Personnel Policies - 5000 Series

Section 5000 - Personnel
TC-5000-1
5000—PERSONNEL
5010 Goals and Objectives
5020 Equal Employment Opportunity and Multiracial
Understanding
5030 Non-Discrimination and Complaint Procedure
5035 Discriminatory Harassment of Employees or Applicants
5040 Retaliation and Whistle Blowing
5160 Qualifications and Duties
5175 Criminal History and Background Checks
5180 Unauthorized Release of Information
5185 Social Security Number Confidentiality
5190 Staff Development Opportunities
5200 Staff Conduct
5203 Use of District Equipment, Supplies and Materials
5205 Possessing, Transporting or Transmitting Dangerous
Weapons
5210 Staff Complaints (Cf. 5030, 5040)
5220 Staff-Student Relations
5230 Conflict of Interest (Cf. 5695)
5235 Nepotism
5245 Political Activities
5250 Employee Use of Electronic Communication Devices
5300 Personnel Records
5310 HIPPA
5340 Staff Health and Safety
5345 Staff Smoking and Tobacco Products
5350 Drug-Free Workplace
5355 Employee Assistance Program
5357 Family and Medical Leave
5358 Employees Performing Safety-Sensitive Functions and
Alcohol and Drug Testing
5370 Communicable Diseases – Staff and Students
5410 Professional Staff Contracts
5430 Hiring and Terminating Employment of Staff
5500 Administrative Tenure
5520 Evaluation
5521 Compensation for Non-Union Staff
5540 Suspension and/or Dismissal of Professional Staff
5640 Non-School Employment/Outside Activities of Staff
5645 Consulting
5695 Ethics (Cf. 5230)
5710 Compensation Guides and Contracts
5725 Qualifications and Duties
5780 Non-Certified Staff Probation
5800 Evaluation of Non-Certified Staff
Policy Manual
TC-5000-2
5830 Suspension and Dismissal of Non-Certified Staff

At-Will Employees
5860 Reduction of Non-Certified Staff
5930 Leaves and Absences
5935 Military Leave
Policy Manual
5010 Goals and Objectives 5010
Since each child is the reason the Lenawee Intermediate School District
exists (District’s Vision) and since the Board desires to make this a good place
for people to work, the goals of the personnel policies set forth in this section are
to further the District’s Vision and to create the best possible educational climate
for the students of the District. To this end, these personnel policies are
designed to prevent misunderstanding by District personnel about their duties
and privileges.
Approved: February 2, 2004
Policy Manual
5020 Equal Employment Opportunity and Multiracial Understanding 5020
The Board shall be an equal opportunity employer. The objective of the
Board is to attract and retain individuals qualified and/or trainable for the
positions in the system by virtue of job-related standards of education, training,
experience, and personal qualifications.
The District recognizes that it is desirable to deepen the understanding of
the different cultures, races, and religions of its students, staff and communities,
and therefore, shall strive to create and maintain an atmosphere of mutual
understanding and respect among students, employees, and the public.

The Superintendent is responsible for ensuring compliance and continued
implementation of this policy.

LEGAL REF: 42 USCA 2000e-8, 2000e-12; 44 USCA 3501 et seq.; 42 USCA
12117 (The Equal Employment Opportunities Act); 29 USCA
§§627, 630 (Age Discrimination in Employment Act); 42 USCA
§1981 et seq. (Civil Rights Act); 28 FCR §4241; 28 CFR §42.405
(Title VI of the Civil Rights Act); 42 USCA §2000e, et seq. (Title VII
of the Civil Rights Act); 20 USCA §1681; 34 CFR §106.8; 24 CFR
§106.9 (Title IX of the Education Amendments); MCL 37.1101-1607
(Michigan Handicappers’ Civil Rights Act); 37.2101-2804 (Elliott-
Larsen Civil Rights Act); Michigan Constitution Article I, §2
Policy Manual
5030 Non-Discrimination and Complaint Procedure (Cf. 2450, 8015) 5030
It is the policy of the Board of Education that the District will not
discriminate against any person based on sex, race, color, national origin,
religion, height, weight, marital status, handicap, age, sexual orientation, or
disability. The District reaffirms its long-standing policy of compliance with all
applicable federal and state laws and regulations prohibiting discrimination
including, but not limited to, Titles VI and VII of the Civil Rights Act of 1964, 42
U.S.C. §§ 2000d. et seq.; and 42 U.S.C. §§ 2000e, et seq.; Title IX of the
Educational Amendments of 1972, 20 U.S.C. §§ 1681, et seq.; Section 504 of the

Rehabilitation Act of 1973, 29 U.S.C. § 794; The Americans With Disabilities Act
of 1990, 42 U.S.C. §§ 1210, et seq.; the Handicappers’ Civil Rights Act, MCL §§
37.1101, et seq.; and the Elliott-Larsen Civil Rights Act, MCL §§ 37.2101, et seq.
The Coordinator of Compliance, Monitoring, and School Safety

is appointed the Civil Rights Coordinator regarding complaints of
disability/handicap discrimination involving educational services, programs and
activities. The Coordinator of Compliance and Legal Services is appointed the
Civil Rights Coordinator regarding discrimination complaints made by students
(grades Pre-K through 12) and/or their parent(s)/guardian(s), and involving sex,
race, color, national origin, religion, height, weight, age, sexual orientation, or
marital status. The Executive Director of Staff Resources is appointed the Civil
Rights Coordinator regarding all other complaints of discrimination. In the event
the complaint is against the Superintendent, the President of the Board of
Education is appointed the Civil Rights Coordinator.
Inquiries or complaints by students and/or their parent(s)/guardian(s)
related to discrimination based on disability/handicap should be directed to:
Coordinator of Compliance, Monitoring, and School Safety

Lenawee Intermediate School District
4107 N. Adrian Highway
Adrian, MI 49221
(517) 265-1682
Policy Manual
5030 Non-Discrimination and Complaint Procedure (Cf. 2450, 8015) 5030-2
Inquiries or complaints made by students and/or their
parent(s)/guardian(s) related to discrimination based on sex, race, color, national
origin, religion, height, weight, age, sexual orientation, or marital status should be
directed to:
Coordinator of Compliance, Monitoring, and School Safety

Adrian, MI 49221
(517) 265-1682
In the event a complaint is against the Superintendent, the complaint
should be directed to:
The Vice-President of the Board of Education

Adrian, MI 49221
(517) 265-1627
All other inquiries related to discrimination should be directed to:
Executive Director of Staff Resources

Adrian, MI 49221
(517) 265-1608
The Civil Rights Coordinators, as specified herein, are designated to
receive and resolve complaints from any person who believes that he/she may
have been discriminated against in violation of this policy. Any person who
believes he/she has been discriminated against in violation of this policy should
file a written complaint with the Civil Rights Coordinator within ten (10) calendar
days of the alleged violation. The Civil Rights Coordinator will take, then, the
following action: First, cause an investigation of the complaint to be commenced.
Second, arrange for a meeting to occur with the complainant, which may include
school District staff who are knowledgeable of the facts and circumstances of the
particular complaint or who have particular expertise that will assist in resolving
Policy Manual
the complaint. Third, complete the investigation of the complaint and provide, in
writing, a reply to the complainant.
If the Civil Rights Coordinator determines that a violation has occurred,
he/she shall propose a fair resolution of the complaint and deliver the
determination to the complainant and the Superintendent. In the event the
complaint is against the Superintendent, a copy of the determination shall be
delivered to the President of the Board of Education. The complainant may
appeal the Civil Rights Coordinator’s determination to the Superintendent, or, in

the case of a complaint against the Superintendent, to the President of the
Board, by so notifying the Superintendent or Board President in writing within the
(10) calendar days of the Civil Rights Coordinator’s determination. The
Superintendent or Board President may conduct additional investigation of the
facts and circumstances surrounding the complaint.
The Board President may elect to secure the services of an outside party
to investigate the facts and circumstances surrounding any complaint against the
Superintendent.
The Superintendent, or Board President in the case of a complaint against
the Superintendent, shall affirm or reverse the Civil Rights Coordinator’s decision
and, if warranted, implement the Civil Rights Coordinator’s proposed resolution
or a modification thereof. The Superintendent or Board President's decision shall
be final.
Upon completion of, or at any point in, the grievance process,
complainants have the right to file a complaint with the Office for Civil Rights, US
Department of Education, Washington, D.C. 20201. The complainant should first
be directed to the following address:
Policy Manual
Office for Civil Rights

600 Superior Avenue, Suite 750
Cleveland, OH 44114
(216) 522-4970 phone
(216) 522-2573 fax
Approved: Adopted February 2, 2004; Revisions adopted January 8, 2007

LEGAL REF: Included in Text
Policy Manual
5035 Discriminatory Harassment of Employees or Applicants 5035
Discriminatory harassment of District elected officials, employees, or
applicants for employment by Board of Education Members, District employees,
vendors, contractors or other doing business with the District, students,
parent(s)/guardian(s), invitees, volunteers or guests will not be tolerated.
Discriminatory harassment includes unwelcome sexual advances,
requests for sexual favors or other verbal or physical conduct relating to an
individuals’ sex, race, color, national origin, age, religion, height, sexual
orientation, weight, marital status or handicap/disability when:

Submission to such conduct or communication is made a term or condition,
either explicitly or implicitly, to obtain employment;
Submission to, or rejection of, such conduct or communication by an
employee/applicant is used as a factor in decisions affecting such
employee/applicant’s employment; or
Such conduct or communication has the purpose or effect of substantially
interfering with an employee’s employment, or creating an intimidating,
hostile, or offensive employment environment, or otherwise adversely
affects an employee’s employment opportunities.
Any employee or applicant who believes that he or she has suffered
harassment shall immediately report the incident(s) to:
Superintendent of Schools
Adrian, MI 49221
Phone: (517) 265-1628
Policy Manual
5035 Discriminatory Harassment of Employees or Applicants 5035-2
The District intends that an employee or applicant for employment,
reporting an incident of discriminatory harassment will not suffer any form of
reprisal.
In determining whether the alleged conduct constitutes discrimination or
harassment, the totality of the circumstances, the nature of the harassment and
the context in which the alleged incident(s) occurred will be investigated. The
Superintendent has the responsibility of investigating complaints of discriminatory
harassment of employees or applicants. In cases where the alleged harassment

involves a member of the Board of Education, the District will appoint outside
legal counsel to investigate the complaint. The results of an investigation and
any action taken thereon will be communicated to the complaining person.
In the event the complaint is against the Superintendent, the Vice-
President of the Board shall be automatically designated as the investigator for
such complaints. The Vice-President of the Board may, at his/her sole
discretion, elect to employ District legal counsel or other qualified, independent
investigators to assist him/her in the investigation. Results of the Vice-President’s
investigation will be turned over to the President of the Board.
The District considers discriminatory harassment on the basis of religion,
race, color, national origin, age, sex, height, weight, sexual orientation, marital
status, handicap or disability to be a major offense, which will result in
disciplinary action of the offender. Disciplinary action against a District employee
may include termination of employment. Disciplinary action against a student
may include expulsion. Disciplinary action against a Board of Education member
may range from Board of Education public censure to removal of the Board
Member from an officer position he/she may hold.
Policy Manual
5035 Discriminatory Harassment of Employees or Applicants 5035-3
Notification
Notice of this policy will be periodically circulated to all school buildings
and departments within the District, and incorporated in teacher, student and
parent/guardian handbooks. All new hires of the District will be required to
signify receipt of this policy and its related complaint procedure.
Training sessions on this policy and the prevention of sexual harassment
shall be held periodically for all Board members, administrators, teachers and
employees of the District. In addition, students will have available as part of their
curriculum and instructional program, sessions on this policy and the prevention
of student-to-student sexual harassment.
EXAMPLES OF SEXUAL HARASSMENT
Sexual harassment, may include, but is not limited to, the following:
Verbal harassment or abuse;
Pressure for sexual activity including unwelcome touching;
Repeated remarks with sexual or demeaning implications;
Sexual jokes, posters, cartoons, etc.; and/or
Suggesting or demanding sexual involvement, accompanied by implied or
explicit threats concerning one’s grades, safety, job, or performance of
public duties.
In addition, any form of retaliation against the complainant or witness is in
itself a form of sexual harassment.
LEGAL REF: MCL 37.2101 et seq., (Elliott-Larsen Civil Rights Act); 380.11a; 20
USCA §1681; 34 CFR §106.8; 34 CFR §106.9 (Title IX of the Education
Amendments)
Policy Manual
5035-R Discriminatory Harassment of Employees or Applicants 5035-R
Federal Title Programs
If any person believes the District or an employee of the District has
inadequately applied the principles and/or regulations of a federal Title program
or believe they have been discriminated against, that person may make a
complaint to the local Title coordinator at the following address:
Executive Director of Staff Resources

Adrian, MI 49221
(517) 265-1628
The person who believes they have a valid basis for the complaint shall
discuss the matter informally and verbally with the local Title coordinator, who
shall investigate the complaint and answer the complaint within two business
days. (See procedure under 5030)
Policy Manual
5040 Retaliation and Whistle-Blowing 5040
Employees are expected to report suspected illegal activity to appropriate
District administrators, or the Board of Education. The Board of Education will
not tolerate any form of reprisal, retaliation or discrimination against:
Any employee, or applicant for employment, because he/she opposed
any practice that he/she reasonably believed to be made unlawful by
federal or state laws prohibiting employment discrimination on the
basis of sex, race, color, national origin, age, religion, height, sexual
orientation, weight, marital status, handicap or disability.

Any employee, or applicant for employment, because he/she filed a
charge, testified, assisted or participated, in any manner, in an
investigation, proceeding or hearing under federal or state laws
prohibiting employment discrimination on the basis of sex, race, color,
national origin, age, religion, height, sexual orientation, weight, marital
status, handicap or disability or because he/she reported a suspected
violation of such laws according to this policy.
Any employee or applicant because he/she reported, or was about to
report, a suspected violation of any federal, state or local law or
regulation to a public body (unless the employee knew that the report
was false) or because he/she was requested by a public body to
participate in an investigation, hearing or inquiry held by that public
body or a court.
An employee or applicant for employment who believes that he/she has
suffered reprisal, retaliation or discrimination in violation of this policy shall report
the incident(s) to the Director of Staff Resources. The Board of Education
assures that no employee or applicant for employment who makes such a report
will suffer any form of reprisal, retaliation or discrimination for making the report.

LEGAL REF: MCL 15.361 - 369, ―The Whistleblowers' Protection Act.‖
Policy Manual
5160 Qualifications and Duties 5160
A job description for each classification of employees shall be developed
by the Superintendent. Such job description shall be on file in the central office
and not incorporated within the Board policy handbook.
Policy Manual
5175 Criminal History and Background Checks 5175
Criminal History Checks
Upon an offer of initial employment by the Board, all persons, in either
certified or support positions, and any volunteers working directly with students in
any capacity shall have undergone both a criminal history and records check
performed by the State Police and FBI. The results shall have been received
before the individual is employed unless, under the guidelines in current law, the
person may be employed prior to the results being received.
No later than July 1, 2008, the Board shall have requested both a criminal
history and records check through the State Police and the FBI for all individuals,
as of January 1, 2006, employed by the District or assigned to work under
contract regularly and continuously in any of the District’s schools.
Only those persons who have been offered a position or contract by the
Board and/or Superintendent must undergo a criminal history check, not all
applicants.
No individual shall be employed, in any capacity, who has been convicted
of a listed offense under the Michigan Sex Offenders Registration Act.1
1
A listed offense includes any of the following:
1) Accosting or soliciting a child for immoral purposes (MCL 750.145a-c);
2) Sodomy if the victim is an individual less than 18 years of age (MCL 750.158);
3) A third or subsequent violation of any combination of the following:
a. Being engaged in indecent or obscene conduct in a public place (MCL 750.167(1)(f))
b. Indecent exposure (MCL 750.335a)
c. A local ordinance of a municipality substantially corresponding to the above;
4) Except for a juvenile disposition or adjudication, gross indecency between males, females, or
between a male and female, if the victim was under 18 years of age (MCL 750.338-338b);
5) Kidnapping (MCL 750.349);
6) Kidnapping under age 14 (MCL 750.350);
7) Soliciting and accosting (MCL 750.448);
8) Pandering (MCL 750.455);
9) 1st, 2nd, 3rd and 4th degree criminal sexual assault, and second or subsequent offenses (MCL 520b-
e);
10) Assault with intent to commit criminal sexual assault (MCL 750.520g);
11) Sexually delinquent persons (MCL 750.10a);
12) The attempt or conspiracy to commit any of the above offenses;
13) Any other violation of a law of this state or a local ordinance of a municipality that by its nature
constitutes a sexual offense against an individual who is less than 18 years of age; and (Continued
next page)
14) Any offense substantially similar to the above offenses under a law of the United States, any state,
or any country or under tribal or military law.
Policy Manual
5175 Criminal History and Background Checks 5175-2
An individual shall not be employed, in any capacity, who has been convicted of
a felony, unless the Superintendent and the Board specifically approve the work
assignment in writing.
If the District obtains notice from an authoritative source that an individual
has been convicted of a listed offense, the individual shall not be employed, in
any capacity, or allowed to work under contract regularly and continuously in any
of the District’s schools.

If the District is notified or learns that a teacher employed with the district
has been convicted of a crime listed in MCL 380.1535a(1)-(2), the
Superintendent or Board President shall notify the superintendent of public
instruction within 15 days after learning of the conviction.2
2
MCL 380.1535a(1) includes a conviction for any felony and any of the following misdemeanors: 1)
criminal sexual conduct in the fourth degree or an attempt to commit criminal sexual conduct in the fourth
degree; 2) child abuse in the third or fourth degree, or any attempt to commit child abuse in the third or
fourth degree; 3) a misdemeanor involving cruelty, torture, or indecent exposure involving a child; 4) a
misdemeanor violation of Section 7410 of the Public Health Code (concerning distribution of marijuana to
minors near school property); 5) a violation of section 115, 141a, 145a, 335a, or 359 of the Michigan Penal
Code (concerning breaking and entering; consumption or possession of alcohol by minors, or controlled
substances at social gatherings; soliciting a child for immoral purposes; indecent exposure; and damage to
vacant buildings); or a misdemeanor violation of section 81, 81a, or 145d of the Michigan Penal Code
(including assault and battery; domestic assault; assault and infliction of serious injury; and using the
Internet to commit a crime against a minor); 6) a misdemeanor violation of Section 701 of the Michigan
Liquor Control Act (concerning the prohibition of liquor sales to minors); 7) any misdemeanor that is a
listed offense; and 8) a violation of a substantially similar law of another state, of a political subdivision of
this state or another state, or of the United States – as amended by 2005 PA 130.
MCL 380.1535a(2) includes the following offenses:
a) Criminal sexual conduct in any degree, assault with the intent to commit criminal sexual
conduct, or an attempt to commit criminal sexual conduct in any degree;
b) Felonious assault on a child2, child abuse in the first degree, or an attempt to commit child abuse
in the first degree;
c) Cruelty, torture, or indecent exposure involving a child;
d) A violation of section 7401(2)(a)(i), 7403(2)(a)(i), 7410, or 7416 of the Public Health Code
(concerning unlawful manufacture, delivery, or possession of controlled substances or controlled
substance analogues; distribution of marijuana to minors near school property; and recruiting or
inducing a minor to commit a felony);
e) A violation of section 83, 89, 91, 145a-c, 316-17, 350, 448, 455, or 529 of the Michigan Penal
Code (concerning assault with intent to commit murder or to steal while armed; attempt to
murder; consumption or possession of alcohol by minors, or controlled substances at social
gatherings; first and second degree murder; armed robbery; and using the Internet when
committing a crime against a minor);
f) A violation of section 158 of the Michigan Penal Code if the victim was an individual less than
18 years of age (concerning crimes against nature or sodomy);
Policy Manual
5175 Criminal History and Background Checks 5175-3
Criminal history and records checks shall be used for employment
purposes only. No Board member or employee shall disclose the report or its
content, except a felony conviction or a misdemeanor conviction involving sexual
or physical abuse, to any person other than those directly involved in evaluating
the applicant’s qualifications for employment.3
Background Checks - Employment History - Unprofessional Conduct
Upon an offer of initial employment by the Board, all persons shall have
undergone an unprofessional conduct background check. A staff person may be

hired prior to the results of the unprofessional conduct background check
following the guidelines in current law.
Approved: Adopted February 2, 2004, Revisions adopted January 8, 2007
LEGAL REF: MCL 380.1230a; 380.1230b; 380.1230c; 380.1535a(9)
g) Except for a juvenile disposition or adjudication, a violation of section 338, 338a, or 338b of the
Michigan Penal Code if the victim was an individual less than 18 years of age (concerning gross
indecency between males, females, and between males and females);
h) A violation of section 349 of the Michigan Penal Code if the victim was an individual less than
18 years of age (concerning kidnapping);
i) An offense committed by a person who was, at the time of the offense, a sexually delinquent
person – any person whose sexual behavior is characterized by repetitive or compulsive acts
which indicate a disregard of consequences or the recognized rights of others, or by the use of
force upon another person in attempting sex relations of either a heterosexual or homosexual
nature, or by the commission of sexual aggressions against children under the age of 16;
j) An attempt or conspiracy to commit an offense listed in (a) or (e-i);
k) A violation of a substantially similar law of another state, of a political subdivision of this state
or another state, or of the United States; Any crime listed in 1535(1), if the superintendent of
public instruction determines the public health, safety or welfare requires emergency action
based on the circumstances underlying the conviction.
3
Any person that violates this policy may be found guilty of a crime.
Policy Manual
5180 Unauthorized Release of Information 5180
Employees of the District may have ongoing opportunities to access
confidential information or records that are only available to the general public on
a limited review basis. Much of the information processed by District employees
is confidential, and law governs its release; for example, driver record and
vehicle registration information, confidential student records, criminal history
background check information, information obtained pursuant to Family
Independence Agency intervention, and professional misconduct background
checks.
It is the policy of the Board that employees are prohibited from divulging
information contained in the records and files of the District, except to other,
authorized, employees who may need such information in connection with their
duties and to authorized persons in accordance with law, District policies, and
administrative rules.
If an employee is approached to provide information inappropriately, the
employee must refuse to release the requested information unless authorized by
his/her supervisor or otherwise required to release the information under law or
court order. In all cases, the employee’s immediate supervisor shall be informed,
immediately, of any requests.
Any employee who inappropriately releases information, or uses
confidential information obtained in the course of his/her employment with the
District for personal reasons or private gain, will be disciplined in accordance with
Board policies, collective bargaining agreements, and District procedures.
Disciplinary action may include severe penalties, up to, and including, discharge.
The District shall apply the requirements set forth in this policy, equally, to
any data processing subcontractor employed. Data processing subcontractors
shall, as a condition of their contractual agreement with the District, be required
to adopt this, or a similar policy, regarding their own employees.
Policy Manual
5180 Unauthorized Release of Information 5180-2
The Superintendent shall promulgate appropriate administrative rules to help
assure the confidentiality of records and, particularly, those records obtained
through electronic means.

LEGAL REF: Federal Driver Privacy Protection Act of 1994 (18 USC 2721 et
seq.); MCL 257.208c - 208d; MCL 257.903; MCL 380.1230
Policy Manual
5180-R Unauthorized Release of Information 5180-R
Employee Competence
1. The District will take steps, through the interview, selection, assignment,
and hiring process, to see that any employee, or data processing
subcontractor employee, if any, who is authorized to access driver, vehicle
and related records, or who has access to information regarding criminal
background checks or unprofessional conduct checks and related records
will:
1.) Be adequately trained to access such records,
2.) Be competent to perform that task, and
3.) Conduct each record inquiry in accordance with the standards of
technical competency that are generally recognized in the data
service industry.
Security of Data
The District will implement the following security requirements whenever
and wherever records and/or information obtained through any means, electronic
or otherwise, is accessed, stored or disseminated:
1. Use software and hardware that is technologically adequate to prevent
unauthorized access to the information.
2. Establish operational programs to prohibit unauthorized inquiries from any
terminal or other access site.
3. Institute operational programs to detect unauthorized attempts to
penetrate the District’s system of electronic records.
4. Provide for the physical security of the District’s computer system, with
procedures and devices designed to protect against the theft of records
and information.
5. Secure from each employee (or Subcontractor employee) a signed and
approved System Access Request form (or other equivalent form) that
grants authority and permission to directly access driver, vehicle, criminal,
or related records.
Policy Manual
5185 Social Security Number Confidentiality (Cf. 5180) 5185
Pursuant to both state and federal law, it is the policy of this school District
to protect the confidentiality of social security numbers. No person shall
knowingly disclose, transfer, or unlawfully use the social security number of any
employee, student, or other individual.
The Superintendent shall establish rules and regulations to implement this
policy. The Superintendent shall ensure that:
1. The confidentiality of social security numbers is maintained to the extent
practicable;
2. The unlawful disclosure of social security numbers is prohibited;
3. Access to information or documents containing social security numbers is
limited; and
4. Documents containing social security numbers are disposed of properly.
This policy and its rules shall be published in the appropriate handbooks,
manuals, and other similar documents. The published document(s) may also be
made available electronically.
Persons who violate this policy, or the rules that implement it, may be
subject to disciplinary action up to and including suspension or expulsion for
students and termination for employees.
Approved: December 5, 2005

LEGAL REF: MCL 445.81 et seq.; 18 USC 1028; 5 USC 552a (The Privacy Act
of 1974)
Policy Manual
5185-R Social Security Number Confidentiality (Cf. 5180) 5185-R
Public Records
Where a social security number is contained within a document subject to
FOIA release, the social security number shall be redacted.
Information Collected
Social security numbers should only be collected where required by
federal or state law. If a unique personal identifier is needed, then a substitute
for the social security number shall be used such as a District-created student
identification number not using the social security number.

Whenever the District collects a social security number, the District shall
inform the individual of the purpose for the collection, the intended use, whether
the law requires the number to be provided, and the consequences of not
providing the number.
Public Display
Social security numbers shall not be placed on identification cards,
badges, time cards, employee rosters, bulletin boards, or any other materials or
documents seen by others widely.
Documents, materials, or computer screens that display social security
numbers or other sensitive information shall be kept out of public view at all
times.
Social security numbers shall not be required for a District employee,
student, or staff member to gain access to the Internet or network.
Mailed or Transmitted Documents
Documents containing social security numbers shall only be sent where
permitted by state law.4
4
A social security number may be included in a mailed document where: 1) It is sent as part of an
application or enrollment process initiated by the individual. 2) It is sent to establish, confirm the status of,
service, amend, or terminate an account, contract, employee, or health insurance benefit - or to confirm the
accuracy of a social security number of an individual who has a account, contract, policy, or employee or
health insurance benefit. 3) It is contained in a public record and is mailed in compliance with the freedom
of information act. 4) It is a copy of a vital record, which was recorded according to law, and is mailed to a
Policy Manual
5185-R Social Security Number Confidentiality 5185-R-2
Documents containing social security numbers, that are sent through the mail,
shall not reveal the number through the envelope window or otherwise be visible
from outside the envelope or package.
Social security numbers shall not be sent through email unless the
connection is secure or the number is encrypted.
No individual shall be required to send his or her social security number
through email unless the connection is secure or the number is encrypted.
Telephonic Communications
District employees shall not disclose any social security number over the
telephone or leave a voice mail message disclosing any social security number.
If a social security number must be faxed, the Fax message shall be
accompanied by a transmittal sheet, which includes the District's name, a
―Confidential Notice‖ stating that the information included is intended to be
privileged and confidential, and that it is only intended for the use of the individual
or entity named on the transmittal sheet.5
Access to Social Security Numbers
Only those persons authorized by the Superintendent shall have access to
social security numbers or other sensitive information. Under no circumstances
will any student have access to social security number information for either
students or staff unless they are a paid employee of the District.
Storage and Disposal
All documents or files that contain social security numbers or other
sensitive material shall be stored in a physically secure manner.
Social security numbers shall not be stored on computers or other
electronic devices that are not secured against unauthorized access.
person entitled to receive that record. 5) It is mailed by, or at the request of, an individual whose social
security number appears in the document or information or his or her parent or legal guardian.
5
Cf. 4260
Policy Manual
5185-R Social Security Number Confidentiality 5185-R-3
Documents or other materials that contain social security numbers or
other sensitive information shall not be thrown away in the trash; they shall be
discarded or destroyed only in a manner that protects their confidentiality, such
as shredding.
When erasing social security numbers or sensitive information from
computers, it shall be ensured that the information is erased completely.
The Superintendent shall establish regular intervals when unneeded
sensitive information is disposed of properly.

Improper Disclosures
Any individual who suspects that an improper disclosure of a social
security number has been made shall inform the Superintendent.
If the Superintendent suspects that an improper disclosure has been
made, he/she shall contact the appropriate authorities.
Policy Availability
All current and future District employees shall be given a copy of the
above rules. The District Privacy Policy shall be published in an employee
handbook, procedural manual, or another similar document, that may be made
available electronically.
Accountability
Any person who fails to comply with the District’s Privacy Policy shall be
subject to appropriate discipline as determined by the Superintendent.
The Executive Director of Staff Resources shall be responsible for the
administration of these regulations and any trainings that may be required or
advisable.
Policy Manual
5190 Staff Development Opportunities 5190
As a student-centered learning organization, the LISD continually adopts
new learnings and anticipates future conditions. All members of the staff should
continue to grow and learn while employed at the District. Through providing
learning opportunities for local educators the District promotes quality learning for
everyone in Lenawee County. Representatives of all staff and the administration
will work cooperatively to promote and establish programs and activities which
support growth and learning.

LEGAL REF: MCL 380.1254; 380.1525; 380.1526; 388.1695
Policy Manual
5200 Staff Conduct 5200
All staff members have the responsibility to become familiar with, and
abide by, the laws of the state of Michigan as they affect their work, the policies
of the Board, and the administrative regulations designed to implement them. All
staff members shall be expected to carry out their assigned duties, support and
enforce Board policies and administrative regulations, submit required reports,
protect District property, oversee students, and contribute to the education and
development of the District's students.
All employees will be provided with an explanation of both their

responsibilities and their rights under law in terms of the actions they may take to
maintain order, discipline, and an appropriate educational environment. Training
will be provided that defines approved actions, and informs employees that they
may be liable for harm when they engage in criminal, grossly negligent or
reckless conduct, or act with flagrant indifference to the rights and safety of
another person who suffers harm as a result. The Superintendent will develop
rules that prescribe the circumstances under which the District administration
and/or parent(s)/guardian(s) are to be notified of actions taken, any written
documentation of actions taken that is necessary, and other appropriate
procedures including staff training.
Staff Appearance
Staff dress and grooming must not disrupt the educational process,
interfere with the maintenance of a positive teaching/learning climate, or
compromise reasonable standards of health, safety, and decency.

LEGAL REF: NCLB
Policy Manual
5203 Use of District Equipment, Supplies and Materials (Cf. 9250) 5203
Permission must be gained from the appropriate supervisor before any
District equipment, supplies or materials may be removed from District grounds.
The supervisor may authorize staff members to utilize District-owned
equipment, supplies and materials provided that use is in the best interests of the
District. Staff using District equipment, supplies, materials and software shall be
in compliance with all copyright laws. Staff members authorized to use District
equipment assigned to them for use off school grounds (such as, but not limited
to, laptop computers, cellular telephones, printers or the like) shall assume
responsibility for said equipment. Unless specifically authorized otherwise, all
such equipment issued to teachers or administrators shall be returned to the
District at the end of their annual work year.
In no case shall employees be authorized to borrow, remove or utilize
District equipment, materials or supplies in connection with any outside
employment or any other personal interest beyond incidental tolerance.
Violations of this policy will result in disciplinary action up to and including
discharge and/or the filing of criminal charges.6
Recognized bargaining units may use District equipment as provided for in the
current negotiated master contract.

LEGAL REF: MCL 19.141; MCL 750.362
6
MCL 19.141 Care, preservation, and protection of state buildings and property. The Department of
Education, among others named in the act, may prescribe rules and regulations for the care, preservation,
and protection of buildings and property dedicated and appropriated to the public use and the control and
conduct of those coming upon the property. The act authorizes those having control over property and
buildings to file a misdemeanor complaint against those who misuse the property. MCL 750.362 - Larceny
by conversion. Any person to whom any money, goods or other property, which may be the subject of
larceny, shall have been delivered, who shall embezzle or fraudulently convert to his own use, or shall
secrete with the intent to embezzle, or fraudulently use such goods, money or other property, or any part
thereof, shall be deemed by so doing to have committed the crime of larceny and shall be punished as
provided under the Michigan Penal Code. (Underlining added.)
Policy Manual
5205 Possessing, Transporting or Transmitting Dangerous Weapons 5205
No person shall possess, transport or transmit a dangerous weapon on
District property, property used by the District for a school-related purpose, or in
a motor vehicle used for a District-related purpose unless: (a) Prior permission
has been granted by the Superintendent; (b) The person in an on-duty law
enforcement officer or, if off duty, the officer is otherwise required by the law
enforcement agency to carry a weapon or; (c) or as otherwise allowed by law.7
A dangerous weapon is defined in the law. Pursuant to federal law, the
term firearm includes, but is not limited to, any weapon designed to expel a
projectile by the action of an explosive, the frame or receiver of any such
weapon, a muffler or silencer for such a weapon, or destructive device.8 Any
person, including a student, who violates this Policy, will be reported to law
enforcement authorities. Employees who violate this policy will be severely
disciplined, up to and including discharge.
The Board policy prohibiting students from possessing dangerous
weapons is contained in the Student Code of Conduct. The Board, pursuant to
state law, shall expel students who violate the weapons laws and rules unless
one of the statutory exceptions is established.9 To comply with federal law, any
such exception shall be reduced to writing.
LEGAL REF: MCL 380.1311; 750.237a; 18 USCA 921; 20 USCA 7151 (No Child
Left Behind Act)
7
28.425o. added Premises on which carrying concealed weapon prohibited; violation. Sec. 5o. (1) An
individual licensed under this act to carry a concealed pistol, or who is exempt from licensure under section
12a(f), shall not carry a concealed pistol on the premises of any of the following: (a) A school or school
property except that a parent or legal guardian of a student of the school is not precluded from carrying a
concealed pistol while in a vehicle on school property, if he or she is dropping the student off at the school
or picking up the child from the school. As used in this section, “school” and “school property” mean those
terms as defined in section 237a of the Michigan penal code, 1931 PA 328, MCL 750.237a.
8
Pursuant to federal law, the term destructive device means: any explosive, incendiary, or poison gas:
bomb, grenade, rocket having a propellant charge of more than four ounces, missile having an explosive or
incendiary charge of more than one-quarter ounce, mine, or device similar to any or the devices described
in the preceding clauses.
9
To establish a statutory exception, state law requires clear and convincing evidence that: 1) The object or
instrument possessed by the pupil was not possessed by the pupil for use as a weapon, or for direct or
indirect delivery to another person for use as a weapon, or 2) the weapon was not knowingly possessed by
the pupil, or 3) the pupil did not know or have reason to know that the object or instrument possessed by
the pupil constituted a dangerous weapon, or 4) the weapon was possessed by the pupil at the suggestion,
request, or direction of, or with the express permission of, school or police authorities.
Policy Manual
5210 Staff Complaints and Grievances (Cf. 5030, 5040) 5210
The Lenawee Intermediate School District Board of Education recognizes
the need to provide for orderly resolution of any grievance arising from an alleged
violation or inappropriate application of District policies or administrative
procedures. Any non-union school employee shall have the right of access to the
following grievance procedures adopted by this District. (Master contract
employees should refer to applicable language in their master agreement.)
The Lenawee Intermediate School District Board believes that maintaining
a high level of staff morale is important for the smooth operation of the
organization. Therefore, all LISD employees are strongly encouraged to keep
lines of communication open between themselves and their supervisors and
subordinates.
However, in the event of an alleged violation, misinterpretation, or
inappropriate application of District policies or administrative rules or procedures
that directly affect the employee, the complaint or request shall be processed
thorough the administrative rules established by the Superintendent.
Policy Manual
5210-R Staff Complaints and Grievances (Cf. 5030, 5040) 5210-R
In the event of a staff complaint or grievance concerning Board of
Education policies or administrative rules or procedures, the following steps will
be taken:
Informal - Step I - Supervisor:
The employee shall discuss the grievance with his/her immediate
supervisor within three days of the alleged occurrence. If no satisfactory
resolution is obtained within three days, the employee shall write an account of
the grievance on the LISD Grievance Form. This written account shall include:
a. A summary of the facts giving rise to the alleged occurrence.
b. The date of the alleged occurrence.
c. The specific LISD policy or administrative procedure violated, if pertinent.
d. The specific relief requested by the grievant.
e. The signature of the grievant.
f. If the grievant is not satisfied with the decision made at any level, he/she
must state in writing why the disposition by the supervisor at the previous
level was unsatisfactory. This written-statement must be attached to the
grievance form.
The immediate supervisor shall provide a copy of the grievance form upon
request.
Formal - Step II - Supervisor:
A copy of the written grievance form shall be filed with the employee's
immediate supervisor within three days after receiving notification of his/her
supervisor's decision. Within five days after receiving the written grievance form,
the employee's immediate supervisor shall arrange a meeting with the grievant if
necessary (see Step I). Within five days following that meeting, the immediate
supervisor shall render his/her decision in writing, giving a copy to the grievant.
Policy Manual
5210-R Staff Complaints and Grievances (Cf. 5030, 5040) 5210-R-2
Step III - Assistant Superintendent:
If no decision is rendered or the decision is unsatisfactory to the grievant,
he/she may file a copy of the written grievance with the supervisor directly above
the grievant’s immediate supervisor within three days after the immediate
supervisor's written response has been received or should have been received.
Within five days after receiving the written grievance form, the supervisor
shall arrange a meeting with the grievant. Within five days following that meeting,
the supervisor shall render his/her decision in writing, giving a copy to the
grievant.
The grievance may proceed to the Assistant Superintendent through the
establish levels of supervision.
Step IV - Superintendent:
If no decision is rendered by the Assistant Superintendent, or the decision
is unsatisfactory to the grievant, he/she may file a copy of the written grievance
with the Superintendent within three days after the Assistant Superintendent's
written response has been received or should have been received.
Within five days after receiving the written grievance form, the
Superintendent shall arrange a meeting with the grievant. Within five days
following that meeting, the Superintendent shall render his/her decision in writing,
giving a copy to the grievant. The grievance may proceed to the Superintendent
through the established levels of supervision.
Step V - Board of Education:
If no decision is rendered or if the decision of the Superintendent is
unsatisfactory to the grievant, the grievant may appeal to the Board of Education
by filing the written grievance form with the Superintendent not less than five
days prior to the next regularly scheduled Board meeting.
Policy Manual
5210-R Staff Complaints and Grievances (Cf. 5030, 5040) 5210-R-3
The Board shall allow the employee an opportunity to be heard at the
meeting. Within one month from the hearing of the grievance, the Board shall
render its decision in writing.
The decision of the Board is final.
The term "days" as used herein shall mean any days in which the District
is in operation.
The contents of an employee's evaluation shall not be grievable under this
procedure.
Time elements in the grievance steps may be shortened or extended upon
mutual agreement between the parties.
A written grievance not substantially in accordance with the above
requirements may-be rejected as improper.
Should the grievant fail to meet the timelines' specified, the grievance shall
be automatically dropped and deemed settled as per the last supervisor's
response.
The Board guarantees that there shall be no reprisals by the Board or any
LISD employee against a staff member who uses this grievance procedure.
These procedures will in no way negate existing negotiated contracts with
groups or individuals or supersede applicable laws or regulations.
Policy Manual
5220 Staff-Student Relations 5220
All District employees are expected to maintain relationships with students
that are conducive to an effective educational environment. The District’s Vision
provides: ―Each student is the reason the LISD exists. The dignity and well-being
of each student is our impassioned dream.‖ All District employees are
responsible for the regulation of student conduct consistent with this Vision.
Threats to Students
Any District employee who threatens to inflict, inflicts, or causes to be
inflicted, deliberate physical pain by any means to any student, may be

disciplined according to provisions which may be found in the current negotiated
master contract or as prescribed by the Board.
Student Supervision and Welfare
Teachers and other direct service providers, because of their proximity to
students, are frequently confronted with situations which, if handled incorrectly,
could result in liability to the District and personal liability to the staff members.
To minimize that possibility, it is the responsibility of the Superintendent to
prepare regulations to insure maintenance of the following standards:
A. Each staff member must maintain a standard of care for supervision, control
and protection of students commensurate with assigned duties and
responsibilities.
B. Each staff member must provide proper safety instruction in assigned
curriculum/area.
C. Each staff member must immediately report to the Supervisor; an accident
or a safety hazard he/she detects.
D. Each staff member must not send students on any personal errands.
E. A staff member must not transport students in a personal vehicle without the
prior approval of the Supervisor.
Policy Manual
5220 Staff-Student Relations 5220-2
F. A student shall not be required or allowed to perform work or services that
may be detrimental to his/her health.
Pursuant to the laws of the state, each teacher and other ―mandatory
reporter‖ must report to the proper authorities, immediately, any reasonable sign
of suspected child abuse, child sex abuse or drug abuse.
Employees found to be in violation of this policy by the Board may be
subject to disciplinary action.

LEGAL REF: MCL 380.1312; 722.621 et seq.
Policy Manual
5230 Conflict of Interest 5230
District employees are prohibited from engaging in activities which may be
construed as a conflict of interest and detract from the effective performance of
their duties. No employee shall attempt, during the school day or on school
property, to sell or endeavor to influence any employee or student to buy any
product, article, instrument, service or other such item, which would directly or
indirectly benefit said school employee.
In any 1 month period, any Intermediate School District employee shall not
accept from a person who does business or seeks to do business of any kind
with the Intermediate School District any money, goods, or services with a value
10
in excess of $44.00 if the employee does not provide goods or services of
equal value in exchange. This subsection does not apply to a gift or reward
already prohibited under section 1805.11
Employees shall not serve privately for profit, those students whom they
are assigned to serve publicly in the same capacity.
Any District employee shall report alleged violations of the conflict of
interest policy to the Superintendent. The Superintendent shall make an initial
investigation to determine whether said policy has been violated.
Approved: June 6, 2005

LEGAL REF: MCL 15.321 – 323; MCL 380.634
10
Adjusted annually via CPI. The Board of Education deliberately extends this statutory requirement listed
below to be an ethical standard for all employees. As established at MCL 380.634(4):
(4) Subject to subsection (8), in any 1-month period, an intermediate school board member or intermediate
school district administrator shall not accept from a person who does business or seeks to do business of
any kind with the intermediate school district any money, goods, or services with a value in excess of
$44.00 if the board member or administrator does not provide goods or services of equal value in exchange.
This subsection does not apply to a gift or reward already prohibited under section 1805.
11
See also, policy 1155, Board Member could be included in “school officer” term below:
380.1805 Acting as agent; receiving gift or reward; penalty.
Sec. 1805.
(1) A superintendent of public instruction, intermediate superintendent, school officer, superintendent,
principal, or teacher of schools shall not act as agent for an author, publisher, or seller of schoolbooks or
school apparatus, or receive a gift or reward for his or her influence in recommending the purchase or use
of a schoolbook, apparatus, or furniture in this state.
(2) A person who violates this section is guilty of a misdemeanor punishable by a fine of not more than
$500.00 or imprisonment for not more than 3 months, or both.
History: 1976, Act 451, Imd. Eff. Jan. 13, 1977
Policy Manual
5230-R Conflict of Interest 5230-R
Annually, the Superintendent and any other District employee deemed by
the Superintendent to be in a position to influence the purchase of any goods or
services shall sign and file the "Conflict of Interest Disclosure Form" shown
below.
CONFLICT OF INTEREST DISCLOSURE FORM
APPROPRIATE EMPLOYEES
Employees in a position to influence decisions on purchases or contracts
shall not have a personal financial interest either directly or indirectly in any
contract or purchase of the District or benefit directly or indirectly from any
financial transaction or contract of the District unless that interest has been fully
disclosed and the person involved has removed himself from the decision-
making process.
Purchases of or use of District property, materials and manpower by
employees shall be accomplished in accordance with good business practices
and within the framework of applicable laws and regulations.
The Superintendent, and any other District employee deemed by the
Superintendent to be in a position to influence the purchase of any goods or
services, shall sign and file the following information:
For purposes of this document, the following definitions are used:
―DISTRICT‖: Lenawee Intermediate School District
―SUPPLIER‖: any person, partnership, trust, corporation, or other business
entity that supplies materials, equipment, real estate or services to the District.
Policy Manual
5230-R Conflict of Interest 5230-R-2
―FINANCIAL INTEREST‖: means any stock, bond, or other debt, obligation,
option or right to purchase stock, share in profits, investment, partnership
interest, or other interest of any nature. Ownership in securities in a corporation
shall not be considered to constitute a FINANCIAL INTEREST therein for this
purpose provided all the following conditions are met: (1) the securities are
traded on a national securities exchange, or regularly reported in over-the-
counter quotations in the financial press, (2) the securities owned by you and to
your knowledge or belief, owned by your near relatives do not exceed 1% of the
outstanding securities of such corporation of the same class, and (3) the market
value of the securities of such corporation so owned does not exceed 50% of
your gross annual income.
―NEAR RELATIVE‖: means your spouse and children, the parent(s)/guardian(s),
sisters and brothers of yourself and your spouse, and the spouses of your
brothers and sisters. It is not necessary to interrogate the members of your
family. It is sufficient to give the facts as you know them or believe them to be.
Complete honesty and candor is required of all employees asked to
submit this form. Section 2 or Public Act 317, 1968 (MCL 15.321 - 323) makes it
a misdemeanor for any public servant to: "…..directly or indirectly solicit any
contract between the public entity of which he/she is an officer or employee and
(a) him/herself; (b) any firm (meaning a co-partnership or other unincorporated
association) of which he/she is a partner, member or employee; (c) any private
corporation in which he/she is a stockholder owning more than 1% of the total
outstanding stock of any class where such stock is not listed on a stock
exchange or stock with a present total market value in excess of $25,000.00
where stock is listed on a stock exchange or of which he/she is a Director, officer,
or employee; or (d) any trust of which he/she is a beneficiary or trustee; nor shall
he/she take any part in the negotiations for such a contract or the renegotiations
Policy Manual
thereof or amendment thereto or in the approval thereof; nor shall he/she
represent either party in the transaction; except as provided in section 3.
Should you have inadvertently omitted a company in your statement and at a
later time there is a transaction involving that company to come before the Board,
you have a clear obligation to make your interest in that company known. If after
the statement is signed you acquire an interest in a company doing business with
the Board, that interest should be made public at or before such time as a
transaction involving that company comes before the Board."

Failure to reveal a conflict of interest as outlined in this policy and in the law is
subject to disciplinary action up to and including dismissal.
1. At any time since January 1, , have you, or to your knowledge and belief
has any NEAR RELATIVE of yours had any direct of indirect FINANCIAL
INTEREST in any SUPPLIER of the District?
Yes _____ No_____
If the answer is "yes", attach a statement giving full details.
2. At any time since January 1, , have you or any member of your household
had a direct or indirect ownership of any business in which your ownership in
such business exceeds 10% of the business' capital or the income from which
represents more than 10% of your gross income?
Yes _____ No ______
3. At any time, since January 1, , have you been a Director, officer, sole
proprietor, partner, agent, representative, employee, or the paid consultant or
advisor to, or the recipient of any fee or commission from any business
enterprise other than your principle employer?
Yes ______ No _______
Policy Manual
It is important to the District that you make accurate and complete
answers to the above questions. It is not satisfactory to answer questions "same
as last report", instead, any questions that cannot be answered "yes" or 'no"
should be completed in whatever detail is necessary wither elsewhere on this
form or by attachment.
Please sign and date below.
I declare that to the best of my knowledge and belief, the answers I have given
and the statements attached are true and correct.
Legal Signature
Please Type or Print Name
Date _________________________
Policy Manual
5235 Nepotism 5235
The Board discourages the employment of relatives. School officials must
conduct employment practices that do not give the appearance of, or result in
favoritism of related persons. Such discouraged practices result in harm to the
integrity of the District.
No District employee shall be placed in a position in which he/she would
be in a direct supervisory relationship with a member of his/her immediate family
as of the date this policy is adopted, without the approval of the Superintendent.
Members of the immediate family shall be defined as father, mother,

brother, sister, son, daughter, son-in-law, daughter-in-law, sister-in-law, or
brother-in-law and, for purposes of supervision, husband and wife.

LEGAL REF: MCL 37.2102
Policy Manual
5245 Political Activities 5245
Staff members who intend to become candidates for elected or appointed
political office must notify the Superintendent no less than five days prior to the
date on which the declaration of candidacy is filed or before the acceptance of an
appointment to discuss the compatibility of the office regarding continued
employment with the District.

LEGAL REF: MCL 15.401-407
Policy Manual
5250 Employee Use of Electronic Communications Devices 5250
The Board recognizes that employees may carry electronic
communications devices either District-issued or personally owned and hereby
adopts this policy.
District-Issued Communications Devices
The District may elect to issue certain communications devices to
employees in order to increase the efficiency of District operations. Issuance and
use of District equipment shall be subject to rules promulgated by the
Superintendent.
Personally Owned Communications Devices
Employees may carry and use personally owned cellular telephones or
pagers/beepers on school property subject to rules and regulations promulgated
by the Superintendent.
Approved: April 12, 2004
Policy Manual
5250-R Employee Use of Electronic Communications Devices 5250-R
While employees are allowed to possess and carry electronic
communications devices on school property, such possession and use are
subject to the following administrative rules:
District-Issued Communications Devices
Communication devices issued by the District may include, for example,
cellular telephones, walkie-talkies, personal digital assistants (PDA’s) or laptop
computers with ―beaming capabilities,‖ citizens band radios, either installed in
vehicles or hand-held, and pagers/beepers.

Employees in receipt of District-issued equipment shall be held
responsible for the safekeeping of the equipment and exercise reasonable efforts
to see that the equipment is not lost, stolen, or damaged. Reckless or
irresponsible use of District equipment, resulting in loss or damage may result in
the employee having to reimburse the District for any associated costs of
replacement or repair.
Any such devices issued shall be with the expectation that they are to be
used for District-related business purposes and are not intended for personal use
except for incidental personal use and in emergencies involving employee health
or safety.
District-issued equipment shall be used in a manner that does not disrupt
instruction and should not be used during school-sponsored programs, meetings,
in-services, or other events where there exists a reasonable expectation of quiet
attentiveness unless there is a reason of personal health or safety involved.
Any District-issued equipment is to be surrendered back to the District
immediately upon request.
Policy Manual
5250-R Employee Use of Electronic Communications Devices 5250-R-2
Personally Owned Electronic Communications Devices
Employees may possess and carry cellular telephones, pagers/beepers,
and PDA’s or laptops with ―beaming capabilities‖ during the school day on school
property.
Personally owned hand-held citizens band radios, portable police
scanners, and long or short-range walkie-talkies should not be used or carried by
employees on school property during the school day unless by specific
permission of their immediate supervisor based on a personal health or safety

need.
Cellular telephones and pagers/beepers should not be used during the
employee’s normal duty times to send or receive messages of a personal nature,
but such use is allowable during normal break times, lunch times, and
preparation times. Use of cellular telephones or audible pagers/beepers should
be curtailed during instructional time or at school-sponsored programs, meetings,
in-services, parent/guardian conferences, or any other time when there would be
a reasonable expectation of quiet attentiveness.
Any employee violating the above rules may be subject to disciplinary
action.
Policy Manual
5300 Personnel Records 5300
An official personnel file shall be maintained by the District for each
employee. This file is the property of the District not the employee. Personnel
files kept by the District concerning employees shall be kept in a secured location
and under the custodianship of the appropriate supervisor. Personnel records of
employees who have left the District shall be similarly kept either as a complete
file or by other means, but in an inactive file, for not less than seven years. A
permanent record of the employee's years of work, assignments and salary/wage
paid shall be kept in perpetuity.

No complaint, letter of reprimand, or evaluation may be placed in a
personnel file unless the employee has had the opportunity to review the
material. A copy provided to the employee shall be sufficient for providing this
opportunity to review.
A separate medical file shall be maintained as required by law. This file
shall be retained for a minimum of the duration of employment plus thirty years.
General Access to Personnel Files
Access to an employee's personnel file may be given to the following
persons without the consent of the employee: the Superintendent and
administrators specifically designated by the Superintendent or a Board member
if it relates to his/her duties or responsibilities as a Board member.
No other person may have access to an employee's personnel file except
under the following circumstances:
A. When an employee gives written consent to the release of his/her records.
The written consent must specify the records to be released and to whom
they are to be released.
B. When subpoenaed or under court order.
C. When required under state law.
Policy Manual
5300 Personnel Records 5300-2
The Director of Staff Resources shall notify the employee when a request
to access records has been made. Such notice may be provided before or after
the access has been granted.
Employee's Access to His/Her File
An employee may have access to his/her personnel file at all reasonable
times, i.e., during regular office hours. The Director of Staff Resources will be
given notice prior to such review and must be present during such review.
Records Management
The Director of Staff Resources shall have the overall responsibility for
maintaining and preserving the confidentiality of the personnel files. The Director
of Staff Resources has the responsibility for granting or denying access to
records on the basis of these responsibilities.

LEGAL REF: MCL 15.231 et seq.; 423.501-512
Policy Manual
5310 HIPAA 5310
Health Care Flexible Spending Account Plan
I. General Statement of Policy

The Lenawee Intermediate School District is the sponsor of a Health Care
Flexible Spending Account Plan (the ―Plan‖). Certain employees of the District’s
business office may have access to the individually identifiable health information
of Plan participants for administrative functions of the plan.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) and its
implementing regulations restrict the Plans ability to use and disclose protected
health information (PHI):
Protected Health Information. Protected health information means
information that is created or received by the Plan and relates to the past,
present, or future physical or mental health or condition of a participant; the
provision of health care to a participant; or the past, present, or future payment
for the provision of health care to a participant; and that identifies the participant
or for which there is a reasonable basis to believe the information can be used to
identify the participant. Protected health information includes information of
persons living or deceased.
It is the District’s policy to comply fully with HIPAA’s requirements. To that
end, the District hereby designates itself as a Hybrid Entity, within the meaning of
HIPAA.
Hybrid entity. Under HIPAA, ―Hybrid Entity‖ means a single legal entity: (1)
that is a Covered Entity; (2) whose business activities include both covered and
non-covered functions; and (3) that designates its health care components.
All members of the District workforce who have access to PHI must
comply with this Privacy Policy and Procedures. For purposes of this Policy and
Procedures, the health care components of the District with access to PHI
include:
Policy Manual
5310 HIPAA 5310-2
District Payroll Department
District Staff Resources Department
For purposes of this policy, the workforce members in the department
referenced above may also be referred to herein as the ―Plan’s Operational
Structure.‖
No third party rights (including but not limited to rights of Plan participants,
beneficiaries, covered dependents, or business associates) are intended to be
created by this Policy and Procedures.

The District reserves the right to amend or change this policy and
procedures at any time (and even retroactively) without notice. To the extent this
policy and procedures establishes requirements and obligations above and
beyond those required by HIPAA, the policy and procedures shall be aspirational
and shall not be binding upon the District. This policy and procedures do not
address requirements under other federal laws or state laws.
II. Purpose
This policy is established to comply with the regulatory provisions
promulgated under HIPAA, and to provide guidance for the Plan’s Operational
Structure.
III. Policy
It is the policy of the District that reasonable steps shall be taken to
safeguard PHI in connection with the Plan subject to the regulations, standards,
implementation specifications or other requirements of HIPAA. In that regard, the
Plan shall take reasonable steps to (1) protect health information in its
possession, so as to assure the privacy and confidentiality of the information, in
whatever form, whether written, oral or electronic; and (2) meet or exceed the
standards for protecting health information set forth in the HIPAA rules to the
extent that the same are applicable to the Plan. The Plan shall comply with
Policy Manual
5310 HIPAA 5310-3
HIPAA regulations with respect to safeguarding the privacy and confidentiality of
health information in its possession. The Director of the Staff Resources
Department shall direct District staff in the establishment of procedures and
standards and in implementing this policy for compliance with the HIPAA rules.
IV. Individual Rights and Notice.
Consistent with the provisions of HIPAA, the Plan shall assure the rights of
individuals, including the rights to:
Access their health information;

Receive a written, meaningful notice regarding the ways in which
their health information is used and disclosed;
Request restrictions to the use and disclosure of their PHI;
Request corrections or amendments to their health information;
Receive an accounting of the disclosures made of their health
information;
File complaints regarding the Plan’s use or disclosure of health
information; and
Be free from retaliation for filing complaints.
V. Minimum Necessary Standard.
The Plan shall restrict its uses and disclosures of and requests for PHI to
the ―minimum necessary‖ to accomplish the purpose of the use or disclosure.
The terms ―use‖ and ―disclosure‖ are defined as follows:
Use. The sharing, utilization, examination, or analysis of individually
identifiable health information by any person working for or within the Plan’s
operational structure, or by a Business Associate (defined below) of the Plan.
Disclosure. For information that is PHI, disclosure means any release,
transfer, provision of access to, or divulging in any other manner of individually
Policy Manual
5310 HIPAA 5310-4
identifiable health information to persons not employed or working within the
Plan’s operational structure.
Members of the Plan Operational Structure shall have access to PHI only
to the extent minimally necessary for them to perform their functions on behalf of
the Plan.
VI. Training.
District employees who are part of the Plan’s Operational Structure shall
receive training enabling them to understand and fulfill their duties and
obligations with respect to privacy and confidentiality of health information in their
possession. Initial training shall be completed no later than April 14, 2004, and
persons hired after April 14, 2004 shall receive appropriate training as soon as
possible after hire. All training shall be documented in each workforce member’s
personnel file. Training shall be on-going as required by developments under
HIPAA occur.
VII. Reporting Violations; Compliance.
Employees shall report violations of the HIPAA regulations, or the
District’s HIPAA policies, to their supervisor or to the Privacy Officer. There shall
be no retaliation against any employee who reports a violation.
VIII. Privacy Officer.
The Director of Staff Resources is hereby designated as the District’s
Privacy Officer and the contact person for participants and beneficiaries under
the Plan.
IX. Business Associates.
The Plan shall implement the Business Associate standards established
under HIPAA. Employees may disclose PHI to the Plan’s business associates
and allow the Plan’s business associates to create or receive PHI on its behalf.
However, prior to doing so, the Plan must first obtain assurances from the
Policy Manual
5310 HIPAA 5310-5
business associate that it will appropriately safeguard the information. Before
sharing PHI with outside consultants or contractors who meet the definition of a
―business associate,‖ employees must contact the Privacy Officer and verify that
a business associate contract is in place. Disclosures must be consistent with the
terms of the business associate contract.
For purposes of this policy, a “Business Associate” is an entity or person
who:
Performs or assists in performing a Plan function or activity involving the

use and disclosure of PHI (including claims processing or administration,
data analysis, underwriting, etc.); or
Provides legal, accounting, actuarial, consulting, data aggregation,
management, accreditation, or financial services, where the performance
of such services involves giving the service provider access to PHI.
X. Technical and Physical Safeguards

The Plan Operational Structure shall establish appropriate technical and
physical safeguards to prevent PHI from intentionally or unintentionally being
used or disclosed in violation of HIPAA’s requirements. Technical safeguards
may include methods for preventing unauthorized access to electronically stored
health information. Physical safeguards may include locking doors and file
cabinets.
XI. Privacy Notice

The Privacy Officer shall develop and maintain a notice of the Plan’s
privacy practices. The privacy notice will inform participants that the District office
will have access to PHI in connection with its plan administrative functions. The
privacy notice will also provide a description of the Plan’s complaint procedures,
the name and telephone number of the contact person for further information,
and the date of the notice. The notice of privacy practices will be individually
Policy Manual
5310 HIPAA 5310-6
delivered to all participants. The Plan will also provide notice of availability of the
privacy notice at least as often as is required by the HIPAA rules. If a change in
law impacts the privacy notice, it shall promptly be revised and made available to
participants. Any such change shall only be effective with respect to PHI created
or received after the effective date of the revised notice.
XII. Documentation Requirement

It is the policy of the District that the members of the Plan’s Operational
Structure will document all actions (including authorizations, requests for

information, sanctions, and complaints) relating to individuals’ privacy rights.
While documentation may be maintained in either written or electronic form, it
shall be maintained for a period of at least six years from the date of creation or
last effect, whichever is later.
XIII. Manual of Policies and Procedures

A manual of policies and procedures will be established and maintained to
implement this policy. This policy and the manual of policies and procedures may
be changed as necessary or appropriate to comply with changes in the law,
standards, requirements and implementation specifications (including changes
and modifications in the HIPAA regulations). Any changes in policies or
procedures will be promptly documented.
If a change in law impacts the privacy notice the privacy policy and
procedures will promptly be revised and made available to participants. Such
change is effective only with respect to PHI created or received after the effective
date of the notice.
XIV. Plan Document

If the Plan may disclose any PHI to the District, as the Plan Sponsor, other
than Summary Health Information, or enrollment and disenrollment information
regarding Plan participants, then the Plan document shall be amended to include
Policy Manual
5310 HIPAA 5310-7
provisions to describe the limitations and the permitted and required uses and
disclosures of PHI by the Plan.
XV. Complaints
The Privacy Officer shall be the Plan’s contact person for purposes of
receiving complaints. The Privacy Officer shall develop a process for individuals
to submit complaints about the Plan’s Privacy policy and procedures and for
handling such complaints in a manner that is consistent with the HIPAA rules.
XVI. Sanctions for Violations of Privacy Policy

Sanctions for using or disclosing PHI in violation of this policy will be
imposed in accordance with applicable law, collective bargaining agreements
and the District’s personnel policies, up to and including termination.
XVII. No Intimidating or Retaliatory Acts; No Waiver of HIPAA Privacy

No employee may intimidate, threaten, coerce, discriminate against, or
take other retaliatory action against individuals for exercising their rights, filing a
complaint, participating in an investigation, or opposing any improper practice
under HIPAA.
No individual shall be required to waive his or her privacy rights under
HIPAA as a condition of eligibility, enrollment or payment of benefits under the
Plan.
Approved: May 3, 2004
Policy Manual
5340 Staff Health and Safety (Cf. 5370) 5340
The Board shall promote staff health, safety, and protection during
working hours.

LEGAL REF: Michigan Constitution Article VIII, §3; MCL 380.1247b; 408.1001-
1094 (Michigan Occupational Safety and Health Act)
Policy Manual
5345 Staff Smoking and Tobacco Products (Cf. 8230, 9300) 5345
District employees shall not smoke or use tobacco products in any
building or on school grounds at any time.
District employees shall not smoke or use tobacco products at any time
when they are involved with students or when supervising student activities
whether on or off school property.

LEGAL REF: MCL 750.473
Policy Manual
5350 Drug-Free Workplace 5350
The Lenawee Intermediate School District Board of Education is
concerned about the health and productivity of its employees, and the education
and welfare of its students. Criminal drug abuse in the workplace cannot be
tolerated. Accordingly, the Board of Education hereby establishes a policy to
maintain a drug-free workplace. The Superintendent is directed to make a good
faith effort to maintain a drug-free workplace in the Lenawee Intermediate School
District's buildings, programs, and activities. Other Board of Education policies
support the voluntary referral of employees to community agencies for assistance

with substance abuse and mental health problems (see policy 5355 - Employee
Assistance Program). Illegal student activities are governed under the Board of
Education Policy on Student Conduct (policy 8100).
The unlawful possession, use (including being under the influence of),
distribution, dispensation, and/or manufacture of controlled substances, as
defined by state and federal law, by District employees on District grounds, in
District buildings and/or in connection with any sponsored activity, is prohibited.
As a condition of employment, the employee will:
1. Abide by the terms of this policy; and,
2. Notify the Superintendent of his/her conviction for violating a criminal drug
statute occurring in the workplace within five days after such conviction.
Within thirty days of receiving notice of a criminal drug statute conviction
of an employee for a violation occurring in the workplace, the Superintendent
shall:
1. Take appropriate disciplinary action against said employee, up to and
including termination of employment; and/or,
2. The employee may be required to satisfactorily participate in a drug
assistance or rehabilitation program approved by the Board.
Policy Manual
5350 Drug-Free Workplace 5350-2
The Superintendent shall notify the appropriate federal grant-making
District within ten days after receiving notice of a workplace related drug
conviction of an employee in a federally funded position. District employees who
request assistance for drug counseling and/or rehabilitation shall direct their
request to the Superintendent or Director of Staff Resources.
The Superintendent shall develop a drug-free awareness program for
District employees. Annually, the Board of Education may allocate funds to
support the drug-free awareness program. The District's drug-free awareness

programs shall include the following information:
1. The dangers of drug abuse in the workplace;
2. The District's policy of maintaining a drug-free workplace;
3. Available drug counseling, rehabilitation and employee assistance
programs; and,
4. The penalties that may be imposed upon employees for drug abuse
violations.
In developing the drug-free awareness program, the Superintendent may
utilize the services and assistance of the District's insurance carrier, local or
county health departments, local or regional medical health center or other
substance abuse agencies.
This policy shall be published in the District's faculty and staff handbooks.
Approved: Adopted February 2, 2004, Revisions adopted January 8, 2007
LEGAL REF: 49 CFR 382.601 (Anti-Substance Abuse Act); "Controlled

substances" as defined in Schedules I through V of Section 202 of the Controlled
Substances Act (21 USC Sec. 812)
Policy Manual
5350-R Drug-Free Workplace 5350-R
Draft Certification Drug Free Workplace
A. The Lenawee Intermediate School District ("Grantee") hereby certifies
that it will provide a drug-free workplace by:
(a) Publishing a statement notifying employees that the unlawful
manufacture, distribution, dispensing, possession or use of a
controlled substance is prohibited in the Grantee's workplace and
specifying the actions that will be taken against employees for
violation of such prohibition;

(b) Establishing a drug-free awareness program to inform employees
about:
1. The dangers of drug abuse in the workplace;
2. The Grantee's policy of maintaining a drug-free workplace;
3. Any available drug counseling, rehabilitation and employee
assistance programs; and
4. The penalties that may be imposed upon employees for drug
abuse violations occurring in the workplace.
(c) Making it a requirement that each employee to be engaged in the
performance of the grant be given a copy of the statement
required by paragraph (a);
(d) Notifying the employee in the statement required by paragraph (a)
that, as a condition of employment under the grant, the employee
will:
1. Abide by the terms of the statement; and
2. Notify the employer of any criminal drug statute conviction
for a violation occurring in the workplace no later than five
(5) days after such conviction.
Policy Manual
5350-R Drug-Free Workplace 5350-R-2
(e) Notifying the District within ten days after receiving notice under
subparagraph (d) (2) from an employee or otherwise receiving
actual notice of such conviction;
(f) Taking one of the following actions within thirty (30) days of
receiving notice under subparagraph (d) (2), with respect to any
employee who is so convicted:
1. Taking appropriate personnel action against such an
employee, up to and including termination; or
2. Requiring such employee to participate satisfactorily in a
drug abuse assistance or rehabilitation program approved
for such purposes by a Federal, State or local health, law
enforcement or other appropriate District.
(g) Making a good faith effort to continue to maintain a drug-free
workplace through implementation of paragraphs (a), (b), (c), (d),
(e) and (f).
B. The performance of work done in connection with the specific federal
grants of which the Lenawee Intermediate School District is currently a
grantee will be performed within any LISD program site.
Policy Manual
5355 Employee Assistance Program 5355
The Lenawee Intermediate School District recognizes that an employee's
personal problems can affect his/her job. Alcoholism, drug abuse, physical or
mental illness; financial, marital, or family distress; legal problems, etc., can all
contribute to an employee's declining work performance.
The Board believes that each employee should be offered the opportunity
to seek appropriate assistance in solving personal problems. Through the
Employee Assistance Program (E.A.P.), a confidential referral system designed
to assist employers and employees, any LISD staff member can seek diagnosis
or treatment before substandard work performance jeopardizes his/her job.
E.A.P. services are designed to help working people and their families with their
personal problems through referral to other community treatment agencies.
The E.A.P. referral service is available as part of the Lenawee ISD
personnel program. E.A.P. services are also available to the spouse and family
of any Lenawee ISD employee on a self-referral basis.
This policy should not be interpreted as a waiver of the Board's and the
administration's right to take disciplinary action against an employee. It does not
limit the employee's right to the grievance procedure described in Board Policy
5210 "Staff Complaints,‖ or the master contract.
Information about E.A.P. services can be obtained through the LISD Staff
Resources, 4107 N. Adrian Highway, Adrian, Michigan, (517) 265-1608.
Policy Manual
5357 Family and Medical Leave 5357
The Board shall comply with the 1993 Family and Medical Leave Act.
Employees with at least 1,250 hours of work and 12 months are entitled to
unpaid leave of up to 12 weeks in any one year period for the birth/adoption of a
child or for serious personal or family health reasons.
Leaves may be continuous or intermittent with the agreement of the
employee and the Superintendent. Benefits shall continue during the leave upon
payment of appropriate contributions.
Upon conclusion of the leave, the employee shall be returned to the same
position or an equivalent position. If the employee does not return as scheduled,
termination from the position may result.
The Superintendent reserves all rights to require proper documentation of
all leaves under the Act and this policy.

LEGAL REF: MCL 380.1230; 380.1539(b)
Policy Manual
5358 Employees Performing Safety-Sensitive Functions and 5358
The Superintendent shall be responsible for implementing an alcohol and
drug-testing program for school employees performing safety-sensitive functions.
The Board may enter into partnership agreements with other Agencies to comply
with federal law.
The purposes of the testing program are 1) to preserve the safety and
wellbeing of students; 2) to help prevent accidents and injuries resulting from the
misuse of alcohol and controlled substances by employees performing safety-
sensitive functions; and 3) to comply with federal law.
Employees performing safety-sensitive functions are prohibited from any
alcohol use, which could affect on-the-job performance. Such use includes: use
of alcohol on the job; alcohol use during the four hours before driving; having
prohibited concentrations of alcohol in his/her system; and alcohol use during
eight hours following an accident.
Employees shall not report for duty or remain on duty which requires the
performance of safety-sensitive functions when the employee uses any
controlled substances except when such use is pursuant to the instructions of a
physician who has advised the employee that the controlled substance does not
adversely affect his/her ability to safely operate a motor vehicle.
Such alcohol and drug testing shall be performed on employees
performing safety-sensitive functions for: pre-employment (drugs only), pre-duty,
reasonable suspicion, random, post-accident, return-to-duty, and follow-up
alcohol and drug testing pursuant to procedures set out in the federal regulations.
An employee covered by the federal regulations may not refuse to take a
required test. See also the District’s Policy on a Drug-free Workplace.

LEGAL REF: 49 CFR §40.1 (Omnibus Transportation Employee Testing Act)
Policy Manual
5358-R Employees Performing Safety-Sensitive Functions and 5358-R
Contracts to Implement Policy
The Superintendent shall submit, for Board of Education approval,
contracts with the following entities/individuals for the services outlined herein:
Certified laboratory to provide:
a) Testing of all first and second test urine samples.
b) Clear and consistent communication with the District's designated
Medical Review Officer (MRO), who shall be employed by an
independent contractor, regarding all appropriate matters.
c) Methodology and procedures for conducting random tests for alcohol
and controlled substances.
d) Preparation and submission of all required reports to the District, the
MRO, and to federal and state agencies.
Agencies/persons to:
a) Conduct the alcohol breathalyzer tests.
b) Supervise urine specimen collection.
c) Perform Medical Review Officer (MRO) duties.
d) Conduct training for covered employees and supervisors.
Each aforementioned contract is incorporated into this policy by reference,
and will be reviewed on a periodic basis
Standards of Conduct
All employees, including those who perform safety-sensitive functions, are
expected to comply with the Board of Education Policy on A Drug-Free
Workplace and standards for keeping a drug free school contained in the Policy
on Student Conduct, which, in part, strictly prohibit the possession, use,
distribution or being under the influence of illicit drugs and alcohol by all
employees on school premises or as part of any school business, activity or
function.
Policy Manual
5358-R Employees Performing Safety-Sensitive Functions and 5358-R-2
In addition, a covered employee shall not report to duty or remain on duty
requiring the performance of a safety-sensitive function:
1. While having an alcohol concentration of 0.02 or greater as indicated by
alcohol breath test;
2. Within four hours after using alcohol;
3. While possessing alcohol or any controlled substances;
4. While using or under the influence (in any degree) of alcohol or any
controlled substances;
5. While using an over-the-counter medication which impairs her or his ability
to safely perform her or his duties or while using a controlled substance
pursuant to a prescription from a licensed medical practitioner unless the
licensed medical practitioner has advised the employee in writing that the
substance does not adversely affect the individual's ability to safely perform
her or his duties;
6. If the employee tests positive for controlled substances; or
7. If the employee refuses to submit to, comply with, or obstructs required
alcohol or controlled substances testing.
Compliance with the standards of conduct as well as with the alcohol and
controlled substances testing procedures in this policy is mandatory and shall not
be construed to be voluntary. Disciplinary sanctions, up to and including
termination of employment, shall be imposed on a covered employee who
violates these standards of conduct or who fails to submit to and/or comply with
the alcohol and controlled substances testing procedures. Disciplinary sanctions
against employees shall be in accordance with the prescribed procedural and
substantive requirements of applicable statute(s), District policies, administrative
procedures, collective bargaining agreements, and/or individual contracts.
Policy Manual
Failure to comply with testing procedures includes, but is not limited to:
1. Refusing to take a test;
2. Refusing or failing (without valid medical explanation) to provide a
specimen;
3. Refusing to sign a test consent form;
4. Refusing to refrain from ingesting alcohol or controlled substances after an
accident or when requested to be tested on a reasonable suspicion basis;
5. Engaging in evasive testing actions intended to obstruct or compromise
the validity of the test results, including but not limited to switching or
adulterating test samples; and/or
6. Refusing to remain readily available for post-accident testing.
Authorized Use of Prescription and Over-the-Counter Medication
Covered employees using prescription or over-the-counter medication are
responsible for being aware of any potential effects such medications may have
on their ability to safely perform their duties. A covered employee shall not report
for duty or remain on duty requiring the performance of a safety-sensitive
function while using a prescription or over-the-counter medication which impairs
the individual's ability to safely perform her/his duties or when the employee uses
a controlled substance pursuant to a prescription from a licensed medical
practitioner unless the licensed medical practitioner has advised the employee
that the substance does not adversely affect the individual's ability to perform
her/his duties. Upon request of the program supervisor, the covered employee
shall provide a written opinion as to whether the medication will adversely affect
the individual's ability to safely perform her/his duties. This written opinion must
be from a licensed medical practitioner who is familiar with the employee's
medical history and assigned duties.
Policy Manual
The Lenawee Intermediate School District reserves its right to obtain an
independent medical opinion to determine if the medication produces hazardous
effects to impede the employee's ability to safely perform his/her duties.
If such a determination is made, the employee's duties may be temporarily
subject to restriction or reassignment, as appropriate, during the period of
medication. The Lenawee Intermediate School District or the contractor, as
appropriate, if required, shall pay the cost of such independent medical opinion
or examination.
A covered employee who uses a controlled substance (except
methadone) pursuant to a prescription from a licensed medical practitioner must
provide appropriate verification to the Medical Review Officer upon determination
of the employee's positive test for controlled substances. This verification shall be
provided to the Medical Review Officer in a confidential manner.
Consequences for Violating Standards of Conduct
Following a determination that a covered employee has violated one or
more of the standards of conduct relative to alcohol and controlled substances,
the covered employee shall be:
1. Immediately removed from any duty, without pay, which involves the
performance of safety-sensitive function;
2. Subject to further disciplinary action, up to and including discharge, in
accordance with the prescribed procedural and substantive requirements
of applicable statute(s), District policies, administrative procedures,
collective bargaining agreements, and/or individual contracts.;
Policy Manual
3. Advised of available resources (including the Employee Assistance
Program) for evaluating and resolving problems associated with the
misuse of alcohol and use of controlled substances;
a) This shall include the names, addresses, and telephone numbers of
substance abuse professionals and counseling and treatment
programs;
b) This shall include referral to a substance abuse professional for
evaluation;
c) Provision of this information to the employee does not obligate the
District to pay for any evaluation, counseling, treatment, or other
professional services which the employee might obtain.
4. Returned to duty involving the performance of a safety-sensitive function
only if the employee's conduct does not result in discharge and if the
employee submits a negative test result in compliance with the Omnibus
Transportation Employee Testing Act of 1991 and its promulgated
regulations;
5. Required to undergo return-to-duty testing as well as unannounced
follow-up tests after the employee's return to duty as determined by the
substance abuse professional and in compliance with the Omnibus
regulations. Subsequent positive tests will result in further disciplinary
action, including the employee's discharge.
Voluntary Requests for Alcohol or Substance Abuse counseling treatment
Any covered employee who voluntarily requests alcohol or substance
abuse counseling or treatment through the Lenawee Intermediate School District
before being requested to be tested shall be referred to a substance abuse
Policy Manual
professional to determine what assistance, if any, the employee needs in
resolving problems associated with alcohol misuse and/or controlled substances
use. The covered employee will not be disciplined as a result or consequence of
self referral but must:
1. Immediately be removed from all duties involving the performance of a
safety-sensitive function until a licensed medical practitioner who is
familiar with the employee's medical history and assigned duties provides
a written opinion that the employee's condition does not adversely affect
the individual's ability to safely perform her/his duties. The Board of
Education reserves the right to obtain an independent medical opinion to
determine if the employee can safely perform assigned duties;
2. Immediately cease alcohol misuse and/or controlled substances use;
3. Consent to unannounced testing in compliance with the Omnibus
regulations;
4 Comply with all other conditions of the alcohol or substance abuse
counseling or treatment program.
Referral, Evaluation and Treatment
Through the District's Employee Assistance Program (see policy 5355),
covered employees will be provided with an opportunity for evaluation and
treatment. The availability of such services (substance abuse referral, evaluation
and treatment), however, does not obligate the Lenawee Intermediate School
District to provide or pay for rehabilitation, treatment, or other professional
services.
Testing for Alcohol and Controlled Substances
Covered employees will be required to submit to testing for alcohol and/or
Policy Manual
controlled substances. All alcohol and/or controlled substances testing will follow
the protocols and requirements mandated by the Omnibus Transportation
Employee Testing Act of 1991 and its promulgated regulations.
The Lenawee Intermediate School District shall provide for or arrange for
the provision of such testing services as are required in this policy. Reasonable
efforts will be made to secure testing in a timely manner; however, the District will
not guarantee that no loss of time, wages, or benefits will occur while timely
testing is sought.
1. Pre-employment/Pre-duty testing: Prior to employment or prior to the first
time an employee performs a safety-sensitive function, the employee shall
receive from a medical review officer a controlled substances test result
verified as negative. If a pre-employment controlled substances test is
positive, the applicant will not be hired. This testing is not required if it is
determined that:
a) The covered employee has participated in a testing program that
satisfies the requirements of the Omnibus Transportation Employee
Testing Act of 1991 and its promulgated regulations within the previous
30 days; and
b) While participating in that program, the covered employee was tested
within the past six months (from the date of application for
employment) or participated in random controlled substances testing
program for the previous 12 months (from the date of application for
employment); and
c) No prior employer has knowledge or records of a violation of the
Omnibus Transportation Employee Testing Act of 1991 and its
promulgated regulations or the controlled substances use rule of
Policy Manual
another Department of Transportation District within the previous six
months.
2. Post-accident testing: As soon as practicable following an accident, but no
later than 8 hours (alcohol test) or 32 hours (controlled substances test),
testing is conducted on each involved covered employee if the accident
involved loss of human life or a citation was issued to the covered
employee for a moving traffic violation arising from the accident. The
Lenawee Intermediate School District will provide all involved covered
employees with necessary post-accident information, procedures and
instructions, prior to the employee performing a safety-sensitive function.
A covered employee who is subject to post-accident testing shall remain
readily available for such testing or shall be deemed to have refused to
submit to testing. Both Drug and Alcohol test are required and test must
be administered within 2 hours or documentation required.
3. Return-to-duty testing: Any time after engaging in prohibited conduct
relative to alcohol and/or controlled substances, a covered employee shall
undergo appropriate testing, with an alcohol test result of less than 0.02 or
(as is applicable) a verified negative result for controlled substances prior
to returning to duty that requires the performance of a safety-sensitive
function. Any employee who has violated the prohibited drug standards,
after being evaluated by a substance abuse professional and prior to
returning to safety sensitive functions, must submit to a DOT Five Panel
Drug Test and the test results must be negative.
4. Follow-up testing: A covered employee identified by a substance abuse
professional as needing assistance associated with alcohol misuse and/or
use of controlled substances, and who has returned to duty involving the
Policy Manual
performance of a safety-sensitive function, is subject to unannounced
testing (consisting of at least six tests) over the first 12 months following
his/her return to duty, as directed by a substance abuse professional.
Follow-up testing may be extended for up to sixty (60) months following
the employee's return to duty.
5. Reasonable suspicion testing: A covered employee shall undergo testing
as a result of reasonable suspicion that the employee has violated the
standards of conduct relative to alcohol and/or controlled substances
based on specific, contemporaneous, articulable observations concerning
the appearance, behavior, speech or body odors of the covered employee
while, just before, or just after performing a safety-sensitive function. The
observations may include indications of the chronic and withdrawal effects
of controlled substances. The required observations for reasonable
suspicion testing shall be made by an individual trained in accordance with
the requirements of the Omnibus Transportation Employee Testing Act of
1991 and its promulgated regulations.
a) Alcohol: Reasonable suspicion alcohol testing is authorized only if
the observations are made during, just before, or just after
performing a safety sensitive function. The employee should be
transported to the collection site. The supervisor or person who
makes the reasonable suspicion determination shall not conduct
the test on the employee. If a reasonable suspicion alcohol test is
not administered within two hours following the determination, the
supervisor shall file a written report stating the reasons the alcohol
test was not administered. No alcohol test shall be performed after
eight hours of the determination.
Policy Manual
b) Controlled Substances: A written record of the observations leading
to a controlled substances reasonable suspicion test must be made
and signed-by the supervisor or person who made the
observations. The employee shall be transported to the collection
site. Test should be performed within two hours of observation. This
record must be made within 24 hours of the observed behavior or
before the results of the test are released, whichever is earlier.
6. Random testing: Each year, random testing will be used at the rate of at
least 25% (alcohol) and 50% (controlled substances) of the average
number of active covered employees subject to testing.
a) Covered employees shall be selected for testing through use of a
scientifically valid method provided by the Lenawee Intermediate
School District's testing contractor and each covered employee
shall have an equal chance of being tested each time selections
are made.
b) Random testing dates shall be unannounced and distributed
throughout the calendar year.
c) Each covered employee selected for random testing shall be
relieved of any job responsibilities as soon as possible and shall
proceed to the test site immediately.
Recordkeeping
Pursuant to the procedures articulated by the Omnibus Transportation
Employee Testing Act of 1991 and its promulgated regulations, the Lenawee
Intermediate School District or its designee will maintain all records related to the
testing program in a secure location with access restricted to members of the
District's Management Team, including:
Policy Manual
1. Records of negative controlled substances tests and alcohol tests of less
than 0.02 alcohol concentrations must be maintained for at least one (1)
year.
2. Records relating to training and the alcohol and controlled substances
collection process must be maintained for two (2) years.
3. Equipment calibration documents, employee evaluations and referrals,
documentation of refusals to take required tests, records of positive tests,
and records indicating an alcohol level of 0.02 or greater must be kept for
five years.
4. An annual summary of the results of the Lenawee Intermediate School
District's testing program will be submitted to the U.S. Department of
Transportation by the date specified in law of each year.
Training
On an annual basis, all covered employees will receive educational
materials that explain the requirements of the alcohol and controlled substances
testing rules, as well as the Board of Education's policy and procedures with
respect to meeting those requirements. Each covered employee shall be
required to sign a statement verifying receipt of the educational materials. The
Lenawee Intermediate School District shall maintain the original of the signed
statement. Those materials, minimally, will include the following information:

1. The identity of the designated person to answer employee questions
about the materials;
2. The categories of employees who are subject to the alcohol and controlled
substances testing rules;
3. Sufficient information about the safety-sensitive functions performed by
those employees to make clear what period of the work day the employee
is required to be in compliance with the rules;
Policy Manual
4. Specific information about prohibited conduct;
5. The circumstances under which a covered employee will be tested for
alcohol and/or controlled substances;
6. The procedures that will be used to test for the presence of alcohol and
controlled substances, protect the employee and the integrity of the testing
process, safeguard the validity of the test results, and ensure that those
results are attribute to the correct employee;
7. The requirement that a covered employee will submit to alcohol and
controlled substances tests administered according to this policy;
8. An explanation of what constitutes a refusal to submit to an alcohol or
controlled substances test and the attendant consequences;
9. The consequences for covered employees found to have violated the
standards of conduct, including the requirement that the employee be
removed immediately from safety sensitive functions and the procedures
for such removal;
10. The consequences for covered employees found to have an alcohol
concentration of 0.02 or greater but less than 0.04;
11. Information concerning the effects of alcohol and controlled substances
use on an individual's health, work, and personal life; signs and symptoms
of an alcohol or a controlled substances problem; and available methods
of intervening when an alcohol or a controlled substances problem is
suspected, including confrontation, referral to any employee assistance
program and/or referral to supervisory personnel;
12. Information concerning additional Board of Education policies regarding
the use or possession of alcohol or controlled substances, including any
consequences for a covered employee found to have a specified alcohol
or controlled substances level.
Policy Manual
In addition to training for covered employees, the Lenawee Intermediate
School District will ensure that education and training programs for supervisors
will minimally include:
1. At least sixty (60) minutes of training on alcohol misuse;
2. At least an additional sixty (60) minutes for training on controlled
substances;
3. The physical, behavioral, speech, and performance indicators of probable
alcohol misuse and use of controlled substances.
Confidentiality (Cf. 5180)
Except as expressly authorized by law or federal regulation, neither the
Lenawee Intermediate School District nor any person/entity contracting with it for
alcohol and/or controlled substances testing, shall not release information
regarding an employee's test results without the employee's written consent. The
Medical Review Officer will communicate all information to the designated
officials of the Lenawee Intermediate School District as required by the Omnibus
Transportation Employee Testing Act of 1991 and its promulgated regulations.
As part of the hiring process, the District shall obtain written consent from
all applicants seeking employment involving safety-sensitive functions, for the
disclosure of: alcohol tests resulting in concentrations of 0.04 or greater; positive
controlled substances tests; and refusals to be tested from the applicant's
previous employer(s) within the preceding two (2) years. The District shall
maintain a written confidential record of previous employers so contacted.

Definitions
For purposes of this policy and any administrative regulations associated
with this policy, the following definitions shall apply:
Alcohol: means the intoxicating agent in beverage alcohol, ethyl alcohol or other
low molecular weight alcohols including methyl and isopropyl alcohol.
Policy Manual
Alcohol Use: means the consumption or ingestion of any beverage, mixture or
preparation (including medication) containing alcohol.
Controlled Substance: means any illegal drug and any drug that is being used
illegally (e.g., a prescription drug that was not legally obtained or not used for its
intended purposes or in its prescribed quantity).
Covered Employee: means any employee (including a substitute) of the District
or of the entity with whom the District contracts for transportation services who
operates or maintains a commercial motor vehicle in interstate or intrastate
commerce and is subject to the commercial driver's license requirements. For
purposes of this policy, all references to "employee" include individuals who are
employed by the Board of Education, as well as individuals who are employed by
an entity which is an agent or contractor of the District.
Illegal Drug: means any drug or substance, the possession or use of which is
unlawful pursuant to federal, state and local statute, regulation and/or ordinance.
Omnibus Transportation Employee Testing Act of 1991: means the Omnibus
Transportation Employee Testing Act of 1991, as signed into law on October 28,
1991, and its promulgated regulations, and as may be amended from time to
time or may be superseded or replaced by legislation having a substantially
comparable purpose.
Safely-Sensitive Function: means all tasks associated with the operation or
maintenance of school vehicles. An individual is "performing a safety-sensitive
function" when doing these tasks, when ready to perform them; or, when
immediately available to perform them. Safety-sensitive functions include all
on-duty functions performed from the time a covered employee begins work or is
required to be ready to work until he/she is relieved from work and all
responsibility for performing work. It includes driving; waiting to be dispatched;
Policy Manual
inspecting and servicing equipment; supervising, performing or assisting in
loading and unloading; repairing or obtaining and waiting for help with a disabled
vehicle; performing driver requirements relating to accidents; and performing any
other work for the Lenawee Intermediate School District or paid work for any
other entity.
While on Duty: means the time from which the covered employee begins to work
or is required to be in readiness for work until the time the covered employee is
relieved from work and all responsibility for performing work.
Implementation and Compliance
Implementation of this policy will be effective January 1, 1996. Compliance
with this policy is mandatory.
Policy Manual
LENAWEE INTERMEDIATE SCHOOL DISTRICT

ACKNOWLEDGMENT AND CONSENT TO TEST ALCOHOL AND
CONTROLLED SUBSTANCES TESTING POLICY AND PROCEDURES FOR
SAFETY-SENSITIVE EMPLOYEES
EMPLOYEE NAME: ________________________________________________

The Lenawee Intermediate School District of Adrian, Michigan, is
committed to the safety of pupils, employees, and to the public, and it adheres to
the requirements of the Drug-Free and Communities Act, the Drug-Free
Workplace Act, and the Omnibus Transportation Employee Testing Act. Please
carefully read and check-off the following statements, as applicable: I
acknowledge that I have received a copy of the Lenawee Intermediate School
District Board of Education Policies listed below: Drug-Free Workplace;
Employee Assistance Program; and, Alcohol and Controlled Substances Testing
Policy for Safety-Sensitive Employees. I acknowledge that I have participated in
training required by the Lenawee Intermediate School District's Alcohol and
Controlled Substances Testing Policy for Safety-Sensitive Employees, and have
received educational materials which explain the requirements of the testing
program, as well as the District's policy and procedures. I consent to testing for
alcohol and controlled substances pursuant to the Lenawee Intermediate School
District's Alcohol and Controlled Substances Testing Policy for Safety-Sensitive
Employees and understand that such consent is a condition of my employment. I
understand that my violation of any of the above referenced policies may result in
disciplinary action, up to and including discharge, as may be consistent with
applicable employment agreements and practices. I understand that my
continued employment may be contingent upon the results of my alcohol and
controlled substances tests pursuant to the District's Alcohol and Controlled
Substances Testing Policy for Safety-Sensitive Employees.
Employee Signature: ______________________________ Date: __________
Witness Signature: ________________________________ Date: __________
Policy Manual
5370 Communicable Diseases - Students and Staff (Cf. 5370) 5370
A student or staff member with or carrying a communicable and/or chronic
infectious disease has all rights, privileges, and services provided by law and the
district’s policies.1
An individual communicable disease that is considered to be a serious
concern to the school community and/or to the afflicted individual will be
reviewed on a case-by-case basis. The student’s/staff member’s 1) current
status of communicable disease, 2) current health condition, 3) ability to
communicate, 4) ability to perform self care routines, 5) ability to follow
directions/instructions, 6) manage own behavior, and 7) typical educational/work
setting will all be considered as part of the case-by-case review. Some case-by-
case reviews may require consultation with the Lenawee County Health
Department medical staff and/or a formal review panel called a Communicable
Disease Review Panel (CDRP).
A CDRP would not routinely be convened for a student or staff infected
with HIV, HBV or other Bloodborne pathogens unless it is determined by the
Superintendent that additional consultation and/or guidance is needed from the
Lenawee County Health Department and/or the students/staff’s physician.
―Universal Precautions‖ is a method of practicing infection control that
treats all human blood and other potentially infectious materials as capable of
transmitting HIV, HBV and other Bloodborne pathogens. All LISD staff must
utilize work practices using Universal Precautions to control the likelihood of
exposure to Bloodborne pathogens.
1
A student with a contagious disease is probably a “handicapped individual” under Section 504 of the
Rehabilitation Act (29 U.S.C. § 794(a). See Thomas v Atascadero Unified School district, 662 F. Supp.376
(C.D. Cal 1986) (a child with Aids was a “handicapped person” under Section 504.
Students with contagious diseases may also qualify for special education under the Individuals with
Disabilities Education Act (20. U.S.C. § 1400 et seq.)
Decisions to place a student in a class outside regular classes due to infectious disease must be based on
medical evaluations indicating a need to protect the health and safety of others. Community High School
district 155 v Denz, 463 N.E.2nd 998 (2nd Dist. 1984).
Cases involving contagious diseases are highly fact-specific. Generally, the appropriate treatment of a
student depends on the severity of the disease and the risk of infecting others, but in all cases, legal counsel
should be consulted.
Policy Manual
5370 Communicable Diseases - Students and Staff (Cf. 5370) 5370 - 2
In order to minimize the spread of contagious diseases among students
and staff, the district will cooperate with the Lenawee County Health Department
to enforce adherence to the Michigan Public Health Code for the prevention,
control, and containment of communicable diseases.
A decision to close schools due to communicable disease outbreaks shall
be made by the Superintendent after consultation with the Lenawee County
Health Department medical staff.
LEGAL REF: MCL 333.5111; 333.5131; Family Educational Rights and Privacy
Act of 1974, MDE Bulletin, September 23, 1999
Policy Manual
5370-R Communicable Diseases - Students and Staff 5370-R
A student or staff member with a communicable and/or chronic infectious

disease has all rights, privileges, and services provided by law and the district’s
policies.1
All persons involved in these regulations are required to treat all
proceedings, information, deliberations, and documents in compliance with the
provisions of the Family Education Rights and Privacy Act (FERPA), the
Freedom of Information Act, and the Employees Right to Know Act.
Information regarding an afflicted individual and individual communicable
disease that is considered to be a serious concern to the school community will
be reviewed on a case-by-case basis.
A. All reportable communicable diseases will be referred to the Lenawee
County Health Department in accordance with Michigan statutory and
administrative guidelines.
B. The decision to close schools due to communicable disease outbreaks is at

the discretion of the Superintendent. Consultation for the Superintendent on
such decisions is available from the Lenawee County Health Department.
C. Mandatory screening for communicable diseases as a condition of attending

school or as a condition for employment shall not be required.
D. An LISD Program Supervisor will not permit a student to enter school who is
out of compliance with the required immunization schedule, unless waived
for a student that is homeless or the family completes the State approved
waiver process. School personnel shall cooperate and assist in completing
and coordinating all immunization dates, waivers, and exclusions, including
the necessary Immunization Assessment forms, to provide for preventable
communicable disease control. 12
1
A student with a contagious disease is probably a ―handicapped individual‖ under Section 504 of the Rehabilitation Act (29
U.S.C. § 794(a). See Thomas v Atascadero Unified School district, 662 F. Supp.376 (C.D. Cal 1986) (a child with Aids was a
―handicapped person‖ under Section 504. Students with contagious diseases may also qualify for special education under
the Individuals with Disabilities Education Act (20. U.S.C. § 1400 et seq.) Decisions to place a student in a class outside
regular classes due to infectious disease must be based on medical evaluations indicating a need to protect the health and
nd nd
safety of others. Community High School district 155 v Denz, 463 N.E.2 998 (2 Dist. 1984). Cases involving contagious
diseases are highly fact-specific. Generally, the appropriate treatment of a student depends on the severity of the disease
and the risk of infecting others, but in all cases, legal counsel should be consulted.
12
See Board Policy 8480 and LEGAL REF: MCL 333.9208, 333.9209, 333.9215, et seq.; 380.1177
Policy Manual
5370-R Communicable Diseases - Students and Staff 5370-R-2
Examples of Some Current Communicable Diseases:
The identification of communicable diseases is updated on an ongoing basis

by the medical community. It should be expected that any list of
communicable diseases will need periodic updating and editing in order to
align with current medical information and/or intervention. A sample list of
current communicable diseases that are serious in nature includes, but is
not limited to:
1. HBV (Hepatitis)
2. Vancomyacin-resistant Enterococci.
3. Escherichia Coli (E. Coli)
4. Methicillin Resistant Staphloccocus Aerus (MRSA)
5. HIV
6. Tuberculosis infection (both latent and active)
7. Bacterial meningitis
8. Other diseases that may be included by the Health Department that

may present potentially serious health problems for those who are
exposed to the disease and/or the disease carrier.
E. When to Use the District’s Communicable Disease Review Panel (CDRP)

Communicable diseases considered a serious concern to the community
and/or the afflicted individual need to be reviewed on a case-by-case basis.
The student’s or staff member’s 1) current status of communicable disease,
2) current health condition, 3) ability to communicate, 4) ability to perform
self care routines, 5) ability to follow directions/instructions, 6) ability to
manage own behavior, and 7) typical education or work setting will all be
considered as part of the case-by-case review.
By the request of the Superintendent some of these case-by-case reviews

may require specific consultation with the Lenawee County Health
Policy Manual
Department medical staff and/or the use of the district’s formal

Communicable Disease Review Panel (CDRP) review panel.
The district’s CDRP may not routinely be convened for a student or staff
infected with HIV, HBV or other Bloodborne pathogens unless it is
determined by the Superintendent that additional consultation and/or
guidance is needed from the Lenawee County Health Department and/or
the students/staff’s physician.
F. The Superintendent will inform the Board when a CDRP is formed to review
the unique situation involving a person with a communicable disease in the
district. The Board shall be notified initially that the CDRP is meeting and of
the recommendation of the CDRP when a recommendation is made
concerning the person with a communicable disease.
The Purpose and Membership of the District’s CDRP
A. Purpose: The CDRP shall serve as a resource to the Superintendent for

specific communicable disease instruction, protocol, procedures, and to
make recommendations concerning:
1. A specific serious communicable disease case
2. Epidemic control regarding any communicable disease occurrence
B. CDRP Membership
The CDRP shall have a membership that will be limited to the following
representatives:
1. The Superintendent’s designee who will serve as the CDRP chairperson
2. A physician who is treating the individual and/or a physician with

expertise in the related disease.
3. A physician from the Lenawee County Health Department
Policy Manual
4. The parent/guardian (if this involves an individual student case) or the

staff person affected (or his/her representative) or the affected student
who is 18 years of age or older (or his/her representative). It would be
permissible for both parents/guardians to attend or for a person to
bring a representative as long as it is with the understanding that they
only have one vote.
5. The school nurse (if such a staff person is available.)
Operational Guidelines for the District’s CDRP
A. The Superintendent within three (3) business days upon his/her notification
of the existence or suspicion of an affected student or staff communicable
disease status shall consult with the LISD school nurse and/or a physician
from the Lenawee County Health Department and then determine if the
district’s CDRP is needed.
If it is determined to use the district’s CDRP, then within two (2) business
days of that decision the Superintendent informs in writing the affected staff
person, parent/guardian of an affected student or an affected student who is
18 years of age or older,1) of that decision and 2) if the affected person may
or may not attend work/school or any school sponsored activity until the
CDRP’s recommendation and Superintendent’s consideration of the
CDRP’s recommendation have been received and determined. A possible
alternative delivery of school programs/services shall be made available to
the affected student during this process.
The Superintendent shall request an Interagency Release of Information be

completed by the affected staff person, the parent/guardian of the affected
student or an affected student who is 18 years of age or older. A copy of
this board policy shall be provided to the affected person or his/her
representative.
B. With the completed Interagency Release of Information, the CDRP shall

have access to any relevant material or testimony concerning the affected
Policy Manual
individual as it relates to the communicability of the disease. The
student’s/staff member’s 1) current status of communicable disease, 2)
current health condition, 3) ability to communicate, 4) ability to perform self
care routines, 5) ability to follow directions/instructions, 6) manage own
behavior, and 7) typical education or work setting will all be considered as
part of the case-by-case review. The CDRP shall consider existing federal,
state, and local guidelines and have the authority to consult any experts, as
they deem necessary.
C. The CDRP shall make a written recommendation to the Superintendent as

to whether the affected person should continue to be or be involved in the
public school setting or service.
D. The CDRP’s recommendation for an individual student will include

information about the student’s behavior, skills, neurological development,
and the physical condition of the child, educational setting, and the risks and
benefits to both the affected student and others in the educational setting.
The CDRP’s recommendation for an affected staff will consider:
1. The physical/psychological status of the school staff;
2. The expected type of interaction with others in the school setting; and
3. The impact on both the affected school staff and others in that setting.
E. When the CDRP recommendation is to allow the person to continue or to

begin in the public school setting or service, the CDRP shall make a
detailed written recommendation to the Superintendent regarding
precautions that should be considered within the school environment.
F. If the recommendation is to exclude the person from the public school

setting or service, the CDRP shall make a written statement as to the
conditions under which they would reconsider their recommendation of
denial.
G. The CDRP shall make a recommendation regarding when to review the

case and the timeline for such a review.
Policy Manual
CDRP Case Review Process
A. The Superintendent shall obtain a ―release of information‖ from the

parent/guardian, affected staff person, or student who is 18 years of age or
older so that the CDRP may review the needed information.
B. The Superintendent shall obtain the name of the physician treating the
affected person and shall request that the physician be a part of the CDRP.
The affected staff, student, or parent/guardian may choose to make this
request of the physician to attend the CDRP.
C. The Superintendent shall call, within five (5) business days, a meeting of the
CDRP, at which time the case shall be reviewed. The affected staff person,
parent/guardian of an affected student, or an affected student 18 years of
age or older will have an opportunity to present written reports and verbal
testimony to the CDRP.
D. When the CDRP’s recommendation is unanimous, the CDRP chairperson

shall, within three (3) business days of the recommendation, inform in
writing of that recommendation to the Superintendent, and the affected staff
person, parents/guardian of an affected student, or an affected student who
is 18 years of age or older.
E. When the CDRP’s recommendation is not unanimous, the CDRP

chairperson shall within two (2) business days of the conclusion of the
CDRP meeting, provide the Superintendent with a written summary of each
CDRP member’s position. The Superintendent shall after receipt of the
CDRP’s summaries within three (3) business days 1) make his/her final
determination and 2) send a written copy of the Superintendent’s decision to
the affected staff person, parent/guardian of an affected student, or the
affected student who is 18 years of age or older; the LISD Board and the
CDRP members.
F. If the affected person/student’s parent or guardian does not accept the

decision of the CDRP and/or Superintendent, such persons may file, within
Policy Manual
five (5) business days, a written request to the LISD Board asking it to hear
their appeal. The LISD Board shall establish a date for such a hearing
within three (3) business days upon receipt of said appeal and the LISD
Board level hearing shall be held no later than 25 business days upon
receipt of said appeal.
Upon the conclusion of the hearing, the LISD Board shall render its decision
within five (5) business days and send copies of their decision to the
affected staff member, the parents/guardian of the affected student or to an
affected student 18 years of age or older.
G. If the recommendation of the CDRP is not unanimous and if a majority of

the members of the CDRP does not agree with the decision of the
Superintendent, they may appeal the Superintendent’s decision on their
own behalf to the LISD Board. All timelines for such an appeal will be the
same as outlined in the appeal process in paragraph F above.
H. If the student is a special education student, a copy of the CDRP’s

recommendation shall be sent to the LISD Director of Special Education.
The LISD Director of Special Education shall then convene an Individualized
Education Program Team (IEPT) within five (5) business days of the receipt
of the CDRP report. The IEPT shall consider the recommendation of the
CDRP in determining the program and services. If the parent or guardian
requests a hearing because of the IEPT recommendation, a placement of
the student in the interim will consider the recommendation of the CDRP.
I. All persons involved in these procedures will be required to treat all

proceedings, deliberations, and documents in compliance with the
provisions of the Family Education Rights and Privacy Act (FERPA), the
Freedom of Information Act, and the Employees Right to Know Act.
J. Any LISD employee found to have violated the confidentiality of any
proceedings connected with policy 5370, or the 5370R regulations, will be
subject to disciplinary action up to and including discharge.
Policy Manual
Communicable Diseases Checklist
All persons involved in these procedures will be required to treat all proceedings,
deliberation, and documents in compliance with the provisions of the Family
Education Rights and Privacy Act (FERPA), the Freedom of Information Act, and
the Employees Right to Know Act.
Confirm suspicion of a communicable disease serious in nature:
HBV (Hepatitis)
AVancomyacin-resistant Enterococci
Escherichia Coli (E. Coli)
Methicillin Resistant Staphloccocus Aerus (MRSA)
HIV
Tuberculosis infection (both latent and active)
Bacterial meningitis
Other like diseases that may be included by the Health Department that may
present potentially serious health problems for those who are exposed to the
disease and/or the disease carrier.
Special Education Student? General Education Student? Staff Person?
Inform Superintendent immediately.
If applicable, Superintendent contacts the Lenawee County Health Department
(Susan Dice, Health Educator - 264-5209), and consults with the county health
department physician (Mike Kight, Health Officer - 264-5205) within 24 hours.
If applicable, Superintendent, at their discretion makes the decision to close schools
due to communicable disease outbreaks.
Superintendent informs in writing affected staff person/student that they may or may
not attend work/school or any school sponsored activity until the Communicable
Disease Review Panel’s (C.D.R.P) or Superintendent’s written recommendations are
received.
Enclosure: Interagency Release of Information form and copy of Policy 8510.
Possible alternative delivery of school programs shall be made to available to the
affected student.
Superintendent informs LISD Board of Education when a Communicable Disease
Review Panel (C.D.R.P.) is formed. Membership is limited to:
The Superintendent’s designee who will serve as chairperson
Physician with expertise in the related disease or physician treating the individual
Physician from the Lenawee County Health Department
School Nurse (if such a staff person is available)
Staff person affected (or his/her representative), or
Parent/guardian (if individual student case), or
Affected student at 18 years of age or older (or his/her representative)
It would be permissible for both parents/guardians to attend or for a person to bring a
representative as long as it is with the understanding that they only have one vote.
Policy Manual
Superintendent shall obtain the name of the physician treating the affected person
and shall request the physician be part of the C.D.R.P.
The parent/guardian or affected person shall provide the district with a signed
Release of Information Form so that the C.D.R.P. may review the needed
information.
The Superintendent shall call a meeting within five business days to review the case.
If C.D.R.P. recommendation is unanimous:
Within three business days inform in writing that decision to the affected staff person,
or parent/guardian of an affected student, or an affected student 18 years or older.
Continue school/work with precautions
Exclude from school with conditions needed to reconsider
Recommendations as to the need to review the case on a periodic
basis and the timelines for such review.
If the C.D.R.P. recommedation is not unanimous:

Superintendent receives summary of each member’s position within three
days.
Superintendent makes the final determination within three business days of
receipt C.D.R.P summaries.
The Superintendent’s decision will be sent to:
Affected person, or parent/guardian of affected student, or an affected

student 18 years of age or older
Board
C.D.R.P.
If Special Education Student
Copy of the C.D.R.P.’s decision sent to the LISD Director of Special Education.
IEPT (Individualized Education Program Team) convened by LISD Assistant
Superintendent of Instruction within five business days of receipt of report.
IEPT Team shall consider the recommendation of the C.D.R.P. in determining
programs/services
If parent/guardian of student requests a hearing, a placement of the student in the
interim will be based on the recommendation of the C.D.R.P.
Policy Manual
Interagency Release of Information
To: _____________________________ Re: _____________________________

(Agency to release information) (Client’s name)
______________________________ ______________________________
(Agency’s address) (SS# or birth date)
_______________________________ ______________________________
(Client’s address
______________________________
I, _______________________, authorize release of the following specific information:

________________________________________________________________________
______________________________________________________________to:
_________________________________________(agency to receive information) located
at:____________________________________________________________
and ________________________________of that agency for the specific purpose of:
________________________________________________________________________
________________________________________________________________
This release will be valid only until __________________________ (date up to a year
hence) or until its purpose has been met, whichever occurs first. I understand that only
the requested information will be made available, and it will be used only for the purpose
stated and will be treated confidentiality.
This consent is subject to revocation at any time except to the extent that action
authorized by it has been already taken.
_______________________________ _________________________________
(Date signed) (Client’s Signature)
_________________________________
Parents or Legal Guardian’s signature
(Check one if applicable)
Note: Persons or agencies receiving information released by this form may not further
release it without the informed written consent of the client.
_________________________ ________________________________
(Date) (Request Worker’s signature)
Policy Manual
Sample Letter
(Date)
(Name & address)
Dear name),
(Introductory paragraph. Include status of attending work/school or possible

alternative delivery of school programs available.)
This letter is to inform you that based on information the Lenawee Intermediate
School District (LISD) received with regards to your health condition, and
accordance with LISD board policy 5370—Communicable Diseases—Students
and Staff (copy enclosed), you and/or your representative are requested to
attend a meeting of the LISD Communicable Disease Review Panel (CDRP) on:
(date)
(time)
(location)
(address)
The purpose of the Communicable Disease Review Panel is to review your

medical and health condition and determine what, if any, special precautions will
be needed. This panel will consist of (list titles and names). You are welcome to
invite your parents and/or other representatives, as well as your physician.
We ask that you complete the enclosed “Interagency Release of

Information” form and bring a signed copy with you to this meeting. You
will also have the opportunity at the meeting to provide written reports and/or oral
testimony.
Please contact Alan Burg at 517-265-1610 if you have any questions or need
additional information.
Sincerely,
Steve Krusich, Superintendent
Enclosure: LISD Policy 5370

Interagency Release of Information Form
Policy Manual
5410 Professional Staff Contracts (Cf. 2400) 5410
The employment of professional staff shall be secured through written
contracts. The Superintendent is authorized to sign employment contracts on
behalf of the Board.

LEGAL REF: MCL 380.1224; 380.1231
Policy Manual
5430 Hiring and Terminating Employment of Staff (Cf. 5020) 5430
The Board of Education shall hire for employment or terminate the
employment of the Superintendent and, upon written recommendation of the
Superintendent shall hire for employment or terminate the employment of any
Assistant Superintendents. Once the Board through the budget adoption process
has approved staffing levels, the Board delegates to the Superintendent the
authority to recruit, screen, select, offer, and hire for the employment of all staff
members to fill the positions approved in the budget, and to sign employment
contracts on the Board’s behalf. The Superintendent is given the authority to

terminate the employment of all other employees, and accept staff resignations
on behalf of the Board of Education. The Superintendent shall report each hiring,
any terminations and resignations at the next regularly scheduled meeting of the
Board.
Any non-union staff member desiring to resign from his/her position with
the District shall submit a written resignation to the Superintendent at least
twenty working days prior to the effective date of the resignation. Failure to give
at least twenty working days notice will void any potential benefits that might
accrue to the employee following separation from the District.

LEGAL REF: MCL 380.601(a) (1) (d), MCL 380.1229 and MCL 380.1231
Policy Manual
5500 Administrative Staff Tenure 5500
Administrative Tenure
Administrators shall be employed without tenure in their position, but will
retain tenure status in their teaching position.

LEGAL REF: MCL 38.71 et seq.
Policy Manual
5520 Evaluation 5520
The Board delegates to the Superintendent the function of establishing
and implementing a program of personnel evaluation.
It is the purpose of the program of personnel evaluation to:
A. Continuously strive for furtherance of the District’s Vision for the
improvement of the total instructional program.
B. Stress the importance of personal improvement of staff so that
each student may be provided a quality education.
C. Insure the continuous improvement of administrative and

supervisory services provided to staff.
D. Establish a process of continuous and systematic personnel
evaluation.
The personnel evaluation program shall aim at the early
identification of specific areas in which the individual staff member
needs help so that appropriate assistance can be provided.
Availability of Evaluation Documents
Copies of all District personnel evaluations shall be available to the Board,
Superintendent, evaluating administrator, or supervisor under whose direct
supervision the teacher will work and others authorized by law.

LEGAL REF: MCL 38.71 et seq.; 15.268
Policy Manual
5521 Compensation for Non-Union Staff 5521
The Lenawee Intermediate School District Board of Education recognizes
that a clearly defined compensation policy can provide stability, integrity and
credibility to the compensation practices of the District. The Board also views its
compensation program as an important component in the development of the
organization as a whole.
The Board perceives compensation as a component of an employment
exchange between the District and its employees and takes the position that the
objectives of its compensation program should further the goals of the

organization as well as of the individuals within it. The overall goal of the
program is the attainment of maximum organizational effectiveness achieved in a
climate where the District's mission and expectations of its employees are
communicated, and where contributions of employees are rewarded equitably.
Therefore, the Lenawee Intermediate School District Board of Education
recognizes the following standards as being essential to the District's
compensation program:
1. The standard of Internal Equity:
Employees are compensated similarly for similar jobs within the
organization.
2. The standard of External Equity:
Employees are compensated similarly for similar jobs in comparable
organizations.
3. The standard of Control:
The compensation program will operate efficiently within the budgetary
constraints of the District.
Policy Manual
5521 Compensation for Non-Union Staff 5521-2
4. The standard of Security:
The compensation program will attempt to protect employees from the risks
and other contingencies of life via provision for disability, retirement, due
process, etc.
5. The standard of Incentive:
The compensation program will encourage employees to be productive and
contributing members of the organization.
6. The standard of Acceptability:
The compensation program should be perceived by employees as being
fair, reasonable, and manageable.
Policy Manual
5521-R Compensation for Non-Union Staff 5521-R
In meeting the six (6) standards identified in the Board policy, the following
procedures will be used.
STANDARD #1 - INTERNAL EQUITY
To ensure that employees are compensated similarly for similar jobs, a
point-factoring system has been selected which will compare all non-union
positions on a methodical and objective basis. The Superintendent shall appoint
representatives of the Intermediate School District staff to a ―Classification
Committee‖ for the purpose of regularly administering the point-factoring system

and developing related recommendations for his/her approval. The Classification
Committee shall be responsible for making recommendations to the
Superintendent on the classification of new positions, reclassification of existing
positions, and shall consider, upon request of an employee or his/her supervisor,
a review of an employee’s position classification and make a recommendation to
the Superintendent concerning such review. Ultimately, the Board of Education
must approve position classifications and reclassifications, upon the
Superintendent’s recommendation and request for board action. The point-
factoring system will use a combination of factors:
SALARIED STAFF HOURLY STAFF

1. Knowledge Required Education
2. Specialized Knowledge Work Experience
3. Work Experience Complexity of Duties
4. Supervision Exercised Supervision Necessary
5. Amount and Nature of Human Effect of Errors
Contact
6. Independence of Action Contact with Others
7. Creative Thinking and Decision Environmental Factors
Making
8. Responsibility and Impact (for supervisory jobs only): Type of
Supervision
9. Extent of Supervision
Policy Manual
5521-R Compensation for Non-Union Staff 5521-R-2
These positions will be assigned a level called "degree" for each factor,
with each degree having predetermined number of points. The total points for
each factor is the point score for that position. Positions are organized in
classification groupings of similar positions. Compensation ranges are
established for each classification grouping. Placement within that range will
depend on relevant years of experience, internal equity comparisons,
qualifications, and employee performance.
An employee or his/her supervisor may request a review of the

classification of a position, in writing, to the Director of Staff Resources, before
March 1 of the current school year. Reviews may be requested for any legitimate
reason, but should be based upon a significant change in the job description or
duties for that position. The Director of Staff Resources shall provide information
regarding the documentation required to an employee expressing a request for
review. Employees will be encouraged to seek written endorsement from their
immediate supervisor of the request for a classification review. The Director of
Staff Resources shall prepare materials relevant for the review of the position’s
classification for the Classification Committee’s deliberation. The Classification
Committee will consider the review request at one or more meetings, and may
act to make a recommendation to the Superintendent for approval of changes to
the classification, denial of requested changes, table the request for
consideration at a later specified time, or request additional information. The
Director of Staff Resources shall inform the employee of the Classification
Committee’s recommendation to the Superintendent in a timely manner. The
employee and/or his/her supervisor may appeal the Classification Committee’s
recommendation to the Superintendent. If dissatisfied with the Superintendent’s
decision on appeal, the employee may appear before the Board of Education for
Policy Manual
an appeal of the Superintendent’s decision. The Board of Education may act
upon the appeal in accordance with its policies and procedures.
Position reclassifications usually take effect the first day of the next fiscal
year, unless otherwise indicated by action of the Board of Education.
STANDARD #2 - EXTERNAL EQUITY
To ensure that employees are compensated similarly for similar jobs in
comparable organizations, a comparison of jobs and compensation will be made.
Each Lenawee Intermediate School District position will be compared to similar

positions in at least four other appropriate organizations. Specific position (job)
responsibilities will be compared. Attempts will be made to find positions with
similar responsibilities in similar organizations. For example, the Supervisor for
Young Children’s Services will be a position supervising the same programs with
approximately the same number of staff and students in a comparable setting.
STANDARD #3 - CONTROL
To ensure that the compensation program will operate efficiently within the
budgetary constraints of the district, proposed budgets for all three divisions
including best estimates of income and expenditures will be presented to the
Board of Education. Possible compensation adjustment costs and the effect on
the budgets will be reviewed by a Board committee and/or total Board prior to
setting compensation levels for the fiscal year. Compensation adjustments will
not be made that will put the budgets in an unacceptable fund equity projection.
STANDARD #4 - SECURITY
To ensure that employees will be reasonably protected from the risks and
contingencies of life in our society, the compensation program will make
provisions for employee retirement, disability, illness, accidents and
unemployment.
Policy Manual
- Full time employees will be part of the Michigan Public School
Employee Retirement System when legally allowed;
- Employees will be provided the opportunity to have disability and
health insurance;
- Employees will be provided with paid sick leave days;
- Employees will be eligible for unemployment payments when legally
allowed;
- Employees will be covered by the Michigan Workers' Compensation

system when legally allowed;
- Employees, at the Superintendent’s discretion and Board of Education’
approval, may from time-to-time cover specialized employees with
special liability insurance and/or indemnification policies for certain
work related items; and
- Employees will be covered by a general liability policy covering them
for work performed as a Lenawee Intermediate School District
employee.
Where ever practicable, and as allowed by law, employees will be allowed
to have certain payroll deductions such as tax sheltered annuities, credit union
and other optional medical insurance deductions allowed by the insurance
carrier.
STANDARD #5 - INCENTIVE
To encourage employees to be productive and contributing members of the
organization, the compensation program may include, at the Superintendent’s
discretion, opportunities to recognize exceptional performance through the
rewarding of bonus pay awards. Satisfactory or better performance may be
recognized through the awarding of pay improvements in concert with the
Standards of External Equity and Control.
Policy Manual
Non-accumulative bonuses may be implemented on a non-recurring basis
and will be paid during the fiscal year. The payment of a bonus will be separate
and distinct from the employee's base annual salary and will not be considered in
the calculation of staff benefits and future salary increases, except as required by
law.
STANDARD #6 - ACCEPTABILITY
To ensure that the standard of acceptability as part of the Board policy on
compensation is fair and reasonable, the following shall occur:

A. An Employee Representative Committee (ERC) will meet regularly to
discuss issues and concerns in order to open avenues for communication.
The Committee is composed of representatives from the following employee
groups: Leadership Team, teacher assistants from the Vocational-Technical
Center; maintenance/ custodial services; the Director of Staff Resources;
salaried and hourly staff from across the service areas, and others as
deemed necessary by the Committee or Superintendent. Representatives
are volunteers and are asked to serve a three-year term on the Committee.
Employee Representative Committee members will communicate regularly
with their employee peers to give and receive feedback on information
pertinent to the Committee’s work. Committee members will be encouraged
to communicate with their peers regarding Committee business within
reason during their regularly scheduled work day, so long as such efforts do
not diminish the employee’s effectiveness on the job.
B. Non-union employee(s), acting on his/her own behalf, may appeal their
compensation by:
1. The first step for appeal shall be a written statement from the non-
union employee to his/her divisional Assistant Superintendent and the
Policy Manual
Director of Staff Resources for a decision. If the decision is not
satisfactory, then the employee may:
2. Write an appeal to the Superintendent and if the Superintendent's
decision is not satisfactory, then the employee may:
3. Write an appeal to the Board of Education.
C. If a non-union position is being studied for change in the organizational
structure, the Superintendent or his/her designee will communicate this
information to the employee in the division where changes are being
considered.
Policy Manual
5540 Suspension and/or Dismissal of Staff 5540
The Superintendent may impose discipline, up to and including discharge,
upon any staff member, with the exception of discipline which only the Board of
Education has the non-delegated authority to impose under Michigan law (i.e.,
discharge or demotion of tenured staff pursuant to the Michigan Teachers Tenure
Act and discharge or non-renewal of a non-tenured administrator). The
Superintendent may proceed with charges filed with the Board to dismiss or
demote any tenured teacher in accordance with the Michigan Teachers Tenure
Act. All discipline imposed upon a staff member shall be consistent with the
provisions of the applicable current Master Contract, if any, or individual
employment contract, if any.
Any action pertaining to the non-renewal of the contract of an
administrator who does not have tenure in his/her position, including action for
non-renewal of the Superintendent’s contract, shall be consistent with the
pertinent provisions of Section 1229 of the Revised School Code (MCL
380.1229) and any provisions of the individual employment contract. The
Superintendent is authorized by the Board to suspend from active duty any staff
against whom formal charges are anticipated being filed or have already been
filed, until a decision is rendered.
Employee Convictions
Unless the Board in its discretion determines otherwise, the following
provisions pertaining to compensation or salary continuation shall be followed in
the event of a conviction:
Policy Manual
5540 Suspension and/or Dismissal of Staff 5540-2
If an employee other than a tenured teacher is suspended, compensation
or salary shall continue if the suspension is a nondisciplinary suspension
with pay pending completion of an investigation.
If an employee other than a tenured teacher is suspended, compensation
or salary shall continue during the suspension unless the Superintendent
discontinues compensation and salary after any due process right to
which the employee may be entitled to is satisfied.
If a tenured teacher is suspended pursuant to the Michigan Teachers
Tenure Act, the teacher’s salary shall continue during the suspension,
subject to the following exceptions:
o If the teacher is convicted of a felony that is not a listed offense or
of a misdemeanor that is a listed offense, the Board may
discontinue the teacher’s salary effective the date of the conviction.
o If the teacher is convicted of a felony that is a listed offense, the
Board shall discontinue the teacher’s salary effective upon the date
of conviction.
An employee who holds a teaching certificate that is valid in this State who
has entered a plea of guilt or no contest to, or who is the subject of a
finding or guilt by a judge or jury, of a crime listed in MCL 380.1535a(2),
that person’s compensation shall be discontinued during any suspension
until the Superintendent of Public Instruction has made a final
determination of whether to suspend or revoke the person’s teaching
certificate.
Policy Manual
An employee who holds State Board approval that is valid in this State
who has entered a plea of guilt or no contest to, or who is the subject of a
finding of guilt by a judge or jury, of a crime listed in MCL 380.1539b, that
person’s compensation shall be discontinued during any suspension until
the Superintendent of Public Instruction has made a final determination of
whether to suspend or revoke the person’s teaching certificate.
Under the above provisions pertaining to MCL 180.1535a and MCL
380.1539b, all discontinued wages shall be held in an escrow account
until the Superintendent of Public Instruction makes a final determination
of whether to suspend or revoke the teaching certificate or State Board
approval. If the teaching certificate or State Board approval is suspended
or revoked, all wages will be forfeited. If the teaching certificate or State
Board approval is not suspended or revoked, the individual shall be made
whole for lost compensation without interest. Should the individual’s
conviction be reversed on appeal, that individual shall be treated in a
manner consistent with applicable law.
Reporting Crimes and Convictions
All District employees shall disclose criminal charges or convictions to the
Superintendent as prescribed by law.
Failure to report being charged or convicted of a crime may result in
dismissal.
Policy Manual
The Superintendent will promulgate appropriate administrative rules
regarding the procedures to be followed in the event of any complaints or
criminal charges being filed against members of the professional staff.
Teacher Convictions
Generally, if a teacher is suspended, the teacher’s salary shall
continue during the suspension.
However, if a teacher is suspended and
 The teacher is convicted of a felony that is not a listed offense or a
misdemeanor that is a listed offense, upon the Board’s discretion,
the teacher’s salary may be discontinued upon the date of
conviction.13
 The teacher is convicted of a felony that is a listed offense, the
Board shall discontinue the teacher’s salary upon the date of
conviction. 13
13
A listed offense includes any of the following:
1) Accosting or soliciting a child for immoral purposes (MCL 750.145a-c);
2) Sodomy if the victim is an individual less than 18 years of age (MCL 750.158);
3) A third or subsequent violation of any combination of the following:
a. Being engaged in indecent or obscene conduct in a public place (MCL 750.167(1)(f))
b. Indecent exposure (MCL 750.335a)
c. A local ordinance of a municipality substantially corresponding to the above;
4) Except for a juvenile disposition or adjudication, gross indecency between males, females, or
between a male and female, if the victim was under 18 years of age (MCL 750.338-338b);
5) Kidnapping (MCL 750.349);
6) Kidnapping under age 14 (MCL 750.350);
7) Soliciting and accosting (MCL 750.448);
8) Pandering (MCL 750.455);
9) 1st, 2nd, 3rd and 4th degree criminal sexual assault, and second or subsequent offenses (MCL 520b-
e);
10) Assault with intent to commit criminal sexual assault (MCL 750.520g);
11) Sexually delinquent persons (MCL 750.10a);
12) The attempt or conspiracy to commit any of the above offenses;
13) Any other violation of a law of this state or a local ordinance of a municipality that by its nature
constitutes a sexual offense against an individual who is less than 18 years of age; and (Continued
next page)
14) Any offense substantially similar to the above offenses under a law of the United States, any state,
or any country or under tribal or military law.
Policy Manual
5540 Suspension and/or Dismissal of Professional Staff 5540-5
 The teacher pleads guilty, no contest, or is convicted of a crime
listed in MCL 380.1535a(2), the Board shall discontinue the
teacher’s salary.14
Under such circumstances, all discontinued wages shall be held in
an escrow account until the Superintendent of Public Instruction
makes a final determination of whether or not to suspend or revoke
the individual’s teaching certificate. If the individual’s teaching
certificate is suspended or revoked, all wages will be forfeited. If

the individual’s teaching certificate is not suspended or revoked, the
individual shall be paid all withheld wages without interest. Should
14
MCL 380.1535a(2) includes the following offenses:
a) Criminal sexual conduct in any degree, assault with the intent to commit criminal sexual conduct,
or an attempt to commit criminal sexual conduct in any degree;
b) Felonious assault on a child14, child abuse in the first degree, or an attempt to commit child abuse
in the first degree;
c) Cruelty, torture, or indecent exposure involving a child;
d) A violation of section 7401(2)(a)(i), 7403(2)(a)(i), 7410, or 7416 of the Public Health Code
(concerning unlawful manufacture, delivery, or possession of controlled substances or controlled
substance analogues; distribution of marijuana to minors near school property; and recruiting or
inducing a minor to commit a felony);
e) A violation of section 83, 89, 91, 145a-c, 316-17, 350, 448, 455, or 529 of the Michigan Penal
Code (concerning assault with intent to commit murder or to steal while armed; attempt to murder;
consumption or possession of alcohol by minors, or controlled substances at social gatherings;
first and second degree murder; armed robbery; and using the Internet when committing a crime
against a minor);
f) A violation of section 158 of the Michigan Penal Code if the victim was an individual less than 18
years of age (concerning crimes against nature or sodomy);
g) Except for a juvenile disposition or adjudication, a violation of section 338, 338a, or 338b of the
Michigan Penal Code if the victim was an individual less than 18 years of age (concerning gross
indecency between males, females, and between males and females);
h) A violation of section 349 of the Michigan Penal Code if the victim was an individual less than 18
years of age (concerning kidnapping);
i) An offense committed by a person who was, at the time of the offense, a sexually delinquent
person – any person whose sexual behavior is characterized by repetitive or compulsive acts which
indicate a disregard of consequences or the recognized rights of others, or by the use of force upon
another person in attempting sex relations of either a heterosexual or homosexual nature, or by the
commission of sexual aggressions against children under the age of 16;
j) An attempt or conspiracy to commit an offense listed in (a) or (e-i);
k) A violation of a substantially similar law of another state, of a political subdivision of this state or
another state, or of the United States; Any crime listed in 1535(1), if the superintendent of public
instruction determines the public health, safety or welfare requires emergency action based on the
circumstances underlying the conviction.
Policy Manual
5540 Suspension and/or Dismissal of Professional Staff 5540-6
a person’s conviction be reversed on appeal, that person shall be
treated in a manner consistent with applicable law.
Reporting Crimes and Convictions
All District employees shall disclose criminal charges or convictions to the
Superintendent as prescribed by law.
Failure to report being charged or convicted of a crime may result in
dismissal.
The Superintendent will promulgate appropriate administrative rules

regarding the procedures to be followed in the event of any complaints or
criminal charges being filed against members of the professional staff.
Approved: Adopted April 12, 2004; Revisions adopted January 8, 2007
LEGAL REF: MCL 38.71-121; 380.1229; 380.1230d; 380.1535a; 380.1539b
Policy Manual
5640 Non-School Employment/Outside Activities of Staff 5640
Non-School Employment
Employees shall not engage in outside employment which, by its
character (nature or duration), will impair the effectiveness of their instructional
service, adversely affect their occupational status, detrimentally effect the
District, raises a question of conflict of interest or requires or implies the use of
any District facilities or equipment.
Outside Activities of Staff
The Board directs the Superintendent to promulgate the following

guidelines so that staff members may avoid situations in which their personal
interests, activities and associations may conflict with the interests of the District.
A. Staff members should not give school time to an outside activity without
valid reason to be excused from assigned duties.
B. Staff members shall not use school property or work time to solicit or
accept customers for private enterprises without written administrative
permission.
C. Staff members shall not campaign on school property on behalf of any
political issue or candidate for local, state or national office.
D. Staff members may not accept fees for tutoring when such tutoring is
conducted during the normal work day.
E. Staff members may not accept fees for remedial tutoring of students
currently enrolled in one or more of their classes/caseloads.
If non-school activities threaten a staff member’s effectiveness within the
District, the Board reserves the right to evaluate the impact of such activity upon
the staff member’s responsibility to the students and to the Board.

LEGAL REF: MCL 15.401 et seq.
Policy Manual
5645 Consulting 5645
Employees may be excused from routine duties by the Superintendent to
perform technical or instructional services as consultants to other non-
educational agencies, government agencies or private industry. Requests for
approval to serve as a consultant shall be submitted in writing to the
Superintendent. This is not intended to change working conditions for employees
who as a part of their assigned duties regularly consult with public and private
school officials, staff, parent(s)/guardian(s) and teachers – they do not need
special permission.
Policy Manual
5695 Ethics 5695
Achievement of the District’s Vision requires the services of people of
integrity, high ideals, and human understanding. To maintain and promote these
essentials, all staff members of the District are expected to maintain high
standards in their school relationships.
Staff members in the performance of their duties will:
A. Recognize that the dignity and well-being of each student is our
impassioned dream.
B. Represent, accurately, their qualifications.

C. Exercise due care to protect the mental and physical safety of students,
colleagues and subordinates.
D. Utilize research and best practices in teaching/learning/assessment.
E. Keep in confidence such information as they may secure, unless
disclosure is authorized by the Superintendent or is required by law.
F. Ensure that their actions or those of another on their behalf are not made
with specific intent of advancing private economic interests.
G. Refrain from using position or public property or permitting another person
to use an employee’s position or public property for partisan political or
sectarian religious purposes. This will in no way limit constitutionally or
legally protected rights as a citizen.
H. Avoid accepting anything of value offered by another for the purpose of
influencing judgment. In any 1 month period, any Intermediate School
District employee shall not accept from a person who does business or
seeks to do business of any kind with the intermediate school District any
money, goods, or services with a value in excess of $44.00 15 if the

15
Adjusted annually via CPI. The Board of Education deliberately extends this statutory requirement listed
below to be an ethical standard for all employees. As established at MCL 380.634(4):
(4) Subject to subsection (8), in any 1-month period, an intermediate school board member or intermediate
school district administrator shall not accept from a person who does business or seeks to do business of
any kind with the intermediate school district any money, goods, or services with a value in excess of
$44.00 if the board member or administrator does not provide goods or services of equal value in exchange.
This subsection does not apply to a gift or reward already prohibited under section 1805.
Policy Manual
5695 Ethics 5695-2
employee does not provide goods or services of equal value in exchange.
This subsection does not apply to a gift or reward already prohibited under
section 1805.16
16
See also, Board Member could be included in “school officer” term below:
380.1805 Acting as agent; receiving gift or reward; penalty.
Sec. 1805.
(1) A superintendent of public instruction, intermediate superintendent, school officer, superintendent,
principal, or teacher of schools shall not act as agent for an author, publisher, or seller of schoolbooks or
school apparatus, or receive a gift or reward for his or her influence in recommending the purchase or use
of a schoolbook, apparatus, or furniture in this state.
(2) A person who violates this section is guilty of a misdemeanor punishable by a fine of not more than
$500.00 or imprisonment for not more than 3 months, or both.
History: 1976, Act 451, Imd. Eff. Jan. 13, 1977
Policy Manual
5710 Compensation Guides and Contracts 5710
No public funds will be spent by the Board in the form of wages or salary
for any school employee to sponsor any religious activity.
Policy Manual
5725 Qualifications and Duties 5725
A job description for each classification of employees shall be developed
by the District’s administration in cooperation with the District’s employees.
Policy Manual
5780 Staff Probation17 5780
All non-union hourly staff shall be considered to be on probation during the
first 90 calendar days of employment.
Salaried staff shall be on probation during the first two years of
employment.
Administrative staff shall be on probation for four years.
The Superintendent shall provide for adequate supervision and evaluation
of the employee prior to the end of said periods. If a person other than the
Superintendent performs the evaluation, he/she shall make a recommendation to

the Superintendent as to the continued employment of the probationary staff
member.
Probationary status does not affect the Boards rights concerning at-will
employment status.
17
“Non-union staff” includes hourly, salaried, and administrative personnel not included in the recognition
clauses of any collectively bargained employment contract.
Policy Manual
5800 Non-Union Staff Evaluation18 5800
Evaluation shall be based on the achievement of results specified in the
employee’s job description and on specific goals and objectives aimed at
furthering the Vision of the District.
Employees shall be evaluated during the probationary period. Salaried
and administrative staff shall be evaluated on an annual, formal basis during their
probationary period.
After serving the probationary period, hourly staff shall be evaluated at
least annually. Salaried staff shall be evaluated at least once every two years.
Administrative staff shall be evaluated at least once every three years.

LEGAL REF: MCL 15.268; 380.1250
18
Policy Manual
5800-R Evaluation of Non-Union Staff 5800-R
The procedures for evaluation of non-union staff are as follows:
1. The applicable evaluation instrument will be given to and discussed
with all new employees.
2. Each employee shall be notified of whom shall be conducting the
evaluation.
3. Final evaluations for all personnel will be filed with the
Superintendent no later than June 30.
Policy Manual
5830 At-Will Employees 5830
Non-union hourly and salaried19 employees are considered to be at-will
employees and may be terminated at any time. A written notice of the
termination will be given to the employee
19
Does not include persons employed under administrative contracts contemplated under the Revised
School Code at Section 380.1229 and its successors.
Policy Manual
5860 Reduction of Non-Union Staff20 5860
When reduction in staff is necessary for employees where provisions are
not covered in a collective bargaining agreement, the Superintendent shall make
recommendations, which will be aligned to the Vision of the District. Though
length of service may be considered as a criterion for making such
recommendations, it shall not be the sole determining factor considered.
20
Policy Manual
5860-R Reduction of Non-Union Staff 5860-R
Whenever it becomes necessary in the judgment of the Board of
Education to reduce the number of personnel on the staff of the Lenawee
Intermediate School District because of insufficient funds, decreases in student
enrollment, lack of work, changes in the administrative programs of the District,
or for other reasons, the following, procedures will be implemented. These
procedures do not apply to employees who are covered by a collective
bargaining agreement. Further, these procedures will in no way negate an
existing administrative contract21 or violate applicable laws, rules, or regulations.

1. Determination of which positions shall be eliminated will be made by the
Board of Education upon recommendations by the Superintendent. The
Board shall also determine based upon the Superintendent’s
recommendations, which employees are laid-off.
2. Taking into account the work record and other factors regarding the
employees involved, consideration will be given to retaining an individual
whose position is eliminated by reassigning him/her to another position:
for which he/she is qualified within the District. The Board of Education
has the final discretion and authority to determine whether an employee
will be laid off or reassigned.
3. Written notice of possible layoff will be given to an employee as soon as is
feasible, but no later than two weeks prior to the established date of layoff.
4. If a vacancy (as determined by the Board) occurs for a position for which
an employee slated for layoff or on layoff is qualified, an interview for the
vacant position will be offered to that employee as soon as the vacancy
(as determined by the Board) occurs. Staff on layoff status will be notified
of all vacant non-union positions for which they are qualified for a period of
12 months after being laid off.
21
Policy Manual
5930 Jury Duty and Witness Absence 5930
Jury duty leaves of absence shall be provided for employees. Time off of
work, with or without pay, to testify at legal proceedings shall be governed by
regulations developed by the Superintendent unless otherwise covered in a
collective bargaining agreement.

LEGAL REF: 29 USCA §2619; 29 CFR §825.300; 29 CFR 825.301, 29 CFR
§825.209 (Family Medical Leave Act)
Policy Manual
5930-R Jury Duty and Witness Absences 5930-R
Employees shall be allowed absences from work when called to serve on
a jury or when subpoenaed as a witness for a legal proceeding. If a staff member
is subpoenaed or voluntarily appears to testify against the Lenawee Intermediate
School District at a legal proceeding, including but not limited to a court hearing,
deposition, administrative hearing, arbitration proceeding, and legislative
committee hearing, it will be without pay unless the staff member chooses to
charge it against vacation or personal time only. If a staff member is a plaintiff
against the Lenawee Intermediate School District or subpoenaed to testify

against the LISD in a matter involving labor-management relations, that
employee shall not be paid for the time it takes to testify.
Unless otherwise excluded from being paid while testifying against the
district, the employee shall be paid the difference between the amount received
for jury duty or a subpoenaed witness, and his/her full salary. This may be
accomplished by the employee endorsing his/her jury duty pay or the amount
received for testifying as a subpoenaed witness to the District and receiving
his/her regular salary or the period of time spent in court. If mileage is paid to a
subpoenaed witness for travel expenses, an employee shall turn over any
additional monies paid above the Lenawee ISD's current mileage rate.
Policy Manual
5935 Military Leave 5935
Pursuant to the Uniformed Services Employment and Reemployment
Rights Act (USERRA), the Superintendent shall grant military leave to employees
for voluntary or involuntary service in the uniformed services of the United States,
upon receipt of the required notice. Benefits shall be maintained for these
employees as required by law and/or collective bargaining agreements. A
service member who returns to the District for work following a period of active
military duty must be reinstated to the same or similar position and at the same
rate of pay unless otherwise provided by law.

Time spent in active military service shall be counted in the same manner
as regular employment for purposes of seniority or District service unless
otherwise provided in a collective bargaining agreement.
The District will not discriminate in hiring, reemployment, promotion or
benefits based upon membership or service in the uniformed services. The
Superintendent may enact rules to implement this policy.22
Approved: December 5, 2005

LEGAL REF: 38 U.S.C. §§ 4301-4333 (The Uniformed Services Employment and
Reemployment Act of 1994); MCL 35.351 et. seq.; Borseth v City of
Lansing, 338 Mich. 53, 61 N.W.2d 132 (1953); Wrigglesworth v
Brumbaugh, 121 F. Supp. 2d 1126 (W.D. Mich. 2000).
22
For further guidance under USERRA, please see the Department of Defense’s USERRA regulations at
http://www.dol.gov/vets.
Policy Manual
5935-R Military Leave 5935-R
All requests for military leave will be submitted to the Superintendent in
writing accompanied by copies of the proper documentation showing the
necessity for the military leave request.
Unless otherwise impossible, all requests for military leave will be
submitted at least one full month in advance of the date military service is to
begin.
If at all possible, persons returning from military leave are asked to give
notice of intent to return to the Superintendent, in writing, at least one full month
in advance of the return date.
Policy Manual

Personnel Policies - 5000 Series

Загружено:

Сведения о документе

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Personnel Policies - 5000 Series

Загружено:

Авторское право:

Доступные форматы

Section 5000 - Personnel

5830 Suspension and Dismissal of Non-Certified Staff

designed to prevent misunderstanding by District personnel about their duties

Approved: February 2, 2004

The Board shall be an equal opportunity employer. The objective of the

positions in the system by virtue of job-related standards of education, training,

experience, and personal qualifications.

The District recognizes that it is desirable to deepen the understanding of

and therefore, shall strive to create and maintain an atmosphere of mutual

understanding and respect among students, employees, and the public.

implementation of this policy.

Approved: February 2, 2004

religion, height, weight, marital status, handicap, age, sexual orientation, or

applicable federal and state laws and regulations prohibiting discrimination

U.S.C. §§ 2000d. et seq.; and 42 U.S.C. §§ 2000e, et seq.; Title IX of the

Educational Amendments of 1972, 20 U.S.C. §§ 1681, et seq.; Section 504 of the

The Coordinator of Compliance, Monitoring, and School Safety

Coordinator of Compliance, Monitoring, and School Safety

Inquiries or complaints made by students and/or their

parent(s)/guardian(s) related to discrimination based on sex, race, color, national

Coordinator of Compliance, Monitoring, and School Safety

In the event a complaint is against the Superintendent, the complaint

should be directed to:

The Vice-President of the Board of Education

All other inquiries related to discrimination should be directed to:

Executive Director of Staff Resources

The Civil Rights Coordinators, as specified herein, are designated to

following action: First, cause an investigation of the complaint to be commenced.

writing, a reply to the complainant.

If the Civil Rights Coordinator determines that a violation has occurred,

determination to the complainant and the Superintendent. In the event the

complaint is against the Superintendent, a copy of the determination shall be

delivered to the President of the Board of Education. The complainant may

appeal the Civil Rights Coordinator’s determination to the Superintendent, or, in

Board, by so notifying the Superintendent or Board President in writing within the

(10) calendar days of the Civil Rights Coordinator’s determination. The

Superintendent or Board President may conduct additional investigation of the

facts and circumstances surrounding the complaint.

The Superintendent, or Board President in the case of a complaint against

and, if warranted, implement the Civil Rights Coordinator’s proposed resolution

or a modification thereof. The Superintendent or Board President's decision shall

Upon completion of, or at any point in, the grievance process,

Department of Education, Washington, D.C. 20201. The complainant should first

be directed to the following address:

Office for Civil Rights

Approved: Adopted February 2, 2004; Revisions adopted January 8, 2007

Discriminatory harassment of District elected officials, employees, or

applicants for employment by Board of Education Members, District employees,

vendors, contractors or other doing business with the District, students,

parent(s)/guardian(s), invitees, volunteers or guests will not be tolerated.

Discriminatory harassment includes unwelcome sexual advances,

requests for sexual favors or other verbal or physical conduct relating to an

orientation, weight, marital status or handicap/disability when:

either explicitly or implicitly, to obtain employment;

Submission to, or rejection of, such conduct or communication by an

employee/applicant is used as a factor in decisions affecting such

Such conduct or communication has the purpose or effect of substantially

interfering with an employee’s employment, or creating an intimidating,

hostile, or offensive employment environment, or otherwise adversely

affects an employee’s employment opportunities.

Any employee or applicant who believes that he or she has suffered

harassment shall immediately report the incident(s) to:

The District intends that an employee or applicant for employment,

reporting an incident of discriminatory harassment will not suffer any form of