§20-126.01 and 20-127
Section 7 Fund Raising Activities Policy 1300 As defined by this policy, fund raising is the selling of a product, providing a service or activity, or requesting
donations of any kind. School fundraising directly funds school programs and student organizations. All fundraising for student organizations and charitable giving campaigns must have prior administrative approval.
School district employees who supervise official school programs or extracurricular activities are directed not to
organize, conduct, or involve students in fundraising activities unless the fundraising activity has been approved by
the building administrator or activities director. More information about fundraising can be found on our district
website under the “Business Services” tab.
Section 8 Parent Organizations Policy 1410 The Board of Education recognizes Parent -Teacher Associations and other school/parent groups as vital factors in
establishing and maintaining positive community relationships. Staff members are asked to cooperate and
coordinate their efforts with the officials of these organizations and assist in their work as needed. Section 9 School Personnel and the Public Policy 1450
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It is the Board of Education’s belief that all school employees are obliged to disseminate an encouraging impression
of the school district, its programs, and students. All employees are obliged to use insight, serenity, and civility in
their interactions with students, parents, and district patrons. Involvement in community celebrations, patriotic observations, or other special events by student groups is
suggested by the Board of Education. School officials are invited to collaborate with any group endorsing positive
activities for the youth of our community. All community performances must be approved by the Superintendent or
his/her designee. Section 10 Weapon-Free Workplace The district prohibits any person from being in possession of a weapon at a school attendance facility, on school
property, at a school-supervised activity, or at a school-sponsored function. Any teacher found to be in violation of
this policy shall be subject to disciplinary action, up to and including termination. The term "weapon" means an instrument or object used, or which may be used, as a means of attack, defense, or
destruction, including, without limitation: A. Any object which will, or is designed to, or may readily be converted to, expel a projectile by the action of an
explosive or other means; B. The frame or receiver of any object described in the preceding example; C. Any firearm muffler or silencer; D. Any explosive, incendiary or gas (a) bomb, (b) grenade, (c) rocket, (d) missile, (e) mine, or similar device; E. Any bludgeon, sand club, metal knuckles, or throwing star; F. Any knife other than as used for strictly instructional or personal care or eating purposes. A pocket knife with a
blade of 2-1/2 inches or more is a prohibited weapon. A switch-blade knife is prohibited regardless of size of
the blade. A switch-blade knife is defined as a knife with a blade that opens automatically by hand pressure
applied to a button, spring, or other device in the handle of a knife, or any knife having a blade that opens or
falls or is ejected into position by the force of gravity or by an outward, downward, or centrifugal thrust or
movement; G. Any electronic device designed to discharge immobilizing levels of electricity, commonly known as a stun gun;
and H. A teacher may possess mace or other similar chemical agents in quantity and/or concentration typically
designed for individual personal defensive purposes and it shall not be considered as possession of a weapon.
Possession of larger quantities and/or concentrations of mace or other similar chemical agents than is typically
designed for individual personal defensive purposes will be considered as possession of a weapon. Usage of
mace or other similar chemical agents will be considered as usage of a weapon if the usage is found to be for
non-defensive purposes. A teacher who is negligent in their possession of mace or other similar chemical
agents will be subject to disciplinary action. I. A teacher may possess an item which may be considered a weapon where such item is used for instructional
purposes and the teacher has received approval of the administration to possess the item, provided it is used in
the manner approved and is maintained in such manner as the administration has directed. J. Any other object that is designed for or intended for use as a destructive or injurious device. The phrase
"possession of a weapon" includes, without limitation, a weapon in a teacher's personal possession, as well as in
a teacher's motor vehicle, desk, locker, briefcase, backpack, or purse. Section 11 Parental Involvement General - Parental/Community Involvement in Schools The district’s policy is to welcome parental involvement in the education of their children. As a part of this policy,
employees are expected to:
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A. provide parents timely information about their child’s progress, including use of quarterly report cards, active
and constructive attendance at parent-teacher conferences, and more frequent parent contacts where warranted
by the student’s academic and behavioral needs; B. make textbooks, completed tests, and other curriculum materials available for review by parents upon request; C. permit parents access to their child’s records according to law and school policy; D. encourage parents to attend courses, assemblies, counseling sessions, and other instructional activities with prior
approval of the proper teacher, counselor, or administrator, provided that such parent attendance be
educationally appropriate and not disruptive to the educational program; E. assure that testing occurs to assure proper measurement of each child’s educational progress and achievement; F. permit parents to excuse their child from testing, classroom instruction, and other school experiences when
possible and educationally appropriate; G. notify parents of student surveys in accordance with district policy, obtain parental permission for surveys
where required by district policy or law, and allow parents to opt-out of such surveys in accordance with district
policy and law; and H. encourage parents to express their concerns, share their ideas, and advocate for their child’s education. Section 12 Title I Parental Involvement Policy 6410
A. The District Parent and Family Engagement Policy has been developed jointly with, updated periodically
and distributed to parents and family members of participating children and the local community in an
understandable and uniform format. This policy agreed on by such parents describes the means for carrying
out the requirements as listed below.
a. Parents and family members of all students are welcomed and encouraged to become involved
with their child’s school and education; this includes parents and family members that have
limited English proficiency, limited literacy, are economically disadvantaged, have disabilities,
racial or ethnic minority background or are migratory children. Information related to school and
parent programs, meetings, school reports and other activities are sent to the parents of
participating children in a format, and to the extent practicable, in a language the parents can
understand.
b. Parents are involved in the planning, review, evaluation and improvement of the Title I program,
Parent and Family Engagement Policy and the School-Parent Compact at an annual parent
meeting scheduled at a convenient time. This would include the planning and implementation of
effective parent and family involvement activities.
c. Conduct, with meaningful parent and family involvement, an annual evaluation of the content and
effectiveness of the Parent and Family Engagement Policy. Use the evaluation findings to design
evidence-based strategies for more effective parental involvement, and to revise the Parent and
Family Engagement Policy.
d. Opportunities are provided for parents and family members to participate in decisions related to
the education of their child/children. The school and local educational agency shall provide other
reasonable support for parental involvement activities.
e. Parents of participating children will be provided timely information about programs under this
part, a description and explanation of the curriculum in use, the forms of academic assessment
used to measure student progress and the achievement levels of the challenging State academic
standards. The school will provide assistance, opportunities, and/or materials and training to help
parents work with their children to improve their children’s academic achievement in a format,
and when feasible, in a language the parents and family members can understand.
f. Educate teachers, specialized instructional support personnel, principals, and other school leaders,
with the assistance of parents in the value and utility of contributions of parents, how to reach out
to, communicate with and work with parents as equal partners.
g. Coordinate and integrate parental involvement programs and activities with other Federal, State
and local programs, including preschool programs that encourage and support parents in more
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fully participating in the education of their children. Employees are expected to comply with the
Title I Parental and Family Engagement policy.
Article 3: Administration Section 1 Superintendent of Schools Policy 2100 The Superintendent of Schools is the chief executive officer of the Norfolk Public Schools and shall have broad
supervision of the school structure. The Superintendent also exercises those functions which are directed by statutes
and those which are distinctively selected in the policies and regulations of the Norfolk Public Schools. Section 2 Principalship Policy 2200
The principal is immediately accountable to the Superintendent for all functions of the supervision of the principal’s
designated school/schools, and for any universal school duty as assigned by the Superintendent. The principal,
however, is the direct supervisor of the assigned school’s professional and support staff members. Section 3 Associate Superintendent Policy 2221 The director and/or Associate Superintendent shall provisionally presume the functions and responsibilities of the
Superintendent in the occurrence that the Superintendent is unavailable. Section 4 Line of Authority Policy 2400
All employees of the school district shall be under the universal guidance of the Superintendent, but shall be under
the direct supervision of the building principal or designated supervisor. Section 5 Administrative Actions in Emergencies Policy 2410 In the occurrence of a crisis or emergency, our first priority is protecting the wellbeing and safekeeping of students
and staff. The Superintendent of Schools is in charge of governing and monitoring any emergency incident with the
exclusion if the circumstance is limited to a specific building. In this situation, the building principal will take the
lead with the Superintendent of Schools directing on crucial judgments. Section 6 Administrative Action in Absence of Policy Policy 2440 In the instance a challenging judgment is not supported by an existing law, policy, or by regulations, the
Superintendent or the Superintendent’s designee is authorized to determine the resolution deemed best. Decisions
made in the deficiency of a needed policy shall be conveyed to the board and the Superintendent shall propose a
policy to deal with comparable issues. Section 7 Confidentiality of Protected Health Information
It is the policy of the district to develop and implement all necessary practices, policies, and procedures to comply
with the Health Insurance Portability and Accountability Act of 1996 (HIPAA) where and to the extent applicable
and to maintain the privacy of protected health information (PHI), as that term is defined by HIPAA, that it receives,
obtains, or transmits for employees and students. The district designates the Superintendent as its HIPAA privacy
officer. Student and employee records containing PHI shall be accessible only to those who require such
information to carry out their duties.
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Article 4: Business Operations
Section 1 Tuition Fees for Non Resident Students Policy 3050 The Board of Education may permit non-resident students to enroll and attend Norfolk Public Schools upon
compensation of tuition established by the Board of Education and to the extent required by law. Section 2 Materials Fees Policy 3060 Each building principal is accountable for developing and requesting budgetary necessities for resources identified
as part of the school curriculum. This procedure shall include teachers, coaches, and other instructional personnel. Section 3 Summer School Fees Policy 3070 Students who take summer school classes out of district shall be required to pay their own tuition and operating cost.
In the occurrence that Norfolk Public Schools offers summer school instruction, tuition charges shall not surpass the
costs incurred in operation. Section 4 Sales and Disposal of Books, Equipment/Supplies Policy 3090 The Superintendent of Schools is sanctioned to dispose of books, furniture, equipment, and other materials that are
obsolete. Any sale of school assets is conditional on consent by the vote of the Board of Education. Disposal may
be public or private sale, or by taking bids. Section 5 Purchasing Policy 3130 A. No student, teacher, or employee of the board shall have power to purchase, or agree to purchase, any supplies
or materials for use in the public schools, whether or not to be sold to students or used in any department
whatsoever, except by a proper requisition for a purchase order through the appropriate office. This also applies
to purchase of services, such as printing, etc.
B. When ordering supplies or materials through the Central Supply catalog, a requisition form signed by the
principal/supervisor must be submitted to the Central Office for processing. The requisitioner should specify
item number and description and keep a copy for his/her records. Be sure to include budget code number on the
requisition.
Section 6 Inventory of Equipment Policy 3190 At the close of the school year, each instructor or department will maintain and certify a complete inventory of
technology materials and designated equipment on respective forms. Digital or hard copies of this inventory shall
be distributed as such: one copy shall be filed with the principal of the building and one copy retained by the
instructor. At the close of the school year, or when a teacher terminates employment, the inventory shall be
reconciled for accuracy by the building principal or his/her designee. Any irregularities in inventory must be
immediately reported to the Associate Superintendent for Business Services. ADMINISTRATORS - PLEASE
NOTE: Building principals will personally check the inventory sheets. Building and room inventories: A. Inventories should be completed by rooms as well as buildings. It is very important that our inventories of
furniture, technology, and designated equipment are up-to-date. This is important not only because we need to
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know exactly what we have in each building, department, and room so that we will know at all times whether
we are adequately equipped; but also for insurance purposes. If we were to have a loss through fire, tornado, or
some other catastrophe, we would need to prove what we have in the building. It is necessary, therefore, that
each building principal make certain that the inventory sheets are up-to-date. If at all possible, staff should
specify the type of furniture. For example, it would be helpful to know that desks in a certain room are
American Seating, Heywood-Wakefield, Artcobell, or another make.
B. The transfer of furniture and/or equipment from one building to another is allowed to take place only when the
loaning principal and borrowing principal are aware of such a transfer. It is the responsibility of the borrowing
principal, to be certain the loaning principal (and the district Maintenance Supervisor or his/her designee), is
informed of the specific furniture and/or equipment borrowed, which building will house the material, and the
duration of the transfer. Both principals will be asked to document the equipment transfer whenever such
transfer occurs. The Maintenance Supervisor should also receive a copy of the information regarding the
equipment transfer.
C. The activity directors at the high school and junior high will check athletic inventories with each coach before
the coach will be permitted to check out in the spring.
D. Principals will thoroughly check room and teachers’ inventories before approving “checkout” sheets.
Section 7 Monies in School Buildings Policy 3200 All monies collected shall be immediately receipted and accounted for and directed without delay to the proper
location of deposit. Monies collected shall be managed in a good and prudent business manner. Section 8 Video Surveillance Policy 3231 The Board of Education has authorized the use of video cameras on school district property to ensure the health,
welfare, and safety of all staff, students, and visitors to district property, and to safeguard district facilities and
equipment. Video cameras may be used in locations as deemed appropriate by the Superintendent. Notice is hereby given that video surveillance may occur on district property. In the event a video surveillance
recording captures a student or other building user violating school policies or rules or local, state, or federal laws,
the video surveillance recording may be used in appropriate disciplinary proceedings against the student or other
building user and may also be provided to law enforcement agencies.
Section 9 Risk Management and Safety Committee Policy 3240 The district has established a Safety and Security Management Plan which includes safety and security plans and
procedures, including plans and procedures to address emergency and crisis situations. Teachers are expected to be
familiar with and to comply with the Safety and Security Management Plan. The plan may be obtained for review
or copy from the principal or the Superintendent. Staff may also be required to complete various safety trainings (in
person or online) as directed by administration. The district also has a safety committee to address employee accidents, injuries, and work place conditions.
Representatives who serve on the committee are appointed by the administration. Teachers can make suggestions
and/or report concerns to the safety committee by contacting members of the safety committee or their building
principal. Safety Practices Guidelines for safe work practices which teachers should follow include the following: A. Never stand on chairs, counters, tables, etc. Only use step stools, ladders and, locking stools to stand, climb,
etc., to reach high places, put things on bulletin boards, etc.
B. Always wear protective equipment (i.e., goggles, aprons, gloves, and ear protection).
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C. Wipe up spills or report promptly to appropriate personnel. DO NOT assume someone else will do it.
D. Be aware of your surroundings. Pick up clutter, keep your work area or room clean and free of clutter, debris,
etc.
E. Identify and report all hazards (i.e., broken equipment, broken or uneven floor surfaces, non-operating tools,
windows, doors, etc.). Follow up if not repaired.
F. Do not use equipment if you are not familiar with it or operate machinery without proper training.
G. Do not carry heavy or bulky objects. Get a cart, dolly or assistance. Know how to properly lift.
H. Report any injuries or medical problems to your supervisor immediately and complete the employee accident
report in accordance with district procedures.
I. Wear seatbelts when in vehicles where provided.
J. Do not do repetitive tasks for long periods of time (i.e., keyboarding, cutting out things, filing, typing, etc.).
Take breaks, learn and do stretching exercises, etc. Every accident in the school building, on the school
grounds, at practice sessions, or at any athletic event sponsored by the school must be documented and reported
immediately to the principal.
As required by law, approved safety glasses will be required of every student and teacher while participating in or
observing vocational, technical, industrial technology, science, and art classes. All visitors to these areas must check
out a pair of safety glasses when entering any of these areas. Accidents Every accident which results in a personal injury must be reported to the principal immediately. In the event the
injury involves a student, the teacher responsible for the student either as teacher, coach or sponsor is responsible for
making the report. If the injury occurs in the presence of the teacher, the teacher is also responsible for making a
report. Workers Compensation
Teachers are required to immediately report any work-related injury and/or work-related medical condition to their
supervisor and complete all appropriate paperwork in accordance with district procedures. Section 10 Trespassers Policy 3250 Restrictions on the use of school buildings and grounds may be utilized by administrative action. Building
administrators and their designees have the authorization to employ and impose boundaries on access. Such
measures will be in accordance with constitutional and other legal rights. Section 11 Safe Driving Record Standards for Drivers Policy 3410 Employees who drive school vehicles to transport students must have a valid driver’s license and proof of insurance.
Employees will be given instruction on emergency evacuation and first aid and provided a Driver’s Certification
form following completion of the district driving class.
Employees who drive school vehicles are responsible for following safe driving practices. Employees are to abide
by all rules of the road and any applicable rules of the Nebraska Department of Education (NDE Rule 91) and the
district relating to driving a motor vehicle. Seat belts and child restraint systems will be utilized by all occupants.
Failure to do so could result in personal liability. When transporting students or using a school vehicle, employees
are not to use cell phones or otherwise engage in distracted driving. This rule applies to the driver when the vehicle
is in motion. The only exception would be in the case of emergencies. Employees are prohibited from transporting
students in their personal vehicle.
School staff supervising activity trips are ultimately responsible for the active supervision of the students under their
care. To help ensure that a staff member’s main focus remains on the students assigned to their care, school staff
may not bring family members or friends (not associated with the activity) with them on school vehicles. Staff or
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volunteers that will be supervising students on school sponsored activities must also pass a district approved
background check.
Section 12 Transportation Policy 3520 Norfolk Public Schools does not offer free transportation to and from school aside from conditions where
administration establishes it suitable for students who would otherwise be allowed by law to a transportation stipend.
Transportation will be provided for school activities and field trips as determined by administration. Section 13 Rebates to School Personnel Policy 3550 School employees and board members shall not receive anything of value (commission, paid trips) from individuals
or companies from which the school district purchases equipment or materials in the operation of the school district. Section 14 Asbestos You are hereby notified that current federal regulations require all schools to inventory asbestos-containing material
and to develop a management plan to identify and control asbestos in their buildings. Norfolk Public Schools
adheres to all current regulations concerning asbestos management in district facilities. For more information on the
Asbestos Management Plan, contact the Associate Superintendent for Business Services, 512 Philip Avenue,
Norfolk, Nebraska 68701, at (402) 644-2500.
Section 15 Security of Desks and Lockers Offices, teacher desks, lockers, file cabinets and other such storage devices are owned by the school and are to be
properly cared for and maintained. Appropriate security measures should be used to protect school and personal
property kept in storage devices from theft or vandalism and to protect confidential student records. The school exercises exclusive control over school property and reserves the right to search offices and storage
devices provided to or used by employees where permitted by law, such as where reasonable grounds exist for
suspecting that a search will turn up evidence that the employee has committed work-related misconduct, or that a
search is necessary for a non-investigatory work-related purpose, such as to retrieve a file. School-related
documents or records must remain readily available to administration and other appropriate school staff. Any
personal items a teacher wants to have kept private should be kept in a separate personal storage device, such as a
brief case, purse or backpack. The district is not responsible for any personal property teachers may bring to school. Teachers are cautioned not to
bring large amounts of money or items of significant value to school.
Section 16 Care of School Property Teachers are responsible for the proper care of all books, equipment, supplies and furniture supplied by the school.
If an item is in need of maintenance or repair, report it to the principal as soon as possible. If you learn that a student
has damaged school property or equipment, or if you are responsible for damage to school property, promptly report
it to the principal so the item may be replaced or repaired if possible and appropriate responsibility for the cost of
replacement or repair may be determined. Section 17 Use of Phones
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Beginning with the 2019-2020 school year, the vast majority of classrooms now have phone systems in them for
safety purposes. Personal telephone calls should not be made during duty time (teaching, active supervision of
students) except in the event of an emergency. Staff need to promptly log long distance calls in accordance with
building procedures and be responsible for any charges which are for personal use. Section 18 Funds Receipts A. No assessments against students (other than fines) shall be made until permission is secured from the building
principal and/or the Superintendent. B. New organizations requiring payment of dues, fees, or assessments may not be organized without permission
of the building principal and/or the Superintendent. C. Certain monies collected by Middle School instructors, Junior High instructors or Senior High instructors shall
be immediately checked in to designated support staff using district approved procedures to ensure proper
accountability of funds. D. Secretaries shall give a receipt for all money paid to them, showing to what fund the same is credited. The office secretary shall make a monthly report for all subsidiary accounts to persons concerned if requested to do
so. These funds cannot be drawn on except through the secretary under the direction the authorized persons
concerned and with the approval of the building principal or the Superintendent of Schools. No money shall be kept in offices, teacher’s desks, or file cabinets, etc. overnight. During the day such funds should
be kept under lock and key until the funds can be securely transferred to the office for deposit.
Article 5: Personnel Section 1 Recruitment and Selection Policy 4001 Norfolk Public Schools will recruit and endorse for employment the best skilled staff. When vacancies exist, the
administration may ponder reassignment of existing staff or implore applicants by advertising. Preferred applicants
must suit the requirements set by the Board of Education and laws of the State of Nebraska. Rehiring of a former
employee is conditional upon the former employee having an affirmative performance profile with the district and
the employee meeting all NDE requirements for reemployment. Section 2 Equal Opportunity Employment Policy 4002 It is the charge of Norfolk Public Schools to employ the best skilled candidate for each vacancy without regard to
sex, disability, race, color, religion, veteran status, national or ethnic origin, marital status, pregnancy, childbirth or
related medical condition, or other protected status. There shall be no prejudice by school personnel against any
employee because of membership in an employee organization or because of protected free speech activities. Section 3 Anti-discrimination, Anti-harassment and Anti-retaliation, Notice of Nondiscrimination Policy 4003 Purpose: Norfolk Public Schools is committed to offering employment and educational opportunity to its employees
and students in a climate free of discrimination. Accordingly, unlawful discrimination or harassment of any kind by
administrators, teachers, co-workers, students or other persons is prohibited. In addition, the Norfolk Public Schools
will try to protect employees and students from reported discrimination or harassment by non-employees or others in
the work place and educational environment.
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For purposes of this policy, discrimination or harassment based on a person's sex, disability, race, color, religion,
veteran status, national or ethnic origin, age, marital status, pregnancy, childbirth or related medical condition, or
other protected status is prohibited. The following are general definitions of what might constitute prohibited
harassment.
In general, ethnic or racial slurs or other verbal or physical conduct relating to a person's sex, disability,
race, color, religion, veteran status, national or ethnic origin, age, marital status, pregnancy, childbirth or
related medical condition, or other protected category constitute harassment when they unreasonably
interfere with the person's work performance or create an intimidating work, instructional or educational
environment.
Age harassment (40 years of age and higher) has been defined by federal regulations as a form of age
discrimination. It can consist of demeaning jokes, insults or intimidation based on a person's age.
Sexual harassment is defined by federal and state regulations as a form of sex discrimination. It can consist
of unwelcome sexual advances, requests for sexual favors, or physical or verbal conduct of a sexual nature
by supervisors or others in the work place, classroom or educational environment. Sexual harassment may
exist when:
o Submission to such conduct is either an explicit or implicit term and condition of employment or
of participation and enjoyment of the school’s programs and activities;
o Submission to or rejection of such conduct is used or threatened as a basis for employment related
decisions, such as promotion, performance, evaluation, pay adjustment, discipline, work
assignment, etc., or school program or activity decisions, such as admission, credits, grades,
school assignments or playing time;
o The conduct has the purpose or effect of unreasonably interfering with an individual's work or
educational performance or creating an intimidating, hostile, or offensive working, class room or
educational environment.
o Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive
comments, sexually oriented "kidding" or "teasing", "practical jokes", jokes about gender-specific
traits, foul or obscene language or gestures, displays of foul or obscene printed or visual material,
and physical contact, such as patting, pinching or brushing against another's body.
Complaint and Grievance Procedures
Employees or students should initially report all instances of discrimination or harassment to their immediate
supervisor or classroom teacher. However, if the employee or student is uncomfortable in presenting the problem to
the supervisor or teacher, or if the supervisor or teacher is the problem, the employee or student is encouraged to go
to the next level of supervision. In the case of a student, the Principal would be the next or alternative person to
contact.
If the employee or student's complaint is not resolved to his or her satisfaction within five (5) to ten (10) calendar
days, or if the discrimination or harassment continues, or if as a student you feel you need immediate help for any
reason, please report your complaint to the Superintendent. If a satisfactory arrangement cannot be obtained through
the Superintendent, the complaint may be processed to the Board of Education.
The supervisor, teacher or the Superintendent (or his or her designee) will promptly and thoroughly investigate all
complaints. These situations will be treated with the utmost confidence, consistent with resolution of the problem.
Based on the results of the investigation, appropriate corrective action, up to and including discharge of offending
employees, and disciplinary action up to expulsion against a harassing student, may be taken. Under no
circumstances will any threats or retaliation be permitted to be made against an employee or student for alleging in
good faith a violation of this policy.
Notice of Nondiscrimination
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The Norfolk Public School District does not discriminate on the basis of sex, disability, race, color, religion, veteran
status, national or ethnic origin, marital status, pregnancy, childbirth or related medical condition, or other protected
status in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups.
The following persons have been designated to handle inquiries regarding the nondiscrimination policies: Students: Erik Wilson, Director of Student Services: 512 Philip Avenue, Norfolk, NE 68701, (402)644-2500. Employees and Others: Angie Baumann, Director of Human Resources and Accreditation, 512 Philip Ave.,
Norfolk, NE 68701 (402)644-2500 Complaints or concerns involving discrimination or needs for accommodation or access should be addressed to the
appropriate Coordinator. For further information about anti-discrimination laws and regulations, or to file a
complaint of discrimination with the Office for Civil Rights in the U.S. Department of Education (OCR), please
contact the OCR (816) 268--550 (voice), FAX (816) 268-0599, (800) 877-8339 (telecom. device for the deaf), or
[email protected]. Designation of Coordinators Policy 4003 Any person having inquiries concerning the district’s compliance with anti-discrimination laws or policies or other
programs should contact or notify the following person(s) who are designated as the coordinator for such laws,
policies or programs. The contact address for the coordinator is: Norfolk Public Schools, 512 Philip Avenue,
Norfolk, NE 68702, (402) 644-2500.
Law, Policy or Program Issue or Concern Coordinator Title VII Discrimination or harassment based on
race, color, or national origin;
harassment
Director of Student Services
Title IX Discrimination or harassment based on
sex; gender equity Director of Student Services
Section 504 of the Rehabilitation
Act Americans with Disability Act
(ADA)
Discrimination, harassment, or
reasonable accommodations of persons
with disabilities
504 - Director of Student Services ADA - Associate Superintendent of Business Services
Homeless student laws Children who are homeless Director of Student Programs Safe and Drug Free Schools and
Communities Safe and drug free schools Associate Superintendent
of Business Services Grievance Procedure for Persons with a Disability Policy 1240
The Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act address discrimination,
harassment or failure to provide reasonable accommodations to persons with a disability. The following grievance
procedure shall be used for resolution of complaints of alleged violations of the ADA or Section 504: A. Complaints shall be filed with the ADA and Section 504 Coordinator. Complaints shall be made in writing,
unless the complainant’s disability prevents such, in which event the complaint can be made verbally.
B. Complaints shall set forth: (a) the name of the complainant, (b) the address and telephone number or other such
information sufficient to enable the coordinator to contact the complainant, (c) a brief description of the alleged
violation, and (d) the relief requested by the complainant.
C. Complaints shall be investigated by the coordinator or the coordinator’s designee. Investigations shall be
thorough, but informal, and the complainant shall be given a full opportunity to submit evidence relevant to the
complaint.
D. The coordinator shall make a decision on the complaint within thirty (30) days of the filing of the complaint,
unless such time period is extended by agreement with the complainant or a longer period is reasonably
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necessitated by the circumstances. The decision shall be made in writing, shall set forth the coordinator’s
proposed resolution of the complaint, and shall be forwarded to the complainant.
E. The complainant shall have ten (10) days from the date the coordinator’s decision is sent to the complainant to
accept or reject the coordinator’s proposed resolution. The complainant shall be deemed to have accepted the
proposed resolution unless the complainant rejects the proposed resolution within such time period.
F. In the event the complainant rejects the proposed resolution, the complainant shall be given the opportunity to
file a request for reconsideration within ten (10) days from the date the coordinator’s decision is sent to the
complainant. The request for reconsideration shall be filed with the coordinator. Upon receipt of the request
for reconsideration, the coordinator shall promptly forward the request for reconsideration and all evidence
received by the Coordinator in connection with the complaint to a third person for review (either an
administrator or other employee of the district, or members of the Board of Education or committee of the
board).
G. A decision on the request for reconsideration shall be made within ten (10) days after the request for
reconsideration was filed unless the board or committee of the board is the reviewer, in which event the
decision shall be made within thirty (30) days of the filing of the request for reconsideration, unless such time
period is extended by agreement with the complainant or a longer period is reasonably necessitated by the
circumstances.
Legal Reference: Title VI, 42 U.S.C. § 2000d, Title VII, 42 U.S.C. § 2000e, Title IX;
20 U.S.C. § 1681, and the Nebraska Fair Employment Practices
Act, Neb. Rev. Stat. §48-1101 et seq.
Age Discrimination in Employment Act (ADEA), the Older
Workers Benefit Protection Act (OWBPA), 29 U.S.C. §621 et seq.,
and the Nebraska Age Discrimination in Employment Act, Neb.
Rev. Stat. §48-1001 et seq.;
Americans with Disabilities Act (ADA), 42 U.S.C. § 12101 et seq.
Section 504 of the Rehabilitation Act of 1973 (Section 504)
Pregnancy Discrimination Act, 42 U.S.C. § 2000e(k)
Uniform Service Employment and Reemployment Rights Act
(USERRA), 38 U.S.C. § 4301 et seq.
Neb. Rev. Stat. § 79-2,115, et seq
Section 4 Duty Hours of Employees Policy 4004 Hours of Work & Meetings
Regular, dependable on site attendance at work is an essential function of a teacher’s employment position. The Board of Education recognizes that teachers' responsibilities to their students and their profession generally
involve the performance of duties and the commitment of time beyond the normal working day, but also recognizes
that teachers and other educational professionals are entitled to regular time and work schedules on which they can
rely in the ordinary course of events and which will be fairly and evenly maintained to the extent possible
throughout the school system. Schools have different start and end times for the student day. Certificated employees assigned to a building will
usually spend at least eight hours on site, excluding that duty-free lunch time (30 minutes) which can be spent off-
site. The principal will determine the length of time prior to and after the student class schedule for staff to be on-
site in order to meet the hour requirements. Staff may leave the building earlier when called to a professional
meeting.
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Certificated employees are required to serve on playground, lunchroom, before or after school or hall supervision,
etc. duty as designated by the principal. The principal will attempt to make an equitable distribution of such
assignments and professional staff shall assume such duties as part of their work and agreement of employment. Teachers shall attend meetings called by the Superintendent of Schools, principals, department heads and team
leaders, except those meetings which are designated for optional attendance. Arrival to Duty Assignments
Full-time teachers designated on-site work day is 7:45 a.m. to 3:45 p.m. Elementary school teachers are to be in the
building and in their classroom no later than 7:45 a.m. and remain on duty until 3:45 p.m. Secondary teachers are to
be in the building and in their classroom no later than 7:45 a.m., and remain on duty until 3:45 p.m. Certificated
employees other than teachers are expected to meet the same guidelines for entry to the building, being in their
assigned duty area, and duty departure time. Teachers and other certificated employees who are part-time or work
on adjusted schedules are to be in the building at least 10 minutes before their class or assigned duty begins. During
the school day, teachers are to be in their assigned classroom before each period begins to assure that students are
not unsupervised within the classroom. Because certificated staff are contracted by days and not hours, there may be
times where staff will stay later than the normal duty hours listed above. Section 5 Absence of Employees Policy 4005 Absent - Need For Substitute Instructors who are ill and unable to report for duty should notify the substitute procurement system (Absence
Management / Frontline) and the principal at the earliest possible time, preferably between 6:00-6:30 a.m.
Substitutes must be selected from the approved list of substitutes provided by the HR office. Teachers are not to
make their own arrangements for a sub without using approved building protocols. Employees apply for leave in order to carry out obligations (jury/counseling) in which they will be compensated are
obligated to dispatch to the district either the compensation garnered beyond operating expense or their district
wages for time missed. Absence or suspension of any employee shall result in loss of pay for the period excluding
as otherwise provided by policy or law.
Weather Related Absence – Any teacher, living outside or within the school district, who is absent from school due
to weather or road conditions may use a personal day. If no personal days are available, staff shall receive a
deduction from their salary. Section 6 Absence from Building Policy 4006 Employees may not be absent from assignments during duty hours unless granted authorization from their
immediate supervisor or the Superintendent. An employee may be released from the building for one class period
with authorization of immediate supervisor or the Superintendent for affairs of personal business which cannot be
fulfilled after school hours. Section 7 Returning from Absences A. Justification for Absences Taken Without Prior Approval. If an employee is absent without advance approval
either: (1) the day immediately preceding or immediately following a regularly scheduled school break (such as
winter break, spring break, and quarter or semester breaks) or (2) during the first two weeks or the last two
weeks of school (student contact days), the employee will be required to give verification (for example, a
doctor’s note) to establish that the employee was unable to work for an excusable condition or excusable reason.
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B. Establishing Fitness for Duty. Employees must present a written statement from their physician or health care
provider to their supervisor when absent for any period of time because of injury requiring care from a
physician or health care provider, or absent from work for 5 days or more due to a personal health condition.
The statement is to clearly verify that the employee is mentally and physically able to return to duty. This
statement is to be presented in person to the employee’s supervisor before the employee returns to duty in order
that the readiness to perform work can be observed and discussed.
Employees are required to disclose any medical restrictions that limit their ability to perform the essential
functions of their position by written notification from the employee’s physician to their supervisor and, if
needed, request a meeting with the Americans with Disabilities Act (ADA) Coordinator to discuss the provision
of reasonable accommodations. The district will not discriminate against any employee due to disability and
will provide reasonable accommodations. Information provided about medical conditions or disabilities shall be
treated as confidential, as required by state and federal statutes, and will be divulged only to the extent
necessary to provide reasonable accommodations.
Section 8 Family and Medical Leave Act Policy 4007 Employee Rights and Responsibilities under the Family and Medical Leave Act
Family and medical leaves shall be allowed under the terms and conditions of the Family and Medical Leave Act of
1993, as amended (FMLA). Basic Leave Entitlement. FMLA provides up to 12 weeks of unpaid, job-protected leave to eligible employees for
the following reasons: A. For incapacity due to pregnancy, prenatal medical care or child birth; B. To care for your child after birth, or placement for adoption or foster care; C. To care for an immediate family member who has a serious health condition (an immediate family member is
defined as: husband, wife, child, mother, father, sister, brother, mother/father-in-law, brother/sister-in-law,
grandparents, grandchild, aunt, uncle, niece, nephew, and daughter/son-in-law); or D. For a serious health condition that makes you unable to perform your job. The “leave year” for purposes of the FMLA is a “rolling” 12-month period, measured backward from the date of any
FMLA leave usage. Military Leave Entitlement. Eligible employees with a spouse, son, daughter, or parent on active duty or call to active
duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave
entitlement to address certain qualifying criteria. Qualifying criteria 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. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for
a covered service member during a 12-month period. A covered service member is a current member of the Armed Forces,
including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on
active duty that may render the service member medically unfit to perform his or her duties for which the service member
is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability
retired list. Benefits and Protections. During FMLA leave, a teacher’s health coverage under a ''group health plan” will be maintained
on the same terms as if the teacher had continued to work. Upon return from FMLA leave, most employees must be
restored to their original or an equivalent position with equivalent pay, benefits, and other employment terms.
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A teacher’s use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of the
FMLA leave. Eligibility Requirements. A teacher is eligible if he or she has been employed with Norfolk Public Schools for at least one
year, for 1,250 hours over the previous 12 months, and if there are at least 50 employees of Norfolk Public Schools within
75 miles of your work location. 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 a teacher from performing the functions of his or 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
three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regiment of
continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet
the definition of continuing treatment. Use of Leave. A teacher does not need to use FMLA leave entitlement in one block. Leave can be taken intermittently or
on a reduced leave schedule when medically necessary. The teacher must make reasonable efforts to schedule leave for
planned medical treatment so as not to unduly disrupt the District’s operations. Leave due to qualifying exigencies may
also be taken on an intermittent basis. Substitution of Paid Leave for Unpaid Leave. The teacher may choose or Norfolk Public Schools may require use of
accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, the teacher must comply with
the district’s normal paid leave policies. Employee Responsibilities. The teacher must provide sufficient information for the district 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 teacher 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. The teacher also must inform the district if the requested leave is for a reason for which FMLA leave was
previously taken or certified. The teacher also may be required to provide a certification and periodic recertification
supporting the need for leave. Employer Responsibilities. The district will inform employees requesting leave whether they are eligible under
FMLA. If they are, the notice will specify any additional information required as well as the employees’ rights and
responsibilities. If they are not eligible, the district will provide a reason for the ineligibility. The district will inform employees if leave will be designated as FMLA-protected and the amount of leave counted
against the employee’s leave entitlement. If the district determines that the leave is not FMLA-protected, the district
will notify the employee. Unlawful Acts by Employers. FMLA makes it unlawful for any employer to: A. Interfere with, restrain, or deny the exercise of any right provided under FMLA; B. Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for
involvement in any proceeding under or relating to FMLA. Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit
against an employer. 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. For additional information you may refer to FMLA posters on employee bulletin boards or contact the U.S. Wage
and Hour Division at:
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1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov
To obtain a form and submit a request for use of FMLA, or to make arrangements for payment of benefits while on
an FMLA leave, contact the Payroll office at (402) 644-2500. Legal Reference: Neb. Rev. Stat. §§ 55-160 to 55-166
Neb. Rev. Stat. §§ 55-501 to 55-507 29 U.S.C. §§ 2611, et seq.; 29 CFR Part 825 (FMLA)
38 U.S.C. §§ 4301 to 4333;20 CFR Part 1002 (USERRA) Section 9 Adoption Leave Policy 4008 Adoption leave will be permitted to be taken by an adoptive parent for the same time and on the same terms as a
teacher is permitted to take a leave of absence upon the birth of the teacher’s child. The adoptive parent leave of absence begins following the commencement of the parent-child relationship. The
parent-child relationship commences, for purposes of adoption leave, when the child is placed with the teacher for
purposes of adoption. The teacher shall be deemed to have waived any adoptive leave days not taken following the
commencement of the parent-child relationship, except as the Superintendent and the teacher may otherwise agree.
Advance notice of an anticipated adoption shall be provided by the teacher to the Superintendent or their designee as
early as possible. Legal Reference: § 48-234
Section 10 Drug and Substance Use and Abuse Policy 4009 Drug-Free Workplace The district has established the school as a drug free workplace. The drug-free workplace for this purpose includes
school grounds, school utilized vehicles, and places in which school activities are held. The unlawful manufacture, distribution, disposition, possession, or use of a controlled substance is prohibited in the
work place. The possession, use or distribution of illicit drugs or alcohol, the use of glue or aerosol paint or any
other chemical substance for inhalation, and being under the influence of illicit drugs, alcohol, or inhalants is
prohibited in any place while teachers are on duty time. Any level of impairment from illicit drugs, alcohol, or
inhalants, and the presence of any odor of illicit drugs (such as marijuana) or alcohol on a teacher in the work place
or on duty time shall be a violation of the drug-free workplace. The possession or distribution of a look-alike drug
or look-alike controlled substance is prohibited. In addition, teachers are expected to serve as role models for
students and will be considered to have violated the district’s expectations in the event the teacher commits a
criminal drug or alcohol offense off the work place or off duty time. As a condition of employment teachers will abide by the district’s drug-free workplace policies and notify the
Superintendent of any criminal drug statute conviction for a violation occurring in the workplace no later than 5
days after such conviction. Disciplinary sanctions up to and including termination of employment and referral for
prosecution will be imposed for violations of the district’s drug-free workplace policies. Sanctions may include the
requirement that the teacher complete an appropriate rehabilitation program, a reprimand, and termination of
employment. Drug and alcohol counseling and rehabilitation and reentry programs are available through local health
agencies. Smoke and Tobacco-Free Workplace The use of tobacco products is prohibited in all school buildings and all school vehicles. Smoking shall also be
prohibited in any area where school staff, students or members of the public may be present or may be affected by
smoke, including without limitation the stands and bleachers of outdoor athletic fields and near the entry of school
buildings.
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For purposes of this policy, tobacco means any tobacco product (including but not limited to cigarettes, cigars, and
chewing tobacco), vapor products (such as e-cigarettes), alternative nicotine products, tobacco product look-alikes,
and products intended to replicate tobacco products either by appearance or effect. This does not preclude adults
from wearing non-visible nicotine patches, or using nicotine gum without displaying the product container, as part
of a smoking cessation program.
Section 11 Bloodborne Pathogen Compliance Policy 4011 The school district shall collaborate with county and state health departments in utilizing measures for the
management of communicable disease in school district programs and activities. Procedures shall correspond to the
system for communicable disease control set by the state health department. Staff will need to successfully complete
designated training on this subject each school year. Section 12 Infectious Diseases Policy 4012 In the occurrence that a student, employee, or other person in recurrent exchange with students, employees, or others
present in Norfolk Public Schools contracts an infectious disease, the determination of whether that person should be
allowed to continue on duty, be present at or partake in school activities shall be made on a case-by-case basis.
Section 13 Personnel Files Policy 4013 The district will follow the requirements of state and federal law and regulation with regard to a teacher’s personnel
file, including but not limited to Neb. Rev. Stat. § 79-8,109. Section 14 Receiving Agents, Salespersons, and Policy 4014
Other Business Representatives Teachers need not allow, and should not permit, any salesperson or representative or agent of any commercial
enterprise or theatrical presentation to contact the teacher while engaged in the teacher’s duties except for such times
as may be designated by the Superintendent or designee. By law, the hours of no solicitation are between 8:30 a.m.
and 5:00 p.m. on all days school is in session. If you are required to be at work earlier than 8:30 a.m., the hours are
extended to that earlier time as well. Section 15 Intellectual Property and Work-for-Hire Policy 4010
Teachers shall not use classrooms, buildings or other school property for personal use or profit without specific
approval from the Superintendent or his/her designee. Teachers shall not use time for which the teacher is on duty
or paid by the district to engage in any activity for personal financial profit. Materials created or produced by a
district employee in their capacity as a district employee is the property of the district. Section 16 Unauthorized Purchases Policy 4015 An employee who orders school supplies/equipment without approval may be personally accountable for
compensation of the materials ordered. Section 17 Use of School Facilities and Equipment by School Employees Policy 4016 Teachers will be issued keys to the school. Teachers are expected to not lose their keys and to not allow others to
have access to or to use their keys. Teachers are permitted to have access to school facilities during non-school time
provided such access is for work-related purposes. When teachers leave the building, they are to close all windows,
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lock their classroom door, and make sure that the entry door is fully closed and locked. This is especially important
when teachers are using the school facilities prior to the beginning of the school year and during any weekend or
evening usage. Teachers will be responsible for the costs incurred to replace keys. Teachers leaving the district are
expected to turn in all keys upon their last day of employment. School property is to be used for approved work-related purposes and not for personal purposes or for personal gain
or benefit. Use of school supplies (paper, staples, etc.), school equipment (copiers, fax machines, telephones, etc.),
and school postage is to be for approved school-related purposes only. Excess or surplus supplies or equipment,
including items which have been placed in the trash, should not be removed for non-school use without approval
from the administration.
Section 18
American Civics Policy 8153
LB 399 is applicable to all schools in Nebraska, public and private, beginning with the 2019-20 school
year. Excerpts from the policy are listed below. For more specific information on this policy, please refer to the
district website under the Board of Education “Policies” tab.
Curriculum
LB 399 requires that all social studies courses approved for grade levels as noted below must include and
adequately stress contributions of all ethnic groups:
to the development and growth of America into a great nation,
to art, music, education, medicine, literature, science, politics, and government, and
to the war services in all wars of this nation.
All grades of all public and private schools, below the 6th grade, must devote at least one hour per week to exercises
or teaching periods for the following purpose:
The discussion of stories having to do with American history or the deeds and exploits of American heroes;
The historical background, memorization, and singing of patriotic songs such as the Star-Spangled Banner
and America the Beautiful;
The development of respect for the American flag as a symbol of freedom and the sacrifices of those who
secured that freedom; and
Instruction as to proper conduct in the presentation of the American flag.
Appropriate patriotic exercises suitable to the occasion must be held under the direction of the Superintendent in
every public and private school on:
George Washington's birthday,
Abraham Lincoln's birthday,
Dr. Martin Luther King, Jr.'s birthday,
Native American Heritage Day,
Constitution Day,
Memorial Day,
Veterans Day, and
Thanksgiving Day.
...or on the day or week preceding or following such holiday, if the school is in session.
Section 19 Activity Passes Policy 4017
Current employees, Board of Education and Foundation Board members along with Booster Steering Committee
members of Norfolk Public are eligible for a free activity pass. Those employees listed above may also work three
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activities (or accumulate a designated number of hours for longer activities) to earn an activity pass for their spouse.
Additional information about activity passes is available through the Norfolk Senior High School Activities office.
Section 20 Military and Family Military Leave Policy 4022
Military leave and family military leave will be granted to the extent required by state and federal law.
Employees requesting military leave must notify the Superintendent or his/her designee as soon as they receive
notification of activation. Employees are to attach a copy of their orders to a leave request form when they prepare
the request for military leave.
Employees requesting to take family military leave under the Nebraska statutes must notify the Superintendent or
his/her designee at least 14 days in advance of taking such a leave if the leave will be for 5 or more consecutive
days, and consult with their supervisor to schedule the leave so as to not unduly disrupt operations of the school
district. For leaves of less than 5 days, the employee is to notify the Superintendent or his/her designee of the leave
request as soon as practicable.
Family military leave under the FMLA will be provided in accordance with that law and subject to the provisions of
the board policy pertaining to FMLA leave.
Legal Reference: Neb. Rev. Stat. §§ 55-160 to 55-166
Neb. Rev. Stat. §§ 55-501 to 55-507
29 U.S.C. §§ 2611, et seq.; 29 CFR Part 825 (FMLA)
38 U.S.C. §§ 4301 to 4333; 20 CFR Part 1002 (USERRA)
Section 21 Notification of Arrest, Criminal Charges, and Certificate,
License or Child Abuse Complaints Policy 4025 Teachers serve as role models for students and their actions and conduct reflect on the school as a whole. Teachers
are in all respects to conduct themselves in a professional manner. Notification of Arrest, etc. Employees must notify the Superintendent by the next business day after: A. Arrest or Criminal Charges. The employee is arrested, ticketed, or issued a criminal charge where:
1. The maximum penalty for the crime equals or exceeds six months incarceration;
2. The crime relates to abuse, neglect or endangerment of a minor, a minor was allegedly a victim or a
witness, or the crime involves alleged sexual misconduct;
3. Conviction would impact performance of employee’s job responsibilities, including offenses that:
a. Would impact the responsibility to be a role model for students or relations with other employees of
Norfolk Public Schools;
b. Would impact the employee’s ability to operate a motor vehicle if the employee at times needs to
travel during duty time or the employee at times drives students; or
c. Would impact the employee’s Commercial Driver’s License (CDL) if the employee’s job requires
that the employee have a CDL.
4. The arrest or the alleged criminal activity occurred while the employee was on duty, on property of
Norfolk Public Schools, or in a school owned or utilized vehicle, or at a school-supervised activity or
school-sponsored function.
Employees must also promptly report to the Superintendent whenever the employee has been sentenced
to be incarcerated for any period of time, even if the offense is not otherwise reportable. B. Certificate or License. The employee becomes aware that a complaint has been filed against the employee that
could affect a certificate or license required for the employee’s position. This includes proceedings of the
Nebraska Department of Education related to an alleged violation of the NDE Standards of Conduct and
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Ethics, Chapter 27, and proceedings of the Health and Human Services related to an alleged violation of the
professional standards of conduct for the employee’s position.
C. Child Abuse. The employee becomes aware that a report of child abuse or neglect has been made against the
employee under the Child Protection Act.
Further, employees must give full disclosure of any Child Protection Act investigation that resulted in an
“inconclusive” determination that occurred at any time. Current employees must give such disclosure within
ten days following adoption of this policy. As a condition of employment, applicants for employment must
give such disclosure prior to commencement of employment. Any hiring made without such disclosure shall
be subject to being immediately revoked in the event the required disclosure was not given.
Employees must give full disclosure of the existence and nature of the above proceedings and must also promptly
notify the Superintendent of the disposition of the proceedings.
Legal documents relating to the proceedings shall be treated and maintained as part of the employee’s confidential
criminal background file.
Failure to notify as required under this policy may subject the employee to disciplinary action, up to and including
termination. Civility All employees shall behave with civility, fairness and respect in dealing with fellow employees, students, parents,
patrons, visitors, and anyone else having business with Norfolk Public Schools. Uncivil behaviors are prohibited.
Employees may be subject to disciplinary action up to and including termination for engaging in uncivil behaviors.
Uncivil behaviors are any behaviors that are physically or verbally threatening, either overtly or implicitly, as well
as behaviors that are coercive, intimidating, violent or harassing. Such interactions are prohibited in all forms of
communication, including telephone conversations, voice mail messages, face-to-face conversations, written
communications, and email messages.
Any employee aware of another employee’s uncivil behavior shall report the conduct to the employee’s immediate
supervisor or to the Superintendent. There will be no retaliation against a person for making the report. Complaints or Concerns of Employees Employees are to inform Norfolk Public Schools of any complaints or concerns about the operations of Norfolk
Public Schools using the established chain of command (immediate supervisor, next higher level supervisor, etc.) on
all matters that require administrative attention; that is, on all matters or issues that their job responsibilities require
them to report to a supervisor. It is important to the efficient and successful operation of Norfolk Public Schools and a duty of all of the district’s
employees to share any such complaints or concerns in a responsible, professional manner such as to: (1) not disrupt
the proper functioning of their office, department, or position, (2) not undermine the authority of their co-workers,
supervisors, or superiors, (3) maintain close working relationships with their co-workers, supervisors, and superiors,
and (4) ensure that all applicable laws and regulations are followed. All employee official communications must be
accurate, demonstrate sound judgment, and promote Norfolk Public Schools’ mission. Employees must ensure that
all applicable laws and regulations are followed by Norfolk Public Schools and its employees. In the event an
employee becomes aware of any such non-compliance, the employee is to report such to the employee’s immediate
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supervisor (or the next higher level, if the supervisor is responsible for the problem) and maintain the confidentiality
of the report so that the problem can be appropriately corrected in the best interests of Norfolk Public Schools. Employees are to use the appropriate complaint or grievance mechanism for matters involving discrimination or
harassment or other established mechanism specific to the nature of the complaint or concern. Norfolk Public Schools will not tolerate unlawful retaliation against an employee for engaging in legally protected
activity. A protected activity includes an employee’s act of opposing an unlawful practice prohibited by employment
discrimination or other laws that protect the conduct in question. Any act of unlawful retaliation by a supervisor or
other employee may result in serious disciplinary action up to and including termination. Any employee may file a
complaint with the administrator or appropriate coordinator if the employee feels that they have experienced
unlawful retaliation in any form. Section 22 Professional Boundaries between Employees and Students Policy 4025 It is important for teachers to maintain an effective working relationship with the administration and all co-workers,
including other teachers and support staff. Teachers are also to maintain appropriate relationships with students.
Appropriate relationships are established by extending social courtesies, following through on commitments and
promises, complying with administrative directives and board policies, being honest and consistent, and not
intruding into personal matters outside the scope of duties or gossiping or spreading rumors about others. Professional Boundaries between Employees and Students
All employees are expected to observe and maintain professional boundaries between themselves and students. A
violation of professional boundaries will be regarded as a form of misconduct and may result in disciplinary action. The following non-exclusive list of actions will be regarded as a violation of the professional boundaries that
employees are expected to maintain with a student: A. Using e-mail, text messaging, instant messaging or social networking sites to discuss with a student a matter
that does not pertain to school-related activities, such as the student’s homework, class activity, school sport or
club, or other school-sponsored activity. Electronic communications with students are to be sent simultaneously
to multiple recipients, not to just one student, except where the communication is clearly school-related and
inappropriate for persons other than the individual student to receive (for example, e-mailing a message about a
student’s grades).
B. Engaging in social-networking friendships with a student on social networking sites. Material that employees
post on social networks that is publicly available to those in the school community must reflect the professional
image applicable to the employee’s position and not impair the employee’s capacity to maintain the respect of
students and parents or impair the employee’s ability to serve as a role model for children.
C. Employees shall not “friend” or “follow” students on any social networking site.
D. Engaging in sexual activity, a romantic relationship, or dating a student or a former student within one year of
the student graduating or otherwise is leaving the district.
E. Making any sexual advance – verbal, written, or physical – towards a student.
F. Showing sexually inappropriate materials or objects to a student.
G. Discussing with a student sexual topics that are not related to a specific curriculum.
H. Telling sexual jokes to a student.
I. Invading a student’s physical privacy (e.g., walking in on the student in a restroom).
J. Hugging or other physical contact with a student that is initiated by the employee when the student does not
seek or want this attention.
K. Being overly "touchy" with a specific student.
L. Allowing a specific student to get away with misconduct that is not tolerated from other students, except as
appropriate for students with an IEP or 504 Plan.
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M. Discussing with the student the employee’s problems that would normally be discussed with adults (e.g., marital
problems). N. Giving a student a ride in the employee’s personal vehicle without express permission of the student’s parent or
school administrator unless another adult is in the vehicle. O. Taking a student on an outing without obtaining prior express permission of the student’s parent or school
administrator. P. Inviting a student to the employee’s home without prior express permission of the student’s parent and school
administrator. Q. Going to the student’s home when the student’s parent or a proper chaperone is not present. R. Giving gifts of a personal nature to a specific student.
S. Discussing alcohol, tobacco or other illicit drugs in a non-instructional setting, such as describing a party that
the employee attended.
T. Discussing another student’s or an employee’s personal matters when it is not appropriate outside of the
instructional setting.
Appropriate exceptions are permitted to the foregoing for legitimate health or educational purposes and for reasons
of familial relationships between employees and their children who are students in the district. Section 23 Appropriate Dress Policy 4028 It is important for teachers to project a professional image to students, parents and co-workers. Appropriate attire
and grooming is one of the means of projecting a professional image. Teachers are expected to maintain
conservative and professional attire and grooming when on duty. As professionals, teachers are expected to be
aware of the standard to be maintained. Staff members shall dress appropriately, presenting a neat, clean,
professional appearance conducive to the learning environment of the students. As a general guideline, appropriate,
professional attire is to dress “Business Casual.” The general guidelines for business casual are: dress pants or
khakis, a reasonable length dress or skirt, or dressy capris combined with a dress shirt, polo or sweater; dress
shoes/sandals. Fridays will be designated as Spirit Days across the district and staff members are encouraged to
show their school spirit by wearing a Panther polo on those days. Neat, clean jeans may be allowed by your
building principal on Spirit Days if they are accompanied by a Panther polo. The administration may establish more
detailed guidelines for individual employees should that be necessary. Section 24 Assignment of Duties Policy 4130 The professional duties to be performed by a teacher with the district shall be subject to assignment by the
Superintendent of the district with the approval of the Board of Education. A teacher will be expected to devote full
time during days of school to the teacher’s position and to diligently and faithfully perform the assigned duties to the
best of the teacher’s professional ability. Job descriptions, where available, provide additional information about the
position duties. A certified staff member who wants to transfer to another posted opening within the district must send a letter to the
Director of Human Resources and Accreditation indicating their current assignment and requesting a transfer to the
posted position. Administrators must submit a Certified Employment Offer Form to the Human Resources office to
record all changes in employment status. Please note: Submitting a request for transfer does not mean the transfer is
automatically approved. The district reserves the right to transfer employees to other positions as deemed necessary to best meet the overall
needs of the school district. In addition to the normal duties traditionally required of teachers, a teacher may be assigned such “extra duty”
assignments to support the extra-curricular programs of the district, which shall be upon such terms and conditions
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and at such additional rate of compensation as the teacher and the district may agree upon or as set forth in the
negotiated agreement. The extra-curricular program of the school district is an integral part of the overall education
program of the school district. As such a teacher shall not unreasonably refuse to accept such extra-duty
assignments. In addition, performance in an extra-duty assignment is a part of the evaluation of the teacher’s overall
performance to the district.
Section 25 Agents/Tutors Policy 4131 Teachers are encouraged to provide individual assistance to students as a part of their duties. Teachers who engage
in private tutoring for pay (compensation of any kind from a source other than the district) are subject to the
following rules: A. The teacher may not arrange to provide private tutoring for any child enrolled in the teacher’s class.
B. The teacher is not to provide private tutoring in a school building.
C. The teacher is not to provide private tutoring during duty time.
D. The teacher is not to advertise or promote the teacher’s private tutoring services in the school or in the school’s
communications systems except with the express permission of the Superintendent or designee.
Section 26 Professional Growth Policy 4140 Professional growth is defined as those activities in which certificated personnel may participate to gain insight,
innovative ideas, and practical knowledge in their field of teaching which may be utilized in the classroom.
Professional growth for Norfolk Public Schools certificated personnel shall be measured and documented in
accordance with district procedures. Credit for professional growth may be accumulated through college work,
educational travel, in-service activities, and other approved activities, exceptional in kind and of value to the Norfolk
Public Schools. Failure to meet the Professional Growth requirements may result in nonrenewal of the teaching
contract. More information about the Professional Growth process is located on the district website under the
“Human Resources” tab. Section 27 Evaluation of Teachers Policy 4150 Evaluations of teachers will be conducted in accordance with the district’s evaluation policy. Supervisors reserve
the right to observe, appraise or evaluate teachers more frequently than required by policy on an as-needed basis.
Teachers are expected to participate constructively and positively in the evaluation process and to accept and
implement constructive suggestions and improvement strategies developed by the administration. In the event of a
job performance warning, there shall be a conference between the employee and the administrator who shall
cooperatively examine the results of the warning. More information about the evaluation process is located on the
district website under the “Human Resources” tab. Section 28 Reduction in Force Policy 4160 A Reduction in Force (RIF) shall consist of a reduction of one or more positions or a reduction in the percentage of
employment of one or more certificated employees even if the number or percentage of employment of the
certificated staff overall may be increased by other hiring or increases in the percentage of employment of other
employees. Reduction in Force may result in termination of employment, an amendment to the employee’s contract
reducing the employee from full-time to part-time status or an amendment to the contract of a part-time employee
further reducing that employee’s percentage of employment. The district will follow the requirements of board
policy and state law regulations with regards to Reduction in Force.
Section 29 Leave of Absence Policy 4170
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After a minimum of three (3) years of employment in Norfolk Public Schools, a teacher may apply for a one-year
leave of absence pending approval from the Superintendent.
Section 30 Standards of Ethical and Professional Performance Policy 4190 The Norfolk Public Schools expects its certificated employees to adhere to the professional ethics standards
established by the Nebraska Department of Education as such standards may be modified from time to time. The
professional ethics standards which certificated employees are expected to adhere to include those set forth below.
References to “educator” shall include all certificated employees of the district.
Preamble The educator shall believe in the worth and dignity of human beings. Recognizing the supreme importance of the
pursuit of truth, the devotion to excellence and the nurture of democratic citizenship, the educator shall regard as
essential to these goals the protection of the freedom to learn and to teach and the guarantee of equal educational
opportunity for all. The educator shall accept the responsibility to practice the profession to these ethical standards. The educator shall recognize the magnitude of the responsibility he or she has accepted in choosing a career in
education, and engages individually and collectively with other educators, to judge his or her colleagues, and to be
judged by them, in accordance with the provisions of this code of ethics. The standards listed in this section are held to be generally accepted minimal standards for public school certificate
holders in the State of Nebraska and for all educators, including administrators, with respect to ethical and
professional conduct. Principle I - Commitment as a Professional Educator: Fundamental to the pursuit of high educational standards is the maintenance of a profession possessed of individuals
with high skills, intellect, integrity, wisdom, and compassion. The educator shall exhibit good moral character,
maintain high standards of performance and promote equality of opportunity. In fulfillment of the educator's contractual and professional responsibilities, the educator: A. Shall not interfere with the exercise of political and citizenship rights and responsibilities of students,
colleagues, parents, school patrons, or school board members. B. Shall not discriminate on the basis of race, color, national origin, religion, disability, age, sex, or other
protected category. C. Shall not use coercive means, or promise or provide special treatment to students, colleagues, school patrons,
or school board members in order to influence professional decisions. D. Shall not make any fraudulent statement or fail to disclose a material fact for which the educator is responsible. E. Shall not exploit professional relationships with students, colleagues, parents, school patrons, or school board
members for personal gain or private advantage. F. Shall not sexually harass students, parents or school patrons, employees, or board members. G. Shall not have had revoked for cause in another state a teaching certificate, administrative certificate, or any
certificate enabling a person to engage in any of the activities for which a special services counseling
certificate is issued in Nebraska. H. Shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in the performance of
professional duties. I. Shall report to the superintendent any known violation of paragraphs G, E, or B above. J. Shall seek no reprisal against any individual who has reported a violation of this rule. Principle II - Commitment to the Student:
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Mindful that a profession exists for the purpose of serving the best interests of the client, the educator shall practice
the profession with genuine interest, concern, and consideration for the student. The educator shall work to stimulate
the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy
goals. In fulfillment of the obligation to the student, the educator: A. Shall permit the student to pursue reasonable independent scholastic effort, and shall permit the student access
to varying points of view. B. Shall not deliberately suppress or distort subject matter for which the educator is responsible. C. Shall make reasonable effort to protect the student from conditions which interfere with the learning process or
are harmful to health or safety. D. Shall conduct professional educational activities in accordance with sound educational practices that are in the
best interest of the student. E. Shall keep in confidence personally identifiable information that has been obtained in the course of
professional service, unless disclosure serves professional purposes, or is required by law. F. Shall not tutor for remuneration students assigned to his or her classes unless approved by the Board of
Education. G. Shall not discipline students using corporal punishment. Principle III - Commitment to the Public:
The magnitude of the responsibility inherent in the education process requires dedication to the principles of our
democratic heritage. The educator bears particular responsibility for instilling an understanding of the confidence in
the rule of law, respect for individual freedom, and a responsibility to promote respect by the public for the integrity
of the profession. In fulfillment of the obligation to the public, the educator: A. Shall not misrepresent an institution with which the educator is affiliated, and shall take added precautions to
distinguish between the educator's personal and institutional views. B. Shall not use institutional privileges for private gain or to promote political candidates, political issues, or
partisan political activities. C. Shall neither offer nor accept gifts or favors that will impair professional judgment. D. Shall support the principle of due process and protect the political, citizenship, and natural rights of all
individuals. E. Shall not commit any act of moral turpitude, nor commit any felony under the laws of the United States or any
state or territory. F. Shall, with reasonable diligence, attend to the duties of his or her professional position.
Principle IV - Commitment to the Profession:
In belief that the quality of the services to the education profession directly influences the nation and its citizens, the
educator shall exert every effort to raise professional standards, to improve service, to promote a climate in which
the exercise of professional judgment is encouraged, and to achieve conditions which attract persons worthy of the
trust to careers in education. The educator shall believe that sound professional relationships with colleagues are
built upon personal integrity, dignity, and mutual respect. In fulfillment of the obligation to the profession, the educator: A. Shall provide upon the request of an aggrieved party, a written statement of specific reasons for
recommendations that lead to the denial of increments, significant changes in employment, or termination of
employment. B. Shall not misrepresent his or her professional qualifications, nor those of colleagues.
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C. Shall practice the profession only with proper certification, and shall actively oppose the practice of the
profession by persons known to be unqualified. Principle V - Commitment to Professional Employment Practices:
The educator shall regard the employment agreement as a pledge to be executed both in spirit and in fact. The
educator shall believe that sound personnel relationships with governing boards are built upon personal integrity,
dignity, and mutual respect. In fulfillment of the obligation to professional employment practices, the educator: A. Shall apply for, accept, offer, or assign a position or responsibility on the basis of professional preparation and
legal qualifications. B. Shall not knowingly withhold information regarding a position from an applicant or employer, or misrepresent
an assignment or conditions of employment. C. Shall give prompt notice to the employer of any change in availability of service. D. Shall conduct professional business through designated procedures, when available, that have been approved
by the employing agency. E. Shall not assign to unqualified personnel, tasks for which an educator is responsible. F. Shall permit no commercial or personal exploitation of his or her professional position. G. Shall use time on duty and leave time for the purpose for which intended.
Section 31 Outside Employment Teachers shall not perform duties unrelated to district employment during duty hours. In addition, teachers shall not
engage in employment which conflicts with their school duties. Teachers are not required to notify the district of
outside employment except: (1) teachers who are also employed by another Nebraska school district in order to
comply with Nebraska State Retirement System regulations and (2) teachers who have a work-related injury in order
to comply with workers’ compensation requirements. Section 32 Address Change It is necessary that an accurate directory of all employees of the school district be kept in the Central Office.
Employees changing their address or phone number should report such changes to the payroll office at the Central
Office as soon as possible IN WRITING (e-mail notification is appropriate). Section 33 Grievances and Complaints Teacher grievances regarding wages, hours, and conditions of employment set forth in the negotiated agreement
shall be governed by the grievance or complaint procedure in the negotiated agreement. All other employment
related grievances or complaints shall be addressed through the administrative chain of command following the
process set forth in board policy. Section 34 Compensation Regular Salary and Extra-Duty Compensation. Compensation is paid only as authorized by the Board of Education.
Teachers are paid a salary based on placement on the salary schedule set forth in the collectively bargained
negotiated agreement between the district and the collective bargaining agent for the certificated teaching staff
(referred to in this handbook as the “negotiated agreement”), and the extra-duty salary schedule also incorporated
into the negotiated agreement.
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Salary Payments. Salary is payable over twelve equal installments. Teachers will be paid on the 18th of the month,
or the last preceding school day, if the 18th falls on a holiday or week-end. Upon separation of a teacher’s
employment, or upon fulfillment of the contract, the teacher may, at the option of the board, be paid all salary due in
one lump sum. Additional compensation over and above regular compensation, extra-duty pay and supplemental pay shall be
disbursed as it is earned and deductions from compensation due to unpaid leave shall be taken out as they are
reported to the payroll office. Reimbursements for mileage or other expenses will be considered separate from
compensation. Changes in Salary Schedule Placement. Changes in a teacher’s placement on the salary schedule shall be governed
by the provisions of the negotiated agreement. Teachers are expected to provide the Superintendent with an official
transcript for all graduate hours earned for purposes of advancement on the salary schedule on or before September
1 st of the school year in which such hours are to be credited for the teacher’s placement on the salary schedule.
Failure to provide an official transcript from the post-graduate institution of the graduate hours earned will result in
a loss of such credit for such school year. General administrative guidelines to follow to advance on the salary schedule: A. All courses used for salary schedule movement must receive pre-approval from the Superintendent’s office.
B. Pre-approval must be obtained at least ten days in advance of the beginning date of the course. Failure to obtain
pre-approval may result in using the class for the purposes of advancement on the salary schedule being denied.
C. Pre-approval of the course may be obtained by completing a “Course Approval” form or having a signed and
dated Master’s Degree Program on file in the Superintendent’s office
D. Salary schedule advancement and professional growth are two separate and distinct items. Advancement on the
salary schedule does not automatically happen when transcripts are provided for professional growth points.
E. The Superintendent’s office is responsible for granting approval for coursework to count towards salary
schedule movement and the Professional Growth Secretary at Central Office is responsible for maintaining
records for professional growth.
F. Official college transcripts, not grade cards, shall serve as the method of proof for granting salary schedule
movement.
G. Transcripts are due to the superintendent’s office by September 1 st of each year for salary schedule movement
to be allowed.
H. Grade cards will be accepted as proof of course completion for professional growth purposes.
I. All courses to be used for advancement on the salary schedule shall be graduate level courses.
J. Certain exceptions to coursework for advancement on the salary schedule being graduate level exist. The
secretary to the Superintendent is able to provide further details.
K. A Human Relations course is required for certificate renewal and may be used for advancement on the salary
schedule or professional growth. The pre-approval process shall be adhered to when this course is taken.
It is the intention of the district to be understanding and fair in the application of the course approval program. Each
staff member will be dealt with consistently and in a timely manner. Section 35 Extended Duty Pay
Extended duty for any teacher beyond the number of contract days established by the Board of Education for the
school year shall be paid at 100% of schedule placement on a per diem basis for such teacher’s extended time.
Section 36 Benefits
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Teachers are provided benefits in accordance with the negotiated agreement, group health insurance plan
requirements, and the school district’s Section 125 Plan document. Teachers shall make annual fringe benefit
elections by third Friday in August of each school year. Should a teacher fail to make such election, the teacher
election from the immediately preceding school and contract year shall be continued. Each teacher is responsible
for informing the payroll office in writing of any changes in benefit status.
Continued health insurance benefits are available through COBRA subject to certain qualifying requirements. A
Notice of COBRA Continuation Coverage Rights is attached to this handbook as Appendix “A.” The Health
Insurance Portability and Accountability Act (HIPAA) provides rights and protections for participants and
beneficiaries in group health plans. HIPAA includes protections for coverage under group health plans that limit
exclusions for preexisting conditions; prohibit discrimination against employees and dependents based on their
health status; and allow a special opportunity to enroll in a new plan to individuals in certain circumstances. HIPAA
may also give you a right to purchase individual coverage if you have no group health plan coverage available, and
have exhausted COBRA or other continuation coverage. Further information may be obtained from the Plan
Administrator of the group health plan. Please note: If staff are not participating in the district health insurance plan, they must provide proof of coverage in
accordance with state and federal guidelines.
District health insurance premiums are pretax and plan adjustments can only be made (add coverage, etc.) during
open enrollments periods and life changing events (divorce, loss of other coverage, birth of a child, death of a
spouse, marriage, adoption, etc.) in alignment with IRS regulations. For more information about insurance coverage
requirements, please contact the payroll office at (402) 644-2500.
Section 37 Payroll Deductions Salary and benefits are paid in accordance with the individual employment contracts and negotiated agreement.
Payroll deductions shall be made in accordance with current laws and the negotiated agreement. Section 38 Expense Reimbursement Reimbursement for authorized mileage will be paid to teachers required to drive their own vehicles during their
regular scheduled working hours between two or more work sites. Claims for reimbursement should be submitted to
the appropriate supervisor. The allowable rate shall be governed by board policy, unless otherwise required by law.
The district is not liable for physical damage to employee vehicles. Materials necessary for instruction are provided by the district. If teachers need additional materials for instruction
or school-related purposes, the request should be made to the principal. Reimbursement for purchase of materials or for meals or other expenses related to travel must be submitted to and
approved by either the principal or, if the expense relates to an activity, by the athletic director. The request for
reimbursement should include a voucher sufficient to establish that the expense was actually incurred and that the
expense was reasonable and related to a school-purpose. Section 39 403(b) Salary Reduction Agreements The district will cooperate with any teacher who chooses to participate in an investment program under Internal
Revenue Code Section 403(b) provided that the certificated employee executes a "Salary Reduction Agreement"
provided by the district and the vendor of the 403(b) Plan elected by the teacher has entered in to a "Service
Provider Agreement" with the district holding the district harmless from any liability that may arise out of such
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403(b) Plan, including, but not limited to, the calculation of the maximum exclusion allowance, tax reporting,
notices and income withholding. Section 40 Overtime Teaching professionals are classified as exempt from overtime under the Fair Labor Standards Act (FLSA). The
overtime exemption for teaching professionals is not dependent on whether the employee is paid on a “salary basis.”
Exempt employees are not eligible for overtime or compensatory time. A publication provided by the federal
government which provides more information about the FLSA is attached as Appendix “A” to this handbook. The district’s policy is to not permit improper deductions from the salary of exempt employees who are required to
meet a “salaried basis” test for the exemption to be applicable. (Teaching professionals are not subject to the
“salaried basis” test). An employee who feels an improper deduction affecting exemption status has occurred may
submit a complaint to the Superintendent or the Superintendent’s designee, who shall promptly investigate the
complaint. Reimbursement shall be made and a good faith commitment to comply in the future will be given in the
event it is determined that an improper deduction affecting overtime exemption has been made. The district’s policy is to authorize unpaid disciplinary suspensions of a full day or more for infractions of
workplace conduct rules and to apply such policy uniformly to all similarly situated employees, including exempt
employees who are required to meet a “salaried basis” test for the exemption to be applicable. Unpaid disciplinary
suspensions of a partial day or of a full day or more may be implemented for infractions of safety rules of major
significance. Deductions of pay of a partial day or of a full day or more may be made for FMLA leaves and in the
first and last weeks of employment. In addition, based on principles of public accountancy, deductions from pay of
a partial day or of a full day or more will be made for absences for illness, injury or personal reasons when accrued
leave is not used or not available, and for absences due to any budget-required furlough.
The Superintendent or Superintendent’s designee may suspend a teacher with or without pay for the teacher’s
violation of District policy or rules. Such suspensions and deductions (when applicable) will be made pursuant to
law.
Section 41 Paid Leave Paid Leaves: A. Paid Leaves Available. Norfolk Public Schools makes the following forms of paid leaves available to
certificated employees: Sick Leave, Bereavement Leave and Personal Leave. B. Nature of Paid Leave. Paid leave is available to employees when the following specific conditions are met: (1)
the employee is currently employed by the district; (2) the paid leave day is taken on a day the employee would
otherwise be expected to be at work; and (3) the employee has met the conditions that are applicable to the
type of paid leave that has been requested. C. Leave Year. The leave year for paid leaves is the district’s fiscal year. D. Leave Days. Paid leave days are provided based on the same number of hours the employee is scheduled to
work on the day the leave is taken. For example, if an employee is scheduled to work 6 hours on a day that
sick leave is used, the use of the sick leave on that day constitutes the use of 1 full sick day. Paid leave days
may not be used in increments of less than one-half day unless otherwise specified or approved.
E. Carry-over and Accumulation. Unused sick leave may be carried over from one leave year to the next
succeeding leave year to a maximum of 75 sick leave days. Once the maximum is accumulated, no further sick
leave days will be available or granted for the ensuing leave year or years until the accumulated number of
days is less than 75, and then only to the extent necessary to restore the total number of available sick leave
days to the maximum of 75 days. Employees who have accumulated sick leave days in excess of said
maximum prior to the 2016-2017 school year will continue to have the excess days available for use, but will
not be given any additional sick leave days until their unused days are less than the maximum of 75, and then
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only to the extent necessary to restore the total number of available sick leave days to the maximum of 75 days
in a leave year.
Section 42 Payroll Deductions for Absences in Excess of Paid Leave Should a teacher be absent from work in excess of the teacher’s accumulated sick leave or other paid leaves called
for in the negotiated agreement, the teacher’s salary shall be reduced by the day or days of work missed on a per
diem basis calculated using the number of days missed as the numerator, and the number of total contract days for
the school years as the denominator; e.g. one day missed = 1/188 th
of total salary.
Section 43 Unpaid Leaves Norfolk Public Schools complies with laws that require leaves to be allowed without loss of pay, such as for FMLA
leaves, military service and jury duty. Should an employee be absent from work in excess of the employee’s
available paid leaves, the absence will be an unpaid leave. The employee’s salary may be subject to reduction for
the day or days of work missed.
Discretionary Leave of Absence An employee may apply to the board for a leave of absence from duties. The board will consider such requests on a
case-by-case basis. No leave of absence shall extend beyond one leave year. All discretionary leaves shall be
without pay except as may be individually negotiated. Section 44 Jury Duty Leave A teacher who is summoned for jury service must promptly notify the Building Principal. The teacher will be
allowed time off for jury duty, pursuant to law.
There will be no loss of salary or deduction to the teacher for time spent in jury service. The District may, at its
discretion, reduce the teacher’s salary by an amount equal to any compensation, other than expenses, paid by the
court for jury duty service.
If a teacher reports for jury duty in the morning and is then dismissed from jury duty for the remainder of the day,
the employee is to report for work and resume duties for the balance of the day, except as may be otherwise
arranged by the Building Principal.
Legal Reference: § 25-1640 Section 45 Subpoena to Testify Leave A teacher must promptly notify the Building Principal when the teacher receives a lawfully issued subpoena to
testify in court or to give a deposition that may require an absence from duty.
In the event the subpoena involves a job-related matter in which the teacher is testifying on behalf of the District, the
absence will be treated similar to a jury duty leave.
In the event the subpoena involves a personal matter, the teacher will be required to use available leave days. The
Superintendent shall make the final determination as to whether a matter is personal to the teacher. Section 46 Long Term Leave Communication
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Norfolk Public Schools encourages our staff in long term leave (maternity, medical, disability, etc.) situations to
regularly (at least weekly or biweekly) communicate with their building administrators, payroll, and the assigned
substitute (if there is one) about their progress and "intent to return" status. This communication provides important
insight into how things are going, allows opportunities for questions, proactively anticipates conflicts in schedules,
and minimizes miscommunication (especially if there is a change with the start or end date of the leave).
Section 47 Crisis Team Events such as the death of a teacher or student, natural or accidental disasters, and real or threatened violence may
produce a crisis for students and faculty alike. The need to cope effectively is necessary. The purpose of the NPS
Crisis Response Team is to evaluate crisis situations and plan intervention strategies based on district guidelines.
Guidelines for the purpose and utilization of the Crisis Response Team is made available to staff at the beginning of
each school year by CRT members. Section 48 State Tournament Guidelines: Grades 7-12 A. Coaches in grades 9-12 are able to go to the state tournaments in the sports they are coaching each year. B. Seventh and eighth grade coaches will be allowed to go to the state tournament for the sports in which they are
coaching on an every-other-year basis. C. Head varsity coaches may take up to two days of professional leave, assistant high school coaches may take up
to one day of professional leave every year and 7 th
and 8 th
grade coaches (Head or Assistant) will get one day of
professional leave every other year on a rotating basis. D. Coaches will have subs and be provided a car – no other expenses will be covered by the district. E. Coaches are expected to attend all Class A games, including the finals. This time should be used to evaluate
teams and philosophies of other successful programs in the state. F. Coaches are encouraged to network with coaches from other schools. G. Building administrators have the final say on teachers leaving.
Article 6: Students Section 1 Assignment of Students Policy 5003 Academic placement decisions involving students are the responsibility of the administration. Decisions on grade
and teacher placement will be based on what best fits the needs of the students and school district. Section 2 Student Attendance Policy 5008 Absences, Truancies, and Tardies: A. All questionable student absences should be carefully checked by the respective building principal or assistant
principal. B. Students should be excused from school without penalty to take part in presenting programs for church groups,
luncheon clubs, or any community, civic or patriotic organizations, or to keep an appointment with a doctor or a
dentist. Parents should be aware of (and notified of) these absences in advance. If the student is called out of
school so often that his/her school work is suffering, teachers should recommend to the parent that the child be
kept in school. Section 3 Student Discipline Policy 5101 Discipline is everyone's responsibility. It begins with the student being responsible for his/her own behavior and
understanding the consequences it may cause. The teacher is responsible for articulating classroom expectations at
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the beginning of the school year, implementing the classroom expectations on a consistent basis, and being familiar
with the student handbook. All staff are responsible for all students in the hallways, in the rest rooms, at
assemblies, at pep rallies, and during lunch. Consequences for inappropriate behavior may include students making
up time before or after school, a student or a parent conference, or a referral to an administrator. The following guidelines will assist in maintaining appropriate student conduct and complying with the process
required for student discipline. A. On the first day of class make students aware of classroom expectations. Students will accept them if they
know in advance and if they are fair and consistent. Students often appreciate giving input on classroom rules.
These expectations should be in writing. Give one copy to the students, post one copy in the room and provide
one copy for the principal. B. It is important to document student behavior in your classroom; calls to parents, referrals, and/or
communications with a student. C. If, after attempts to improve student behavior, the problems continue, talk to the student’s counselor or the
principal about possible alternatives in discipline procedures. Be attentive and immediately respond to
“bullying.” D. If a student continues to cause problems, inform the administration for disciplinary action using approved
procedures. Be sure to state the problem clearly and expectations in terms of assistance, as at times the student’s
and teacher’s stories are different. Be prepared to provide documentation. E. Follow up on any referral. The student may not go to the principal or the counselor when sent. The
administrator or attendance coordinator will inform the teacher of the consequences. F. Refer students with continued and significant behavioral problems to designated teams for a determination of
whether the student is in need of special services. Contact the counselor or building principal if you have
additional questions as to the procedure. G. Talk with other teachers about the classroom management techniques they use to establish an atmosphere
conducive to learning in their classroom. A large repertoire of classroom management techniques always
enhances learning. H. Read and understand the student handbook and the student Code of Conduct. I. Use good judgment when dealing with difficult situations involving students. Physical confrontation generally
escalates tense situations. Corporal punishment is prohibited in our school district and is not to be used.
Physical force may only be used to the extent reasonably necessary to protect the student, yourself and others,
and to protect property as may be reasonable. J. Violations of student rules which are also violations of state law are required to be reported to law enforcement.
Make a report of such conduct to the principal so this law may be followed. Section 4 Promotion and Retention Policy 5201 A student may be retained at a grade level or be required to repeat a course when such is determined in the judgment
of the principal in collaboration with teachers, parents, and counselor. Section 5 Student Records Policy 5202 School staff shall maintain student records, student files and other educational reports. These shall not be circulated
or disclosed except in conformity with state and federal law.
Section 6 Search and Seizures Policy 5406 Norfolk Public Schools will comply with all applicable state and federal laws related to record maintenance and
retention. School officials may conduct a search if there is reasonable basis to believe that the search will uncover
evidence of a crime or rule violation. Random searches of school property used by students may be conducted at the
discretion of the administration in accordance with district procedures.
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Section 7 Vandalism Policy 5407 Students and parents shall be held responsible for damages to equipment or school property. Section 8 Requests to Contact Students and Student Interviews Policy 5413 by Non-School Personnel
Norfolk Public Schools’ employees are not to obstruct government operations or fail to aid a peace officer.
However, law enforcement officers should not be permitted to remove a child from school while the child is
properly in attendance, without permission of the child’s parent or guardian, except when legally authorized to do
so. Section 9 Supervision of Students Proper supervision of students is a necessity for teachers and other adults responsible for students. Teachers and
other adults responsible for student supervision are expected to meet the four “P’s” for student supervision and
safety. A. Proper Supervision:
1. Report to all duty assignments on time.
2. Circulate through your duty area. Pay particular attention to areas and activities that pose an increased
risk of injury.
3. Be vigilant while supervising students. Never leave the classroom unattended; the need to make a copy is
not greater than the need to supervise students. If an emergency requires that a teacher leave the
classroom, request that another nearby staff member cover the class, or notify the office so someone can
provide assistance. If the teacher is on recess duty, the teacher’s responsibility is to supervise the students
in the assigned area. When talking with other adults or students, remember that the teacher’s primary
duty is supervision. This means that the teacher is aware of what all students are doing in their assigned
area of supervision.
4. If the teacher has been informed that a particular student has a propensity to act dangerously or in an
unpredictable manner, the supervision of that student must increase with the known risk of injury.
(Remember, though, that this type of information may be confidential—do not share confidential
information about students except with other staff who need to know the information to perform their
jobs).
5. Be careful with touching students. Use of corporal punishment is prohibited at Norfolk Public
Schools. Touching students should be limited to that necessary to protect the student from harm (e.g.,
falling from playground equipment) and that which professional educators determine appropriate for
purposes of proper student relationships.
6. Be careful with your language. Profanity or abusive language should not be used. Teachers must be
good role models for students. If a student uses such language, the teacher should correct the student and
take such disciplinary action as is appropriate, which may include making a report to administration.
B. Proper Instructions:
1. Proper instructions are important to reduce the risk of injury when students undertake an activity,
especially an activity that has an increased risk of harm to students. 2. Repeat the instructions on how to complete a task that has a heightened risk of danger as often as needed.
Do not assume because students heard the directions once that they will be remembered.
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3. When going over safety rules with students note it in your written records (e.g., your lesson plan book or
daily reports). 4. Review playground and classroom safety rules with students at least once each semester and note it in
your written records. Also, if any students are absent when reviewing the rules, the teacher will contact
the student(s) to review the same information and also note that contact in written records. C. Proper Maintenance of Buildings, Grounds, and Equipment:
1. Conduct periodic inspections of equipment under your control or in your area of supervision. 2. If equipment is broken and presents a risk of injury, immediately take it out of service (if it can’t be
moved, tape a “Do Not Use” sign) and notify the principal so those repairs may be undertaken. 3. Check communication devices (whether it be a school phone, a walkie-talkie, intercom, e-mail, or a cell
phone) periodically to make sure teachers can communicate with the office immediately in the event of
an emergency.
D. Proper Warnings:
If you have knowledge of a hazard that can likely cause injury, take steps to warn other staff and students. Tell the
principal immediately so additional warnings may be given.
Contact the Office for Assistance:
The Principal should be contacted immediately when a situation exists which could cause injury to students or
others. Examples include:
A. student fight B. student health problem (fainting, bleeding, high temperature, difficulty breathing, etc.); if the Principal cannot
be immediately located, call 911 if the problem appears to be of immediate and serious concern C. a report or a suspicion that a student has a weapon or other dangerous item or drugs, alcohol, or other illegal
substances D. presence of an intruder (a non-student or staff member who refuses to go to the office) Student Searches
Office administration should be contacted before performing searches of students or their belongings. You may
direct a student suspected of having an item in violation of school rules to wait with you until another adult is
present, or to follow you to the office if you can leave your assigned area without causing risk of harm to others. Do
not use physical force to detain the student or make the student accompany you except as reasonably necessary to
protect the student or others.
Student Rights Students should be treated fairly and given the same treatment without consideration of race, color, religion, gender,
or disability. Students who need special accommodations should be given those accommodations as needed for
them to participate in school and school activities. Further, students have the right to have their school records kept
confidential. Such information should be shared only with other school staff with a need to know the information to
perform their duties. Section 10 Dispensing Medication Policy 6910 Teachers are not permitted to give any medication to students unless trained under the Medication Aid Act, Neb.
Rev. Stat. §71-6718 to 71-6743. Students who need to take prescription medicine must have a signed parent release
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form on file in the office. Medications are to be taken in the presence of the office staff, the nurse, or medication
aide and are to be stored in the office. Medical procedures are not to be administered in the classroom except in
accordance with the district’s Safety and Security Management Plan and the district’s Emergency Protocol
(asthma/anaphylaxis protocol).
If students must take medication and/or perform medical procedures prescribed by a duly licensed physician or, for
asthma and anaphylaxis, a health care professional who prescribed the medication for treatment of the student’s
condition, during school hours, it is the responsibility of the parents or guardians to sign permission slips to dispense
the medicine at the school and to submit a note or prescription from the physician authorizing the medicine and/or
medical procedure or, for asthma and anaphylaxis, a health care professional who prescribed the medication for
treatment of the student’s condition. School district personnel will not administer medicine, including over the
counter medicine, without this signed form and note or prescription. Any medication brought to school needs to be
properly labeled. The label should include the following information: Student’s name, name of medication, dosage
needed, and time of dispensing the medication. Any questions about these rules are to be addressed with the
Principal
Section 11 Homeless Students Policy 5418 The Every Student Succeeds Act requires that homeless students not be stigmatized or segregated on the basis of
their status as homeless. Homeless children generally include children who lack a fixed, regular, and adequate
nighttime residence. The Superintendent serves as the district’s designated Homeless Coordinator. The
Superintendent or Director of Student Services should be contacted for questions relating to a homeless student. Section 12 Reporting Child Abuse Policy 5402 Nebraska state law and District policy mandates school officials to promptly make a report to the proper law
enforcement agency or the Department of Health and Human Services (Child Protective Services) when the teacher
has reasonable cause to believe that a child has been abused or neglected, or a child is in a situation which would
reasonably result in abuse or neglect. According to Nebraska state law, abuse or neglect means knowingly,
intentionally, or negligently causing or permitting a minor child to be: A. Placed in a situation that endangers his or her life or physical or mental health; B. Cruelly confined or cruelly punished; C. Deprived of necessary food, clothing, shelter, or care; D. Left unattended in a motor vehicle if such minor child is six years of age or younger; E. Sexually abused; or F. Sexually exploited by allowing, encouraging, or forcing such person to solicit for or engage in prostitution,
debauchery, public indecency, or obscene or pornographic photography, films, or depictions.
Teachers are to promptly report to the appropriate law enforcement agency and the Principal when they have
reasonable cause to believe that a child has been subjected to abuse or neglect, including sexual abuse, or
circumstances which reasonably would result in abuse or neglect. Administrative staff may sometimes choose to
make the report for a teacher. However, simply informing a Principal or supervisor does not end the teacher’s
responsibility; teachers are obligated by law to make certain a report was made if they do not do it themselves.
This requirement shall apply to all school employees, including coaches and volunteers, participating in interstate
amateur athletic competition. The term “promptly” means “within a 24-hour period.”
It is vital that the report be made as accurately and as soon as possible. To assure accuracy, you are encouraged to
document the date of the incident and specific statements or explanations made by a child regarding an
abuse/neglect concern. Timeliness in making a report will assist in minimizing further risk to the child by allowing
the police or Child Protective Services workers to interview the child during the school day and prior to an evening
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or weekend. In cases of physical injury (e.g., bruising or other marks), it is essential the police observe and
document the injury. A counselor or an administrator will help you with any questions or concerns you may have. Section 13 Confidentiality of Student Records (FERPA) The Family Educational Rights and Privacy Act (FERPA) gives parents and students over 18 years of age rights of
access and confidentiality with respect to education records. Employees are expected to provide access rights and
maintain the confidentiality of education records in accordance with FERPA and board policy. Further information
about FERPA and the district’s policies under FERPA are found in board policy and in the student handbook. Section 14 Disclosure of Student Information to Military Recruiters and Colleges The Every Student Succeeds Act (ESSA) requires the district to provide military recruiters and institutions of
higher education access to secondary school students’ names, addresses, and telephone listings. Parents and
secondary students have the right to request that the school not provide this information (i.e., not provide the
student’s name, address, and telephone listing) to military recruiters or institutions of higher education, without their
prior written consent. Employees are expected to follow these requirements. Section 15 Student Privacy Protection The Every Student Succeeds Act (ESSA) requires the district to protect the privacy of students. Further
information about student privacy and the district’s policies with regard to student privacy are found in board policy
and in the student handbook. In general, employees are expected to comply with these provisions of ESSA and
related board policy, as follows: A. Student surveys created by and administered by either the United States Department of Education or a third
party (a group or person other than the district)—give parent/guardian the opportunity to inspect the survey
upon request before the survey is administered or distributed to the students; B. Student surveys which involve “sensitive” matters—make suitable arrangements to protect student privacy
(that is, do not include the name or other identifying information about a particular student) and give parents
the opportunity, in advance, to “opt-out” their child from the survey. Sensitive matters include: 1. Political affiliations or beliefs of the student or the student’s parent; 2. Mental or psychological problems of the student or the student’s parent; 3. Sex behavior or attitudes; 4. Illegal, anti-social, self-incriminating or demeaning behavior; 5. Critical appraisals of other individuals with whom the student has close family relationships; 6. Legally recognized privileged or analogous relationships, such as those of lawyers, physicians, and
ministers; 7. Religious practices, affiliations, or beliefs of the students or the student’s parent; 8. Income (other than that required by law to determine eligibility for participation in a program or for
receiving financial assistance under such program). C. Instructional materials—permit parents upon reasonable request to inspect any instructional material used as
part of the educational curriculum for their child. The term “instructional materials” does not include
academic tests or academic assessments for purposes of this parent inspection requirement. If you receive such
a request, direct the parent to contact your building principal and also inform the building principal yourself
about the request to get instructions. D. The district policy is to not collect, disclose, or use personal information collected from students for the
purpose of marketing or selling that information.
Section 16 Mental Health Assessment or Service
The District shall obtain informed consent from the parent of each child who is under 18 years of age to participate
in any mental-health assessment or service that is funded under the Every Student Succeeds Act (“ESSA”). Before
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obtaining the consent, the District shall provide the parent written notice describing in detail such mental health
assessment or service, including the purpose for such assessment or service, the provider of such assessment or
service, when such assessment or service will begin, and how long such assessment or service may last.
Article 7: Instruction Section 1 Classroom Environment Policy 6111 At all times, teachers are expected to organize, maintain and ensure that their classroom is in a safe, orderly and
clean condition for student learning. Classrooms should be free from distractions (such as inappropriate or
unprofessional posters or other displays) and other apparatus that may cause student health problems (such as
essential oils and/or essential oil diffusers).
Section 2 Emergencies Policy 6114 All employees of Norfolk Public Schools are accountable for upholding the protection of students. School district
procedures for implementing the Standard Response Protocol shall be consistent across the district. These
Standard Response Protocols are posted and accessible in every school building in the district. Section 3 Fire Drills, Emergency Plans Policy 6115 Each building shall coordinate and exercise at least nine fire drills, two tornado drills, and two intruder drills each
school year. Section 4 Ceremonies, Observances, and the Pledge of Allegiance Policy 6117 Exercises may be held for Veteran’s Day, Martin Luther King Day, President’s Day, Flag Day, Memorial Day, and
State Fire Day. Each school shall establish a time during each school day when students will be led in the recitation
of the Pledge of Allegiance. Section 5 Curriculum – Assessments Policy 6211 A. State Assessments.
Norfolk Public Schools has adopted an assessment plan and has aligned the curriculum with the state approved
content standards. The assessment plan includes a schedule and procedures for assessing success in achieving
state standards. Teachers are to clearly articulate the learning targets and align instruction to the learning targets within each of
the content standards. Teachers are to give students instruction on the content prior to students being assessed
on each content standard in order to provide learning opportunities for all students. The assessments are to be conducted in accordance with the assessment plan schedule. Teachers are to
conduct the assessments in a manner that assures it accurately assesses whether or not students are meeting the
targets outlined by the content standards. Assessment results are to be reported by the teachers in the manner and within the time directed by the
administration or designee. The assessment data is to be used to meet state standards, to provide students and
parents with information about student progress, to enhance school improvement planning, and to improve
instruction. The assessment data is to be evaluated by teachers to monitor student learning and to improve
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instruction or terminate ineffective teaching practices to ensure students are being given the opportunity to
meet the standards. B. Achieving Valid Assessments.
Educators are responsible for maintaining the integrity of the assessments to ensure that assessments provide a
valid measure of student progress and accomplishments. Educators are not to engage in any practice that may
result in assessment results that do not reflect student learning, knowledge, skills or abilities in the area
assessed. For purposes of this policy, student assessments include both “standardized assessments” (including state
assessments, norm referenced tests, and evaluations conducted for special education eligibility) and
“coursework assessments” (e.g., classroom tests, quizzes, and other evaluative tools used to assign grades). The following specific assessment expectations and rules apply: 1. Integrity of the Assessment Instrument. The integrity of the assessment instrument is to be maintained.
a. Standardized Assessments. Standardized assessment instruments are not to be made available to
students at any time before the student takes the assessment. The assessment instrument is to be
maintained in a secure manner.
b. Coursework Assessments. Coursework assessment instruments are to be periodically modified to
keep the assessments current and prevent students from effectively using “test banks.” For
coursework assessments that are given on a repeat basis to students at different times (e.g., a test that
is given to students throughout the school day), the educator is to remind students to not share the
content of the assessment with students who will be taking the assessment later.
2. Teaching for Success on Assessments.
a. It is appropriate for educators to prepare students to do well on assessments. This is to be
accomplished in a manner that assures the assessment accurately reflects the student’s knowledge,
and not simply test preparation.
b. Teach the Content. Educators are to prepare students to do well on assessments by teaching the
subject content. Educators are not to “teach to the test” by teaching based solely on the content of the
assessment. The content is to be taught to the students over an appropriate amount of time prior to
the assessment. “Cramming” assessment content just before the assessment is to be taken is not
appropriate. Review of content previously taught is appropriate.
c. Practice Tests. Educators are to prepare students by teaching test taking skills independent of the
subject matter being assessed. Educators are not to conduct reviews (drills) using earlier (no longer
published) versions of the same test, using alternate (parallel) forms of the same published test, or
using actual items from the current form of a standardized test that will be administered to students.
Educators are not to conduct reviews (drills) using items of identical format (for example, multiple
choice) to the exclusion of other formats.
3. Conditions for Successful Assessments.
a. Communications. Educators are to communicate to students and parents when assessments will be
administered, the purpose of the assessment and how the assessment results will be used. Educators
are to motivate students to do their best on assessments. Educators are to read and be familiar with
assessment administration directions in advance and communicate the rules to students accurately
and clearly.
b. Climate. Educators are to have sufficient assessment materials available (e.g., No. 2 pencils, if
needed). The classroom is to be arranged to allow comfortable seating. Distractions are to be
eliminated. Educators in nearby classrooms are to be informed that the assessment is to be
administered so noises from neighboring classrooms are kept at a minimum. Activities or
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arrangements are to be made for students who finish early so such students do not cause a
distraction to other students still taking the assessment.
c. Security. Educators are to monitor students while administering assessments to ensure students are
complying with standards of academic integrity. Students who violate standards of academic
integrity are to be reported to the administration.
4. Full Participation. Educators are to make efforts to have all eligible students take the assessments. The
educator should develop a list of students who will be exempted from assessment and the reason for the
exemption and submit the list for review and approval by the principal.
5. Assistance during Assessments.
a. Standardized Assessments. Educators are not to provide assistance to students while a standardized
assessment is being administered except as provided for in a student’s 504 Plan or IEP. This
includes giving “hints,” giving extra time, reading the tests to students or defining or pronouncing
words for students, allowing students access to instructional material related to the content of the
assessment (e.g., displaying a map during a social studies assessment) or allowing students access to
mechanical aids (e.g., calculators).
b. Coursework Assessments. For coursework assessments, students may be allowed access to
instructional materials or mechanical aids only when all students being given the assessment are
given the aids and use of the aids does not hinder the students from learning the content of the
lesson.
6. Student Answers. Assessments are to reflect the students’ work as submitted by the students. During the
assessments, educators are to monitor students to make sure directions are being followed (e.g., students
are using a No. 2 pencil on all “bubble” sheet assessments and completely erase mistaken answers and
extra marks on “bubble” sheet assessments). Educators are not to change answers on a student’s
assessment sheet or otherwise participate in the submission of false or misleading assessment results.
Violations of the rules and expectations set forth in this policy will be considered to be a breach of the district’s
standard of ethics and may result in disciplinary consequences. Educators are to report suspected violations of the
expectation to the administration. The administration is to investigate and appropriately respond to violations of the
expectations. Section 6 Activity Fund Management Policy 6281 School activity funds may be exhausted only for the function which may aid the student body of the school. Section 7 Initiations, Hazing, Secret Clubs and Outside Organizations Policy 6284 Initiations are prohibited except with the approval of administration. Administration may only give consent to
initiation activities that are consistent with student conduct expectations. Section 8 Parent Request for Exclusion Policy 6320 Parents may ask for their child to be exempt from the study of a book, instructional unit or a particular literary work.
However, the Principal shall decide on whether to concede to such requests based on legal requirements.
Section 9 Multicultural Education Policy 6370
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Norfolk Public Schools incorporates multicultural education in all curriculum areas in all grades. It is believed that
through the multicultural education program students will improve an understanding of (and sensitivity to) diverse
cultures and races. Section 10 Free and Reduced Price Meals Policy 6500 The district participates in the National School Lunch Program. Employees are expected to keep information about
the participation of students in the program confidential.
Section 11 Computer – Internet Safety and Acceptable Use Policy Policy 6800 Teachers have access to the district’s computer network and the Internet for the enhancement and support of student
instruction. It is important to remember that the equipment and the software are the property of the school district.
In using the computers and the Internet, teachers are agreeing to the following: A. Since copyright laws protect software, teachers will not make unauthorized copies of software found on school
computers by any means. Teachers will not give, lend, or sell copies of software to others unless the original
software is clearly identified as shareware or in the public domain. B. If a teacher downloads public domain programs for personal use or non-commercially redistributes a public
domain program, the teacher assumes all risks regarding the determination of whether a program is in the public
domain. C. Teachers shall not access material that is obscene, child pornography or otherwise inappropriate matter for
educational or work-related uses or contrary to the district’s mission. Teachers are not permitted to knowingly
access information that is profane, obscene or offensive toward a group or individual based upon race, color,
national origin, religion, disability, age, sex, or other protected category. Further, teachers are prohibited from
placing such information on the Internet. D. Teachers will protect the privacy of other computer users' areas by not accessing their passwords without
written permission. Teachers will not copy, change, read, or use another person's files. Teachers will not engage
in “hacking” or otherwise attempt to gain unauthorized access to system programs or computer equipment. E. Teachers will not use computer systems to disturb or harass other computer users by sending unwanted mail or
by other means. F. Teachers will not disclose their passwords and account names to anyone or attempt to ascertain or use anyone
else's password and account name. G. Teachers will not attempt to login to the system as a system administrator. H. Teachers understand that the intended use of all computer equipment is to meet instructional objectives. I. Teachers will not waste or take supplies, such as paper, printer ribbons, toner, or other materials that are
provided by the district. J. Teachers will not use the network for financial gain or for any commercial or illegal activity. K. Attempts to bypass security systems on computer workstations or servers, or vandalism will result in
cancellation of privileges and may result in further consequences. Malicious attempts to harm or destroy data of
another teacher, or data that resides anywhere on the network or on the Internet, or the uploading or creation of
computer viruses are forbidden. L. The district will not be responsible for any liabilities, costs, expenses, or purchases incurred by the use of the
district’s telecommunications systems such as the Internet. This includes, but is not limited to, the purchase of
online services or products. The teacher is solely responsible for any such charges. The teacher’s acceptance of
an email account is an acceptance of the teacher’s agreement to indemnify the district for any expenses,
including legal fees, arising out of the teacher’s use of the system in violation of the agreement. M. The Internet will be supplied for your use on an "as is, as available" basis. The district does not imply or
expressly warrant that any information you access will be valuable or fit for a particular purpose or that the
system will operate error free.
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N. The district is not responsible for the integrity of information accessed, or software downloaded from the
Internet. O. The district reserves the right to refuse posting of files, and to remove files. P. The district further reserves the right to inspect a teacher’s computer and computer usage at any time. Teachers
have no privacy rights or expectations of privacy with regard to use of the district’s computers or Internet
system. Q. The computer system is not a public forum. It is provided for the limited purpose of advancing the district’s
mission. R. A technology protection measure is in place that blocks and/or filters Internet access to prevent access to
Internet sites that are not in accordance with policies and regulations. In addition to blocks and/or filters, the
district may also use other technology protection measures or procedures as deemed appropriate. The
technology protection measure that blocks and/or filters Internet access may be disabled only by an authorized
staff member for bona fide research or educational purposes: (a) who has successfully completed district
training on proper disabling circumstances and procedures, (b) with permission of the immediate supervisor of
the staff member requesting said disabling, or (c) with the permission of a building administrator. An
authorized staff member may override the technology protection measure that blocks and/or filters Internet
access for a minor to access a site for bona fide research or other lawful purposes provided the minor is
monitored directly by an authorized staff member.
Any violation of any part of this agreement or any other activity which school administrators deem inappropriate
will be subject to disciplinary action. Discipline could include but would not be limited to, the immediate suspension
or termination of the teacher’s Internet account and computer privileges, reprimand, suspension, or termination.
Section 12 Lesson Plans Teachers will prepare written lesson plans. These plans must be consistently communicated to building principals
according to building expectations. The lesson plans should be specific, up to date and contain information about
curriculum, assessment, classroom procedures, emergency plans, and current student needs. The lesson plans must
be accessible to others in the teacher’s absence. If a physical plan book is kept, please keep the plan book, including
lesson plans, class rosters, etc. in the top right hand drawer of the teacher's desk. If that is not possible, the plan book
should be kept in a place in which the plan book will be readily available in the teacher’s absence. If the lesson plans
are digital, the teacher must give the building principal access to these materials. The lesson plans must be sufficiently clear in establishing instructional objectives, curricular learning targets, and
related activities so that they are easily used by a substitute teacher or other staff member not familiar with previous
classroom activities or progress. The plan book must give specific reference to other instructional sources
immediately available which will enhance the instructional lesson. Section 13 Classroom and School Procedures Teachers are expected to adhere to the following classroom and school procedure in the performance of their duties:
A. Bulletin Boards
Each teacher shall be responsible for completing an appropriate bulletin board regarding curriculum related
matters in their primary classroom. Bulletin boards should be changed as needed to ensure current and
relevant information is available.
B. Text Book and Room Inventory All school purchased materials must be inventoried with the building bookkeeper or secretary. Textbooks are
to be numbered and either have cards in pockets or a form for writing the name of the student whom the book
is assigned. Teachers should keep good records of who has which book. At the start of the year, note the
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condition of the textbook on the inventory sheet and keep this sheet for future reference. When a book is
turned in, again note its condition, and if the book shows abuse (other than normal wear) assess a fine that you
consider is fair. Insist that students put covers on their books by the end of the first week after receiving them.
C. Use of Cell Phones
1. Teachers shall not use personal cell phones for any non-school purpose during teacher duty time. 2. Teachers are not to use wireless devices or otherwise engage in distracted driving while transporting
students. This rule applies to the driver when the vehicle is in motion. The only exception would be in
the case of emergencies. 3. Teachers will abide by all rules of the road and any applicable rules of the Nebraska Department of
Education and the district relating to driving a motor vehicle. Seat belts and child restraint systems will
be utilized by all occupants. Cell phones will not be used while the vehicle is in motion. D. Use of Paraprofessionals
Paraprofessionals provide valuable assistance in the educational process and allow teachers to carry out their
responsibilities in a more efficient and effective manner. A paraprofessional must not, however, assume
teaching responsibilities. The teacher must maintain the role of leadership and responsibility for the students,
with the paraprofessional in a supportive role. Teachers ultimately bear responsibility of the actions that occur
in their classroom. Paraprofessionals may be used to assist the teacher by, among other tasks, assisting with
instructional activities under the direction of the teacher, helping to supervise students, copying tests and other
written material, organizing class materials, preparing bulletin boards, grading tests or class work, and
calculating grades and recording grades. Paraprofessionals are to work only on their assigned work days and
within their assigned work day. If the teacher desires the paraprofessional to work hours other than the
assigned work hours or assigned work day, contact the administration for approval.
E. Use of Student Aides
Student aides are to be directly supervised by the teacher or office staff and are not to leave the building or be
in the halls or anywhere they are not being supervised. Student aides are not to be used to assist the teacher by
helping supervise another student, grade tests or class work, calculate student grades or record grades. Keys
should NEVER to be given to students, whether they are student aides or not. A student aide should not be
present and assisting a teacher without another adult present after the end of regular teacher duty hours.
F. Checking Out of Equipment
All equipment must be checked out through the Building Principal. All school equipment may be used only
for school purposes. No school equipment may be directed to the personal use of a teacher or another district
employee.
G. Requisition of Equipment and Supplies Books and supplies which are needed for instruction should be requested through the Principal’s office. No
equipment or supplies ordered through the district may be directed to the personal use of a teacher or another
district employee. If approved, the Principal will assign a purchase order number/budget code.
H. E-mail Each teacher will be assigned a school e-mail address for purposes of intra-school and inter-school e-mail
correspondence. Teachers should respond to e-mails which require a response in a timely fashion, but should
avoid checking and responding to e-mails during instructional time. Use of the district’s e-mail system for
personal communications should be limited, and is subject to the rules governing overall computer usage found
in board policy and this handbook.
I. Teacher Mail Box
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Each teacher will be assigned a mailbox. Teachers should check for mail each morning and also later in the
school day, if possible. If something requires an answer, teachers are responsible for responding promptly.
Teacher mail boxes are to be limited to communications regarding school business.
J. Teacher Meetings
Teacher meetings will be held as designated by building/district administrators. ALL teachers are expected to
be present for meetings, unless they are absent from school for good cause or have made prior arrangements. Section 14 Purpose and Goals of Academic Achievement The Norfolk Public Schools’ Board of Education is committed to providing a quality education for all Norfolk
Public School students consistent with the school’s mission statement. Effective, quality instruction by teachers is
an essential means of meeting the district’s mission of providing a quality education.
Teachers shall instruct students in the curriculum, including the use of curriculum materials, adopted and
implemented by the Board of Education and as directed by the administration. Each teacher is responsible for
teaching in a manner that meets the mission of the District and assures student understanding and learning of the
standards and learning targets presented to students within the curriculum adopted by the District.
Teachers will model classroom instruction using the instructional model implemented by the District and the
components reflected in the teacher evaluation instrument adopted by the Board of Education. Teachers are
responsible for familiarizing themselves with the district instructional model and the components of instruction set
forth in the evaluation instrument. The administration shall provide periodic in-services regarding the instructional
model.
State and federal laws and regulations have been enacted which require that students with certain needs be provided
instruction and services consistent with those special needs. Examples include students who have been verified as in
need of special education (“special education students”), students with other disabilities which impact the
educational program (“504 students”), and limited English proficient students (“LEP or ELL students”). The
District’s policy is to comply with the state and federal laws and regulations in all respects. Teachers who are
assigned special education, 504, or LEP/ELL students are required to provide instruction and services consistent
with legal requirements and the requirements of Board policy and regulation.
Section 15 Academic Progress Policy 5203 Every teacher is required to keep a complete and easily understandable record of the attendance and achievement of
every student in a class using current district tools and procedures. This student record must be kept current and
include the following minimum information in a readily understandable fashion: A. The names and any assigned student numbers of all students enrolled in the class at the beginning of the
semester. B. The name and date of entry for each student who enrolls after the semester opens. C. The date of withdrawal for each student who withdraws from the class previous to the close of the semester—
dropouts or early withdrawals. D. A complete record of the attendance of each student enrolled showing:
1. Days on which the student was tardy.
2. Days on which the student was absent, with a differentiation between excused and unexcused absences.
E. A complete report of all recorded grades for each student.
Section 16 Grading:
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Measuring and accurately reporting the level of each student’s academic achievement is of critical importance to
students, parents, staff, the Board of Education and community. To this end, each teacher shall utilize a variety of
assessment instruments and techniques to accurately measure student achievement in the curriculum adopted and
implemented by the school district, record the results of such assessments, and report the results in accordance with
district procedures. Teachers should measure student learning and understanding on a frequent basis to provide an
accurate evaluation of each student’s academic achievement.
Section 17 Recording Grades
Each teacher shall record grades utilizing our district student management system. A sufficient number of grades
must be recorded in the grade book to justify all quarter and semester grades for each student. Teachers must be able
to support and justify the grades that each individual student earns. Grades must be recorded for all curricular areas.
Grading Scales:
Teachers are to use only the grading scales set forth below for designated levels of students:
Norfolk Public Schools: Grading Scales
Norfolk Elementary Schools will use the following marking system for grades K-2 on the progress reports:
O = Outstanding
S = Satisfactory
N = Needs Improvement
U = Unsatisfactory
Grades 3-12 will be evaluated on achievement, level of work performed, effort/assignments
Achievement Level
A = 94-100%
B = 86-93%
C = 78-85%
D = 70-77%
F = Below 70%
The preceding grade scales are expected to be used according to the following guidelines:
No other grade scales are to be used on official records or reports.
"Failing," "unsatisfactory" or equivalent terms indicate that student performance does not meet the
minimum requirements established for the course.
A final mark of "failing" or "unsatisfactory" in a credit-bearing course means that credit hours will not
be granted.
The mark given at the end of each reporting period is considered an evaluation of the student’s
academic status at the time (for example, the final mark in a semester course is an evaluation of the
student's status as of the close of the semester; not an average of two nine-week marks).
Teachers may exercise professional judgment in distributing grades. Grades are not expected to be
distributed on a normal curve.
Reports to Parents
Grades and credit are assigned on a quarter (9 weeks) or semester (18 weeks) basis. Reports are available to parents
during the school year. The grade reports are produced from information supplied by teachers and distributed to
students at school or mailed to parents.
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All grades are calculated on a cumulative basis; i.e., the grade given at the end of the first quarter represents an
evaluation of work done during that quarter, and the grade given at the close of the semester represents an evaluation
of all the work done during the entire 18 weeks. The end-of-quarter and end-of-semester reports are directed to parents, not to students. Students probably know
quite well how they stand in such areas as citizenship, attitude, cooperation, attendance, preparation of assignments,
etc. The parents do not have this knowledge. If any such factors have significant bearing on the student’s grades or
their relationship with teachers, communication should be sent to parents. Arrangements will be made as needed to
include this communication with the grade report forms. The communication may call attention to deficiencies,
faults, or failures; or it may be commendatory in nature. If carefully prepared, this communication can be most
valuable. Parents need to have information about areas of strengths and areas needing improvement and progress
being made by their child. For their instruction, and for our ultimate well-being, if and when problems arise, it is
essential that all communication be as informative as possible. Teachers should, in all cases, keep on file copies of
all communication sent to parents. Please accept, cooperatively and professionally, the responses that parents may make subsequent to the distribution
of term or quarter reports. Parents are not always helpful or reasonable under these circumstances, but they do need
information and direction. Please encourage parents to discuss their student-centered problems with you and give
them all possible assistance.
Upon request, a student's individual record in the teacher's class record book shall be made available for review or
copying. Information relating to other students should not be allowed to be seen by other students or parents. Because the entries in the class record book constitute a source of original entry for information which may be
needed in the absence of the teacher, teachers are required to provide documentation of class records to the principal
at the close of the school year for filing in the permanent records. Teachers who return to Norfolk Public Schools
and wish to refer to the previous year's class records may request the information from the building principal. Such
information shall be kept in the office for permanent filing when the teacher is finished with the information, or at
the close of the current term. Reconsideration of Grades/Marks
Questions raised concerning duly assigned grades will be resolved cooperatively with the teacher(s) involved and
the Principal. In the event a grade is questioned by parents or students, the parents/guardians and/or student may be
included. Failure to initially resolve the issue will result in an appeal involving the Superintendent or designee and the
participants described above. The grades designated by teachers will not be changed unilaterally by the
Superintendent unless the Superintendent determines that the grade is not consistent with the requirements of law,
board policy, or the best interests of the district. Reduced Credit. Some students in certain situations may qualify for less than the number of credits normally granted
for a course. Late entry or a serious injury at an awkward point in the semester would be a couple of examples. If a
student is excessively absent from a class for any particular reason, a teacher may request reduced credit. All cases
of reduced credit should be recorded on a "Reduced Credit/Error Summary" form and be approved by the Principal. Transfer Grades. A student transferring into Norfolk Public Schools at the 15 to 18 week time period will have all
grades on transcript from an accredited school accepted for semester credit. Grades must be approved for credit by
the Principal.
Section 18 Homework: Policy (6240)
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Norfolk Public Schools believes that homework contributes to the development of our students by building
responsibility, self-discipline, academic achievement, and lifelong learning habits, when it has a clear academic
purpose that is focused on learning targets. Norfolk Public Schools also values our partnership with parents and
believes that strong family involvement is critical to student success.
Teachers’ professional judgement should be utilized when determining the amount and type of homework assigned,
based upon grade level, developmental appropriateness, course, and purpose. The amount of homework will
increase gradually from elementary to senior high school. The intent is for students to engage in meaningful
homework assignments that strengthen skills, apply concepts, review knowledge, and/or practice procedures based
upon the learning targets introduced during the school day.
Teachers are to understand and utilize the district Homework Policy in assigning work to students.
Section 19 Parent-Teacher Conferences:
Parent-Teacher conferences are a critical opportunity for teachers to dialogue with parents (or guardians) of students
regarding student achievement and learning. To this end, two Parent-Teacher conferences are scheduled twice (once
in the fall and once in the spring) each school year as prescribed in the school calendar. Teacher attendance at
Parent-Teacher conferences is mandatory. A teacher may only be excused from attendance at Parent-Teacher
conferences in writing by the building principal.
Section 20 Copyright and Fair Use Policy It is the school’s policy to follow the federal copyright law. Teachers are reminded that, when using school
equipment and when performing school duties, they also must follow the federal copyright laws. The federal
copyright law governs the reproduction of works of authorship. Copyrighted works are protected regardless of the
medium in which they are created or reproduced; thus, copyright extends to digital works and works transformed
into a digital format. Copyrighted works are not limited to those that bear a copyright notice. The “fair use” doctrine allows limited reproduction of copyrighted works for educational and research purposes.
The relevant portion of the copyright statute provides that the “fair use” of a copyrighted work, including
reproduction “for purposes such as criticism, news reporting, teaching (including multiple copies for classroom use),
scholarship, or research” is not an infringement of copyright. The law lists the following factors as the ones to be
evaluated in determining whether a particular use of a copyrighted work is a permitted “fair use,” rather than an
infringement of the copyright: A. the purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit
educational purposes; B. the nature of the copyrighted work; C. the amount and substantiality of the portion used in relation to the copyrighted work as a whole, and D. the effect of the use upon the potential market for or value of the copyrighted work. Although all of these factors will be considered, the last factor is the most important in determining whether a
particular use is “fair.” Teachers should seek assistance from administration if there are any questions regarding
what may be copied.
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Appendix A
Norfolk Public Schools
2020-2021 School Calendar Information
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Appendix B
Norfolk Public Schools
Certified Staff Employee Handbook Receipt Page
RECEIPT OF THE 2020-2021 CERTIFIED STAFF HANDBOOK
OF NORFOLK PUBLIC SCHOOLS
This signed receipt acknowledges receipt of the 2020-2021 Certified Staff Employee
Handbook for Norfolk Public Schools. This receipt acknowledges that it is understood that I am
to read and be familiar with the handbook, that I understand the handbook contains a disclaimer
of contract and that I understand that the handbook includes the District’s policies of non-
discrimination and equity, and that specific complaint and grievance procedures exist in the
handbook which should be used for responding to harassment or discrimination.
_______________________________
Date:
____________________________________
Employee Signature:
Please return the signed document to your building secretary.
