Omega Alpha Academy
2002-2003
Omega
Alpha Academy –
Sierra
Vista – Douglas
2002-03 Important Dates
Fall Semester:
Holidays: Opening
Day August 12th,
2002
Labor
Day September
2, 2002
Columbus
Day October 14,
2002
Veterans
Day November 11,
2002
Thanksgiving
Day November 28/29,
2002
Winter
Break December
23, 2002 –
January
3, 2003
MLKJr January 20,
2003
Presidents
Day February 19, 2003
Spring Break March 17-21, 2003
Spring
Holiday April
18 & 21,2003
PHONE NUMBERS
Douglas - 805
1261 Fax 805
1272
Sierra Vista - 452 7965
Fax
INTRODUCTION
This handbook contains information regarding many of the personnel
policies that are often used by certified staff. However, it is only a guide to policy and is in no way inclusive
of all policies. Since all policies are
subject to revision by the Governing Board at any time during the school year,
if an employee feels the need for additional information, be sure to refer to
the Omega Alpha Academy Policies and Procedures Manual, maintained at their
respective site.
This handbook does not constitute an employment contract or grant
or vest any continuing right to employees.
The Governing Board expressly reserves the right to modify, delete or
add policies if it determines that it is in the best interest of the Academy to
do so.
This handbook shall be revised and updated each year. Please feel free to make suggestions as to
additional information that might be included prior to the next publication.
The Academy complies with all Federal, State and Local non-
discrimination laws, including but not limited to, race, color, national
origin, religion, creed, veteran status or disability and does not deny
benefits of services, programs or activities or discriminate in employment on
any protected basis, including disability.
The Academy also prohibits sexual harassment in the workplace. Inquiries or complaints regarding compliance
with Americans’ with Disabilities Act provisions, accessibility, accommodation,
discrimination or sexual harassment should be directed to the Administration
Department.
If we can be of assistance at any time in personnel policy
interpretation, feel free to contact the Administration Department at 805-1261
or 452 7965
Florencia
R. Valenzuela, M.A.
Superintendent
Steve Carvalho
Assistant Superintendent
Ron Davis
Principal/Curriculum Director
OMEGA ALPHA ACADEMY MISSION STATEMENT
The
mission of Omega Alpha Academy is to create an optimum teaching and teaming
environment using various multimedia delivery systems to increase student
retention, academic achievement and develop meritorious character and
leadership skills. Omega Alpha Academy’s staff will make a professional and
personal commitment to insure that every student learns, and experiences daily
success. OAA believes in “No Child Left
Behind” proclamation and we know every child can learn anywhere and anytime given
the proper tools.
We
further believe that:
·
Teachers must design and
present sundry learning experiences in a variety of learning opportunities so
that all students maximize their learning
·
Hands-on activities as a
learning experience whenever possible
·
The community is an active
partner with educators and parents to develop responsible citizens and support
academic success
·
Life experiences are
essential for academic success. Thus, hands‑on projects provide
experiences whereby students can establish a foundation for strengthening
learning.
·
Continuous improvement,
creativity and innovations are necessary elements of effective schools who
desire to respond to the diverse and changing needs of students and the
community.
·
Parent involvement as an
optimum goal in our students’ education
GOALS
·
Prepare students with life
skills, family and social values, which have long been forgotten.
·
Provide a safe, clean, secure
learning environment where students can thrive academically.
·
Involve parents and the
community in the education of all students.
·
Offer professional
development which will improve the quality of curriculum and competency of all
personnel
Notice
of Drug Free Work Place
ALL
ACADEMY EMPLOYEES ARE HEREBY NOTIFY that it is a violation of Omega Alpha
Academy’s Policy for any employee to possess, sell, offer to sell, transfer,
distribute, use, or be under the influence of any drug, as defined in Governing
Board policy, while on Academy property, or at school-related events, or when
the conducts affect the school, or is in any other manner school-related.
Each
employee shall notify his or her supervisor of any criminal drug statute
conviction for a violation occurring while the employee was on duty or on
school ground. Notification shall be
given to later than five (5) days after conviction.
Any
employee who violates the terms of any Academy policy relating to employee
substance abuse shall be subject to discipline, including but not limited to
suspension, dismissal, and/or drug rehabilitation. A copy of the Academy’s policy governing employee substance abuse
may be reviewed in the Superintendent’s Office.
EXCEPTION:
An
employee may use, possess, and/or be under the influence of medication for
proper medical purposes. If an employee
must use or be under the influence of any medication for medical purposes while
on duty, on school property, or at a school related event away from school
property, the employee must report such use or being under the influence, to
their immediate supervisor upon reporting for work.
A
Leave Request / Change Form must be submitted for prior approval for personal
leave, professional leave, bereavement, family illness and other leave. In the case of illness, employees should
notify the Academy Office of their absence by calling their respective campus
of employment. Upon returning to work,
be sure to fill out an absence report form.
All
employees have the responsibility to maintain safe conditions in their work
areas as part of the normal work routine.
Actions such as not leaving drawers pen, not climbing on chairs or
unstable ladders, and using caution when opening doors that swing out all help
avoid accidents. Be aware.
If
an accident occurs while on duty, employees are protected under Worker’s
Compensation of Arizona. Any injury
sustained on school property, no matter how slight, must be reported to the
employee’s supervisor or site administrator who will record it. Employees are not eligible for compensation
if the accident is not reported. If the
injury requires first aid treatment, the employee should see the school nurse
if assigned to a school building. If it
is determined that first aid is necessary, the employee should report
immediately to the medical professional at the school closest to their
location.
In
order to provide a means to effectively resolve any complaints or disputes
employees may personally have, a formal grievance procedure has been
established. The guidelines for filing
a grievance are stated in the Academy’s Policies and Procedures Manual as
indicated above. In an attempt to
resolve a problem, employees are urged to discuss their grievance with their
immediate supervisor prior to filing a formal grievance.
Any
employee may be dismissed at any time subject to the provisions of the
law. Dismissal of personnel shall occur
by recommendation of the immediate supervisor and/or to the Administration
Department for appropriate action, subject to approval by the Superintendent
and/or Assistant Superintendent and authorized by the Governing Board.
Cause
for termination shall include, but not limited to, dishonesty’ negligence; unsafe
work practices, insubordination; failure or inability to perform assigned
duties; immoral conduct, irregular attendance; consumption of alcoholic
beverages while on duty, abusing students in any form physical or otherwise,
coming to work in an inebriated condition; and such other reasons deemed
sufficient by the Superintendent and authorized by the Governing Board. These would require no advance notice.
An
employee may appeal, for further consideration, a dismissal to be
Superintendent and the Governing Board.
The
purpose of the employee evaluation is to improve job performance. Certified employees shall be evaluated two
(2) times per year until the 4th year of employment when the
evaluations shall be done annually there after. Administrators shall be done two (2) times per year.
The
evaluation for is to be completed by the employee’s supervisor and reviewed by
the appropriate Academy Administrator.
A copy shall be provided to the employee and the original will be sent
to the Administration Department for retention in their personnel file.
There
is no Academy policy prohibiting the employment of both husband and wife or
close relatives. However, employees
shall not be supervised by members of their family.
An
eligible employee shall be entitled to a total of 12 workweeks of uncompensated
leave in a twelve (12) month period for one or more of the following reasons:
·
The birth of a child of the
employee
·
The placement of a child with
the employee for adoption or foster care
·
To care for the spouse, child
or parent of the employee, if such spouse, child or parent has a serious health
condition
·
A serious health condition
that would prevent the employee from performing the functions and duties of
their position
It
is the policy of Omega Alpha Academy School Academy that there be no
discrimination against any employee or applicant on the basis of sex. In keeping with the policy, the Academy will
not tolerate sexual harassment by any of its employees. Sexual harassment is a violation of Policy
indicated above.
Employees
may advance one (1) column horizontally on the Certified Salary Schedule upon
successful completion of 15 credit hours.
Submission date each year is October 1, on the proper form and with
sufficient proof of having completed the required classes, workshop and / or
conferences. For certified employees
fifteen (15) workshops or contact hours equals one (1) hour of college credit. All transcripts, grade slips, certificates,
etc. must be retained and submitted as proof of attendance and/or completion of
classes or workshops. Classes shall be
at no cost, any manner, to the Academy.
Classes, which are not offered by an educational facility, must have
prior approval.
Keys
to the Academy’s property or premises are issued to eligible employees for
official Academy business only.
Employees are not to lean or make keys available to any other
person. Any lost key should be reported
immediately to the employee’s site key control individual and
administration. Employees are cautioned
that violations of this policy may comprise willful and negligent misconduct
and they key replacement, regardless of whether the lock has been changed or
not, will be subject to a minimum charge of $50.00 for any exterior door, and
$20.00 for an interior door.
Sick
Leave – Personal illness leave is
available for eligible employees at the following rates: Certified employees – 7 days per year
Sick
leave does not accumulate from year to year.
Bereavement
Leave - with the approval of the
employee’s supervisor, an eligible employee may be absent for up to five (5)
days with full pay (provided the employee has the necessary sick leave days) on
each occasion the case of death of a relative or family member. These days will be deducted fro the
employee’s accumulate sick leave.
Additionally, five (5) days may be granted for bereavement, upon
approval of the employee’s site administrator.
For purposes of this policy, relative or family member includes: spouse,
child, mother, father, sister, brother, sister-in-law, brother-in-law,
grandparents, spouse’s grandparents, grandchild, spouse’s grandchild,
mother-in-law, father-in-law, daughter-in-law, son-in-law, and step-child.
Family
Illness – Family illness leave is
available in the event of illness in the eligible employee’s family or other
dependents living in the same domicile, as the employee. These days will be deducted from the
employee’s accumulated sick leave.
Sick
Leave Assistance - Sick leave assistance
is available for use after the employee has depleted all types of leave
available. This program allows an
employee to request donations of sick leave from other employees in order to
receive income during their period of serious illness or injury. The serious illness or injury must be
verified in writing by the treating physician and a request for to access the
sick leave assistance program must be submitted o the Assistant Superintendent
for approval. Upon approval, and the
employee’s discretion, a request for donation of days will be posted at all
sites stating the employees name and number of days needed.
All
donated leave becomes the property of the receiving employee until the end of
the fiscal year in which the leave is requested, at which time it will be
eliminated from the receiving employee’s accrued sick leave. Any unused leave WILL NOT be returned or
reimbursed to the donor employee.
Actual days of leave, not the wage of the donor employee, will be donated. Certified employees only are permitted to
donate to certified employees, likewise administrative employees only are
permitted to donate to administrative employees. Employees will not be eligible for this program once they qualify
for long-term disability. Employees
will not be allowed to donate to their immediate supervisor.
The
donor employee may donate a maximum of five (5) days of sick leave to any one
individual in a given year.. Sick
leave is not payable upon the employee leaving OAA.
Personal
Leave - employees accrue two (2) days of
personal leave in a given year.
Additionally, a maximum of four (4) days may be used from the employee’s
sick leave balance as and for personal leave.
At the end of the fiscal year, any unused personal leave will be moved
to the sick leave balance. Personal
leave may not accumulate from one year to the next.
Personal leave may be denied if
the number of requests at any particular site is believed to hamper the
operation of that site.
Maternity
/ Paternity and Parental Leave - Employees
may use sick leave, personal leave, FMLA or may request a medical leave of
absence.
Jury
Duty - Employees are granted time away fro
work without loss of pay to serve on a jury.
Stipends paid to employees must be paid to the Academy, except for
travel.
Leave
Without Pay - Employees may request up to
12 weeks of leave without pay upon the approval of the Superintendent and up to
one (1) year upon the approval of the Governing Board.
Military
Leave – Employees are granted time away
from work without loss of pay, for that purpose, providing a copy of
appropriate official military orders are accompanied with the leave form.
Professional
Leave – employees may use two (2) days of
professional leave per year.
Professional leave may not accumulate for one year to the next.
Subpoena
Leave (Personal) – Employees may use one
(1) day per year for a personal subpoena.
Subpoena
Leave (Official) – Employees who receive a
subpoena to appear, as a witness of actions that occurred on school property
will be placed on official leave.
Paid
Holidays – Certified Employees – 12 paid
holidays
OUTSIDE
EMPLOYMENT – TUTORING FOR PAY
Certified
teachers may not receive extra pay for tutoring current students that are
currently assigned to the teacher during the period of the teacher’s contract
with the Academy.
Teachers
who tutor individuals who are not their current students may provide tutoring
services for pay provided such tutoring is performed outside the school day.
Teachers
who provide private tutoring for pay to individuals who are not current
students may not provide such services at a Academy site and may not use
Academy equipment or supplies. The
student, however, may use the textbook issued by the school.
PAY
PERIODS
Paying
periods will be every 5th and 20th of each month.
PAYROLL
DEDUCTIONS AND TAXES
Standard
deductions from employees paychecks are made as required by Federal and State
law. These include Federal and State
income tax, Social Security, Medicare, and Arizona Ste Retirement
payments. Check stubs/ direct deposits
statements indicate the amount of these deductions.
In
addition, an employee may authorize the Payroll department to make various
other deductions.
Federal
and State withholding taxes can be changed at any time, by completing a new
form.
PERSONAL
INFORMATION UPDATE
During
the course of the school year, each employee is required to verify a Personal
Information Update sheet. It is
imperative that employees keep administration aware of any changes in their
address, phone number, etc.
PERSONAL
PROPERTY
Omega
Alpha Academy will not assume any responsibility or liability for damage or
loss of an employee’s personal property being utilized in the exercise of their
duties or on school premises while in the Academy’s employ.
PERSONAL
FILES
The
Administration Department maintains a
personnel file for each employee.
Employees may review the contents of their file at any time. This must be done in the presence of a
member of the Human Resource Department staff.
Employees also have the right, at any time to submit a written statement
regarding any material place in their file.
Freedom
of Information Act – As an employee of a
public school system, information contained in an employee’s personnel file is
a public record. Only evaluations are
confidential per Arizona Revised Statutes.
Requests from a third party must be in writing to the Administration
Department. The HRD will attempt to
immediately notify the employee of the public record request prior to the
release of any information. This will
allow the employee time to initiate legal action to preclude access to material
contained in a personnel file, at the employee’s own option and expense.
PURCHASING
PROCEDURES
OAA
employees often need to purchase supplies or services during the school
year. If OAA is to assume the cost of
any purchases, a requisition from that has been approved by the administrator
or supervisor must be submitted to the Business Office in order to secure a
Purchase Order. A PO is to be done
prior to the time the purchase is made.
This applies to all funds, as well as student activities and auxiliary
operations.
OAA
Purchase Order is the only official authorization to vendor to provide supplies
or services. To avoid personally assuming
the costs for the supplies or services follow the procedures outlined above.
Purchases
of supplies or services made without obtaining an authorized PO in advance will
not be paid for by the Academy, and will be treated as a personal commitment by
the person making the purchase. As such, the individual making the purchase
will be responsible for payment.
Additionally, any individual making or complying with the above will be
subject to disciplinary action, including but not limited to, dismissal.
RESIGNATION
Certified
employees intending to resign from OAA are required to provide a written letter
of resignation in advance of their intended resignation date to the
Administration Department. Failure to
provide such advance notice may ultimately result in an overpay situation, due
to the current payroll procedures.
Therefore, the more advance notice an employee can give the better.
Certified
employees who “break” their contract for employment with OAA will be assessed a
$1500.00 fee as and for “Liquidated Damages”.
This fee must accompany the employee’s letter of resignation and will be
held for action by the Governing Board
Upon
termination of employment, an employee and their dependents, which are enrolled
in the academy’s group health plan, may be eligible for continued coverage
under the plan.
RETIREMENT
401K
is available as an option of retirement
SMOKING
Pursuant
to Arizona State Law, it’s unlawful for any individual to have any tobacco
products in their possession or to use any tobacco products while on the
Academy’s property, at the Academy’s events or vehicles.
WORKERS
COMPENSATION
If
an accident occurs while on duty, employees are protected under the Worker’s
Compensation of Arizona. Should an
employee need to take off work for an extended period of time due to an on the
job injury.
An
injured employee may use accrued sick leave during the seven (7) calendar days
(5 workdays) waiting period required by Workers Compensation law. After the waiting period, those employees
who elect to receive the Worker’s compensation benefits may not use accrued
sick leave in addition to these benefits.
The Academy will not allow duplicate payment from the Academy and from
Worker’s Compensation except during the waiting period (first five workdays).
SAFETY RULES AND
REGULATIONS
CONDITIONS OF
WORK
Professional
Staff Employees
2001-2002
GENERAL
INFORMATION
The purpose of these
rules and regulations is to provide direction for employees in assuring
employee safety and well being during employment with OAA School Academy. Employees should check the bulletin board
daily, notices posted there will be or importance.
If any employee is unable to work due to illness or for any
other unexpected valid reason, notice must be given to the site administrator
or supervisor by at least 7:00 am of the day missed.
Desks, workbenches, machines, vehicles, and working areas
are to be kept clean and orderly. Aisle
must be kept clear of stock and material must be stacked neatly. Discarded paper, rags and waste materials
must be placed in receptacles provided for that purpose.
Employees are required to report promptly and change in
their address or telephone number to the site administrator.
Any article lost or found should be reported at once to the
site administrator or Supervisor. Al
articles found on the school premises must be turned in to the Site
Administrator’s office. All lost
property delivered to the Academy and not claimed within a period of six (6)
months will be turned over to a charitable organization or otherwise disposed
of as determined by the Academy.
Employees are not to transport students in private vehicles
or in the Academy’s vehicles unless authorized to do so.
SAFETY RULES
Safety is one of the most important requirements of your
job. Every employee must fully comply
with a safety instruction. Careless
habits endanger not only you, but your fellow employees as well. Your thoughtful attention to safety
standards will enable you to work free of accidents.
1.
Work only when you are
physically fit.
2.
Report all accidents and
injuries promptly to your site Administrator or Supervisor. An adequate program for first aid is
maintained to provide necessary attention.
3.
Walk – do not run anywhere on
school premises.
4.
All employees must wear shoes
of sturdy construction to afford proper protection for their feet. Material handlers and other employees who
regularly handle heavy objects should wear safety shoes.
5.
Employees must not wear loose
clothing or garments, including any hanging jewelry, when working on or near
machines or power tools.
6.
Goggles are provided by the
Academy and must be worn at all times when an employee is operating a grinder,
polisher, or any other type of machine where particles chips or dust are
created.
7.
Employees with long hair must
wear hair caps when their work requires it.
8.
Employees must not clean or
adjust their machines while the machine is in motion.
9.
Employees operating power
equipment must at all times use the guards provided by the equipment.
10. Place oil waste, trash, food scraps; water paper, old
clothes, etc., in containers provided for such purpose. Keep all equipment and facilities clean.
11. Report promptly to your Administrator any dangerous
practices, defects and lighting equipment, floors, tools, machines, or other
equipment that may cause an injury
12. Do not start any machine before checking to see that no one
is in a position to be injured.
13. Do not attempt to lift or push objects that are too heavy
for you – ask for help when you need it.
Learn to lift the proper way to avoid strains.
14. Avoid touching any loose or misplaced electrical wires, and
be user to report any such condition to your Supervisor promptly.
15. Do not pile material or equipment in front of, against, or
on top of the fire apparatus, sprinkler valve housings, electrical equipment,
etc. Keep fire lanes, doors, aisles,
and stairways clear of all obstructions.
16. Know the locations of fire exits, alarm boxes, fire
fighting equipment, first aid kits, and first aid assistance.
17. Maintain all safety and first aid equipment in serviceable
condition.
18. Do not perform any assigned task in a careless or negligent
manner. Be especially careful when
operating any mechanical equipment or device used in manufacturing process and
in the operation of the plant.
The willful disregard of safety rules shall subject the
employee to reprimand, suspension or discharge.
SPECIFIC RULES OR WORK
The following rules cover major employee conduct. Violations may result in disciplinary
action. All employees must become
familiar with these rules and observe them at all times.
1.
Attendance - Working Time
- Employees must report to work on time (7:40 – 3:45) and work their
scheduled hours. Repeated tardiness
may result in dismissal. Employees
must start working at the beginning of their scheduled workdays and, except for
rest and lunch periods, must remain working throughout the workday. Employees must start work at the beginning
of their work shift and resume working promptly following the end of the rest
or lunch periods. Absence
When an employee expects to be absent or in the case of an
unexpected absence, the employee must:
· Notify the Site Administrator promptly per their
directions.
· Complete and submit a leave form immediately
2.
Leaving Work During
Working Hours
Except for purposes of the lunch period only, employees are
not permitted to leave the Academy’s premises or leave assigned workstations
during their scheduled work hours unless required by their work. Except where required by their work,
employees desiring to leave the workstation during working shift hours must
obtain authorization form the Administration . OAA encourages employees to make doctors’ appointments after
school.
3. Housekeeping
Employees must perform their work
with due regard for maintaining the premises in an orderly manner and shall
return all tools or equipment to the person or place from which they were
obtained promptly following the completion of their use. Employees are required to deposit refuse in
containers provided for such purpose.
4. Personal
Communications
Employees are not permitted to
make or receive telephone calls during work hours except in case of
emergencies; the same applies to cell phones of their property. Urgent incoming telephone messages will be
delivered to employees. Personal
telephone calls should be confined to the lunch periods.
5. Canvassing on the
Academy’s Premises
During work employees are not
permitted to engage in any activity other than the performance of their duties
and responsibilities in the fulfillment of their job. The passing out of literature or documents is not permitted. It is necessary that employees obtain
authorization from the Superintendent before engaging in such activities. This applies also to verbal
solicitation. If employees desire to
engage in conversation with other employees about anything other than work,
they must confine such conversation to places other than the work areas and
during non-working time. Canvassing or
collecting contributions on the Academy’s premises is not permitted.
6. Interference with
Employees
Employees are not permitted to
interfere with other employees in the performance of their work. Employees shall not conceal property
belonging to another employee or intentionally delay the work of any employee.
7. Destruction of
the Academy’s Property
Defacing, destroying, or
willfully neglecting the Academy’s property is prohibited.
8. Gambling
Gambling in any form whatsoever
is strictly prohibited
9. Insubordination
Insubordination, including
refusal or failure to perform work assigned, is prohibited.
10. Intoxicating
Liquors
Employees are not permitted to:
·
Report
to work under the influence of any alcoholic beverage or other stimulant.
·
Use
alcoholic beverages or other stimulant
·
Bring
alcoholic beverages or other stimulant onto the Academy’s premises.
11. Smoking
Pursuant to Arizona State Law, it
is unlawful for any individual to have any tobacco products in their possession
or to use tobacco products while on the Academy’s property, or Academy’s events
or vehicles.
Theft of the Academy’s property
or the property of any employee is prohibited.
Falsification of personnel or
other records or falsely stating or making claims of injury are prohibited.
The making of false or malicious
statements concerning any employee, the Academy, or its programs, or falsifying
or refusing to give testimony when accidents are being investigated is
prohibited.
The misuse of publication of
confidential information relating to the Academy’s programs or operations is
prohibited.
The use
of abusive, threatening, or profane language or engaging in disorderly conduct
is not allowed.
The use
of the Academy’s stationery, supplies, postage, equipment, or any facilities
for an employee’s personal benefits is prohibited.
Unauthorized
possession of weapons that may cause serious personal injury on the Academy’s
property is prohibited.
Staff
must wear uniforms at all times in the Academy’s premises and vehicles. Staff may wear all different colors polo
shirts (purple, navy blue, gold and/or maroon.
Tights and shorts are not allowed at any time.
The Governing Board shall retain
the authority to impose appropriate discipline in situations not referenced
above. The list is not intended to be
an inclusive list of all situations where discipline or dismissal would be
appropriate.
Employees are expected to maintain their workmanship according to proper methods an