Del Valle Independent School District

EMPLOYEE HANDBOOK
2015-2016

Del Valle ISD

Department of Human Resources
5301 Ross Rd., Suite 104
Del Valle, TX 78617
(512) 386-3060

Table of Contents
Page #
Employee Handbook and RUTA Receipt
Introduction
District Information
Mission Statement
Board of Trustees
Teacher Work Day, Operating Hours, and District Calendars
Helpful Contacts
Employment
Equal Employment Opportunity
Job Vacancy Announcements
Employment Criteria
Personnel Credentials
Employment Requirements
Employment after Retirement
Contract and Noncontract Employment
Certifications and Licenses
Searches and Alcohol and Drug Testing
Health Safety Training
Reassignments and Transfers
Workload and Work Schedules
Notification to Parents Regarding Qualifications
Outside Employment and Tutoring
Performance Evaluations
Professional Development
Employee Relations and Communications
Employee Recognition and Appreciation
DVISD Employee Customer Service Standards
District Communications
Compensation and Benefits
Salaries, Wages, and Stipends
Paychecks
Automatic Payroll Deposit
Payroll Deductions
Compensation, Accrual
Travel Expense Reimbursement
Health Insurance
Supplemental Insurance Benefits
Cafeteria Plan Benefits
Workers Compensation Insurance
Unemployment Compensation Insurance
Teacher Retirement
Other Benefits
Leaves and Absences
Leaves and Absences
Personal Leave
State Sick Leave
Catastrophic Sick Leave Bank
Religious Observances
Jury Duty
Compliance with a Subpoena
Assault Leave
Military Leave
Family and Medical Leave Act (FMLA) General Provisions
Local Family and Medical Leave Provisions

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Temporary Disability Leave

Workers Compensation Benefits
Complaints and Grievances
Employee Complaints
Compliance Coordinators
Employee Conduct and Welfare
Employee Standards of Conduct
Due Process for At-Will Employees
Employee Dress Code Guidelines
Nepotism
Private Tutoring
Discrimination, Harassment, and Retaliation
Harassment of Students
Reporting Suspected Child Abuse
Computer Use and Data Management
Personal Use of Electronic Media
DVISD Employee Responsible Use Technology Agreement
Use of Electronic Media with Students
Criminal History Background Checks
Employee Arrests and Convictions
Alcohol and Drug-Abuse Prevention
Tobacco Use
Fraud and Financial Impropriety
Conflict of Interest
Gifts and Favors
Copyrighted Materials
Charitable Contributions
Associations and Political Activities
Safety
Possessions of Firearms and Weapons
Visitors in the Workplace
Asbestos Management Plan
Pest Control Treatment
General Procedures
Bad Weather Closing
Emergencies
Purchasing Procedures
Address/Phone Number and Name Changes
Personnel Records
Building Use
Termination of Employment
Resignations
Dismissal or Nonrenewal of Contract Employees
Dismissal of Noncontract Employees
Exit Interviews
Reports to Texas Education Agency
Reports Concerning Court-Ordered Withholding
Student Related
Equal Educational Opportunities
Student Records
Parent and Student Complaints
Administering Medication to Students
Dietary Supplements
Psychotropic Drugs
Student Conduct and Discipline
Student Attendance
Bullying
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Employee Handbook and RUTA Receipt

I______________________________ hereby acknowledge receipt of a copy of the 2015-2016 Del Valle
ISD Employee Handbook and acknowledge where I can find the online Board Policy Manual. I agree to
read the handbook and abide by the standards, policies, and procedures defined or referenced in this
document.
The information in this handbook is subject to change. I understand that changes in District policies may
supersede, modify, or render obsolete the information summarized in this book. As the District provides
updated policy information, I accept responsibility for reading and abiding by the changes.
I understand that no modifications to contractual relationships or alterations of at-will employment
relationships are intended by this handbook.
I understand that I have an obligation to inform my supervisor or department head of any changes in
personal information such as my phone number and emergency contact information. I understand that it
is my responsibility to update my personal information (phone number, address, etc.) online through
ERMA (Skyward) Services, if my personal information changes while I am employed at Del Valle ISD. I
also accept responsibility for contacting my supervisor or the Department of Human Resources (512) 3863060 if I have questions or concerns or need further explanation.
_________________________________________
Printed Name

_____________________________
Date

_________________________________________
Signature

_____________________________
Campus/Location

Responsible Use Technology Agreement

As a user of Del Valle ISDs technology resources, I understand and agree to comply with the guidelines
outlined in the Employee Responsible Use Technology Agreement (RUTA) found on pages 32-36. I
understand that district administrators will deem what conduct is inappropriate use if such conduct is not
specified in this agreement.
I have read the Employee Responsible Use Technology Agreement. I understand the conditions for use of
the network and Internet resources provided by Del Valle ISD and that access to technology resources are
provided for the purpose of promoting education excellence in keeping with the academic goals of the
district, and that employee use for any other purpose is inappropriate. I recognize it is impossible for the
district to restrict access to all controversial materials, and I will not hold the school responsible for
materials acquired on the school network.
_________________________________________
Printed Name

_____________________________
Date

_________________________________________
Signature

_____________________________
Campus/Location

(Please sign and date this receipt and return to supervisor.)

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Introduction
The purpose of this handbook is to provide information that will help with questions and support
employee knowledge of District policies. Not all District policies and procedures are included in
this handbook. Those that are have been summarized and a hyperlink has been provided to offer
the employee direct access to Board Policy.
This handbook is a guide to and a brief explanation of District policies and procedures related to
employment. These policies and procedures can change at any time and any administrative or
Board Policy changes adopted after publication of this handbook shall supersede the information
included. For more information, employees may refer to the policy codes that are associated with
handbook subjects, confer with their campus principal/supervisor, or call the Department of
Human Resources. The latest version of the handbook can be found on the Human Resources
webpage under the tab labeled Employee Handbook.
The Del Valle ISD Board Policy manual is available online on the District website Board Policy
page. Policy is based on state and federal laws, case law, Attorney General opinions, State
Board of Education rules, governmental regulations, and local requirements of the District. The
Board of Trustees reviews and adopts policies throughout the school year. The policy manual is
organized in seven sections: (A) Basic District Foundations, (B) Local Governance, (C) Business
and Support Services, (D) Personnel, (E) Instruction, (F) Students, (G) Community and
Governmental Relations. If employees have any questions concerning District policies, they
should check first with their principal or supervisor.

District Information
The Del Valle Independent School District boundary covers what is roughly the southeast sector
of Travis County. Bound on the north by Manor, on the west by Austin, and on the east and
south by the Travis County line, the District encompasses 174 square miles. Del Valle ISD
serves the following seven communities: Pilot Knob, Creedmoor, Webberville/Hornsby-Dunlap,
Garfield, Elroy, Del Valle and Montopolis. See the Districts History of Del Valle webpage for a
historical overview of DVISD.

Mission Statement
Policy AE
The Del Valle Independent School District, the fearless educational leader that binds a growing
and proggressive community, will empower and inspire our students to be world-class
visionaries who navigate challenges and think critically as valued, productive contributors and
socially responsible leaders in a diverse, global society through: commitment to our beliefs;
innovative practices; collaborative efforts of all stakeholders.

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Board of Trustees
Policies BA, BB series, BD series, and BE series
Texas law grants the Board of Trustees the power to govern and oversee the management of the
Districts schools. The board is the policy-making body within the District and has overall
responsibility for the curriculum, school taxes, and annual budget, employment of the
superintendent and other professional staff, and facilities. The board has complete and final
control over school matters within limits established by state and federal laws and regulations.
The Board of Trustees is elected by the citizens of the District to represent the communitys
commitment to a strong educational program for the Districts children. Board members are
elected from single-member districts, and serve four year terms. Board members serve without
compensation, must be qualified voters, and must reside in the District.
Board of Trustees Agendas & Meetings
The board usually meets on the third Tuesday of each month at the Edward A. Neal
Administration Building: 5301 Ross Road, Del Valle, TX 78617.
All meetings are open to the public. In certain circumstances, Texas law permits the board to go
into a closed session from which the public and others are excluded. Closed session may occur
for such things as discussing prospective gifts or donations, real-property acquisition, certain
personnel matters including employee complaints, security matters, student discipline, or
consulting with attorneys regarding pending litigation.

Teacher Work Day, Operating Hours, and District Calendars

Teacher Work Day (Regular Schedule)
Elementary Schools
7:30 am - 3:30 pm
Middle Schools
8:00 am - 4:00 pm
High School
8:00 am - 4:00 pm
Opportunity Center
8:00 am - 4:00 pm
*DAEP
8:00 am - 4:00 pm
Central Administration Office Hours: Central Administration office hours are from 8:00 am to
4:30 pm, Monday-Friday. Central Administration and campus operating hours may differ during
the months of summer. Contact the Department of Human Resources at (512) 386-3060 for the
official District summer operating hours.
District Calendar: The approved 2015-2016 District Calendar can be found on the District
website under Calendars. Employee work calendars can be found on the Department of Human
Resources webpage under Employee Work Calendars.

Helpful Contacts
From time to time, employees have questions or concerns. If those questions or concerns cannot
be answered by supervisors or at the campus or department level, the employee is encouraged to
contact the appropriate department as listed on Page 6.

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Superintendent
Department of Curriculum and Instruction
Department of Communication and Community Relations
Department of Business and Finance
Department of Technology
Department of Human Resources
Department of Special Education
Department of Transportation
Department of Maintenance
Department of Child Nutrition

(512) 386-3010
(512) 386-3040
(512) 386-3070
(512) 386-3020
(512) 386-3050
(512) 386-3060
(512) 386-3080
(512) 386-3150
(512) 386-3130
(512) 386-3076

Additional departments, contacts, and information can be found on the Departments webpage.

Employment
Equal Employment Opportunity
Policies DAA, DIA
Del Valle ISD does not discriminate against any employee or applicant for employment on the
basis of race, color, religion, gender, national origin, age, disability, military status, genetic
information, or on any other basis prohibited by law. Additionally, the District does not
discriminate against an employee or applicant who acts to oppose such discrimination or
participates in the investigation of a complaint related to a discriminatory employment practice.
Employment decisions will be made on the basis of each applicants job qualifications,
experience, and abilities.
Employees with questions or concerns relating to discrimination for any of the reasons listed
above should contact the Department of Human Resources at (512) 386-3060.

Job Vacancy Announcements

Policy DC
Del Valle ISDs employment system is available exclusively online through SchoolStream.
Access to SchoolStream is available through the Human Resources webpage.

Employment Criteria
The Board establishes objectives criteria for decisions regarding the hiring, dismissal,
reassignment, promotion, and demotion of District personnel. The following criteria are not rank
ordered and may be considered in whole or in part when making such decisions:

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Academic or technical preparation supported by transcript from regionally accredited

colleges or universities
Proper certification for assignment, including emergency permits and endorsements
Experience
Recommendations and references
Evaluations

Professional competence and designation as Highly Qualified under the provisions of

the No Child Left Behind Act
Needs of the District

Personnel Credentials
Employees are required to present certain credentials, depending on their assignment, for
placement in the employees personnel file. Contracts of professional employees may be
terminated if the necessary credentials are not presented. Credentials required to be on file for
various positions prior to beginning employment.
Professional: All professional employees are required to present the following credentials:
Official transcripts from regionally accredited institutions showing all course work
and degrees conferred
Valid Texas teaching certificate or permit for the assignment
Alternative certification employees must provide statement of eligibility from
alternative certification program
Texas teacher service records
Paraprofessional: Credentials are required to be on file as follows:
High school diploma or GED
Texas Paraprofessional Certificate
College Hours (48+) or Local Assessment for NCLB Highly Qualified
NCLB Certificate
Bus Driver: Credentials required to be on file are as follows:
High school diploma or GED
Clear and valid Texas commercial drivers license with Passenger (P) and School Bus
(S) endorsements
Drivers license check with the Texas Department of Public Safety
School bus safety training certificate
In addition to the credentials listed above for the various positions, the following documents will
be kept in each active employees folder:

Applications
Offer of employment letters
Contracts and/or reemployment letters
Salary notices
Personal data forms
Notice of assignment or transfer
Other documents deemed appropriate

The District shall maintain documentation required to be kept on file relative to personnel
records, as prescribed by the Commissioner of Education, TEA guidelines, and local
administrative requirements. All records are the permanent property of the District and the State
of Texas to be used for the proper maintenance of personnel records for individuals as required
by law.
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Employment Requirements
Policy DBB, DHE
Various positions in the District may have additional employment requirements and restrictions.
The requirements are in place to ensure the safety and welfare of employees, students, and
citizens of the District. Employees need to additionally inquire with their respective department
supervisors to review any department handbook criteria for maintaining District employment.
Annual Physical Exams for Certified Bus Drivers
Required Testing: Pre-Employment, Post-Accident, Random and Reasonable Suspicion Testing
Transportation Employees: After a conditional job offer is made prior to employment and
annually thereafter, each employee certified to drive a school bus, or be responsible for
maintenance of buses or operation of motor vehicles or heavy machinery, shall undergo a drug
test by urinalysis or blood analysis.
Maintenance Employees: In the event of a post-accident incident the employee will be included
in alcohol and drug testing. Refusal to consent to, or refusal to disclose results of, a drug test by
an applicant shall result in the applicant not being hired. Refusal to consent to, or refusal to
disclose results of, a drug test by an employee shall constitute good cause for termination of
employment. Any employee of the District may voluntarily consent to the taking of a drug or
alcohol test at the beginning of the school year, or at other times during the school year, at
District expense.
Confidentiality of all test results shall be strictly maintained with only those having a need to
know being informed of the results.
Persons confirmed positive for the usage of an illegal controlled substance, a dangerous drug,
alcohol, or other drugs on a required post-offer/pre-employment or annual test shall not be hired
or assigned to operate or maintain school buses or heavy equipment and are subject to
disciplinary action up to and including termination.
Persons confirmed positive for the usage of an illegal controlled substance, a dangerous drug,
alcohol or other drug on a drug test based on reasonable suspicion shall be terminated from
employment as a transportation or maintenance department employee. Persons confirmed
positive will be referred to rehabilitation resources for assistance at the individuals expense.

Employment after Retirement

Policy DC
Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be
employed in limited circumstances on a full-time or part-time basis without affecting their
benefits, according to TRS rules and state law. Employees can contact TRS for additional
information about employment after retirement by calling (800) 223-8778 or (512) 542-6400.
Information is also available online through the TRS website.

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Contract and Noncontract Employment

Policy DC series
State law requires the District to employ all full-time professional employees in positions
requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under
probationary, term, or continuing contracts. Employees in all other positions are employed atwill or by a contract that is not subject to the procedures for nonrenewal or termination under
Chapter 21 of the Texas Education Code. The links that follow provide policy information of the
employment arrangements used by the District.
Probationary Contracts: Nurses and full-time professional employees new the District and
employed in a position requiring SBEC certification; former employees hired after a two-year
lapse.
Term Contracts: Full-time professionals employed in positions requiring certification and nurses.
Non-certified Professional and Administrative Employees: Employees in professional and
administrative positions that do not require SBEC certification such as non-instructional
administrators.
Paraprofessional and Auxiliary Employees: All paraprofessional and auxiliary employees,
regardless of certification, are employed at-will and not by contract. Employment is not for any
specified term and may be terminated at any any time by either the employee or the District. See
Page 30 for due process procedures for at-will employees.

Certification and Licenses

Policies DBA, DF
Professional employees whose positions require SBEC certification or professional license are
responsible for taking actions to ensure their credentials do not lapse. Employees must submit
documentation that they have passed the required certification exam and/or obtained or renewed
their credentials to Human Resources in a timely manner.
Information regarding Employment Requirements and Restrictions - Credentials and Records
Information regarding Termination of Employment
Contact the Department of Human Resources at (512) 386-3060 if you have any questions
regarding certification or licensure requirements.

Searches and Alcohol and Drug Testing

Policy DHE
The District reserves the right to conduct searches when the District has reasonable suspicion to
believe that a search will uncover evidence of work-related misconduct. The District may search
the employees personal items, work areas, lockers, and private vehicles parked on District
premises or worksites or used in District business. Therefore, employees are hereby notified that
they have no legitimate expectation of privacy in those places. Investigatory searches may
include drug and alcohol testing if the suspected violation relates to drug or alcohol use.
Employees required to have a Commercial Drivers License: Any employee whose duties
require a commercial drivers license (CDL) is subject to drug and alcohol testing.
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Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol
and drug tests will be conducted when reasonable suspicion exists, at random, when an employee
returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be
conducted following accidents. Return-to-duty and follow-up testing will be conducted if an
employee who has violated the prohibited alcohol conduct standards or tested positive for
alcohol or drugs is allowed to return to duty.
All employees required to have a CDL or who otherwise are subject to alcohol and drug testing
will receive a copy of the districts policy, the testing requirements, and detailed information on
alcohol and drug abuse and the availability of assistance programs.
Employees with questions or concerns relating to alcohol and drug policies and related
educational material should contact the Transportation Directors Secretary at (512) 386-3151.

Health Safety Training

Policies DBA, DMA
Certain employees must maintain and submit to the District proof of current certification or
training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external
defibrillator (AED), concussion and extracurricular athletic activity safety. Certification or
documentation of training must be issued by the American Heart Association or a similar
nationally recognized association. Employees subject to this requirement must submit their
certification or documentation to the Director of Health Services at (512) 386-3073.

Reassignments and Transfers

Policy DK
All personnel are subject to assignment and reassignment by the superintendent or designee
when the superintendent or designee determines that the assignment or reassignment is in the
best interest of the District. Reassignment is a transfer to another position, department, or facility
that does not necessitate a change in the employment contract. Any employee interested in other
job opportunities within the District are eligible to apply online in as a transfer applicant. All
requests for transfers will be considered along with other applicants, therefore it is highly
recommended that employees update their employment application in SchoolStream.
Employees who object to a reassignment may follow the District process for employee for
complaints and grievances in District Policy DGBA.
Noncontractual supplemental duties for which pay is received may be discontinued by either
party at any time unless an extracurricular or supplemental duty assignment is part of a dualassignment contract. Request for transfer during the school year will be considered only when
the change will not adversely affect students and after a replacement has been found. All
transfer requests will be coordinated by the Department of Human Resources.

Workload and Work Schedules

Policies DEA, DL
Professional Employees: Professional employees and academic administrators are exempt from
overtime pay and are employed on a 10-month, 11-month, or 12-month basis, according to the
work schedules set by the District. A school calendar is adopted each year designating the work
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schedule for teachers and all school holidays. Notice of work schedules including required days
of service and scheduled holidays are posted on the Human Resources webpage under Employee
Work Calendars.
Each classroom teacher is entitled to at least 450 minutes in each two-week period for
instructional preparation including parent-teacher conferences. The schedule of planning periods
is set at the campus level and may not be less than 45 minutes within the instructional day.
Teachers or full-time librarians are entitled to a 30-minute lunch period free from all duties and
responsibilities connected with the instruction and supervision of students. The District may
require teachers to supervise students during lunch one day a week when no other personnel are
available. See Policy DL for more information.
Paraprofessional and Auxiliary Employees: Auxiliary and paraprofessional employees shall
be required to be on daily duty for the number of hours on their work agreement. The supervisor
may schedule any of these employees for other duties during his/her workday as needed (e.g.,
lunch duty, etc.)
Full time employees are those employees that are paid for working 7 or 8 hours per day as
indicated on his/her work agreement. Full time employees may be scheduled for a 30 minute
lunch period; as such, they will be scheduled to work for 7 or 8 hours per day to allow for
this break. (There are also some 8 hour positions that have a 1 hour lunch period scheduled. As
such, this employees schedule would reflect a 9-hour day to allow for this break.)
Principals and supervisors shall plan the daily time schedule for these employees based on the
needs and the best interest of the campus/department. Significant changes to work hours should
be reviewed and approved by Human Resources prior to making any changes. Supervisors will
provide True Time procedures for employees required to use a time clock.
An 8-hour paraprofessional assigned to a campus could be assigned to work from 7:00 am - 3:30
pm, to accommodate morning bus duty. This example also includes a 30-minute lunch period.
Employees may not work beyond the hours that are assigned without prior authorization from
their administrator or supervisor.
Please note the information outlined regarding breaks and lunch periods:

Break Periods: There is no requirement under Texas law specifying the number of or
length or break periods. Similarly, the Fair Labor Standards Act (FSLA) does not require
that employees be provided rest periods or breaks. (29 CFR 785.15)

Lunch Periods: Meal periods lasting at least 30 minutes are not compensable work time.
(29 CFR 785.19)

Notification to Parents Regarding Qualifications

Policies DK, DBA
In schools receiving Title I funds, the District is required by the No Child Left Behind Act
(NCLB) to notify parents at the beginning of each school year that they may request information
regarding the professional qualifications of their childs teacher. NCLB also requires that parents
be notified if their child has been assigned or taught for four or more consecutive weeks by a
teacher who is not highly qualified. Texas law requires that parents be notified if their child is
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assigned for more than 30 consecutive instructional days to a teacher who does not hold an
appropriate teaching certificate.

Outside Employment and Tutoring

Policy DBD
Employees are required to disclose in writing to their immediate supervisor any outside
employment that may create a potential conflict of interest with the proper discharge of assigned
duties and responsibilities or the best interest of the District. Supervisors will consider outside
employment on a case-by-case basis and determine whether it should be prohibited because of a
conflict of interest.

Performance Evaluation
Policy DN
Evaluation of an employees job performance is a continuous process that focuses on
improvement. Performance evaluation is based on an employees assigned job duties and other
job-related criteria. All employees will participate in the evaluation process with their assigned
supervisor at least annually. Written evaluations will be completed on forms approved by the
District. Reports, correspondence, and memoranda also can be placed the employees personnel
records to document performance information. All employees will receive a copy of their written
evaluation, participate in a performance conference with their supervisor, and have the
opportunity to respond to the evaluation.

Professional Development
Policy DMA
Staff development activities are organized to meet the needs of employees and the District. Staff
development for instructional personnel is predominantly campus-based, related to achieving
campus performance objectives, addressed in the campus improvement plan, and approved by a
campus-level advisory committee. Individuals holding renewable SBEC certificates are
responsible for obtaining the required training hours and maintaining appropriate documentation.
Staff development for non-instructional personnel is designed to meet specific licensing
requirements (e.g., bus drivers) and continued employee skill development.
For information concerning available staff development activities, contact the Department of
Curriculum and Instruction at (512) 386-3040.

Employee Relations and Communications

Employee Recognition and Appreciation
Continuous efforts are made throughout the year to recognize employees who make an extra
effort to contribute to the success of the District. Employees are recognized at board meetings,
in the District newsletter, and through special events and activities.
Employees are awarded certificates of appreciation at five year intervals based on full-time
regular employment. These certificates are presented by their principal or supervisor at the
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campus. To receive credit for a year of service, the employee must be a regular employee
employed for 50% or more of the day. The years of service do not have to be continuous, but in
any one year, employment must have begun before March 1 and the employee must have been
employed a minimum of 90 full-time equivalent days during a school year in order to have
received credit for that year. Employment as a substitute or temporary worker does not qualify
for creditable service in the District.

DVISD Employee Customer Service Standards

District employees should strive to uphold the prescribed customer service standards to ensure
that all DVISD customer inquiries are addressed. CSS are a set of priorities and commitments
that an organization makes as to how customer interactions should occur. Customers refer to
students, family members, District employees, community stakeholders, etc.
1. Safety: Ensuring the safety of the students, staff, and customers of DVISD is the first CSS
Priority.
2. Confidentiality: All staff members must respect and maintain the confidentiality and privacy
of our customers.
3. Courtesy: All staff members must maintain a sense of courtesy with our customers.
4. Efficiency: Staff members should conduct themselves professionally and attempt to identify
ways to improve services through efficient delivery and interactions.
Overall Customer Service Standards (CSS)
1. All customers should be treated with respect.
2. All information provided needs to be accurate and consistent.
3. Staff should strive to exceed the expectations of the customers.
4. Staff must hold themselves and other staff to these customer service standards.
Facility Customer Service Standards (CSS)
1. Facilities should be inviting and welcoming.
2. Facilities should have adequate and welcoming signage.
Face to Face Customer Service Standards (CSS)
1. Staff will greet and acknowledge customers in a friendly manner.
2. Staff should wear their nametag at all times and around their neck or at the neck/shoulder
area.
3. Customer should be informed as to the time it takes to process their request.
4. Staff should utilize active listening techniques.
Telephone Customer Service Standards (CSS)
1. The telephone should be answered at all times and the appropriate greeting given.
2. If needed, customer should be asked if they would mind being transferred or placed on-hold.
3. Calls should be returned within 48 hours.
For more information about the DVISD Customer Service Standards, contact the Department of
Communication and Community Relations at (512) 386-3070.

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District Communications
Throughout the school year, the Department of Communication and Community Relations
publishes newsletters, news releases and other communication materials. These publications
offer employees and the community information pertaining to school activities and
achievements. Visit the Department of Communications and Community Relations webpage to
access the District newsletter and other timely District information. Any questions regarding
District communications can be directed to the Department of Communication and Community
Relations at (512) 386-3070.

Compensation and Benefits

Salaries, Wages, and Stipends
Policies DEA, DEAA, DEAB
Employees are paid in accordance with administrative guidelines and an established pay
structure. The Districts pay plans are reviewed by the administration each year and adjusted as
needed. All District positions are classified as exempt or non-exempt according to federal law.
Professional employees and academic administrators are generally classified as exempt and are
paid semi-monthly salaries. They are not entitled to overtime compensation. Other employees are
generally classified as non-exempt and are paid an hourly wage or salary and receive
compensatory time or overtime pay for each hour worked beyond 40 in a work week.
All employees have access to their pay and work schedule through ERMA (Skyward) Services
located on the Districts website. Classroom teachers, full-time librarians, full-time nurses, and
full-time counselors will be paid no less than the minimum state salary schedule. Contract
employees who perform extracurricular or supplemental duties may be paid a stipend in addition
to their salary according to the Districts extra-duty pay schedule.

Paychecks
All professional, salaried and hourly employees are paid semi-monthly. An employees payroll
statement contains detailed information including deductions and withholding information.
Employees should review paychecks monthly and report any error or direct any question or
concern to the Business Office immediately. A review of the first paycheck each year is
especially important. Log on to ERMA (Skyward) Services to verify all pertinent information.
Employees should contact the Business Office for more information about the Districts pay
schedules or any paycheck discrepancy.
The schedule of pay dates for the school year can be found on the Business Office webpage
under Forms, click on the Suplemental Payroll Schedule 2015-2016 link for document download.

Automatic Payroll Deposit

DVISD employees are paid exclusively via direct deposit. This service enables employees to
have their paychecks deposited automatically into a checking or savings account each pay

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period. Paper checks are not distributed under any circumstance. Contact the Business Office for
more information about the automatic payroll deposit service.

Payroll Deductions
Policy CFEA
Standard Deductions: The District is required by law to make certain deductions from the
employees paycheck. Listed below are the required deductions:

Teacher Retirement System of Texas (TRS)

Federal income tax required for all full-time employees
Medicare tax (applicable only to employees hired in our district after March 31, 1986 are
subject to the Medicare tax)

Other payroll deductions employees may elect include deductions for the employees share of
premiums for health, dental, life, and vision insurance; annuities; and higher education savings
plans. Employees also may request payroll deduction for payment of membership dues to
professional organizations. Salary deductions are automatically made for unauthorized or unpaid
leave.

Compensation, Accrual
Policy DEAB
Unless an exemption applies, the District shall pay an employee not less than one and one-half
times the employees regular rate of pay for all hours worked in excess of 40 in any workweek.
Overtime is legally defined as all hours worked in excess of 40 hours in a work week and is not
measured by the day or by the employees regular work schedule. Only nonexempt employees
(hourly employees and paraprofessional employees) are entitled to overtime compensation and
must have the approval of their supervisor before working overtime. Nonexempt employees are
not permitted to work off the clock without prior authorization, including responding to work
related e-mails from home.
Nonexempt employees do not earn additional pay unless they work more than 40 hours. For the
purpose of calculating overtime, a work week begins 12:00 a.m. on Monday and ends at 11:59
p.m. on Sunday.
Nonexempt employees may receive, in lieu of overtime compensation, compensatory time off at
a rate not less than one and one-half hours for each hour of overtime work with compensatory
time off (comp time) or direct pay. The following applies to all non-exempt employees:

Compensation time must be used in the duty year that it is earned; not to exceed 60 hours.
Use of comp time may be at the employees request with supervisor approval, as
workload permits, or at the supervisors discretion. Best practice is to have employees
use compensation time within 3-4 weeks of earning it.
An employee will be required to use compensation time before using available paid leave
(i.e., sick, personal, vacation).
Weekly time records will be maintained through True Time on all nonexempt employees
for the purpose of wage and salary administration.
Consult Policy DEAB for additional information regarding overtime compensation.

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Travel Expense Reimbursement

Policy DEE
Before any travel expenses are incurred by an employee, the employees supervisor must give
approval based on the campus/department budgeted amounts. For approved travel, employees
will be reimbursed for mileage and other travel expenditures according to the current rate
schedule established by the District. Employees must submit receipts to be reimbursed for
expenses other than mileage.

Health Insurance
Policy CRD
Group health insurance coverage is available to employees working 20 hours or more per week.
The Districts contribution to employee insurance premiums is determined annually by the Board
of Trustees. District contribution applies to full time employees only. Detailed descriptions of
insurance coverage, prices, and eligibility requirements are provided to all employees on the
Employee Benefits webpage.
The health insurance plan year through TRS is from September 1 through August 31. New
employees must complete enrollment forms within the first 30 days of employment. It is
mandatory that all employees either accept or decline coverage. Current employees can make
changes to their insurance coverage during open enrollment or if they have a qualifying event.
Employees should contact the District Benefits Coordinator at (512) 386-3027 for more
information.

Supplemental Insurance Benefits

Policy CRD
The supplemental benefits (i.e., dental, vision, life and disability, etc.) insurance plan year is
from September 1 through August 31. Supplemental policies are at the expense of the employee.
Premiums for these programs can be paid by payroll deduction. Employees should contact the
District Benefits Coordinator at (512) 386-3027 for more information.

Cafeteria Plan Benefits (Section 125)

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS
regulations, must either accept or reject this benefit. This plan enables eligible employees to pay
certain insurance premiums on a pretax basis (i.e., cancer, vision, accident, dental, etc.). A thirdparty administrator handles employee claims made on these accounts. The plan year for these
supplemental benefits is from September 1 through August 31. New employees must complete
enrollment forms within the first 30 days of employment. All employees must accept or decline
this benefit on an annual basis and during the specified time period.
The plan year for the Health Savings Account (HSA) and Flexible Spending Account (FSA) is
from September 1 through August 31.
Basic Life: The District provides a Basic Life Plan of $10,000 for all employees.

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Workers Compensation Insurance

Policy CRE
The District, in accordance with state law, provides workers compensation benefits to
employees who suffer a work-related illness or are injured on the job. Benefits help pay for
medical treatment and make up for part of the income lost while recovering. Specific benefits are
prescribed by law depending on the circumstances of each case. All work-related accidents or
injuries must be reported immediately to the employees principal/supervisor. A First Report of
Injury form must be completed at the site level. Employees who are unable to work due to a
work-related injury will be notified of their rights and responsibilities under the Texas Labor
Code. For more information, please contact the Human Resources Specialist responsible for
Workers Compensation at (512) 386-3118.

Unemployment Compensation Insurance

Policy CRF
Employees who have been laid off or terminated through no fault of their own may be eligible
for unemployment compensation benefits. Employees are not eligible to collect unemployment
benefits during regularly scheduled breaks in the school year or the summer months if they have
employment contracts or reasonable assurance of returning to service.

Teacher Retirement
Policy CFEA, DEAB
All personnel employed on a regular basis for at least four and one-half months are members of
the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement
benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a
year of creditable service. TRS provides members with an annual statement of their account
showing all deposits and the total account balance for the year ending August 31, as well as an
estimate of their retirement benefits.
Employees who plan to retire under TRS should notify the Department of Human Resources as
soon as possible. Information on retirement procedures for TRS benefits is online available the
TRS website by calling (512) 542-6400 or (800) 223-8778.

Other Benefits
Policy FDA
Children of Nonresident Employees: Nonresident full-time employee may request that his or
her child be admitted into District schools by filing an application with the Superintendent or
designee. A student transfer is granted for only one school year and the application for transfer
must be resubmitted each year. All completed transfer paperwork must be submitted to the
District Attendance Office by the designated May deadline. After this deadline, only transfer
requests will be accepted for hardships and new employee hires.
Campus assignment shall be made by the Superintendent or designee. However, the District
shall allow children of full-time employees to attend the District school where the parent is
employed, provided there is space available and there is no discipline, attendance, or other
disruptive problems at the school. This benefit shall become void upon termination of
Page | 17

employment. For more information go to: Transfer Information on the Department of

Curriculum and Instruction webpage.
Employee Passes: Employees of the District may attend in-District athletic events, excluding
play-offs, at no charge. Entrance to school sponsored events requires an employee to show
his/her employee ID badge at the door. District athletic schedules can be found on the Cardinal
Athletics webpage.

Leaves and Absences

Leave and Absences
Policies DEC, DECA, DECB
The District offers employees paid and unpaid leaves of absence in times of personal need. This
handbook describes the basic types of leave available and restrictions on leaves of absence.
Employees who expect to be absent for an extended period of three or more days should call the
Human Resources Specialist responsible for handling extended leave at (512) 386-3118 for
information about applicable leave benefits and requirements for communicating with the
District.
Attendance: Employees are strongly encouraged to demonstrate good attendance. Absences
should occur only when the employee is ill or for other approved reasons in accordance with
District leave policy.
For professional staff, leave must be used in half-day increments. However, if an employee is
taking family and medical leave, leave shall be recorded in one-hour increments.
Earned compensation time must be used before any available paid state and local leave. Unless
an employee requests a different order, available paid state and local leave will be used in the
following order:

Local Leave
State Sick Leave accumulated before the 1995-96 school year
State Leave

Use of extended sick leave or sick leave bank days shall be permitted only after all available
state and local leave has been exhausted.
Employees must follow District and department or campus procedures to report or request any
leave of absence and submit the appropriate documentation for extended sick leave.
Medical Certification: Any employee who is absent more than three consecutive workdays
because of a personal illness or illness in the immediate family must submit a medical
certification from a qualified health care provider confirming the specific dates of the illness, the
reason for the illness, and in the case of personal illness - the employees fitness to return to
work.
Failure to submit the required documentation may result in these absences being considered
unexcused and may result in a deduction of pay. For those who qualify for FMLA, refer to
FMLA information on the Human Resources webpage.
Page | 18

Employees on an approved leave of absence other than FMLA may continue their insurance
benefits at their own expense. Health insurance benefits for employees on paid leave and leave
authorized under the Family and Medical Leave Act will be paid by the District as they were
prior to the leave. Otherwise, the District does not make benefit contributions for employees
who are on unpaid leave.
Local leave may be used either before or after state leave, at the employees option and under the
terms and conditions applicable by Board Policy. (The employees choice of which leave is to be
used may not be changed after the decision is recorded at the campus/department level.)
Employee shall be charged leave as used even if a substitute is not employed during the
employees absence.
Continuation of Health Insurance: Employees on an approved leave of absence other than
FMLA may continue their health and supplemental insurance benefits at the expense of the
employee. Health insurance benefits for employees on paid leave and leave designated under
FMLA will continue to be paid by the District as they were prior to the leave (supplemental
insurance benefits will remain at the expense of the employee). Otherwise, the District does not
pay any portion of insurance premiums for employees who are on unpaid leave.
Under TRS-Active Care rules, an employee is no longer eligible for insurance through the
District after six months of unpaid leave other than FMLA. If an employees unpaid leave
extends for more than six months, the District will provide the employee with notice of COBRA
rights.

Personal Leave
Policy DEC
State law entitles all employees to five days of paid personal leave per year. Personal leave is
available for use at the beginning of the year. A day of personal leave is equivalent to an
assigned workday. State personal leave accumulates without limit, is transferable to other Texas
school districts, and generally transfers to education service centers. Personal leave may be used
for two general purposes: nondiscretionary and discretionary.
Nondiscretionary: Leave taken for personal illness or illness of a member of the employees
immediate family, family emergency, death in the employees immediate family, or during
military leave is considered nondiscretionary leave. Reasons for this type of leave allow very
little, if any, advance planning. Nondiscretionary leave may be used in the same manner as state
sick leave.
Discretionary: Discretionary use of state personal leave is at the individual employees
discretion, but subject to limitations. Leave taken at an employees discretion that can be
scheduled in advance is considered discretionary leave. The employee shall submit a written
request for discretionary use of state personal leave to the immediate supervisor or designee in
advance. The supervisor or designee shall, however, consider the effect of the employees
absence on the educational program or District operations, as well as the availability of
substitutes. Discretionary use of state personal leave shall not exceed three consecutive
workdays. Consecutive discretionary absences beyond three days or on the following key days
listed on Page 20 may result in a deduction of employee pay.
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Discretionary leave may NOT be taken on the following key days:

The day before a school holiday

The day after a school holiday
A day scheduled for an end-of-semester exam
A day scheduled for district benchmark testing
A day scheduled for state-mandated assessments
Professional/staff development days
Parent conference days for a campus/department

Professional Absences: Employees may be approved to attend workshops, conferences or other

meetings, which relate to their job assignment and are intended to provide professional
development. A request to attend such meetings shall be submitted to the principal/supervisor.
Teachers, nurses, and librarians may not be absent more than three consecutive workdays to
attend workshops conferences, and/or other meetings. If approved, the employees absences will
be considered professional absences and not be deducted from accumulated sick leave.
Employees may receive limited reimbursement for expenses based on the available funds as
allocated in the department or campus budget. For specific details concerning professional
absences, see Policy DMD.
Other Absences: Professional employees with unexcused absences may be subject to nonextension, nonrenewal, or termination of contract. Auxiliary and paraprofessional employees
with unexcused absences may be subject to termination of employment. Any other leaves
granted or days of absence shall result in a deduction of the daily rate of pay for each day of
absence, unless otherwise provided. Absences not covered by sick leave or other leave are
unexcused.
Reporting Absences: All employees are required to contact their principal/supervisor or
designee when absent. Employees who require a substitute for their position (instructional
staff, custodians, and child nutrition employees) will be required to enter absences into the
Districts substitute system, AESOP. All absences can be reported by calling calling (800) 9423767 or online through AESOP as soon as they know they will be absent. Staff who do not
require a substitute will continue to use ERMA (Skyward) to schedule time off. For questions
about reporting absences, contact the Human Resources Specialist responsible for AESOP at
(512) 386-3062.

State Sick Leave

Policy DEC
State sick leave accumulated before 1995 is available for use and may be transferred to other
school districts in Texas. State sick leave can be used in hourly, half or whole day increments,
except when coordinated with FMLA taken on an intermittent or reduced-schedule basis or when
coordinated with workers compensation benefits.
State sick leave may be used only for the following reasons:

Employee illness
Illness of a member of the employees immediate family
Family emergency (i.e., natural disasters or life-threatening situations)

Page | 20

Active military service

Death in the employees immediate family

Death in the employees immediate family: To prevent a possible deduction in pay for
consecutive absences beyond three workdays, documentation such as an obituary or certificate of
death may be furnished to the Human Resources Specialist responsible for handling leave at
(512) 386-3118. For purposes of leave, immediate family is defined in Policy DEC (Local).
Each full time employee shall earn additional local sick leave, in equivalent workdays, at the rate
of one-half sick leave day for each 18 workdays of employment up to the maximum of five days
per school year. Local sick leave shall be used under the terms and conditions applicable to state
sick leave accumulated prior to May 30, 1995. All District employees shall have leave days
advanced at the beginning of the school year.

Catastrophic Sick Leave Bank

Policy DEC
The purpose of the Catastrophic Sick Leave Bank (CSLB) is to provide additional sick leave
days for members of the bank who have exhausted all available paid leave if the employee or a
member of the employees immediate family experiences a catastrophic illness or injury that
requires extended absences.
Catastrophic Illness or Injury: A catastrophic injury or illness is a severe condition or
combination of conditions affecting the mental or physical health of the
employee that requires the services of a licensed medical practitioner for a
prolonged period of time and that forces the employee to exhaust all leave
time earned by that employee and to lose compensation by the District.
Such conditions typically require prolonged hospitalization, recovery, or
are expected to result in disability or death. Normal pregnancies, routine
illnesses, minor surgeries, and minor injuries shall not be covered by the
catastrophic sick leave bank (CSLB).
Prolonged Absence: A prolonged absence from work shall be defined as the temporary or
permanent incapacity to perform his or her essential job functions for an
extended period of time, defined as no fewer than 20 consecutive
workdays. The only exception is intermittent leave for medical-related
treatments (i.e. chemotherapy, radiation, etc.).
Immediate Family: For purposes of the CSLB, immediate family is defined in DEC (Local)
Policy.
CSLB Year:

For purpose of the CSLB, the year shall be defined as July 1 through June
30.

Membership:

Membership in the sick leave bank shall be available to all full time
employees who contribute two days of local leave to the bank during the

Page | 21

annual benefits enrollment period or within the first 30 days of

employment.
Days that are contributed to the bank shall be deducted from the members local leave balance
and become the property of the bank. Once donated to the bank, an employees contribution
cannot be returned for any reasons, including cancellation of membership. If a member cancels
membership and later rejoins, a contribution of two days of local leave shall be required during
the open enrollment period.
After enrolling in the sick leave bank, members shall not be required to contribute additional
days in subsequent years unless the employee used days from the CSLB the preceding year or
the CSLB leave days fall below 90 days. If the member chooses not to pay back the required
days, the employee will lose his/her membership permanently.
Request for CSLB leave: A request for use of the catastrophic sick leave bank leave must be
facilitated through the Department of Human Resources.
The request will contain:
1. Identification of the medical emergency, including the nature and severity of the illness
and/or extent of injury.
2. The date of the initial onset of the employees/family members particular medical
condition.
3. The anticipated date when the employee shall be able to return to work on a full-time
basis.
CSLB Governing Committee: The CSLB committee shall be composed of rotating DVISD
employees, and designated Human Resources staff. The maximum amount of days the
committee may potentially grant to the employee is 30 days of leave per CSLB year. For more
information on the CSLB guidelines, see Policy DEC (Local). All CSLB related inquiries can be
directed to the Human Resources Specialist responsible for the CSLB at (512) 386-3118.

Religious Observances
Policy DEC
The District shall reasonably accommodate an employees request to be absent from duty in
order to participate in religious observances and practices, so long as it does not cause undue
hardship on the conduct of District business.

Jury Duty
Policy DEC
Employees will receive leave with pay and without loss of accumulated leave for jury duty.
Employees must present documentation of the service and shall be allowed to retain any
compensation they receive.

Compliance with a Subpoena

Policy DEC
The District may not discharge, discipline, or penalize in any manner an employee because the
employee complies with a valid subpoena to appear in a civil, criminal, legislative, or
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administrative proceeding. Employees will be required to submit documentation of their needs

for leave for court appearance.

Assault Leave
Policy DEC
Assault leave provides extended job income and benefits protection to an employee who is
injured as the result of a physical assault suffered during the performance of his or her job. An
injury is treated as an assault if the person causing the injury could be prosecuted for assault or
could not be prosecuted only because that persons age or mental capacity renders the person
non-responsible for purposes of criminal liability.
An employee who is physically assaulted at work may take all the leave time medically
necessary (up to two years) to recover from the physical injuries he or she sustained. At the
request of an employee, the District will immediately assign the employee to assault leave. Days
of leave granted under the assault leave provision will not be deducted from accrued personal
leave and must be coordinated with Workers Compensation benefits. Upon investigation the
District may change the assault leave status and charge leave used against the employees
accrued paid leave. The employees pay will be deducted if accrued paid leave is not available.

Military Leave
Policies DEC, DECB
Paid Leave for Military Service: Any employee who is a member of the state military forces, a
reserve component of the United States Armed Forces, or a member of a state or federally
authorized Urban Search and Rescue Team is entitled to paid leave for authorized training or
duty orders. Paid military leave is limited to 15 days each federal fiscal year (October 1
September 30). In addition, an employee is entitled to use available state and local personal or
sick leave during a time of active military service.
Re-employment after Military Leave: Employees who leave the District to enter into the
United States uniformed services or who are ordered to active duty as a member of the military
force of any state may return to employment if they are honorably discharged. Employees who
wish to return to the District will be reemployed provided they can be qualified to perform the
required duties. For information about re-employment after Military Leave, see Policy DECB.
Continuation of Health Insurance: Employees who perform service in the uniformed services
may elect to continue their health plan coverage at their own cost for a period not to exceed 24
months. Employees should contact the District Benefits Coordinator at (512) 386-3027 for
details on eligibility, requirements, and limitations.

Family and Medical Leave Act (FMLA) General Provisions

The following text is from the federal notice, Employee Rights and Responsibilities under the
Family and Medical Leave Act. Specific information that the District has adopted to implement
the FMLA follows this general notice.
Basic Leave Entitlement: The FMLA requires covered employers to provide up to 12 weeks of
unpaid, job-protected leave to eligible employees for the following reasons:
Page | 23

For incapacity due to pregnancy, prenatal medical care or child birth;

To care for the employees child after birth, or placement for adoption or foster care;
To care for the employees spouse, son or daughter, or parent, who has a serious health
condition; or
For a serious health condition that makes the employee unable to perform the employees
job.

Military Family Leave Entitlements: An eligible employee whose spouse, son, daughter or
parent is on covered active duty or called to covered active duty status may use his or her 12week leave entitlement to address certain qualifying exigencies. Qualifying exigencies are
identified in Policy DECA.
The 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 single 12-month period. A
covered servicemember is (1) a current member of the Armed Forces, including a member of the
National Guard or in outpatient status, or is otherwise on the temporary disability retired list, for
a serious injury or illness* or (2) a veteran who was discharged or released under conditions
other than dishonorable at any time during the five-year period prior to the first date the eligible
employee takes FMLA leave to care for the covered veteran, and who is undergoing medical
treatment, recuperation, or therapy for a serious injury or illness.*
*The FMLA definitions of serious injury or illness for current servicemembers and veterans
are distinct from the FMLA definition of serious health condition.
Benefits and Protections: During FMLA, the employer must maintain the employees health
coverage under any group health plan on the same terms as if the employee had continued to
work. Upon return from FMLA, most employees must be restored to their original or equivalent
positions with equivalent pay, benefits, and other employment terms. Use of FMLA cannot
result in the loss of any employment benefit that accrued prior to the start of an employees
leave.
Eligibility Requirements: Employees are eligible if they have worked for a covered employer
for at least one year, for 1,250 hours over the previous 12 months.
Definition of Serious Health Condition: A serious health condition is an illness, injury,
impairment, or physical or mental condition that involves either an overnight stay in a medical
care facility, or continuing treatment by a health care provider for a condition that either prevents
the employee from performing the functions of the employees 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 regimen of continuing treatment, or incapacity due to pregnancy, or incapacity
due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave: An employee does not need to use this leave entitlement in one block. Leave can
be taken intermittently or on a reduced leave schedule when medically necessary. Employees
must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly
disrupt the employers operations. Leave due to qualifying exigencies may also be taken on an
intermittent basis.
Page | 24

Substitution of Paid Leave for Unpaid Leave: DVISD requires use of accrued paid leave while
taking FMLA. In order to use paid leave for FMLA, employees must comply with the Districts
normal paid leave policies.
Employee Responsibilities: Employees must provide 30 days advance notice of the need to take
FMLA when the need is foreseeable. When 30 days notice is not possible, the employee must
provide notice as soon as practicable and generally must comply with an employers normal callin procedures.
Employees must provide sufficient information for the employer to determine if the leave may
qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient
information may include that the employee 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.
Employees also must inform the employer if the requested leave is for a reason for which FMLA
was previously taken or certified. Employees also may be required to provide a certification and
periodic recertification supporting the need for leave.
Employer Responsibilities: Covered employers must inform employees requesting leave
whether they are eligible under the FMLA. If they are eligible, the notice must specify any
additional information required as well as the employees rights and responsibilities. If they are
not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA and the amount
of leave counted against the employees leave entitlement. If the employer determines that the
leave is not FMLA, the employer must notify the employee.
Unlawful Acts by Employers: The FMLA makes it unlawful for any employer to:
Interfere with, restrain, or deny the exercise of any right protected under the FMLA
Discharge or discriminate against any person for opposing any practice made unlawful by
the FMLA or for involvement in any proceeding under or relating to the FMLA.
Enforcement: An employee may file a complaint with the U.S. Department of Labor or may
bring a private lawsuit against an employer.
The FMLA does not affect any Federal or State law prohibiting discrimination or supersede any
state or local law or collective bargaining agreement which provides greater family or medical
leave rights.
FMLA section 109 (29 U.S.C. 2619) requires FMLA covered employers to post the text of this notice. Regulations
29 C.F.R. 825.300 (a) may require additional disclosures.

For additional information: (866) 4US-WAGE or (866) 487-9243

U.S. Department of Labor Wage and Hour Division

Page | 25

Local Family and Medical Leave Provisions

Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period measured
backward from the date an employee uses FMLA.
Use of Paid Leave: FMLA runs concurrently with accrued sick and personal leave, Temporary
Disability Leave, compensatory time, assault leave, and absences due to a work-related illness or
injury. The District will designate the leave as FMLA, if applicable, and notify the employee that
accumulated leave will run concurrently.
Combined Leave for Spouses: A husband and wife who are both employed by the District are
limited to a combined total of 12 weeks of FMLA to care for a parent with a serious health
condition; or for the birth, adoption, or foster placement of a child. Military caregiver leave for
spouses is limited to a combined total of 26 weeks.
Intermittent Leave: When medically necessary or in the case of a qualifying exigency, an
employee may take leave intermittently or on a reduced schedule. The District does not permit
the use of intermittent or reduced-schedule leave for the care of a newborn child or for adoption
or placement of a child with the employee.
Employees that require FMLA or have questions should contact the Human Resources Specialist
responsible for FMLA at (512) 386-3118 for details on eligibility, requirements, and limitations.

Temporary Disability Leave

Certified Employees: Any full-time employee whose position requires certification from the
State Board for Educator Certification (SBEC) is eligible for Temporary Disability Leave. The
purpose of Temporary Disability Leave is to provide job protection to full-time educators who
cannot work for an extended period of time because of a mental or physical disability of a
temporary nature. Temporary disability leave must be taken as a continuous block of time. It
may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to
pregnancy are treated the same as any other temporary disability.
Employees must request approval for Temporary Disability Leave. An employees notification
of need for extended absence due to the employees own medical condition shall be accepted as a
request for Temporary Disability Leave. The request must be accompanied by a physicians
statement confirming the employees inability to work and estimating a probable date of return.
If disability leave is approved, the length of leave is no longer than 180 calendar days.
If an employee is placed on Temporary Disability Leave involuntarily, the employee has the
right to request a hearing before the Board of Trustees. The employee may protest the action and
present additional evidence of fitness to work.
When an employee is ready to return to work the Human Resources Specialist responsible for
Temporary Disability Leave should be notified at least 30 days in advance. The return-to-work
notice must be accompanied by a physicians statement confirming that the employee is able to
resume regular duties. Certified employees returning from leave will be reinstated to the school
to which they were previously assigned if an appropriate position is available. If an appropriate
position is not available, the employee may be assigned to another campus to meet the needs of
the District.
Page | 26

Workers Compensation Benefits

An employee absent from duty because of a job-related illness or injury may be eligible for
Workers Compensation weekly income benefits if the absence exceeds seven calendar days.
An employee receiving Workers Compensation wage benefits for a job-related illness or injury
may choose to use available, partial-day increments of sick leave or any other paid leave benefits
to make up the difference between wage benefits and pre-injury or illness wages. While an
employee is receiving Workers Compensation wage benefits, the District will charge available
leave proportionately so that the employee receives an amount equal to the employees regular
salary.
Information regarding Workers Compensation can be found on the Human Resources webpage
under Risk Management. All additional inquiries regarding Workers Compensation should be
directed to the Human Resources Specialist responsible for Workers Compensation at (512)
386-3118.

Complaints and Grievances

Employee Complaints
Policy DGBA
The purpose of this policy is to provide employees an orderly process for the prompt and
equitable resolution of complaints. The Board intends that complaints be resolved at the lowest
possible administrative level. The proceedings shall be kept appropriately confidential and
employees shall be assured an opportunity to be heard.
Some topics are governed by other review processes and are not subject to this policy. A
complaint under this policy shall include grievances concerning an employees wages, hours,
conditions of work, or specific allegations of unlawful discrimination in employment on the basis
of sex (including allegations of sexual harassment), race, religion, national origin, age, or
disability, or on the basis of the employees exercise of constitutional rights. A complaint must
specify the individual harm alleged.
Complaints shall be heard in informal administrative conferences. All complaints arising out of
an event or related series of events must be addressed in one complaint. The appropriate
administrator at each level shall respond to the employee within ten days of a complaint
conference. Announcing a decision in the employees presence constitutes communication of the
decision. The employee has ten days after receiving a response to appeal to the next level. The
complaint shall be considered concluded if the employee does not appeal within that limit. The
principal/supervisor of each campus/department shall ensure that all employees under his or her
supervision are informed of this policy.
Employees should take care to read the guidelines for filling a complaint and follow the process
outlined in Policy DGBA. The Employee Complaint/Grievance Form can be found online on the
District website under Grievance Forms. Questions regarding complaints and grievances can be
directed to the Director of Human Resources at (512) 386-3060.
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Compliance Coordinators
Policy DAA
The District is required to designate an employee to coordinate its effort to comply with several
state or federal laws. Listed below is the person responsible for coordinating the Districts
compliance effort:
Title IX Coordinator

Section 504 Compliance Coordinator

Ray Prentice, Director for Human Resources

5301 Ross Road, Suite 104
Del Valle, Texas 78617
(512) 386-3060

Randy Seaman-Cavazos
5301 Ross Rd., P-20
Del Valle, TX 78617
(512) 386-3080

Employee Conduct and Welfare

Employee Standards of Conduct
Policy DH
All District employees shall recognize and respect the rights of students, parents, other
employees, and members of the community and shall work cooperatively with others to serve the
best interests of the District. Employees are expected to observe the Educators Code of Ethics
and Standard Practices for Texas Educators, adopted by the State Board for Educator
Certification, which all District employees must adhere to.

Due Process for At-Will Employees

Policy DCD (Online hyperlinked policy to be available soon)
Poor job performance or job-related misconduct may result in disciplinary action up to and
including termination of employment. There are various types of interventions that may be taken
in order to help an employee assume responsibility for correcting his or her poor job
performance or inappropriate behavior. The interventions may include counseling, verbal and
written warnings, mediation, etc. and shall be dependent on the nature of the violation and its
severity. Misconduct deemed sufficiently serious, including criminal and ethical misconduct,
may result in an employees immediate termination of employment. At any time during this
process an employee may: respond in writing, introduce any and all documentation to be
considered, begin DGBA (LOCAL) grievance process. See DCD Policy for additional
information and guidance.

Employee Dress Code Guidelines

All DVISD personnel must follow the student dress code, however, the following information
provides more details regarding appropriate professional dress. Campus principals/supervisors
will offer employees additional guidance on matters of professional dress, if needed. It is
important to remember that professional dress is a reflection upon the employee and Del Valle
ISD. Professional dress matters.
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Appropriate Dress

Suits, dresses, blouses, dress slacks, dress jeans, dress capris, cardigans, polo shirts, button
up shirts, and dress shirts.
Spirit shirts may be worn on Fridays or significant campus days with administrator approval.
Spirit shirts must be in good condition.
Legging are acceptable, but the blouse or dress top must cover the entire area.
Skirts and dresses must be knee length.
Blouses or dress tops must cover the midriff and undergarments must not be visible.
Clothing should not be revealing and should not be excessively tight.

Appropriate Shoes

Loafers, boots, tennis shoes, and dress sandals are appropriate.

Flip flops are not considered professional dress.

Appropriate Hair, Jewelry and Tattoos

Hair must be neat and clean.

Facial hair is allowed, but must be trimmed.
Jewelry should be appropriate for work.
Tattoos, if uncovered, must be of appropriate content.
All of the above should not be distracting to students.

Employees shall comply with the standards of conduct set out in this policy and with any other
policies, regulations, and guidelines that impose duties, requirements, or standards attendant to
their status as District employees.

Nepotism
Policy DBE
District employees with responsibility for recommending for hire or supervising other District
personnel shall not recommend for hire or supervise relatives within the first degree by blood
relationship or marriage relationship. This restriction shall not apply to substitute teaching.

Private Tutoring
Policy DBD
An employee shall disclose in writing to the campus principal any private tutoring of District
students for pay. Teachers shall not privately tutor their own students for pay, except during the
summer months.

Discrimination, Harassment, and Retaliation

Policies DH, DIA
Employees shall not engage in prohibited harassment, including sexual harassment, of other
employees or students. While acting in the course of their employment, employees shall not
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engage in prohibited harassment of other persons including board members, vendors, contractors,
volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.
An employee who believes they have been discriminated or retaliated against or harassed is
encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate
District official. If the campus principal, supervisor, or District official is the subject of a
complaint, the employee should report the complaint directly to the Superintendent. A complaint
against the Superintendent may be made directly to the board. The Districts policy that includes
definitions and procedures for reporting and investigating discrimination, harassment, and
retaliation is located in Policy DIA.

Harassment of Students
Policies DF, DH, FFG, FFH
Sexual and other harassment of students by employees are forms of discrimination and are
prohibited by law. Romantic or inappropriate social relationships between students and District
employees are prohibited. Employees who suspect a student may have experienced prohibited
harassment are obligated to report their concerns to the campus principal or other appropriate
District officials. All allegations of prohibited harassment of a student by an employee or adult
will be reported to the students parents and promptly investigated. An employee who knows of
or suspects child abuse must also report his or her knowledge or suspicion to the appropriate
authorities, as required by law.

Reporting Suspected Child Abuse

Policies DF, DG, DH, FFG, GRA
All employees are required by state law to report any suspected child abuse or neglect to a law
enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency
operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to
the suspicion. Abuse is defined by SBEC and includes the following acts or omissions:

Mental or emotional injury to a student or minor that results in an observable and

material impairment in the students or minors development, learning, or psychological
functioning;
Causing or permitting a student or minor to be in a situation in which the student or
minor sustains a mental or emotional injury that results in an observable and material
impairment in the students or minors development, learning, or psychological
functioning;
Physical injury that results in substantial harm to a student or minor, or the genuine threat
of substantial harm from physical injury to the student or minor, including an injury that
is at variance with the history or explanation given and excluding an accident or
reasonable discipline; or
Sexual conduct harmful to a students or minors mental, emotional, or physical welfare.

Reports to Child Protective Services can be made to a law enforcement agency: Austin Police
Department at (512) 974-2000, Travis County Sheriffs Office at (512) 845-9770, or to the Texas
Abuse Hotline (800) 252-5400. State law specifies that an employee may not delegate to or rely
on another person or administrator to make the report.

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An employees failure to report suspected abuse of a disabled person over the age of 18 or
has disabilities may result in prosecution as a Class A misdemeanor. In addition, a certified
employees failure to report suspected child abuse may result in disciplinary procedures by
SBEC for a violation of Texas Educators Code of Ethics. See Policy FFG for information on
responsibilities for reporting abuse
Employees who suspect that a student has been or may be abused or neglected should also report
their concerns to the campus principal. Reporting the concern to the principal does not relieve the
employee of the requirement to report it to the appropriate state agency. In addition, employees
must cooperate with investigators of child abuse and neglect.

Computer Use and Data Management

Policy CQ
The Districts electronic communication systems, including its network access to the Internet,
will be used for administrative and instructional purposes consistent with the Districts mission
and goals. Limited personal use is permitted if the use:

Imposes no tangible cost to the District.

Does not unduly burden the Districts computer or network resources.
Has no adverse effect on job performance or on a students academic performance.

Electronic mail transmissions and other use of the technology resources are not confidential and
can be monitored at any time to ensure appropriate use.
Employees who are authorized to use the system are required to abide by the provisions of the
acceptable use policy and administrative procedures. Failure to do so can result in suspension of
access or termination of privileges and may lead to disciplinary action. Employees with
questions about computer use and data management can contact the Districts Chief Technology
Officer at (512) 386-3050.

Personal Use of Electronic Media

Policy DH
Electronic media includes all forms of social media, such as text messaging, instant messaging,
electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web
sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g.,
Facebook, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication
such as landlines, cell phones, and Web-based applications.
As role models for the Districts students, employees are responsible for their public conduct
even when they are not acting as District employees. Employees will be held to the same
professional standards in their public use of electronic media as they are for any other public
conduct. If an employees use of electronic media interferes with the employees ability to
effectively perform his or her job duties, the employee is subject to disciplinary action, up to and
including termination of employment. If an employee wishes to use a social network site or
similar media for personal purposes, the employee is responsible for the content on the
employees page, including content added by the employee, the employees friends, or members

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of the public who can access the employees page, and for Web links on the employees page.
The employee is also responsible for maintaining privacy settings appropriate to the content.
An employee who uses electronic media for personal purposes shall observe the following:

The employee may not set up or update the employees personal social network page(s)
using the Districts computers, network, or equipment.
The employee shall not use the Districts logo or other copyrighted material of the
District without express, written consent.
The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and Texas Educator Code of Ethics when communicating
regarding personal and private matters, regardless of whether the employee is using
private or public equipment, on or off campus.

All employees must follow the guidelines outlined in the Employee Responsible Use Technology
Agreement (RUTA) provided by the Department of Technology.
Del Valle Independent School District
Employee Responsible Use Technology Agreement
The Del Valle Independent School District provides an array of technology resources for
employees to use to enhance the learning environment, facilitate resource sharing, and to
promote communication. As a Del Valle ISD employee, you are being given access to the
Districts network and technology resources and you are expected to help students use new
technologies in a meaningful, safe, and responsible way. Furthermore, as a user of the Districts
network and technology resources, you are expected to use the system with courtesy, respect,
and integrity. Every Del Valle ISD employee is expected to follow all guidelines stated below,
as well as those given verbally by your principal or supervisor, and to demonstrate good
citizenship and ethical behavior at all times.
In accepting this agreement, employees acknowledge the following rules and conditions:
General Responsible Use Guidelines
1. Network Resources - Access to the Del Valle ISD network is a privilege. Responsible use of
the network is expected at all times. Activities such as bypassing network filters, accessing
inappropriate and non-instructional content, and permanently attaching personal computing
or storage devices to the network will be seen as violations to these responsible use
guidelines.
2. Privacy - The Del Valle ISD network & Internet services are not private. Employee user
accounts and activities, including all online activities are subject to monitoring. All Del Valle
ISD user accounts are owned by Del Valle ISD; consequently they are subject to the Open
Records Act. All digital files and online activities may be retrieved by Del Valle ISD staff at
any time without prior notice and without the permission of any user, this includes staff email
accounts. Del Valle ISD reserves the right to monitor all accounts in order to maintain system
integrity and to ensure responsible use.

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3. Inappropriate Material - A content filtering solution is in place that will block, filter, and
prevent access to certain sites and images that may contain inappropriate material, including
pornography, weapons, illegal drugs, gambling, and any other topics deemed to be harmful
and of non-educational value by Del Valle ISD. Del Valle ISD is not responsible for the
content accessed by users who connect via their own wireless service (cell phones, mobile
hotspots, etc.)
Respect all copyright guidelines, and follow all guidelines set forth by the District when
publishing online (e.g. to a website, blog, wiki, discussion board, podcasting or video server).
Refrain from the using or accessing files, software, or other resources owned by others
without the owners permission. Attempting to bypass, or circumvent security settings or
Internet filters, or interfering with the operation of the network by installing illegal software,
web-based services and/or software not approved by Del Valle ISD is a violation of this
RUTA.
4. Professionalism & Electronic Mail Staff use of electronic communication should
reflect professional standards and adhere to Del Valle ISD code of conduct and policies.
District email is not private and is subject to the Open Records Act.
Do not send messages that are abusive, threatening, harassing, obscene, sexually
oriented, discriminatory, damaging, illegal, false, or contain profanity.
The use of District online systems for personal gain, political lobbying or any other
purpose which is illegal or against District policy is not permitted.
Do not forward or send chain letters, virus warnings or forward email messages
without a legitimate Del Valle ISD business purpose and/or forward messages under
circumstances likely to lead to the embarrassment of the sender or to violate the
clearly expressed desire of the sender to restrict additional dissemination.
5. Social Media Guidelines Del Valle ISD understands the importance of teachers, students
and parents engaging, collaborating, learning, and sharing in digital environments. Whether
or not an employee chooses to participate in online social networks or any other form of
online publishing or discussion is his or her own decision. Free speech protects educators
who want to participate in social media, but courts have ruled that schools can discipline
teachers if their speech, including online postings, disrupts school operations. Del Valle ISD
encourages employees to participate in social computing and strive to create an atmosphere
of trust and individual accountability, keeping in mind that information produced by Del
Valle ISD teachers is a reflection on the entire district and is subject to district policies. By
accessing, creating, or contributing to any social media for classroom or district use, you
agree to use only district endorsed sites and you agree to abide by the regulations listed
below. Please read them carefully before posting or commenting on any social media site.

Blogs, Websites, Podcasts, Social Networks, Digital Images, Video:

o Del Valle ISD employees are personally responsible for the content they publish
online. Be mindful that what you publish will be public for a long timeprotect
your privacy.
o Your online behavior should reflect the same standards of honesty, respect, and
consideration that you use face-to-face.

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o
o

When posting online, be sure you say that the information is representative of
your views and opinions and not necessarily the views and opinions of the Del
Valle Independent School District.
Remember that blogs, web pages, and podcasts are an extension of your
classroom. What is inappropriate in your classroom should be deemed
inappropriate online.
The lines between public and private, personal and professional are blurred in the
digital world. By virtue of identifying yourself as a Del Valle ISD employee
online, you are now connected to colleagues, students, parents and the school
community. You should ensure that content associated with you is consistent with
your work at Del Valle ISD.
When contributing online do not post confidential student information. All
student information including name, photos and work to be shared with media,
posted online or published is subject to approval from parents. Parents have the
right to opt-out of the Districts Media Release Policy.
Personal social network accounts should not be used for educational/school use.
Social networking accounts for classroom or district use should be set up as
separate accounts and only District endorsed sites should be used.
Students cannot be required to create and/or join social network accounts.
Parents should be notified when social networks are being used so that they
understand it is an instructional/school related activity. Parents can choose not to
allow their students to participate.

6. Electronic Media and Communication With Students Electronic media includes all
forms of social media, such as text messaging, instant messaging, electronic mail (e-mail),
Web logs (blogs), electronic forums (chat rooms), video-sharing Websites, editorial
comments posted on the Internet, and social network sites. Electronic media also includes all
forms of telecommunication, such as landlines, cell phones, and Web-based applications.
In accordance with administrative regulations, a certified or licensed employee, or any other
employee designated in writing by the Superintendent or a campus principal, may use
electronic media to communicate with currently enrolled students about matters within the
scope of the employees professional responsibilities. All other employees are prohibited
from using electronic media to communicate directly with students who are currently
enrolled in the District.
Employees who uses any form of electronic media to communicate with students shall
observe the following:

The employee shall limit communications to matters within the scope of the employees
professional responsibilities (e.g., for classroom teachers, matters relating to class work,
homework, and tests; for an employee with an extracurricular duty, matters, relating to
the extracurricular activity.)
The employee does not have a right to privacy with respect to communications with
students and parents.
The employee continues to be subject to applicable state and federal laws, local policies,
including DH (Local), and the Code of Ethics and Standards Practices for Texas
Educators.:

Page | 34

Upon request from administration, an employee will provide the phone number(s), social
network site(s), or other information regarding the method(s), of electronic media the
employee uses to communicate with any one or more currently-enrolled students.
Upon written request from a parent, guardian, or student, the employee shall discontinue
communicating with the student through e-mail, text messaging, instant messaging, or
any other form of one-to-one communication.

Government Laws
Technology is to be utilized in conformity with laws of the United States and State of Texas.
Violations include, but are not limited to, the following:
Criminal Acts These include, but are not limited to, hacking or attempting to access
computer systems without authorization, harassing email, cyberbullying, cyberstalking,
child pornography, vandalism, and/or unauthorized tampering with computer systems.
Libel Laws You may not publicly defame people through the published material,
email, etc.
Copyright Violations Copying, selling or distributing copyrighted material without the
express written permission of the author or publisher (users should assume that all
materials available on the Internet are protected by copyright), engaging in plagiarism
(using other's words or ideas as your own).
Employee Understanding
Respect Yourself: I will use technology resources productively and responsibly for
school-related purposes. I will be professional and will use appropriate language in my
email messages, virtual learning environments, online postings, and any other digital
communications with others.
Protect Yourself: I understand that it is my responsibility to appropriately secure my
account. I understand that I am to notify district technology staff immediately, if by
accident, I encounter materials which violate appropriate use. I am responsible for all
activity initiated by and/or performed under my account and I understand that all my
activities are subject to monitoring. I understand that my district email account is owned
by the district and is not private. Del Valle ISD has the right to access my information at
any time. I understand that the school district is not responsible for any personal devices I
may bring to school and I am responsible for my own personal devices.
Respect Others: I understand that my online activities may reflect on the school district. I
understand that what I do on social networking websites should not reflect negatively on
my fellow teachers, staff, students, or on the school district. I understand that I will be
held responsible for how I represent myself and my school, department or District on the
Internet. I understand that pretending to be someone else is not permitted and I will not
pose as a user other than myself when online.
Protect Others: I will help maintain a safe digital environment I understand that it is my
responsibility to actively monitor student use.
Educate Yourself: I agree to complete staff development related to safe and professional
practices related to digital environments, as required.
Disclaimer of Liability
Del Valle ISD shall not be liable for the users inappropriate use of the Districts technology
resources or violations of copyright restrictions, users mistakes or negligence, or cost incurred
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by users. DVISD shall not be responsible for ensuring accuracy or usability of any information
found on the Internet.
Data contained in the DVISD technology resource systems remain the property of Del Valle
Independent School District. Electronic mail transmissions and other use of DVISD technology
resource systems including Internet access and data storage shall not be considered confidential
and may be monitored by authorized individuals at any time to ensure appropriate use for
educational purposes.
Employee Agreement
As a user of Del Valle ISDs technology resources, I understand and agree to comply with the
guidelines outlined in the Employee Responsible Use Technology Agreement. I understand that
district administrators will deem what conduct is inappropriate use if such conduct is not
specified in this agreement.
I have read the Employee Responsible Use Technology Agreement. I understand the conditions
for use of the network and Internet resources provided by Del Valle ISD and that access to
technology resources are provided for the purpose of promoting education excellence in keeping
with the academic goals of the district, and that employee use for any other purpose is
inappropriate. I recognize it is impossible for the district to restrict access to all controversial
materials, and I will not hold the school responsible for materials acquired on the school
network.
Consequences
I understand that I am responsible for any transactions that occur under my user ID or account.
Should I commit a violation, I understand that consequences of my actions could result in
disciplinary action, and/or referral to law enforcement.

Use of Electronic Media with Students

Policy DH
A certified or licensed employee, or any other employee designated in writing by the
superintendent or a campus principal, may communicate through electronic media with students
who are currently enrolled in the District. The employee must comply with the provisions
outlined below. All other employees are prohibited from communicating with students who are
enrolled in the District through electronic media.
An employee is not subject to these provisions to the extent the employee has a social or family
relationship with a student. For example, an employee may have a relationship with a niece or
nephew, a student who is the child of an adult friend, a student who is a friend of the employees
child, or a member or participant in the same civic, social, recreational, or religious organization.
The following definitions apply for the use of electronic media with students:

Electronic media includes all forms of social media, such as text messaging, instant
messaging, electronic mail (e-mail), web logs (blogs), electronic forums (chat rooms),
video-sharing websites (e.g., YouTube), editorial comments posted on the Internet, and
social network sites (e.g., Facebook, Twitter, LinkedIn). Electronic media also includes

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all forms of telecommunication such as landlines, cell phones, and web-based

applications.

Communicate means to convey information and includes a one-way communication as

well as a dialogue between two or more people. A public communication by an employee
that is not targeted at students (e.g., a posting on the employees personal social network
page or a blog) is not a communication. However, the employee may be subject to
District regulations on personal electronic communications. Unsolicited contact from a
student through electronic means is not a communication.

Certified or licensed employee means a person employed in a position requiring SBEC

certification or a professional license, and whose job duties may require the employee to
communicate electronically with students. The term includes classroom teachers,
counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians,
licensed therapists, and athletic trainers.

An employee who uses electronic media to communicate with students shall observe the
following:

The employee may use any form of electronic media except text messaging. Only a
teacher, trainer, or other employee who has an extracurricular duty may use text
messaging, and then only to communicate with students who participate in the
extracurricular activity over which the employee has responsibility.
The employee shall limit communications to matters within the scope of the employees
professional responsibilities (e.g., for classroom teachers, matters relating to class work,
homework, and tests; for an employee with an extracurricular duty, matters relating to the
extracurricular activity.
The employee is prohibited from knowingly communicating with students through a
personal social network page; the employee must create a separate social network page
(professional page) for the purpose of communicating with students. The employee
must enable administration and parents to access the employees professional page.
The employee does not have a right to privacy with respect to communications with
students and parents.
The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Texas Educator Code of Ethics found in Policy DH.

Criminal History Background Checks

Policy DBAA
Employees may be subject to a review of their criminal history record information at any time
during employment. National criminal history checks based on an individuals fingerprints,
photo, and other identification will be conducted on certain employees and entered into the
Texas Department of Public Safety (DPS) Clearinghouse. This database provides the District and
SBEC with access to an employees current national criminal history and updates to the
employees subsequent criminal history.

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Employee Arrests and Convictions

Policy DH
An employee shall notify the campus principal or supervisor, as well as the Department of
Human Resources, within three calendar days of any arrest, indictment, conviction, no contest or
guilty plea, or other adjudication of the employee for any felony, any offense involving moral
turpitude. Offenses and moral turpitude examples can be referenced in Policy DH.
If an educator is arrested or criminally charged, the Superintendent is also required to report the
educators criminal history to the Division of Investigations at TEA.

Alcohol and Drug-Abuse Prevention

Policies DH, DI
Del Valle ISD is committed to maintaining an alcohol and drug-free environment and will not
tolerate the use of alcohol and illegal drugs in the workplace and at school-related or schoolsanctioned activities on or off school property. Employees who use or are under the influence of
alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours
may be dismissed.
Alcohol and Drugs: Employees shall not unlawfully manufacture, distribute, dispense, possess,
use or be under the influence of any substances during working hours while at school or at
school-related activities during or outside of usual working hours. See Policy DH for a list of
specific substances. An employee who uses a drug authorized by a licensed physician through a
prescription specifically for that employees use shall not be considered to have violated this
policy.

Tobacco Use
Policies DH, FNCD, GKA
State law prohibits smoking or using tobacco products, including the use of electronic cigarettes
and other smokeless products on all District-owned property and at school-related or schoolsanctioned activities, on or off campus. This includes all buildings, playground areas, parking
facilities, and facilities used for athletics and other activities. Drivers of District-owned vehicles
are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited
by law and punishable by a fine are displayed in prominent places in all school buildings.

Fraud and Financial Impropriety

Policy CAA
All Trustees, employees, vendors, contractors, consultants, volunteers, and any other parties who
are involved in the Districts financial transactions shall act with integrity and diligence in duties
involving the Districts fiscal resources. Refer to Policy CAA for definitions of fraud, oversight,
fraud prevention, and information on reporting fraud.

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Conflict of Interest
Policy DBD
Employees are required to disclose to their supervisor any situation that creates a potential
conflict of interest with proper discharge of assigned duties and responsibilities or creates a
potential conflict of interest with the best interests of the District. Examples of Conflict of
Interest can be found in Policy DBD.

Gifts and Favors

Policy DBD
Employees may not accept gifts or favors that could influence, or be construed to influence, the
employees discharge of assigned duties. The acceptance of a gift, favor, or service by an
administrator or teacher that might reasonably tend to influence the selection of textbooks,
electronic textbooks, instructional materials or technological equipment may result in
prosecution of a Class B misdemeanor offense. This does not include staff development, teacher
training, or instructional materials such as ancillary materials that contribute to the learning
process.

Copyrighted Materials
Policy CY
Employees are expected to comply with the provisions of federal copyright law relating to the
unauthorized use, reproduction, distribution, performance, or display of copyrighted materials
(i.e., printed material, videos, computer data and programs, etc.). Electronic media, including
motion pictures and other audiovisual works, are to be used in the classroom for instructional
purposes only. Duplication is to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the
purchase agreement.

Charitable Contributions
Policy DG
The Board or any employee may not directly or indirectly require or coerce an employee to make
a contribution to a charitable organization or in response to a fund-raiser. Employees cannot be
required to attend a meeting called for the purpose of soliciting charitable contributions.

Associations and Political Activities

Policy DGA
The District will not directly or indirectly discourage employees from participating in political
affairs or require any employee to join any group, club, committee, organization, or association.
Employees may join or refuse to join any professional association or organization.
An individuals employment will not be affected by membership or a decision not to be a
member of any employee organization that exists for the purpose of dealing with employers
concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions
of work. Use of District resources including work time for political activities is prohibited.
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Safety
Policy CK series
The District has developed and promotes a comprehensive program to ensure the safety of its
employees, students, and visitors. The safety program includes guidelines and procedures for
responding to emergencies and activities to help reduce the frequency of accidents and injuries.
To prevent or minimize injuries to employees, coworkers, and students and to protect and
conserve district equipment, employees must comply with the following requirements:

Observe all safety rules.

Keep work areas clean and orderly at all times.
Immediately report all accidents to their supervisor.
Operate only equipment or machines for which they have training and authorization.

Possession of Firearms and Weapons

Policies FNCG, GKA
Employees, visitors, and students, including those with a license to carry a concealed handgun,
are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school
premises (i.e., building or portion of a building) or any grounds or building where a schoolsponsored activity takes place. To ensure the safety of all persons, employees who observe or
suspect a violation of the Districts weapons policy should report it to their supervisor.

Visitors in the Workplace

Policy GKC
All visitors are expected to enter any District facility through the main entrance and sign in or
report to the buildings main office. Authorized visitors will receive directions or be escorted to
their destination. Employees who observe an unauthorized individual on the District premises
should immediately direct him or her to the building office or contact the administrator in charge.

Asbestos Management Plan

Policy CKA
Del Valle ISD is committed to providing a safe environment for employees. An accredited
management planner has developed an asbestos management plan for each school. A copy of the
Districts management plan is kept in the Maintenance Department and is available for
inspection during normal business hours.

Pest Control Treatment

Policies CLB, DI
Employees are prohibited from applying any pesticide or herbicide in without appropriate
training and prior approval. Notices of planned pest control treatment will be posted in a District
building 48 hours before the treatment begins.

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General Procedures
Bad Weather Closing
The District may close schools because of bad weather or emergency conditions. When such
conditions exist, the Superintendent will make the official decision concerning the closing of the
Districts facilities. When it becomes necessary to open late, to release students early, or to
cancel school, District officials will post a notice on the Districts website and notify the local
media outlets. Employees can join the District E-News listserv to stay informed of District
events as they happen. If it becomes necessary to close schools, the District has specified makeup days in the current school calendar. For the specific days that will be used as make-up days,
see the District calendar.

Emergencies
Policies CKC, CKD
All employees should be familiar with the safety procedures for responding to a medical
emergency and the evacuation diagrams posted in their work areas. Emergency drills will be
conducted to familiarize employees and students with safety and evacuation procedures. Each
campus is equipped with an automatic external defibrillator. Fire extinguishers are located
throughout all District buildings. Employees should know the location of these devices and
procedures for their use.

Purchasing Procedures
Policy CH
All requests for purchases must be submitted to the Purchasing Department on an official District
purchase order (P.O.) form with the appropriate approval signatures. No purchases, charges, or
commitments to buy goods or services for the District can be made without a P.O. number. The
District will not reimburse employees or assume responsibility for purchases made without
authorization. Employees are not permitted to purchase supplies or equipment for personal use
through the Districts Business Office. Contact the Purchasing Coordinator at (512) 386-3038 for
additional information on purchasing procedures.

Address/Phone Number and Name Changes

Address/Phone Number Change: It is important that employment records be kept up to date.
Employees can submit an address and phone number change request by logging in to ERMA
(Skyward) Service, updating the address and/or phone number and click the change submit
request button. Human Resources will then receive the electronic request and make the
appropriate changes.
Name Change: All employees experiencing a name change must complete the official name
change form and provide the required documentation to Human Resources (Social Security Card
and Drivers License). For additional information, contact Human Resources at (512) 386-3060.

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Personnel Records
Policy GBA
Most District records, including personnel records, are public information and must be released
upon request. Employees may choose to have the following personal information withheld:

Address
Phone number
Information that reveals whether the employee has family members

The employee may make a written request at any time to open or close the information.

Building Use
Policies DGA, GKD
Employees or outside entities who wish to use District facilities after school hours must follow
established procedures and first obtain campus principal approval. Staff in the Superintendents
Office at (512) 386-3010 can provide information on the fees charged for facility use.

Termination of Employment
Resignations
Policy DF
An employee who resigns from a position in the District, whether during the school year or in the
summer, should discuss this matter with the campus principal or supervisor so that proper
resignation procedures may be followed.
A professional employed under a term contract for the following school year may relinquish a
position and leave District employment without penalty by submitting a written resignation not
later than the 45th day before the first instructional day of the following school year. An
employee serving a term contract may resign effective at the end of the contract at any time
during the school year. Term contract employees may not resign after the 45th day before
the first instructional day and with an effective date before the end of the contract term
without the consent of the Board or the Boards designee.
Procedure for Resignations
A professional, paraprofessional, and auxiliary employee who resigns must submit a written
resignation to their campus principal or supervisor. The employee shall give reasonable notice
and include the following in the written resignation:

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Date of resignation submission

Identify self, campus and position resigning from
Identify reason for resigning
Last day of anticipated employment with the District (Effective date)
Signature

The principal/supervisor will forward the resignation to Human Resources for review. The
written resignation will then be advanced to the Superintendent for acceptance. Once the
resignation is submitted and accepted, it may not be withdrawn without consent of the Board or
its designee. The superintendent will notify SBEC when an employee resigns and reasonable
evidence exists to indicate that the employee has engaged in any of the acts requiring reporting to
the Texas Education Agency. The resigning employee must complete all exit processes with the
Department of Human Resources.
Noncontract Employees: Noncontract employees may resign their position at any time. A
written resignation should be submitted to the campus principal/supervisor at least two weeks
prior to the effective date. Noncontract employees should follow the same resignation procedures
listed above.

Dismissal or Nonrenewal of Contract Employees

Policies DF Series
Employees on probationary, term, and continuing contracts can be dismissed during the school
year according to the procedures outlined in District policies. Employees on probationary or term
contracts can be non-renewed at the end of the contract term. Contract employees dismissed
during the school year, suspended without pay, or subject to a reduction in force are entitled to
receive notice of the recommended action, an explanation of the charges against them, and an
opportunity for a hearing. The timelines and procedures to be followed when a suspension,
termination, or nonrenewal occurs will be provided when a written notice is given to an
employee. Advance notification requirements do not apply when a contract employee is
dismissed for failing to obtain or maintain appropriate certification or when the employees
certification is revoked for misconduct. Information on the timelines and procedures can be
found in the Policy DF series.

Dismissal of Noncontract Employees

Policy DCD
Noncontract employees are employed at-will and may be dismissed at any time for any reason
not prohibited by law or for no reason, as determined by the needs of the District. See District
policy for information regarding due process of the at-will employee and appeal information.

Exit Interviews
Policies DC
An exit interview shall be attempted for every employee who leaves the District.
interviews shall be conducted according to the following provisions:

These

The exit interview shall be attempted, regardless of the reason for separation from the
District.
The persons immediate supervisor shall conduct the exit interview when possible.
Upon completion of the exit survey, employees may request their service records from
Human Resources.

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Reports to Texas Education Agency

Policy DF
The dismissal of a certified employee must be reported to the Division of Investigations at TEA
whenever the termination is based on a determination that the employee was involved in any of
the following:

Any form of sexual or physical abuse of a minor or any other unlawful conduct with a
student or a minor.
Soliciting or engaging in sexual conduct or a romantic relationship with a student or
minor.
The possession, transfer, sale, or distribution of a controlled substance.
The illegal transfer, appropriation, or expenditure of District property or funds.
An attempt by fraudulent or unauthorized means to obtain or alter any certificate or
permit for the purpose of promotion or additional compensation.
Committing a criminal offense or any part of a criminal offense on District property or at
a school-sponsored event.

The Superintendent is also required to notify TEA when a certified employee resigns and there is
reasonable evidence that would support a recommendation to terminate employment because of
the conduct listed above. The reporting requirements above are in addition to the
Superintendents ongoing duty to notify TEA when a certified employee has a reported criminal
history. Reported criminal history means any formal criminal justice system charges and
dispositions including arrests, detentions, indictments, criminal information, convictions,
deferred adjudications, and probations in any state or federal jurisdiction.

Reports Concerning Court-Ordered Withholding

The District is required to report the termination of employees that are under court order or writ
of withholding for child support or spousal maintenance to the court and the individual receiving
the support (Texas Family Code 8.210, 158.211). Notice of the following must be sent to the
court and support recipient:

Termination of employment not later than the seventh day after the date of termination.
Employees last known address.
Name and address of the employees new employer, if known.

Student Related
Equal Educational Opportunities
Policies FB, FFH
Del Valle ISD does not discriminate on the basis of race, color, religion, national origin, gender,
or disability in providing education services, activities, and programs, including vocational
programs. Questions or concerns about discrimination against students based on sex, including
sexual harassment discrimination on the basis of a disability ADA/Section 504 should be
directed to the Director of Student Services at (512) 386-3040. Questions or concerns about all
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other inquiries relating to discrimination based on any other reasons should be directed to the
Superintendent or designee.

Student Records
Policy FL
Student records are confidential and are protected from unauthorized inspection or use.
Employees should take precautions to maintain the confidentiality of all student records. The
student handbook provides parents and students with detailed information on student records and
access of records. Parents or students who want to review student records should be directed to
the principal for assistance.

Parent and Student Complaints

Policy FNG
Parents are encouraged to discuss problems or complaints with the teacher or the appropriate
administrator at any time. Parents and students with complaints that cannot be resolved to their
satisfaction should be directed to the campus principal. The formal complaint process provides
parents and students with an opportunity to be heard up to the highest level of management if
they are dissatisfied with a principals response.

Administering Medication to Students

Policy FFAC
Only designated employees may administer prescription medication, nonprescription medication,
and herbal or dietary supplements to students. Exceptions apply to the self-administration of
asthma medication, medication for anaphylaxis (e.g., EpiPen), and medication for diabetes
management, if the medication is self-administered in accordance with District policy and
procedures. A student who must take medication during the school day must bring a written
request from his or her parent and the medicine in its original, properly labeled container.

Dietary Supplements
Policies DH, FFAC
District employees are prohibited by state law from knowingly selling, marketing, or distributing
a dietary supplement that contains performance-enhancing compounds to a student with whom
the employee has contact as part of his or her school District duties. In addition, employees may
not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a
performance-enhancing dietary supplement to any student.

Psychotropic Drugs
Policy FFAC
District employees are prohibited from recommending that a student use a psychotropic drug,
suggesting a particular diagnosis, and excluding from class or school-related activity a student
whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a
psychotropic drug to a student.

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Student Conduct and Discipline

Policies in the FN series and FO series
Students are expected to follow the classroom rules, campus rules, and rules listed in the Student
Handbook and Student Code of Conduct. Teachers and administrators are responsible for taking
corrective action based on a range of discipline management techniques that have been adopted
by the District.

Student Attendance
Policy FEB
Teachers and staff should be familiar with the Districts policies and procedures for attendance
accounting. These procedures require minor students to have parental consent before they are
allowed to leave campus. When absent from school, the student upon returning to school, must
bring a note signed by the parent that describes the reason for the absence. These requirements
are addressed in the student handbook.

Bullying
Policy FFI
All employees are required to immediately report student complaints of bullying to a teacher,
counselor, principal or other District employee.
The Districts information on
bullying/cyberbullying can be found online on the District website. Information includes
definitions and procedures for reporting and investigating bullying of students.

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