• Equal employment opportunity

    Policy DAA

    The Schertz-Cibolo-Universal City Independent School District does not discriminate against any employee or applicant for employ­ment because of race, color, religion, gender, age, national origin, disability, military status, or on any other basis prohibited by law. Additionally, the district does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice.  Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

    Employees with questions or concerns relating to discrimination on any of the bases listed above should contact the Assistant Superintendent of Human Resources, 1060 Elbel Road, Schertz, Texas 78154, (210) 945-6204.

    Job vacancy announcements
    Policy DC

    To the extent possible, announcements of job vacancies by position and location are posted on a regular basis to the district's Web site.

    Contract and non-contract employment
    Policies DC, DCA, DCB, DCC, DCD, DCE

    State law requires the district to employ all full-time professional employees in positions requir­ing a certificate from State Board for Educator Certification (SBEC-TEA) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at will or by a contract that is not subject to the procedures for non-renewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

    Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC-TEA certification must receive probationary contracts during their first year of employment if they have not been previously employed by the district. Employees who move to a position requiring a new class of certification may also be employed by probationary contract.  Probationary contracts are one-year contracts.  The pro­bationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one full school year under a probationary contract. For those with less experience, the probationary period will be three full school years, with an optional fourth full school year if the district has doubts about whether a term contract should be given.
     In the event a probationary employee (with less than five of eight years’ experience) begins work after the school year has begun, at the discretion of the Superintendent, the employee’s first year of probationary employment can be considered a full year, provided the employee works no less than the minimum number of days to acquire a year of creditable TEA service during that first year of employment.

    Term and continuing contracts. Full-time professionals employed in positions requiring certifi­cation and nurses will be employed by term or continuing contracts after they have successfully completed the probationary period.

    Educator term contracts. Term contracts governed by Chapter 21 of the Education Code (educator term contracts) shall be provided to:

    SBEC-TEA certified employees serving full-time as certified central office administrators, principals, assistant principals, teachers, counselors, diagnosticians, librarians; and full-time nurses.

    Contracts for non-certified personnel. Employment term contracts not governed by Chapter 21 of the Education Code shall be provided also for the following positions for which neither SBEC-TEA nor the District requires current SBEC-TEA certification: central office professionals in positions where certification is not required and non-certified administrators hired under a grant and subject to funding.

    Continuing contracts retained. Any District employee hired prior to March 1, 2002 shall be eligible for a continuing contract upon completion of probationary status as appropriate or until the employee relinquishes the contract. Policies relating to employment by educator term contract do not apply to employees on continuing contracts. However, teachers hired after March 1, 2002, will receive a one-year term contract upon completion of probationary status.

    Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.
    Certification and Licenses
    Policy DBA, DF
    Professional employees whose positions require SBEC certification or professional license are responsible for taking actions to ensure their credentials do not lapse.  Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Human Resources Department in a timely manner.
    A certified employee's contract may be voided without due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to extend a temporary certificate, emergency certificate, probationary certificate or permit.  A contract may also be voided if SBEC suspends or revokes certification because of an individual's failure to comply with criminal history background checks.  Contact the Human Resources Department if you have any questions regarding certification or licensure requirements.

    Searches and alcohol and drug testing
    Policy DHE

    Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or worksites or used in district business.

    Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are sub­ject to testing requirements when their duties include driving.

    Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

    All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the personnel office.

    First aid and CPR certification
    Policy DBA

    Head marching band directors, head coaches, or chief sponsors of an extracurricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or UIL must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.

    Reassignments and transfers
    Policy DK

    All personnel are subject to assignment and reassignment by the superintendent. Reassignment is a transfer to another position, department, for facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus. When reassignments are due to enrollment shifts or program changes, the superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).

    Employees with the required qualifications for a position may request a transfer to another cam­pus or department.  Employees desiring a transfer to another campus or department must complete an online application for the desired position and must indicate "Transfer" in the application.  Teachers requesting a transfer to another campus before the school year begins must submit their request by the end of the present school year. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the Human Resources Department and must be approved by the receiving supervisor.

    Workload and work schedules
    Policy DL

    Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including start and end dates and scheduled holi­days will be distributed each school year.

    Classroom teachers will have planning periods for instructional preparation and conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are enti­tled to a duty-free lunch period of at least 30 minutes. The district may require teachers to super­vise students one day a week when no other personnel are available.

    Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not autho­rized to work in excess of their assigned schedule without prior approval from their supervisor.

    Notification of parents regarding certification status
    Policy DBA, DK

    Texas law requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. Inappropriately certified or uncertified teachers includes individuals serving with an emergency permit (including individ­uals waiting to take the EXCET exam) and individuals who do not hold any certificate or permit. No later than the 30th instructional day after the date of assignment the superintendent will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.

    In schools receiving Title I funds, the district is also required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by a teacher who is not highly qualified.

    Employees who have questions about their certification status can call the Human Resources Department.

    Outside employment and tutoring
    Policy DBF

    Teachers are not allowed to privately tutor their students for pay, except dur­ing the summer months.

    Performance evaluation
    Policy DN, DNA, DNB

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

    Employee involvement
    Policy BQA, BQB

    At both the campus and district levels, SCUCISD offers opportunities for involvement in matters that affect employees. As part of the district’s planning and decision-making process, employees may either be asked or elected to serve on district- or campus-level advisory commit­tees. Plans and detailed information about the shared decision-making process are available in each campus office.

    Staff development

    Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achiev­ing campus performance objectives, and addressed in the campus improvement plan, which is approved by a campus-level advisory committee. Staff development for non-instructional person­nel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.