UNION COUNTY SCHOOLS

TEACHER HANDBOOK

INTRODUCTION

WORD  Downloadable Document

            The following references are available in the libraries of each Union County School and on each school website located at www.ucps.org to assist the new employee in acclimating himself/herself to the organization of our schools:

1.      Rules, Regulations, and Minimum standards for the Governance of Public Schools in the State of Tennessee

2.      School Board Policy Handbook, including the Transportation Handbook, Discipline Code, System-wide Grading Scale, Leave of Absence Form, and Emergency Disaster Plan

3.      New Teacher Handbook

4.      Student Handbook for each school

Teachers new to the system are responsible for adhering to all school board policies and individual school policies, and for cooperating in a manner that will lead to the smooth, efficient operation of the school.

TEACHING STRATEGIES

            All teachers are expected to be familiar with good teaching/learning strategies and classroom management techniques.  If a teacher finds that he/she is deficient in either of these areas or is having an undue amount of disorganization in the classroom, he/she should seek help immediately from the school principal and/or the supervisor of instruction.

            This handbook lists several tips for effective classroom discipline and guidelines for use of corporal punishment, which must be followed to protect the teacher from possible litigation.  Bear in mind that following these guidelines will not necessarily prevent a lawsuit.  If the teacher uses extreme force in administering corporal punishment, which results in an obvious injury to a child, complications may develop.  Children are to be under the supervision of an adult employed by the Board of Education at all times.  Should leaving children unsupervised result in an injury, a teacher should realize that this is negligence on his/her part.  A teacher in this situation could possibly be sued. 

GROUPING

            In addition to good teaching and learning methods, new teachers should be knowledgeable of various strategies for grouping children within a classroom for efficient instruction.  Individualized instruction is the ideal, but in many cases, a less that ideal arrangement had to be made.  Large group instruction may be alternated with small group instruction whenever possible.  Groups may be homogeneous or heterogeneous, but the teacher should know why he/she has grouped in one way or the other.

            Before beginning instruction, the most effective method for reaching the most children on their present instructional level should be determined.  (A child in the fourth grade may not be able to master fourth grade material without hardship.)  Reading and math placement tests are available in each school to find each child’s level of ability so that his/her textbooks can be chosen to match the instructional level.  In reading and math, skill grouping is recommended.

SPECIAL PROGRAMS

            Special programs are available for those students whose academic needs cannot be met entirely in the regular classroom:  Special Education, Title 1 remedial reading and math, and Gifted Education.  Reasonable care should be taken when recommending students for these programs, particularly the child’s exact learning difficulties so that the recommendation can be adequately supported.  Psychological examinations can be requested by calling the Special Education Supervisor.  A school psychologist is available to help diagnose and remediate student behavior problems.

TEXTBOOKS

            Textbook series are selected on a rotating basis every six years by committees of teachers.  Most textbook companies furnish teacher’s editions of texts free upon request.  Whenever a teacher’s edition is needed, call the Supervisor of Instruction.

            Teacher’s editions contain many suggestions for presenting lessons.  Use the teacher’s edition as a resource guide, not solely as an answer key.

LESSON PLANS

REQUIREMENTS:

            The principal will require his/her faculty to have daily lesson plans on the teacher desk in the plan book provided by the Board.  Teachers shall not be required to file copies of lesson plans in the school office except as may be required by the principal.

            The principal shall notify his/her faculty during the first week of school of the lesson plan requirements.  However, the principal shall make changes in the requirements during the school year if deemed necessary.

Central Office Personnel

Charles E. Thomas – Director of Schools

Wayne Goforth – Technology Supervisor

Jewel Harrison – Technology Assistant

Donald Tharp – Technology Assistant

Jennifer Ensley – Supervisor of Food Services

David Rigsby - K-5 Supervisor of Instruction

Jimmy Carter - Middle School Supervisor, Insurance

Patricia McKelvey  - High School Supervisor of Instruction

Sandra Price – Special Education Supervisor

Norma Jones – Food Service Bookkeeper/Secretary

Glenn Coppock – Financial Manager

Ruth Raley – Payroll Clerk

Ruth Sharp – Secretary/Receptionist

Carolyn Richardson – Special Education Administrative Assistant

Telephone Number:  (865) 992-5466

   2003-2004 School Calendar

This Calendar includes 13 days earned through extended school days. The 13 days are used as follows: Nine days are "Snow Days" and four days are for Staff Development.

MAKE-UP PROCEDURES OF INSTRUCTIONAL DAYS CANCELED DUE TO INCLEMENT WEATHER

               (1) First nine days missed there is no make up. Use "Snow Days".       (2) Additional days missed – The school year will be extended.

Calendar Summary

 *  Four  staff development days earned through extended school days.

** Six hours of teacher-parent conference time will be scheduled outside the regular teacher work day by the local school administration.

*** To be announced

Return to Calendar

SECTION ONE

Board of Education

            The Board of Education of Union County is responsible for the operation of the Union County School System.  Since the Board is legally a single united body, board policies and action are official and legally binding only when approved in an official meeting of the Board and written into the minute book.

            The Union County Board of Education, at present, is composed of seven members.  The members are elected at the regular election by the voters of the civil district in which they reside.

BOARD MEMBERS

2003-2004

Ms. Beverly Campbell – Board Chair

Ms. Jennifer Garren – Vice-Chair

Ms. Colleen Beeler

Mr. Calvin Chesney

Mr. Rick Merritt

Mr. Gerald Smith

Mr. Chris Upton

Mr. Eddie Williams

SECTION TWO

Teaching Personnel

TEACHING PERSONNEL

1. Duties and Responsibilities of Teachers and/or Principals

1. To plan, organize and conduct a program of instruction in the subject(s) or grade(s) assigned in accordance with an approved time schedule, and in approved areas or subject matter.
2. To perform all work and discharge the duties and responsibilities described herein and/or any other work commonly recognized and generally accepted as incumbent upon a public school teachers; to perform this required work in an ethical and professional manner, giving cooperation and respect to co-workers, pupils, and parents, obedience to organizational superiors, and courtesy to pupils and parents.
3. To employ the arts, skills, methods, and techniques known to the profession which are necessary for the accomplishment of a successful instructional program, including uniform system of testing and grading, planned diagnostic and remedial work, and recognition of, and making allowances for, individual mental and physical differences.
4. To cooperate with the principal and supervisors in their efforts to effect an improved instructional program.
5. To comply with applicable board policies, the Director of Schools’ directives, and school rules.
6. To assume custody of pupils assigned to his/her care, and to take precautions that will ensure the pupils’ safety and general welfare.
7. To maintain discipline and order in the classroom.  To effect the control and discipline of pupils by means that might reasonably be employed by, and be within rights of, the parents.  As directed by the principal, to assist in maintaining order among all pupils as long as they are in the charge of the school.
8. To practice, and require the pupils to practice, good housekeeping by forbidding littering; by storing books, work materials, supplies, and equipment in a neat and orderly manner; by keeping boards and erasers functional; by having window shades properly hung; and by other practices designed to reflect good housekeeping.
9. To make reports as required by the principals, and submit data or information that may be necessary for the compiling and issuing of reports.
10. To attend all meetings called by the principal, supervisors, and Director of Schools, unless an assigned school duty conflicts.
11. To practice economy by the avoidance of unwarranted loss of classroom time; by the loss, waste, or misuse of instructional and other material and supplies; and by the prevention of the pupils from damaging school buildings, property, and equipment by marking, carving, burning, breaking, and so on.
12. To communicate with parents regarding the progress of pupils through the use of grade cards, notes, memoranda, letters, telephone calls, visitations and/or scheduled conferences.
13. To keep attendance records as directed by the principal, and to be responsible for the accuracy and promptness of their records, and for compliance with the requirements of the laws contained therein.
14. To perform extra-curricular duties assigned by the principal, such as room, hall, playground, ticket-taking, and similar duties essential to a well organized school.
15. To make a written contract with the Board at a fixed salary per month before entering upon his/her duties in the system.  To hold a duplicate copy of said contract in his/her possession.
16. To make arrangements with the principal should it become necessary to leave during school hours.
17. All professional personnel shall maintain good taste in their standard of dress.  Teachers shall refrain from wearing clothing that detracts from their bearing as professional persons.

2. Cumulative Records

1. Cumulative records forms adopted by the State Board of Education will be used in all schools.
2. The principal is responsible for the safekeeping of these records.  A file will be provided in each school for this purpose.
3. The teacher of a child entering the system for the first time shall be responsible for making a complete file of required records for him.  Other teachers through whose rooms and grades the pupil progresses shall make appropriate entries as required.
4. A record shall be kept permanently of each child within the system.  If lack of filing space makes a condensed record necessary, such condensed records shall show his birth date, place of birth, names of parents and guardians, a record of scholastic achievement year-by-year, and his/her scores on objective achievement tests.
5. A day-by-day record of attendance shall be kept by the classroom teacher.  A record showing periodic evaluations of scholastic achievement as made on daily recitations and oral and written tests used in semester and annual evaluations of each child shall be kept under the supervision of the teacher making the evaluations for at least six months following the end of the semester.

3. Selection of Teachers

Teachers shall be recommended to the Board by the Director after the Director

has consulted with the principal and supervisors.  Nominations for positions in the school system of persons within the county will be favorably considered, provided such persons are properly qualified and experienced.  However, if there is evidence that other persons are available who are better qualified, the nomination of the better qualified person will be favored.

4. Apprentice and Professional Teachers

All new teachers employed after July 1, 1984, shall come under the rules

and regulations of the Comprehensive Education Reform Act of 1984.              

5. Inservice Education

Each teacher and principal shall be required to participate in organized inservice

education as set forth by state law and the administrative staff of the school.  No personal leave days may be used in lieu of attendance at inservice training unless prior approval is obtained from the Director of Schools.

6. Leave

1. Sick Leave

                  Sick leave will be granted to an employee when the employee:

1.      is incapacitated from the performance of duties because of sickness, injury, or pregnancy and confinement;

2.      receives medical, dental, or optical examination or treatment;

3.      is required to give care and attendance to a member of his/her immediate family;

4.      would jeopardize the health of others by being present at his/her post of duty because of exposure to a contagious disease.

Sick leave shall mean leave of absence because of illness of a teacher resulting

from natural causes or accident; quarantine; or illness or death of a member of the immediate family of the teacher, including the teacher’s wife or husband, parents, grandparents, children, grandchildren, brothers, sisters, mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law.

            Teachers will accrue sick leave at the rate of one day for each month worked.  Unused sick leave will accumulate and be available for use in subsequent years.  There is no limit on the amount of leave days which may be accumulated.  Advance sick leave for the current year the teacher is employed may be granted.  Should the teacher resign before the end of the year and sick leave has been advanced for the entire year, those days not earned will be reimbursed by the teacher.

            If the employee misses ten days in succession, he/she must apply for a leave of absence, even if the employee has accumulated sick leave available.  This leave must be accompanied by a medical certificate specifying the reasons for the absence.  This must be approved by the Director of Schools before the sick leave will be paid.

            Permanent, cumulative sick leave records for each active professional employee shall be kept in the Director’s office.

            A teacher upon employment, may transfer his/her accumulated sick leave from another Tennessee school system, provide that the Director of the system in which the accumulated leave was held provides notarized verification.

            Absence for reasons not authorized shall result in deduction of pay and may result in termination of employment.  Principals are directed to report unauthorized absences or the fraudulent use of sick leave to the Director of Schools.

2. Professional and Personal Leave

Professional leave allows a teacher to be absent in order to undertake business

necessitated by his school or local association position.  Personal leave provides for situations which compel a teacher to be absent, but which are not covered by the sick leave plan.  A teacher shall be allowed two (2) personal and/or professional leave days each year.

3. Court Appearance Leave

According to the law, the decision must be left up to the teacher.  TCA 22-1-103

(a) (3) states that all acting professors or teachers of any college, school or institution of learning are exempt from the initial summons to serve.  Upon receipt of such summons, any person exempt under the section shall notify the clerk of the court issuing the summons, informing the clerk of a seven (7) day period such person will be available to serve as juror within the next twelve (12) month period.

4. Sabbatical Leave

Leave without pay for study may be granted for a period of time not to exceed one

 (1) year.  The leave will carry neither fringe benefits nor increment privileges.  Return to the position form which the leave is granted is assured within a one-year period.  If the teacher on leave does not intend to return to the position from which the leave was granted, he/she shall notify the Director in writing thirty (30) day prior to the expiration of the leave.

5. Maternity Leave

As soon as a teacher knows that she is pregnant and that the due date is during the

school term, she must inform the Director of her plans to be absent during the pregnancy.  If the teacher wishes to take maternity leave, she must apply to the Director for a leave of absence thirty (30) days prior to the beginning of the leave.

            Upon written request of the teacher, accompanied by a statement from the physician verifying pregnancy, any teacher on maternity leave shall be allowed to use all or a portion of her accumulated sick leave for maternity leave proposed during the period of her physical disability only , as determined by a physician.

F.      Military Leave

Military leave may be granted to personnel who enter military service.  Positions

shall be available to the service personnel upon their return in accordance with the provisions of the re-employment rights under the Selective Service Act of 1948.

G.     Non-tenured certificated personnel will be granted leave of absence only

in emergency situations or in situations covered by state law (e.g. military duty, jury duty, etc.)

1.       Evaluation Policy

a.       Objectives and Goals

Evaluation is a cooperative, continuing process intended to improve instructional

quality and learning opportunities for students.  Evaluators and those being evaluated will work together by reviewing the general and specific responsibilities of the one being evaluated, by examining working conditions, by determining whether or not the one being evaluated meets his/her individual responsibilities satisfactorily, and by outlining changes and/or assistance needed, and the time and manner in which those changes are to be implemented.  To provide mutual understanding between the evaluator and the person being evaluated, the evaluation should indicate clearly the goals toward which the evaluatee should work.

2. Process

Central office personnel and principals shall be evaluated by the Director of

Schools or his designee.  The principal shall be responsible for evaluating personnel in his/her individual school, and may be assisted by the supervisor(s) of instruction if requested.  Teachers may request, in writing, an additional evaluation by a supervisor or the Director.  Teachers will be evaluated with the State Model of Evaluation process.

10.    Grievance Procedure

A grievance is an alleged violation of a teacher’s rights according to the contract between the Union County Board of Education and the Union County Education Association.  A grievant is an individual teacher or a group of teachers having the same grievance.  All the time limits consist of teacher duty days, except that in cases wherein a grievance is submitted fewer than ten (10) days before the close of the current school term, time limits will consist of all week days.

11.    Resignation

Any employee whose appointment is subject to confirmation by the Board of Education and who intends to resign should submit a written statement of resignation to the Director of Schools, who shall in turn submit the resignation to the Board of Education for action.  In the event of resignation, the employee shall give the Board thirty (30) days written notice.

12.    Retirement System

Any person who shall become a teacher shall become a member of the Tennessee

Teachers Retirement System as a condition of employment.  Social Security coverage is mandatory by state law for all teachers joining the school system after July 1, 1957.

13.    Volunteer Workers

Volunteer workers must be recommended by the principal and approved by the

Director before they begin working.

14.    Substitute Teachers

Substitute teachers shall be approved by the Director for each school.  A list of all

substitute teachers, with their addresses and phone numbers, shall be made available to each teacher by the principal.

The regular teacher or principal or his/her designee shall call from the list of

substitutes elected for his/her school a replacement as soon as the absence is anticipated, giving the substitute instructions and/or lesson plans for the class and any relative information.  The regular teacher shall notify the principal as to who will be the substituted for that day and also the date he/she anticipates returning to work.

Substitute teachers shall assume all duties of the teacher for whom they are

teaching, including bus duty, playground supervision, lunchroom supervision, and so on.

SECTION THREE

Student Personnel

STUDENT PERSONNEL

1. Attendance Requirements

The following is taken from T.C.A. 49-1408

The Education Improvement Act changes the compulsory attendance ages

from seven through sixteen, inclusive, to six through seventeen, inclusive.  This means that a child must attend school until his/her eighteenth birthday unless:

(1)  He/she has received a diploma or other certificate of completion of high school

(2)  He/she is enrolled in a course of instruction leading to a GED; or,

(3)    He/she is enrolled in a home school and has reached his/her seventeenth birthday

Provided, however, that for any good and substantial reason as determined by a parent or other person having legal custody of the child and agreed to by the Director, such parent or person may withdraw his child from the public school provided within thirty (30) days, parent or person having legal custody of the child places the child in a public school or in a private school approved of by the Director of Schools.

Pupils entering school for the first time must have:

(1)  Birth certificate

(2)  Proper immunization (under Tennessee law, a child may not attend school unless he/she has had all necessary immunizations.)

(3)    Physical examination (The Parent Record Card supplied by the county health department, properly filled out, fulfills all requirements)

If a child has not entered school within thirty (30) days after the opening of

school, admission may be refused.

            All school personnel employed by the Director of Schools shall be given permission to enroll their children in the school in which they are employed.

2. Absentee Policy

Teachers must keep an accurate record of all student absences in each class.  The

decision to promote or retain a student because of absences in grades K-8 will be left up to the discretion of the classroom teacher.  Students in grades 9-12 whose absences exceed 2 and are not made up, leads to failure in the course.

3. Early Dismissals

No student shall be permitted to leave school premises without the written request or approval of the parent or guardian in person.  Such requests should be kept on file the entire school year in addition to having a record of the time and date of departure and return of all students during the school day with reason therefore.  No teacher shall permit any pupil to leave school prior to regular dismissal hours except with the approval of the principal.

4. Pupil Interviews

No person other than officials and parents of Union County students shall be

allowed to interview a pupil at the school except with the approval of the principal.  The principal shall give approval when, and only when, he/she is convinced that the interview is for the best interest of the pupil or is in the interest of justice.  When police or a court officer requests to interview a pupil, the principal or his/her designated representative shall be present at the interview.

5. Dress and Conduct

The Union County Board of Education believes that good taste and normal

standards should be maintained in the dress and grooming of students, and that the dress of students should not be detrimental to the educational environment and public image of the schools.

            The principal and his faculty shall determine the appropriateness of dress and grooming to the school situation.  When, in the opinion of the principal, a student is not dressed appropriately or exhibits grooming which is considered detrimental to the school environment, appropriate action shall be taken.

            No students will be permitted to wear clothing which contains vulgar or profane language or pictures.

            The decisions concerning shorts and other items of dress will be left up to the principal of each school.

            Hugging and kissing among students will not be permitted on school property during school hours.

Dress Code

            Students K-3:  Shorts of appropriate length are allowed.  The mid-thigh rule does not apply.

            Students 4-12: 

1.      Any attire (shorts, skirts, skorts) are to be worn at mid-thigh.  Each shall be hemmed.

2.      Pants and shorts must be worn at the waistline.

3.      Top/shirts should fall below the waist

4.      T-shirts shall not have written slogans/messages which contain:

Advertisements of drugs or alcohol or contain vulgar or sexually explicit messages (direct or implied)

5.      T-shirts shall not contain any messages, slogans, or symbols that promote racial discord.

6.      Jewelry – all facial jewelry shall be limited to the ear.

7.      No Tank Tops

8.      No full-length coats

Faculty/Staff

1.      All school personnel shall dress professionally.

2.      No shorts except dress/city shorts or skorts, worn at knee length.  PE teachers and coaches are exempt from this rule during the exercise of their assigned duties.

3.      Top/shirts should fall below the waist.

6. Discipline

Teachers and administrators shall strive to create a school environment that is

favorable to the development of self discipline and self direction.  The principal is responsible for and shall have such authority as is necessary for maintenance of good order within the classroom for the promotion of an effective learning environment.

Principals have the right to expect the cooperation of all teachers in maintaining

discipline, and it is the duty of all teachers to assist in the discipline of the total school.  The authority to control pupil conduct shall extend to all activities of the school, including all games and public performances of athletic teams, trips, and other school activities.

1. Basic Principles

1. Many behavior problems can be settled with only a frown of disapproval

or a verbal reprimand.  Others may demand the deprivation of privileges or a conference between teacher and pupil.  Occasionally, there will arise situations in which correction demands assignment of penalties.  Certainty of correction is a better deterrent than severity.

2. With occasional exception, teachers should not ask for assistance from the

office in dealing with disciplinary problems unless the teacher has first made a sincere effort to settle the matter without such assistance.  A teacher strengthens himself/herself each time he/she solves his/her own discipline problems.  However, no teacher should permit a bad situation to continue without consulting the office for suggestions.

3. Do not be too familiar with the students.  The old saying “familiarity

breeds contempt” is applicable in teacher-student relations.

4. Establish principles of discipline on the first day of school.

5. Let the students know from the beginning what you expect of them.  Do

not make your rules unreasonable, but do not make them so lax that you lose control of the students.

6. There are times when a problem is handled better after school, after class,

or outside the classroom.  Avoid “scenes” and arguments in front of other students.

7. Every teacher is a disciplinarian during ever hour of the school day and in

every part of the school building.

8. Students who remain after school for extracurricular activities are under

the supervision of the teacher assigned to the activity.  The teacher must remain at school until every student is out of the building.  The teacher will always be held responsible for the conduct of the group.

9. All students’ functions must be chaperoned by the advisors of the group.

10. Learn the pupils backgrounds, abilities, needs, and present levels of

achievement.

11. Corporal punishment may be used when necessary.

12. Hold to “standards,” but be sure they are standards which the pupils can

meet.

13. Know your students’ names.
14. Be willing to apologize to a pupil if you find that you have treated him

unjustly.  Do not try to cover up to save face.

15. Do no punish for suspected behavior.

16. Do not punish an entire class because of the misdeeds of a single offender. 

Get the majority with you, not against you.  It is better to permit the guilty pupil to escape punishment than to punish even one innocent pupil.

17. Do not make an issue of something that is trivial.  A molehill may look

like a mountain when you are tired or upset.

18. Do not hold grudges.  Do not be vindictive.

19. Avoid threats you cannot enforce; for example, “Leave and don’t come back!”

20. Retain your sense of humor.

21. Be consistent.

22. Always use common sense.

2. The Teacher’s Role

A good teacher may have disciplinary problems.  One cannot expect every teacher

to deal with discipline situations perfectly every time.

            The teacher’s obligation toward discipline is multiple.  It involves monitoring assignments, effective classroom management, and group sponsorship where the teacher is definitely charged with the responsibility for good order.  Secondly, it is the duty of every member of the staff to be responsible for good order wherever he/she may be.  To overlook an infraction without taking some action is, in a sense, condoning the very act.  We must be consistent in our expectations for good behavior.

3. Corporal Punishment

Any principal, assistant principal, or teacher may use corporal punishment in

order to maintain discipline and order within the public schools or Union County using the following guidelines.

a.  Administrative Procedures

(1)   At the beginning of the school year, each principal shall

designate certain professional employees to serve as witnesses for the administration of corporal punishment.

(2)   The number of designees for each school shall be

determined by the principal and distributed evenly and appropriately in the building(s) for the most effective least disruptive administration.  These designees shall be in addition to the principal, assistant principal, or a designated acting principal, if the principal is absent.  The designee shall be made know to the faculty.

b. The following conditions shall be observed when corporal punishment

is administered:

     (1)  Corporal punishment shall be administered only after less

stringent measures such as counseling, parental conferences, and other forms of discipline have failed to produce desired results, unless the conduct of the student is of such an extreme nature that corporal punishment is the only reasonable form of punishment under the circumstances.

    (2)  Corporal punishment shall be administered in the presence

of another designated professional employee and shall take place in the principal’s office, the hall, or other such place out of view of other students.

(3)   Punishment shall be administered humanely, with

reasonable restraint.

(4)   It shall be administered so that no part of the head or face

shall be struck.

(5)   Such factors as the size, age, and condition of the student, the type and size of the instrument, and the amount of force to be used should be considered before administering the punishment.

3. If a statement issued by a professional licensed by the State Board of the

Healing Arts, indicating the possibility of risk to a student’s well being, has been filed with the school, it shall be honored.  In such cases, the principal may take such other action as deemed necessary, including suspension.

4. A record of date(s) and witness(es) to corporal punishment shall be

maintained at the school.

4. Discipline Policy

It is our philosophy that school is a place where teachers have a right to teach and

students have a right to learn.  To assist with putting this philosophy into action, we have adopted a school-wide Discipline Plan to guide student behavior and to assist teachers in limit-setting and rewards.

                        Our school-wide rules are:

1.      Follow directions and school board policies.

2.      Respect and obey all school personnel:  teachers, assistants, and staff.

3.      Walk quietly and talk softly in the building.

4.      No vulgar or profane language.

5.      Keep feet, hands and objects to yourself.

In addition to the school-wide rules, each teacher will have his/her own classroom

rules posted in his/her room.